Effort-reward imbalance

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The effort-reward-imbalance model (ERI model) by Siegrist (1996) is a model for the development of stress in a work context that adopts a social perspective and at the same time takes individual differences into account.

In exchange for their work, employees expect consideration such as salary, appreciation, security and opportunities for advancement. Siegrist assumes that bonus crises arise when the balance between work and reward is not balanced. In the long term, this could lead to mental and physical illnesses. The burden comes on the one hand from the job or the superiors ( extrinsic burden). On the other hand, the individual can burden himself with an excessive need for control and self-commitment. Bonuses in a balanced ratio are necessary so that the employee continues to perform and does not suffer any consequential damage to his health. The decisive factor is not the objective balance, but the subjective feeling of justice.

The similar job-demand-control model by Karasek (1979) compares the extrinsic stress (job strain) with the employee's scope for control and decision-making. Both models seem to be able to predict the risk of cardiovascular disease. For mental illness, the ERI model seems to provide somewhat better predictions than the JDC model.

On the basis of the model, Sigrist developed a questionnaire in which, in addition to the dimensions "expenditure" and "reward", the dispositional, intrapsychic factor "excessive professional willingness to spend" is recorded using 22 items.

Rydstedt, Devereux and Sverke (2007) thus confirmed the ERI model for skilled workers and qualified employees. Your subjects completed the questionnaire; Her stress levels were recorded two weeks later. Among the qualified employees, high extrinsic and intrinsic stress and low reward predicted significantly high levels of stress. For the skilled workers, only the extrinsic stress increased the stress. Different occupational groups seem to experience different psychosocial stresses.

Individual evidence

  1. ^ J. Siegrist: Adverse health effects of high-effort / low-reward conditions. In: Journal of occupational health psychology. Volume 1, Number 1, January 1996, pp. 27-41. PMID 9547031 (Review).
  2. ↑ Robert J. Gatchel, Izabela Z. Schultz: Handbook of Occupational Health and Wellness . Springer Science & Business Media, 2012, ISBN 978-1-4614-4839-6 , p. 91 ( google.com ).
  3. ↑ M. Wahrendorf, G. Sembajwe et al .: Long-term effects of psychosocial work stress in midlife on health functioning after labor market exit-results from the GAZEL study. In: The journals of gerontology. Series B, Psychological sciences and social sciences. Volume 67, Number 4, July 2012, pp. 471-480, doi: 10.1093 / geronb / gbs045 . PMID 22546992 , PMC 3530402 (free full text).
  4. ↑ J. Siegrist: Questionnaire for recording professional gratification crises (ERI). Univ. Düsseldorf undated, web reference from June 23, 2006 (last accessed July 17, 2016)
  5. ↑ LW Rydstedt, J. Devereux, M. Sverke: Comparing and combining the demand-control-support model and the effort reward imbalance model to predict long-term mental strain. In: European Journal of Work and Organizational Psychology. 16, 2007, pp. 261-278. doi: 10.1080 / 13594320601182311

literature

  • J. Siegrist: The effort-reward imbalance model. In: Occupational Medicine: State of the Art Reviews. 15 (1), 2000, pp. 83-87.