The Causal Structure of the Effort-Reward Imbalance Model and Absenteeism in a Cohort Study of German Employees
The Causal Structure of the Effort-Reward Imbalance Model and Absenteeism in a Cohort Study of German Employees
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DOI：
10.1007/s41542-021-00097-2
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发表时间：
2021-08-31
影响因子：
3.1
通讯作者：
Peter, Richard
中科院分区：
文献类型：
--
作者：
Montano, Diego;Peter, Richard
本研究通过评估努力-回报不平衡模型的因果结构与疾病缺勤相关的心理社会机制的有效性，为以往的研究做出了贡献。为此，对德国工作、年龄、健康和工作参与队列研究的数据进行了分析（lidA研究，n = 6 270）。用六个障碍回归模型对短期和长期病假率的主要假设进行了研究。研究结果表明，高度的付出与回报不平衡，以及工作中的高付出与低回报与病假的可能性增加有关。然而，高度努力-奖励不平衡和高度过度投入的结合与较低的病假率有关，这与假设增加的努力-奖励不平衡和高度过度投入对健康相关结果产生累积不利影响的假设相矛盾。与地位较低的工人相比，职业和教育地位较高的工人的长期病假率要低得多。尽管努力-回报不平衡模型的大多数假设都适用于解释本样本中的旷工模式，但研究结果表明，更复杂的动机过程和员工的社会经济特征调节和调解了工作中感知的努力和奖励与旷工之间的联系。
The present study contributes to previous research by assessing the validity of the causal structure of the Effort-Reward Imbalance model in relation to the psychosocial mechanisms involved in sickness absenteeism. To this end, data from the German Cohort Study on Work, Age, Health and Work Participation are analysed (lidA Study, n = 6,270). The main hypotheses concerning short- and long-term sick-leave rates are investigated with six hurdle regression models. The results suggest that a high effort-reward imbalance, and high efforts and low rewards at work are associated with an increasing likelihood of sick leave. However, the combination of high effort-reward imbalance and high overcommitment was associated with lower sick-leave rates, in contradiction to the hypothesis postulating cumulative adverse effects of increased effort-reward imbalance and high overcommitment on health-related outcomes. Long-term sick-leave rates among workers of higher occupational and educational status were substantially lower in comparison to those among workers of lower status categories. Even though most hypotheses of the Effort-Reward Imbalance model are suitable for explaining the patterns of absenteeism in this sample, the results point to more complex motivational processes and socioeconomic characteristics of employees moderating and mediating the associations between perceived efforts and rewards at work and absenteeism.