Search Results (81)

Job crafting—employees’ proactive modification of their work—has gained attention as a potential stress management strategy. This study examined how job crafting dimensions moderate relationships between work conditions and stress perceptions. Integrating Effort–Reward Imbalance and Job Demands–Resources models, we tested whether three job crafting dimensions (increasing structural resources, social resources, and challenging demands) moderate the translation of factual work conditions into stress perceptions. Survey data from 376 Italian employees revealed that factual effort and reward indicators positively predicted their perceived counterparts. Contrary to expectations, increasing structural resources amplified rather than buffered the effort perception relationship, suggesting that certain crafting strategies may heighten rather than reduce awareness of work demands. As hypothesized, increasing social resources buffered the effort relationship and strengthened the reward relationship. Increasing challenging demands showed no significant moderating effects. These findings reveal that job crafting dimensions have differential rather than uniformly positive effects on stress perception processes. While social crafting appears consistently beneficial, structural crafting may have unintended consequences under certain conditions. Organizations should recognize that job crafting interventions require nuanced implementation. The study advances theory by demonstrating boundary conditions for job crafting effectiveness and challenging assumptions about its uniformly positive effects. Full article

Background/Objectives: Burnout is a highly prevalent issue among physicians. Recent research has indicated that personality traits, such as narcissism, may influence the development of burnout. This study investigates the relationship between the threatened self (TS) narcissism subscale and burnout in male physicians. Methods: We analyzed data from 60 male physicians in Switzerland, divided into burnout (n = 30) and control (n = 30) groups. Male physicians in Switzerland were recruited via hospitals, clinics, medical associations, professional journals, and direct email outreach. We assessed participants using the Maslach burnout inventory (MBI-HSS) and the Narcissism Inventory (NI-20). A generalized linear model (GLM) was used for the statistical analysis. Results: The results showed that lower TS scores were significantly associated with a reduced likelihood of burnout, suggesting that self-esteem instability and emotional vulnerability, characteristic of TS, may act as risk factors for burnout. Furthermore, we found that Effort–Reward Imbalance (ERI) was significantly associated with burnout. Conclusions: These findings highlight the importance of considering personality traits such as TS in burnout research and could be explored in further studies. In clinical practice, increasing therapists’ awareness of TS may support more targeted interventions and help prevent the onset of burnout. Full article

Background/Objectives: Compared to the general population in Germany, higher risks for depression, suicidal ideation and suicide risk have been reported for German veterinary students. This study assessed various demographic and study-related risk factors for depression, suicidal ideation and suicide risk for the first time. Methods: An online survey was conducted among German veterinary students to determine demographic and study-related characteristics, study conditions, depression, suicidal ideation, suicide risk, Effort–Reward Imbalance (ERI student version) and motivation and achievement goals (Achievement Goal Inventory) during studies. Data of 913 German veterinary students (90.7% female) aged 18 to 46 years (mean age 23.6 years) were analyzed (response rate 14.3%). Hierarchical logistic regression analyses were conducted, with depression, suicidal ideation and suicide risk as dependent variables and demographic as well as study-related factors as independent variables. Results: With the factors used, the variance explanation was highest for depression, followed by suicidal ideation and suicide risk. Low reward and high overcommitment were found to be the most important predictors for depression, suicidal ideation and suicide risk. Significant associations with depression, suicidal ideation and suicide risk were also revealed for time of study choice, general university entrance qualification grade, learning in a learning group, perceived peer competition and performance expectation from lecturers, as well as transparency of study requirements and transparency of examination requirements. Conclusions: The results of this study provide indications for the development of suitable prevention and intervention measures at veterinary medical schools to strengthen the mental health of veterinary students in Germany. Full article

Background: veterinary medicine is among the most stressful professions and is characterized by long working hours and high emotional demands. This cross-sectional study aimed to investigate the relationship between overcommitment and psychological stress (on the basis of irritation) among veterinarians in Germany, with a particular focus on age differences. Methods: the analysis included a sample of 995 veterinarians divided into three age groups: <35 years, 35–45 years and >45 years. Sociodemographic and job-related data as well as the overcommitment scale (OC, subscale of the Effort–Reward–Imbalance (ERI) questionnaire), and the irritation scale (IS), were both collected. Results: the results reveal that younger (vs. older) veterinarians are significantly more likely to have high overcommitment levels. This group also reported higher-than-average levels of cognitive and emotional irritation, whereas the oldest age group reported comparatively lower overcommitment levels. Age and years of work were negatively correlated with overcommitment, and overcommitment was strongly positively correlated with cognitive and emotional irritation. Conclusions: this study highlights the need for preventative measures to reduce overcommitment and mental stress, particularly among young veterinarians. Interventions during veterinarian studies and in the workplace that promote excessive expectations and stress are crucial to ensure long-term mental health and job satisfaction among this professional group. Full article

