جستجوی مقالات مرتبط با کلیدواژه « effort-reward imbalance » در نشریات گروه « پزشکی »

In work environments, job stress is the main factor that can break the control of employees and provide the context for the occurrence of aggression in employees. For this reason, this study investigated the role of the effort-reward imbalance model in the occurrence of bullying in the workplace.

This study was descriptive-analytical in nature. In this research, to measure the variables, two self-report questionnaires, the effort-reward imbalance scale and the negative actions questionnaire, were used.  The research population was employees of one of the process industries, and 202 people were included in the study using the census method. Analyses were performed using SPSS 18 software, Pearson’s correlation coefficient, and linear regression.

 The total number of participants in the study was 202. The average age and work experience of the participants in this study were 40.13±9.32 and 15.9±9.50 years, respectively. Among the participants, 72.8% were male and 86.1% were married. In terms of educational status, 10.9% had an associate's degree, 81.2% had a bachelor's degree, and the rest had a master's degree or higher. About three-fourths of the people were officially employed, and the rest were working on a contract basis. Based on the results of the multivariate regression model, among the variables investigated in this study, effort-reward imbalance and extreme commitment were able to significantly predict the changes in the bullying score (P<0.001).

Employees who feel imbalanced between inputs and outputs in the job, as well as employees who have the characteristic of extreme commitment, are more likely to engage in negative behaviors in the form of bullying in the workplace.

The aim of present studywas predicting of job burnout based on effort-reward imbalance and components of positive psychology among female nurses of ShahidRahnemoon Hospital of Yazd. The research method was descriptive, correlation type. 132 female nursesworking in the different parts of ShahidRahnemoon Hospital in Yazd were selected by random sampling. Three questionnaires (Muslesh & Jackson`s job burnout, Seligman`s positive psychological components scale and effort-reward imbalance of Seigersit) were completed by nurses.
The findings of one-sample t-test showed that the job burnout mean of nurses in the components of emotional exhaustion and depersonalization was moderate, but personal accomplishment is severe and statistically significant. Also, the situation of the meaning life component and the engagement life component (in the characteristics of positive psychology) among nurses was higher than the average and statistically significant, but the situation of the pleasant life was lower than the average and insignificant. Overall, the score of effort-reward imbalance in female nurses is 1.09, which is higher than the cutting point and showed the imbalance of effort-reward in nurses. The findings also showed that a negative and significant correlation between the positive psychological components with job burnout (r=-0.65, p<0.01), as well as, a positive and significant correlationbetween effort-reward imbalance with job burnout (r=0.458, p<0.01). In addition, the results of multiple regression analysis showed that 45% of variances of nurse`s job burnout predicted (explained) by the meaning life,the effort-reward imbalance and the engagement life.

Workers' accident-proneness is considered as an inherent and coherent feature in incidence of occupational accidents. Therefore, recognizing its determinants could be effective in preventing such accidents. This study aimed to investigate the effect of work locus of control and general health on accident-proneness with the regard to the mediating role of effort-reward imbalance.

This analytical and cross-sectional research was conducted in 2018 using structural equation modeling (SEM) with partial least square approach. In total, 225 employees with a history of occupational accidents in  Esfahan Steel Company were selected. Data analysis was performed using SPSS-23 and SMARTPLS3.

The obtained results indicated that the measurement and structural models were fitted. In addition, results demonstrated that all assumptions of the research were significant with the exception of the general health effect on accident proneness. 

The results of this study showed that by controlling the work environment stressors, such as balancing effort-reward, could reduce the  accident- proneness. In addition, by checking the general health and work locus of control  to prevent the occupational accidents in the sieving process, people with internal control should be selected for stressful occupations.

Firefighting is a stressful job with great degree of physical and psychological demands. The effort-reward imbalance and fatigue need for recovery in this occupational group can lead to the serious consequences. The present study tries to assess the influences of the personal variables on the effort-reward imbalance and fatigue need for recovery.   In this cross sectional study, 107 industrial firefighter were recruited in 2018. The effort-reward imbalance and fatigue need for recovery questionnaire were used to collect the required information. The data analyzed by multiple linear regression with SPSS 16 and statistical significance level was less than 0.05. More than 70 percent of the population study reported a desirable level of effort-reward imbalance and fatigue need for recovery status. The results of regression analysis revealed a meaningful relation among personal variables and contractual status with need for recovery index. In addition, a meaningful relation was found between the type of contractual status, sleep disorders and hypnotic drug with over-commitment. However, there was no meaningful relation for effort-reward imbalance.  The results showed a relative desirable status for effort-reward imbalance and need for recovery in the study group. It is recommended to intervene in working condition to obtaining more precise results.

Migraine is the most common type of chronic headache. Stress can trigger migraine and effect on the duration of migraine attacks. . One of the main reasons of job stress is inappropriate job design. The aim of the current study was to investigate the new cases of migraine regarding models of effort-reward imbalance and demand-control imbalance in job.
Two job designs namely effort-reward imbalance and demand-control imbalance models were applied to predict new-onset migraine. Samples were 3338 persons who worked in industrial companies in Iran. Four instruments were used (job stress, ERI questionnaire, demand control and Self-reported questionnaire for migraine) Age and the economic status were used as covariate variables. Binary logistic regression analysis and odd ratio were used for analyzing the data. Statistical analysis was performed in
M plus 4.2 Software.
The findings indicated that risk of increasing migraine was increased among those with high effort-reward imbalance (odd ratio 1/28 to the reference group) and those who have little control over their jobs (odd ratio 1.11 to the reference group) as well as people who are strongly committed to their work (odd ratio 1.17 to the reference group).
Migraine could be produced by inappropriate work design. Therefore, work redesign especially among the persons experienced the effort-reward imbalance may decline new onset migraine.