Effort-reward imbalance and overcommitment in employees in a Norwegian municipality: a cross sectional study

<p<Abstract</p< <p<Background</p< <p<The aim of this study was to validate a Norwegian version of the Effort-Reward Imbalance Questionnaire (ERI-Q).</p< <p<Methods</p< <p<One thousand eight-hundred and three employees in a medium-sized Norwegian...
Ausführliche Beschreibung

Gespeichert in:

Autor*in:	Lau Bjørn [verfasserIn]

Format:	E-Artikel
Sprache:	Englisch

Erschienen:	2008

Übergeordnetes Werk:	In: Journal of Occupational Medicine and Toxicology - BMC, 2006, 3(2008), 1, p 9
Übergeordnetes Werk:	volume:3 ; year:2008 ; number:1, p 9

Links:	Link aufrufen Link aufrufen Link aufrufen Journal toc

DOI / URN:	10.1186/1745-6673-3-9

Katalog-ID:	DOAJ032752547

Internformat


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topic_title	RC963-969 Effort-reward imbalance and overcommitment in employees in a Norwegian municipality: a cross sectional study
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title	Effort-reward imbalance and overcommitment in employees in a Norwegian municipality: a cross sectional study
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title_sort	effort-reward imbalance and overcommitment in employees in a norwegian municipality: a cross sectional study
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title_auth	Effort-reward imbalance and overcommitment in employees in a Norwegian municipality: a cross sectional study
abstract	<p<Abstract</p< <p<Background</p< <p<The aim of this study was to validate a Norwegian version of the Effort-Reward Imbalance Questionnaire (ERI-Q).</p< <p<Methods</p< <p<One thousand eight-hundred and three employees in a medium-sized Norwegian municipality replied to the ERI-Q, and health-related variables such as self-reported general health, psychological distress, musculoskeletal complaints, and work-related burnout were examined.</p< <p<Results</p< <p<Sound psychometric properties were found for this Norwegian version of the ERI-Q. When the two dimensions of ERI and overcommitment were analyzed in four types of employees, the results showed that employees characterized by a combination of high values on ERI and overcommitment had more unfavorable health scores than others. Employees with low effort-reward and overcommitment scores had more favorable health scores. Employees with scores on the overcommitment and the effort-reward scales that are supposed to have opposite effects on health (that is, the combination of low overcommitment with a high effort-reward score and <it<vice versa</it<), had health scores somewhere in between the two other groups.</p< <p<Conclusion</p< <p<Satisfactory psychometric properties were found for most of the latent factors in the ERI-Q. The findings also indicate that it may be fruitful to explore health conditions among employees with different combinations of effort-reward and overcommitment.</p<
abstractGer	<p<Abstract</p< <p<Background</p< <p<The aim of this study was to validate a Norwegian version of the Effort-Reward Imbalance Questionnaire (ERI-Q).</p< <p<Methods</p< <p<One thousand eight-hundred and three employees in a medium-sized Norwegian municipality replied to the ERI-Q, and health-related variables such as self-reported general health, psychological distress, musculoskeletal complaints, and work-related burnout were examined.</p< <p<Results</p< <p<Sound psychometric properties were found for this Norwegian version of the ERI-Q. When the two dimensions of ERI and overcommitment were analyzed in four types of employees, the results showed that employees characterized by a combination of high values on ERI and overcommitment had more unfavorable health scores than others. Employees with low effort-reward and overcommitment scores had more favorable health scores. Employees with scores on the overcommitment and the effort-reward scales that are supposed to have opposite effects on health (that is, the combination of low overcommitment with a high effort-reward score and <it<vice versa</it<), had health scores somewhere in between the two other groups.</p< <p<Conclusion</p< <p<Satisfactory psychometric properties were found for most of the latent factors in the ERI-Q. The findings also indicate that it may be fruitful to explore health conditions among employees with different combinations of effort-reward and overcommitment.</p<
abstract_unstemmed	<p<Abstract</p< <p<Background</p< <p<The aim of this study was to validate a Norwegian version of the Effort-Reward Imbalance Questionnaire (ERI-Q).</p< <p<Methods</p< <p<One thousand eight-hundred and three employees in a medium-sized Norwegian municipality replied to the ERI-Q, and health-related variables such as self-reported general health, psychological distress, musculoskeletal complaints, and work-related burnout were examined.</p< <p<Results</p< <p<Sound psychometric properties were found for this Norwegian version of the ERI-Q. When the two dimensions of ERI and overcommitment were analyzed in four types of employees, the results showed that employees characterized by a combination of high values on ERI and overcommitment had more unfavorable health scores than others. Employees with low effort-reward and overcommitment scores had more favorable health scores. Employees with scores on the overcommitment and the effort-reward scales that are supposed to have opposite effects on health (that is, the combination of low overcommitment with a high effort-reward score and <it<vice versa</it<), had health scores somewhere in between the two other groups.</p< <p<Conclusion</p< <p<Satisfactory psychometric properties were found for most of the latent factors in the ERI-Q. The findings also indicate that it may be fruitful to explore health conditions among employees with different combinations of effort-reward and overcommitment.</p<
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