This paper provides a narrative review of previous research on effort–reward imbalance (ERI) and passion exploitation, providing a perspective for future research. Previous research has shown that ERI can cause work stress, negative economic behavior such as job turnover, and illnesses such as metabolic syndrome. Previous research also claims that loyal and generous people, as well as young people and women, are more likely to be targets of passion exploitation. However, there are unresolved issues in previous research, such as (i) the mechanism by which effort–reward imbalance leads to stress and illness, (ii) there being lack of research on what types of jobs are more likely to experience imbalance, and (iii) there being lack of research on what level of imbalance is acceptable, and therefore further research is required. To this end, this study recommends addressing these challenges through the integration of ERI and passion exploitation theory. Full article

Background: Nurses in emergency rooms face high levels of psychological stress during their work, which is why they have an increased risk of burnout. The aim of this pilot study was to determine the extent to which effort–reward imbalance (ERI) at work is connected to the risk of burnout among emergency nurses. Methodology: Thirty-five nurses from the central emergency department of a maximum care provider, aged 35.1 ± 0.6 years, voluntarily participated in this pilot study. ERI was recorded using the Effort–Reward Imbalance questionnaire. The nurses were then divided into two groups: the nonrisk group (ERI ratio < 1, n = 19) and the risk group (ERI ratio ≥ 1, n = 16). The burnout dimensions were determined via the Maslach Burnout Inventory (MBI) and the burnout risk was then determined. Results: Nurses in the nonrisk group were significantly less emotionally exhausted (1.6 ± 1.1 points) and had a lower overall risk of burnout (MBI total score 1.2 ± 0.67 points) than the nurses of the risk group. (3.3 ± 1.5 and 2.2 ± 1.2 points, respectively). Eighteen nurses from the total sample had a medium or high risk of burnout. There is a correlation between the risk of burnout and the ERI ratio (r = 0.392, p < 0.05) and the ERI scale “job promotion” (r = −0.462, p < 0.05). Conclusions: The pilot study provides indications of a relationship between effort–reward imbalance at work and burnout risk in emergency nurses. These findings may improve rewards for nurses in the form of increased salary and/or recognition to reduce the risk of burnout among employees and avoid turnover. Further research is needed to investigate the influence of preventive measures on the risk of burnout and gratification crises, particularly with regard to the influence of status and recognition on the risk of burnout. Full article

The Work Ability Index (WAI) is the most commonly used tool for evaluating work capacity. Self-assessments made by workers can be influenced by various occupational and emotional factors. We wanted to study the association of work-related factors, such as work annoyance, stress, overcommitment, job satisfaction, social support, and emotional factors, such as anxiety, depression, and happiness, with work ability, in a sample of 490 healthcare workers from an Italian public health company. A principal component analysis indicated the presence of two components of the WAI questionnaire; the first expresses “subjectively estimated work ability” (SEWA), and the second refers to “ill-health-related work ability” (IHRWA). Using stepwise multiple hierarchical linear regression, we identified the factors that best predicted the total score on the WAI and on the two components. The total score was negatively predicted by anxiety, depression, a lack of happiness, low job satisfaction, overcommitment, and work annoyance. Age, being female, anxiety, and occupational stress were associated with a reduction in the IHRWA component score, while overcommitment, work annoyance, a lack of social support, depression, and a lack of happiness were negatively associated with the SEWA component. These results can help interpret those of epidemiological studies and provide guidance on ways to improve work ability. Full article

Background: Effort–reward imbalance (ERI) refers to the situation where there is a mismatch between the effort that healthcare workers (HCWs) put into their work and the rewards they receive in return. Burnout, on the other hand, is a psychological syndrome characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment. This study aimed to assess the impact of ERI and burnout on the compliance with standard precautions (SPs) among nurses and midwives in Lebanese hospitals under the economic crisis and after the COVID-19 pandemic. Methods: Cross-sectional correlational study, based on self-administered questionnaire data, measuring the compliance with SPs, ERI, and burnout, in addition to the relationship between these factors, was performed among 409 nurses and midwives, working in Lebanese hospitals. Results: ERI was significantly associated with exposure to burnout among nurses and midwives, and burnout was found to be a significant predictor of nurses and midwives’ self-reported adherence with SPs. Conclusions: This study highlights the contribution of ERI and burnout to the chain of infection by decreased adherence to infection control SPs of nurses and midwives. Full article

