School of Psychology and Public Health, La Trobe University, Bundoora, Victoria 3086, Australia.
Institute of Medical Sociology, Medical Faculty, University of Duesseldorf, Universitaetstrasse 1, Duesseldorf 40255, Germany.
Int J Psychophysiol. 2019 Jan;135:55-62. doi: 10.1016/j.ijpsycho.2018.11.007. Epub 2018 Nov 23.
Effort-reward imbalance in the workplace has been related with poor mental and physical health and a variety of negative organisational outcomes including increased rates of absenteeism, presentism, and job turnover, but the model has rarely been assessed using experimental designs. Female participants (N = 90) were randomly assigned to positive verbal feedback and no verbal feedback conditions. Within a simulated office environment, all participants were under time-pressure to successfully complete computer-based tasks in order to gain remuneration. Positive verbal feedback about task performance was provided to improve the aspect of 'esteem reward' (while keeping effort constant) using a mixed within-between subjects design. Psychological, behavioural (task performance), and physiological (heart rate variability, salivary alpha amylase) measures assessed the impact of the positive verbal feedback. Participants receiving the esteem manipulation did not self-report increased rewards, but performed moderately better on the task, and had more adaptive physiological reactivity in the high reward versus the standard condition. Similar to recent research our findings highlight the importance of concurrent assessments of both self-reports and physiological measures of stress, and suggest that positive verbal feedback about work performance can elicit adaptive physiological responses and may also positively influence task efficacy.
工作场所的努力-回报失衡与心理健康和身体健康不佳以及各种负面的组织结果有关，包括旷工、出勤和工作离职率的增加，但该模型很少使用实验设计进行评估。女性参与者（N=90）被随机分配到积极的口头反馈和没有口头反馈的条件中。在模拟的办公环境中，所有参与者都在时间压力下成功完成基于计算机的任务以获得报酬。使用混合的 within-between 主体设计，提供关于任务表现的积极口头反馈，以提高“尊重回报”方面（同时保持努力不变）。心理、行为（任务表现）和生理（心率变异性、唾液α-淀粉酶）测量评估了积极口头反馈的影响。接受尊重操作的参与者没有自我报告增加的奖励，但在任务上表现稍好，在高奖励与标准条件下的生理反应更具适应性。与最近的研究类似，我们的研究结果强调了同时评估自我报告和压力的生理测量的重要性，并表明关于工作表现的积极口头反馈可以引起适应性的生理反应，也可能对任务效果产生积极影响。
