Effort-Reward Imbalance among a Sample of Formal US Solid Waste Workers.
Effort-Reward Imbalance among a Sample of Formal US Solid Waste Workers.
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正式的美国固体废物工人样本中的努力 - 奖励失衡。
DOI：
10.3390/ijerph19116791
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发表时间：
2022-06-01
影响因子：
--
通讯作者：
Neitzel, Richard L.
中科院分区：
文献类型：
--
作者：
Le, Aurora B.;Shkembi, Abas;Sturgis, Anna C.;Tadee, Anupon;Gibbs, Shawn G.;Neitzel, Richard L.
背景：固体废物工人暴露于大量的职业危害，也可能经历与工作有关的压力。我们的研究有三个具体的假设：(1)废物工人经历了努力-回报不平衡（ERI），自我报告的努力高，但回报低；(2)工会工人经历了更大的ERI；(3)收入高的工人有更低的ERI。方法：来自密歇根州三个固体废物场的废物工人参与了这项横断面研究。我们使用简短版ERI问卷来描述感知到的工作压力。对每个量表进行描述性统计和线性趋势检验。构建线性回归模型检验工作压力结构因素与ERI之间的关系。梯度增强回归树评估哪些因素的努力或奖励最能表征工人的压力。结果：在68名参与者中，37%的工人报告工作的高努力和低回报（ERI >1）。由于繁重的工作量而造成的持续压力是固体废物工人中ERI的最指示性因素。工会工人的ERI比非工会工人高79%，而在调整混杂因素后，没有观察到收入的显著差异。结论：组织层面的干预措施，如工作量的变化、公平薪酬的考虑以及主管的支持，可以减少工作压力。
Background: Solid waste workers are exposed to a plethora of occupational hazards and may also experience work-related stress. Our study had three specific hypotheses: (1) waste workers experience effort–reward imbalance (ERI) with high self-reported effort but low reward, (2) unionized workers experience greater ERI, and (3) workers with higher income have lower ERI. Methods: Waste workers from three solid waste sites in Michigan participated in this cross-sectional study. We characterized perceived work stress using the short-version ERI questionnaire. Descriptive statistics and linear tests for trend were assessed for each scale. Linear regression models were constructed to examine the relationship between structural factors of work stress and ERI. Gradient-boosted regression trees evaluated which factors of effort or reward best characterize workers’ stress. Results: Among 68 participants, 37% of workers reported high effort and low reward from work (ERI > 1). Constant pressure due to heavy workload was most indicative of ERI among the solid waste workers. Union workers experienced 79% times higher ERI than non-unionized workers, while no significant differences were observed by income, after adjusting for confounders. Conclusions: Organizational-level interventions, such as changes related to workload, consideration of fair compensation, and increased support from supervisors, can decrease work stress.
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DOI：
10.1348/096317909x477594
发表时间：
2010-12-01
影响因子：
6.2
作者：
Derycke, H.;Vlerick, P.;Braeckman, L.
通讯作者：
Braeckman, L.
影响因子：
12.7
作者：
Hagedorn, Jenn;Paras, Claudia Alexandra;Hagopian, Amy
通讯作者：
Hagopian, Amy
影响因子：
3
作者：
Burns, Katrina N.;Sayler, Stephanie K.;Neitzel, Richard L.
通讯作者：
Neitzel, Richard L.
影响因子：
9.9
作者：
BARLING, J;KELLOWAY, EK;BREMERMANN, EH
通讯作者：
BREMERMANN, EH
影响因子：
2.3
作者：
Baugher, JE;Roberts, JT
通讯作者：
Roberts, JT