The COVID-19 pandemic has heightened stress levels, potentially affecting the occupational wellbeing of radiographers and radiologists. Our study aimed to assess occupational stress levels within the radiology department and identify contributing factors. A cross-sectional survey was conducted between September and November 2022, with participants comprising radiographers and radiologists affiliated with the Hungarian Society of Radiographers and the Hungarian Society of Radiologists. The online survey collected socio-demographic and COVID-19 data, and the participants completed an effort–reward imbalance questionnaire. The analysis of 406 responses revealed significantly higher effort–reward imbalance (ERI) levels among the radiologists compared to the radiographers (p < 0.05). The healthcare professionals with over 30 years of experience exhibited significantly lower ERI levels than those with 1–9 years, 10–19 years, or 20–29 years of experience (p < 0.05). Additionally, the individuals aged 31–40 demonstrated higher ERI levels compared to their counterparts aged 19–30, 41–50, and over 51 (p < 0.05). The respondents cohabiting with a spouse/partner reported significantly higher stress levels than their single colleagues (p < 0.05), while the dog owners exhibited significantly lower ERI levels (p < 0.05). Elevated occupational stress highlights specific groups requiring targeted interventions to reduce stress and mitigate burnout among radiologists and radiographers. Full article

This exploratory study aimed to identify factors that may influence nurses’ turnover intentions during the COVID-19 pandemic. The data were collected during January 2023 from 250 nurses and analyzed using descriptive statistics, t-test, ANOVA, Scheffe, Pearson’s correlation, and multiple regression analysis. Among the sociodemographic and clinical characteristics, nursing care and working with personal protective equipment significantly impacted the turnover intention. Among the independent variables, compassion satisfaction, burnout, effort–reward ratio, and psychological distress were significant, with an explanatory power of 43.3%. Among the subjects, 86.4% (216 people) showed a moderate or high burnout level because of the COVID-19 pandemic, and burnout seemed to have a significant impact on turnover intention. Therefore, to lower the turnover intention of nurses, burnout should be prevented, and managers should create an environment where nurses can receive a balanced reward for their efforts. Full article

The essence of knowledge management involves the personalized management of talented employees who possess tacit knowledge. Unfortunately, non-standardized practices can lead to negative knowledge behaviors among coworkers, which can hamper beneficial knowledge interactions. This study aims to explore the underlying mechanism of idiosyncratic deals (i-deals) on knowledge hiding from the bystander perspective. We conducted a two-wave on-site survey of 321 knowledge-based employees in Kunshan Industrial Park, China. During the first wave, employees provided information regarding their perceptions of others’ i-deals and ethical leadership. Two weeks later, employees reported their effort–reward imbalance (ERI), psychological distress, and knowledge hiding behaviors. To test our hypothesis, we used a hierarchical regression analysis with SPSS 26.0 and a path analysis with Mplus 7.4. The results indicate that (a) coworkers’ perceptions of other employees’ idiosyncratic deals (CPOEID) have an indirect effect on knowledge hiding via ERI and psychological distress; (b) ERI and psychological distress serially mediate the relationship between CPOEID and knowledge hiding; and (c) ethical leadership not only reduces the positive effect of CPOEID on ERI but also weakens the serial mediation effects of ERI and psychological distress between CPOEID and knowledge hiding. Our investigation, by using a cognitive-emotional processing system framework, provides a new theoretical perspective on the potential dysfunctionality of differentiated human resource management practices. Furthermore, our findings offer evidence for the compatibility of leadership and policy factors, as ethical leadership lessens the destructive effects of management practices. Full article

Background: The physical and mental health of corporate employees is equally important, especially for international salespeople in the in vitro diagnostic (IVD) medical device industry. The rapid growth of the IVD market is driven by the increasing prevalence of chronic and infectious diseases. This study aims to determine the prevalence of depression, anxiety, and somatic symptoms among international salespeople in China’s IVD industry and identify the association of socio-demographic, occupational, organizational, and psychosocial factors with mental health outcomes for depression, anxiety, and somatic symptoms in Chinese IVD international salespeople. Methods: The study was a cross-sectional survey of international salespeople (ISs) in IVD companies officially registered in China. An online survey was designed to collect data through email contact with IVD companies and social media between August 2022 and March 2023. Measured factors included effort-reward imbalance (ERI), health-promoting leadership (HPL), health climate (HC), inner strength (IS), and perceived social support (PSS). Mental health outcomes assessed using the Core Symptom Index (CSI) were depression, anxiety, and somatic symptoms. Results: A total of 244 salespeople responded to the survey. CSI scores indicated that 18.4% (n = 45) and 10.2% (n = 25) of the respondents had symptoms of major depression and anxiety, respectively. ERI was positively correlated, while the IS and PSS were negatively correlated with major depression, anxiety, and somatic symptoms (p < 0.01). The health climate was negatively correlated with major depression (p < 0.05). Education background was associated with somatic symptoms (p < 0.05). ERI, IS, and gender were significant predictors of major depression, anxiety, and somatic symptoms (p < 0.05). Conclusion: The prevalence of depression and anxiety in China’s IVD international salespeople was considered low compared with the prevalence in Chinese populations during COVID-19 but higher than those before the pandemic. Effort–reward imbalance, inner strength, and gender were significant factors in major depression, anxiety, and somatic symptoms among IVD international salespeople. Full article

