Effort-reward Imbalance Model Research Articles

Investigating association between job stress dimensions and prevalence of low back pain among hospital nurses.

There are a few studies conducted on job stress dimensions and their relationship with Low Back Pain (LBP) among Iranian nurses. The aim of the current study was to investigate the association between job stress dimensions assessed via Demand-Control-Social Support (DCS) and Effort-Reward Imbalance (ERI) models and prevalence of LBP among Iranian hospital nurses. In this cross-sectional study, 495 randomly selected nurses of Shiraz University of Medical Sciences (SUMS) participated. Demographic/occupational questionnaire, the Persian version of the Job Content Questionnaire (P-JCQ) and the Persian version of the ERI Questionnaire (P-ERIQ) were used for data collection. Data were analyzed by SPSS software (version 19) using descriptive statistics, independent sample t-test, and logistic regression. The LBP prevalence was found to be 69.9%. The means±standard deviations of job stress dimensions were obtained as follows: decision latitude: 64.67±6.82, physical job demands: 15.52±2.6, social support: 23.18±3.65, psychological job demands: 38.02±4.98, effort: 8.73±2.62, reward: 23.12±5.31, over-commitment: 12.25±3.09, and effort-reward ratio: 0.86±0.3. The findings revealed that the work experience (OR = 1.56), psychological job demands (OR = 1.082), and effort-reward ratio (OR = 3.43) were predictors for LBP among the study population. The prevalence rate of LBP among studied nurses was high. About half of nurses had high psychological demands, low decision latitude and low social support. Based on the effort-reward ratio, nurses had experienced high level of stress. Interventional programs and coping strategies for reduction of work-related stress and, subsequently, prevention of LBP are recommended among hospital nurses.

Network of correlations between quality of life, resilience and effort-reward imbalance in military police officers.

To analyze the network of correlations between the realms of the Effor t-Reward Imbalance (ERI) model, resilience, and quality of life among military police officers. This is a cross-sectional study conducted with 258 police officers from the Special Opera tions Battalion of the Military Police in a city in Rio Grande do Sul, Brazil. The scales of the ERI model, resilience, and World Health Quality of Life (WHOQOL-bref) assessed psychosocial stress, resilience, and quality of life. Descriptive and analytical statistics were performed em ploying the network analysis. The realms of the ERI model and resilience correlated with all the WHOQOL's realms (p<0.001). The network model showed a negative association between effort, overcommitment, and physical and environmental realms. The environmental realm was positively associated with reward, while resilience was positively associated with the general, physical, and psychological realms. We concluded that psychosocial stress interferes in the quality of life of military police officers, and resi lience may work as a protective factor.

The Forgotten Health-Care Occupations at Risk of Burnout-A Burnout, Job Demand-Control-Support, and Effort-Reward Imbalance Survey.

We conducted a cross-sectional study on healthcare workers from the University Hospital in Clermont-Ferrand. They received a self-report questionnaire consisting of the Maslach Burnout Inventory, Job Demand Control Support, Effort-Reward Imbalance model, and questions about ethical conflict in order to investigate on burnout. We included 1774 workers. Overinvestment was the only factor explaining the increase in emotional exhaustion, depersonalization, and the decrease in personal accomplishment. Taking into account the absence of burnout as a reference, overinvestment multiplied the risk of high burnout by 22.0 (5.10 to 94.7). Some "forgotten" occupations among healthcare workers are at risk of burnout. Overinvestment was the main factor explaining the increase in the tree dimensions of burnout. Moreover, the two main models of stress at work were highly predictive of burnout.

Overcommitment to work as a mediator of the association between effort-reward imbalance and insomnia among shift working nurses

IntroductionToday, approximately one fifth of employees in the European Union works in the shift system. Insomnia is one of the most common consequences of occupational stress and shift work. Identifying factors contributing to poor sleep quality among shift workers, especially in healthcare professions, is important because insomnia increases the risks for numerous health disorders and impacts work ability.ObjectivesThe aim of this research was to investigate to what extend does an inability to withdraw from work influences the link between occupational stress and insomnia among shift workers. We operationalized occupational stress within the Effort-Reward Imbalance Model (ERI). An imbalance between individual effort and reward obtained at work leads to experiencing a stressful work environment.Methods153 shift working female nurses completed a short questionnaire about work schedule, the Effort-Reward Imbalance questionnaire with the Overcommitment (OC) scale and the Insomnia Severity Index (ISI). To estimate the mediating effect of OC on the association between ERI and ISI, we conducted a mediation analysis using PROCESS v3.4 macro in SPSS.ResultsThe model including ERI and OC accounted for 12.25% of the variance in ISI scores. ERI significantly predicted OC and OC significantly predicted insomnia. The direct effects of ERI on ISI remained significant after controlling for the effects of overcommitment. 35.07% of the effect of ERI on ISI was through OC.ConclusionsAbility to detach from work-related thoughts during leisure time is crucial for successful recovery from occupational stress. The research is supported by a grant no. 2019/33/N/HS6/02572 from the National Science Center in Poland.DisclosureNo significant relationships.

Roles of effort and reward in well-being for police officers in Singapore: The effort-reward imbalance model

RationaleDespite 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. ObjectiveThe 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. MethodsCross-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. ResultsIn 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. ConclusionsThis research bolsters the core proposition of the ERI model and emphasizes the importance of social and occupational contexts in the study of ERI.

Burnout of Healthcare Workers Based on the Effort-Reward Imbalance Model: A Cross-Sectional Study in China.

