Landolt Kathleen, O'Donnell Emma, Hazi Agnes, Dragano Nico, Wright Bradley J
School of Psychology and Public Health, La Trobe University, Bundoora, Victoria 3086, Australia.
Institute for Medical Sociology, Medical Faculty, University of Duesseldorf, Universitatstrasse 1, Duesseldorf 40255, Germany.
Biol Psychol. 2017 Apr;125:121-129. doi: 10.1016/j.biopsycho.2017.03.006. Epub 2017 Mar 16.
Effort-reward imbalance in the workplace is linked to a variety of negative health and organisational outcomes, but it has rarely been assessed experimentally. We manipulated reward (while keeping effort constant) in a within-subjects design with female participants (N=60) who were randomly assigned to high and standard reward conditions within a simulated office environment. Self-report, behavioural (task performance), and physiological (heart rate variability, salivary alpha amylase) measures assessed the impact of increased financial reward. Participants reported increased perceptions of reward, performed moderately better on the task, and were less physiologically reactive in the high reward versus the standard condition. These findings highlight the importance of assessing both subjective self-reports of stress together with objective physiological measures of stress, and suggest that increasing monetary rewards has the potential to decrease stress physiological reactivity, and in turn, reduce the risk of ill-health in employees, and may also positively influence task efficacy.
工作场所中的努力-回报失衡与多种负面健康和组织结果相关，但很少通过实验进行评估。我们在一项被试内设计中对奖励进行了操纵（同时保持努力不变），研究对象为女性参与者（N = 60），她们被随机分配到模拟办公环境中的高奖励和标准奖励条件下。通过自我报告、行为（任务绩效）和生理（心率变异性、唾液α淀粉酶）测量来评估增加经济奖励的影响。与标准条件相比，参与者报告的奖励感知增加，在任务上表现稍好，并且在高奖励条件下生理反应性较低。这些发现凸显了同时评估压力的主观自我报告和客观生理测量的重要性，并表明增加金钱奖励有可能降低压力生理反应性，进而降低员工健康不良的风险，还可能对任务效能产生积极影响。
