Department of Psychology, University of Jyväskylä, PO Box 35, 40014 University of Jyväskylä, Finland.
Int Arch Occup Environ Health. 2013 Aug;86(6):645-56. doi: 10.1007/s00420-012-0798-9. Epub 2012 Jul 24.
The present study investigated whether the factor structure of the effort-reward imbalance (ERI) scale (Siegrist et al. Soc Sci Med 58:1483-1499, 2004) remains same across two white-collar samples (i.e., factorial group invariance) and across three measurement times (i.e., factorial time invariance).
The factorial group invariance was tested using two different samples including 1,301 managers and 758 young white-collar professionals. The factorial time invariance was tested in the latter sample with a four-year three-wave follow-up design.
The confirmatory factor analysis performed supported the theoretically based structure of the ERI scale, that is, the scale included two first-order factors of effort and overcommitment and one second-order factor of reward with first-order factors of esteem, career opportunities, and job security. The factorial group invariance of this structure was also supported. In addition, the factor loadings of all factors remained same across three measurements; thus, lending support for the factorial time invariance.
The ERI scale was found to be a valid tool to measure costs and gains of social exchanges at work as well as individual orientation toward work in these two occupational samples including a longitudinal study design.
本研究旨在调查工作投入-回报失衡（ERI）量表（Siegrist 等人，社会科学与医学 58:1483-1499, 2004）的因子结构是否在两个白领样本（即因子组不变）和三个测量时间（即因子时间不变）中保持不变。
使用包括 1301 名经理和 758 名年轻白领在内的两个不同样本，检验因子组不变性。在后一个样本中，采用四年三波的随访设计，检验因子时间不变性。
进行的验证性因子分析支持了 ERI 量表的理论基础结构，即该量表包括努力和过度投入两个一阶因素，以及回报的二阶因素，包括尊重、职业机会和工作保障的一阶因素。该结构的因子组不变性也得到了支持。此外，所有因素的因子负荷在三次测量中保持不变，因此支持因子时间不变性。
在这两个职业样本中，包括纵向研究设计，ERI 量表被发现是一种有效的工具，可以测量工作中社会交换的成本和收益，以及个体对工作的取向。
