%0 Journal Article
%T Effort-reward imbalance and overcommitment in employees in a Norwegian municipality: a cross sectional study
%A Bj£¿rn Lau
%J Journal of Occupational Medicine and Toxicology
%D 2008
%I BioMed Central
%R 10.1186/1745-6673-3-9
%X 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.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 vice versa), had health scores somewhere in between the two other groups.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.According to the effort-reward imbalance (ERI) model by Siegrist et al. [1], effort at work is part of a social contract that is reciprocated by adequate reward. Rewards are distributed by three transmitter systems: esteem, career opportunities, and job security. Failed reciprocity between efforts and rewards may enhance the activation of the autonomic nervous system and influence the risk of coronary heart disease [2-4]. According to the model, adverse health effects can also be triggered by an individual's exhaustive coping style, known as overcommitment. More specifically, this model consists of three hypotheses [5]: (1) The ERI hypothesis: The mismatch between high effort and low reward (no reciprocity) produces adverse health effects, (2) The overcommitment hy
%U http://www.occup-med.com/content/3/1/9