Different effort constructs and effort-reward imbalance: effects on employee well-being in ancillary health care workers

Aims of the study. The present study investigates the relationship between Effort-Reward Imbalance (ERI) and employee well-being, using three differen t concepts of efforts (i.e. psychological demands, physical demands and emo tional demands). Background. The ERI model had been used as a theoretical framework, indicat ing that work stress is related to high efforts (i.e. job demands) and low occupational rewards (e.g. money, esteem and security/career opportunities) . The ERI model also predicts that, in overcommitted workers, effects of ER I on employee well-being are stronger compared with their less committed co unterparts. Methods. A cross-sectional survey among 167 ancillary health care workers o f two nursing homes was conducted. Multiple univariate logistic regression analyses were used to test the relationship between ERI and employee well-b eing. Results. Results of the logistic regression analyses showed that employees with both high (psychological, physical and emotional) efforts and low rewa rds had higher risks of psychosomatic health complaints, physical health sy mptoms and job dissatisfaction (odds ratios (ORs) ranged from 5.09 to 18.55 ). Moreover, employees who reported both high efforts and high rewards had elevated risks of physical symptoms and exhaustion (ORs ranged from 6.17 to 9.39). No support was found for the hypothesis on the moderating effect of overcommitment. Conclusion. Results show some support for the ERI model; ancillary health c are workers with high effort/low reward imbalance had elevated risks of poo r employee well-being. In addition, results show that the combination of hi gh efforts and high rewards is important for employee well-being. Finally, some practical implications are discussed to combat work stress in health c are work.