Nanyang Technological University, Singapore; Taipei Medical University, Taiwan.
Singapore Police Force, Singapore.
Soc Sci Med. 2021 May;277:113878. doi: 10.1016/j.socscimed.2021.113878. Epub 2021 Mar 25.
Despite the growing body of research on the effort-reward imbalance (ERI) model, evidence is scarce for the generalizability of the model across various national and occupational contexts. Also, studies that examine a wider variety of health and well-being outcomes of ERI are warranted, especially in vocations in which effort and stress is known to be high and reward is usually limited - such as policing.
The current study examined the relationship between the ERI perception and four employee well-being outcomes (self-reported physical health, sickness absence, job satisfaction, and work-life effectiveness) among a sample of police officers in Singapore.
Cross-sectional survey data collected from a large representative sample of uniformed police officers from Singapore were used (N = 8729). Missing data were handled with the multiple imputation method and logistic regression analyses were used to test hypotheses.
In line with the theory, employees characterized by high intrinsic effort and low reward (ERI > 1) reported significantly elevated odds ratios of poor physical health (OR = 1.25), job dissatisfaction (OR = 1.53), and work-life ineffectiveness (OR = 1.31). Contrary to expectations, an unusual relationship was observed such that police officers who were overcommitted exhibited lower odds ratios of the suboptimal outcomes. Interestingly, police officers in the low effort-low reward condition exhibited the worst outcomes, whereas officers in the high effort-high reward condition reported optimal outcomes. Findings were generally consistent across genders and age groups.
This research bolsters the core proposition of the ERI model and emphasizes the importance of social and occupational contexts in the study of ERI.
尽管关于工作投入与回报失衡（ERI）模型的研究越来越多，但该模型在不同国家和职业背景下的推广应用证据仍然有限。此外，需要更多研究来检验 ERI 对健康和福祉的广泛影响，尤其是在努力和压力较高、回报通常有限的职业中，如警察。
本研究检验了新加坡警察样本中 ERI 感知与四种员工福祉结果（自我报告的身体健康、病假、工作满意度和工作生活效率）之间的关系。
使用来自新加坡大量代表性警察样本的横断面调查数据（N=8729）。使用多重插补法处理缺失数据，并使用逻辑回归分析检验假设。
符合理论预期，高内在努力和低回报特征（ERI>1）的员工报告了较差身体健康（OR=1.25）、工作不满（OR=1.53）和工作生活效率低下（OR=1.31）的显著较高比值。出乎意料的是，观察到一种不寻常的关系，即过度投入的警察表现出较低的次优结果比值。有趣的是，处于低努力-低回报状态的警察表现出最差的结果，而处于高努力-高回报状态的警察报告了最佳的结果。研究结果在性别和年龄组之间基本一致。
这项研究支持 ERI 模型的核心命题，并强调社会和职业背景在 ERI 研究中的重要性。
