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首页> 外文期刊>Social science and medicine >A review of empirical studies on the model of effort-reward imbalance at work: reducing occupational stress by implementing a new theory.
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A review of empirical studies on the model of effort-reward imbalance at work: reducing occupational stress by implementing a new theory.

机译：劳动报酬不平衡模型的实证研究综述：通过实施新理论来减轻职业压力。

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摘要

The present study reviews empirical studies of a new occupational stress model of effort-reward imbalance at work to examine its validity as an occupational stress measure and the theory-based intervention approach to occupational stress reduction. The effort-reward imbalance model is valid for demonstrating a stressful work environment that reflects the current labor market and predicts health conditions among a wide range of working populations. The stressful aspects of work measured by the effort-reward imbalance model are different from those shown in the job demand-control model, and the adverse health effects are independent of each other, which suggests that the two models are complementary. The evidence indicates that it is efficient to select psychosomatic symptoms as short-range target outcomes and sick leave as a medium-range target outcome of the theory-based intervention. In addition, it would be preferable to simultaneously measure job satisfaction, morale, motivation, and performance as organizational level outcomes. Although employees engaged in diverse occupations can be target populations, high effectiveness is expected, particularly in service occupations that work shifts. Studies are necessary to determine how long and how intensely interventions are implemented. Target work environments are selected from the perspective of securing or improving employees' sense of fairness and reciprocity by approaching them. Since the theory-based intervention depends largely on organizational changes that are beyond the individual employees' ability, the cooperation of employers is necessary.
机译：本研究回顾了一种新的工作压力-报酬不平衡职业压力模型的实证研究，以检验其作为一种职业压力量度的有效性以及基于理论的干预方法来减少职业压力。劳动报酬失衡模型可有效地证明一个压力大的工作环境，该工作环境反映了当前的劳动力市场并预测了众多劳动人口的健康状况。付出奖励失衡模型衡量的工作压力方面不同于工作需求控制模型中显示的那些方面，并且不良健康影响彼此独立，这表明这两种模型是互补的。有证据表明，选择基于心身症状的短期目标结局和选择病假作为基于理论的干预的中度目标结局是有效的。此外，最好同时衡量工作满意度，士气，动力和绩效作为组织级成果。尽管从事各种职业的员工可以成为目标人群，但仍有望获得很高的效率，尤其是在轮班工作的服务行业。必须进行研究以确定实施干预措施的时间和强度。选择目标工作环境是从与他们接触来确保或改善员工的公平与互惠感的角度出发。由于基于理论的干预在很大程度上取决于超出个人雇员能力的组织变革，因此雇主的合作是必要的。

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