During the COVID-19 pandemic, university policies and public health measures resulted in university staff facing hazardous work environments and psychological health problems. This cross-sectional study aimed to analyze the association between sociodemographic characteristics, health conditions, work-related health, effort and reward imbalance (ERI), and work ability among university staff in southern Thailand. Data were collected using stratified random sampling of 381 participants between April and September 2022. Descriptive statistics and binary logistic regression analyses were used to examine the associations between the variables. The majority of the participants were female (63.5%) and aged below 45 years old (52%). Nearly 70% of the participants reported the absence of non-communicable diseases (NCDs), while half of them were overweight, and 54.9% had an effort–reward ratio (ERR) greater than one. Most participants reported good-to-excellent work ability (82.4%). The probability of having poor-to-moderate work ability was higher among staff working from home (adj. OR = 2.4; 95% CI: 1.3, 4.6), those with NCDs (adj. OR = 3.5; 95% CI: 2.0, 6.4), those who followed poor health behaviors (adj. OR = 2.6; 95% CI: 1.4, 4.9), and those who had an ERR greater than one (adj. OR = 2.8; 95% CI: 1.5, 5.6). In conclusion, the majority of university staff in southern Thailand had good-to-excellent work ability. Work ability was associated with the presence of NCDs, poor health behavior, working from home, and ERI. Therefore, universities should create suitable occupational health programs and resources to mitigate the negative effects of work conditions, including ERI, and promote healthy behaviors for their staff during the COVID-19 pandemic and future disasters. Full article

Emergency medical service (EMS) professionals often experience work stress, which escalated during COVID-19. High job demand in the EMS profession may lead to progressive decline in physical and mental health. We investigated the prevalence of psychosocial job stress in the three levels of EMS: basic, advanced, and paramedic, before and during the COVID-19 pandemic. EMS professionals (n = 36) were recruited from EMS agencies following the Institutional Review Board approval. Participants took surveys on demographics, personal characteristics, chronic diseases, and work schedules. Job stress indicators, namely the effort–reward ratio (ERR) and overcommitment (OC), were evaluated from survey questionnaires using the effort–reward imbalance model. Associations of job stress indicators with age, sex, body mass index, and working conditions were measured by logistic regression. Psychosocial work stress was prevalent with effort reward ratio > 1 in 83% of participants and overcommitment scores > 13 in 89% of participants. Age, body mass index, and work hours showed strong associations with ERR and OC scores. The investigation findings suggested that a psychosocial work environment is prevalent among EMS, as revealed by high ERR, OC, and their correlation with sleep apnea in rotating shift employees. Appropriate interventions may be helpful in reducing psychosocial work stress in EMS professionals. Full article

Many people are experiencing a lack of confidence in the security of their employment due to the COVID-19 pandemic, particularly employees in the tourism sector, which has caused adverse effects on their mental health. These adverse effects involve the management of stress, anxiety and depression, that may arise from the demands of the industry. However, few studies have explored how insecurity in the workplace and financial pressure from families affects mental health and can intervene in these relationships. In this study, the aim was to investigate job insecurity as an antecedent of employees’ mental health and family financial pressures as a moderator using a sample of 475 hotel and travel industry employees. The theoretical background of the study was built upon the theories of resource conservation and effort–reward imbalance. The participants completed an online survey that measured job insecurity, family financial pressure, depression, anxiety, and stress. The collected data were subjected to PLS-SEM data analysis. The findings of this study reveal that job insecurity had a significant influence on depression, anxiety, and stress among tourism employees, and family financial pressure worsened the negative consequences of job insecurity on mental health. This research highlights the significance of addressing the mental health of employees in the tourism sector after the COVID-19 pandemic, as well as the crucial role played by family financial pressures. The findings of this study highlight the importance of addressing job insecurity in the tourism industry and its impact on employees’ mental health. This could involve implementing policies and practices that enhance job security, such as providing more stable work schedules, better benefits packages, and greater opportunities for professional development. The results also underscore the need to take into account the role of family financial pressure in moderating the impact of job insecurity on mental health. Practitioners and policymakers in the tourism industry should consider ways to alleviate financial pressure on employees and their families, such as offering assistance programs, flexible work arrangements, and supportive company policies. Full article