Background: The effort-reward imbalance (ERI) model is widely used in job stress research. However, few studies using this model have been conducted in developing countries. This study tested the extrinsic and intrinsic hypotheses regarding the burnout of healthcare workers in China with the ERI model. Method: Job stress was assessed by Siegrist’s ERI questionnaire, and burnout was evaluated by the Maslach Burnout Inventory-General Survey (MBI-GS). A total of 1,505 effective respondents were included in the final study. Multiple and hierarchical linear regression was used to analyze the association between components in the ERI model and burnout. Results: Emotional exhaustion and cynicism were positively correlated with ERI and overcommitment. Professional efficacy was positively related to ERI but not to overcommitment. ERI was the determining factor of emotional exhaustion and cynicism. Overcommitment moderated the relationship between ERI and emotional exhaustion and between ERI and cynicism. Conclusion: Changing workplace conditions and increasing personal resilience might alleviate burnout among hospital workers in China. The links between professional efficacy and stressful work environment need further exploration.

Influence of Work-Related and Personal Characteristics on the Burnout Risk among Full- and Part-Time Teachers.

Teachers are at increased risk of stress-related illnesses and burnout symptoms. Thus, a cross-sectional study involving 6109 full-time and 5905 part-time teachers at upper-level secondary schools examined the influence of presumed work-related and personal characteristics on burnout risk between January and April 2018. Burnout was recorded using the Maslach Burnout Inventory—General Survey (MBI-GS). Work-related characteristics were weekly working hours and work stress, operationalized with the effort-reward imbalance (ERI) model. Overcommitment and the inability to recover were determined as personal characteristics. Multiple linear regression analyses were performed, adjusted for age and gender. Overall, 47% of the teachers reported burnout symptoms and 3% had an indication of burnout. Full-time and part-time teachers did not differ in their risk of burnout. ERI, overcommitment, and inability to recover were identified as predictors of burnout risk (explained variance: 29%), whereby the inability to recover was the strongest predictor. In contrast, weekly working hours, extent of employment, gender and age were not related to the burnout risk. ERI was found in 33%, inability to recover in 36% and overcommitment in 39% of all the teachers studied. In particular, the inability to recover should be taken into account as an early indicator of burnout.

Learning conditions supporting the management of stressful work

PurposeFrom a workplace learning perspective, the purpose of this paper is to explore the relationship between conditions for learning and stressful work and, to analyse the learning conditions that support the management of stressful work. The model of effort-reward imbalance (ERI) is adopted as an indicator of stressful work by measuring the relationship between Effort and Rewards in work.Design/methodology/approachThe material consists of questionnaire data from 4,420 employees in ten public and private organisations in Sweden.FindingsThe results provide evidence that suggests that some workplace conditions known to enable learning also indicates a comparatively better chance for employees to manage stressful work. An innovative practice reduces the feelings of effort, whereas managerial support and knowledge sharing serve as rewards contributing to appreciation, while competence and career development create rewards in the form of opportunities for progression.Practical implicationsWorkplaces in which there are enabling learning conditions can provide employees with ample resources for managing stressful work.Originality/valueThis paper explores the complex relationship between workplace learning conditions and the ERI model seen from a workplace learning perspective which has received relatively sparse attention in the literature.

Time to re-think our strategy with musculoskeletal disorders and workstation ergonomics.

BackgroundThe dramatic increase in visual display units (VDU) in the workplace over a 20-year period is linked to the increased prevalence of musculoskeletal disorders (MSDs).ObjectivesThe objective of our study was to compare ergonomic risk factors and work-related psychosocial factors in VDU users with and without MSD.MethodsParticipants, with and without MSD, working with VDU for more than 4 h a day completed the Nordic Musculoskeletal Questionnaire and the Effort-Reward Imbalance Model and Over-commitment Questionnaire. The workstation of each participant was assessed for ergonomic risk factors using the Rapid Office Strain Assessment (ROSA).ResultsSixty-eight VDU users with and 68 without MSDs participated. The workstation ergonomic risk factors as measured with the ROSA were similar for the two groups: 4.5 ± 1.0 for the MSD group and 4.3 ± 0.8 for the reference group (p = 0.10). The work-related psychosocial factors, namely over-commitment, were higher in the MSD group (14.9 ± 3.1) than in the reference group (13.8 ± 3.4; p = 0.041).ConclusionsAs over-commitment is an indication of intrinsic factors and personal characteristics, the significant difference between the MSD group’s over-commitment score and that of the reference group suggests that interventions to empower individuals are needed.Clinical implicationsPhysiotherapists should only adjust ergonomic workstation risk factors when established as contributory to MSD, and should be cognisant of work-related or individual psychosocial factors that may impact the patient with MSD. The use of ergonomic advice to patients with MSD should be performed with caution, taking all the work place risk factors for MSD into account.

Presenteeism in small and medium-sized enterprises: Determinants and impacts on health.

Small and medium sized enterprises are yet uncharted territory in terms of presenteeism. In addition, the Demand-Control-Support (DCS) and Siegrist's Effort-Reward Imbalance (ERI) models are proposed to predict stress-related health problems, but not for sickness behaviors such as presenteeism. This study aims to examine the relationships between psychosocial risk factors, presenteeism, mental and physical health in the context of small and medium-sized enterprises (SMEs). This study also examines the moderating effect of company size on these associations. To test the association between psychosocial risks, presenteeism, and health, only people working in small and medium-sized enterprises (SMEs) of between 2 and 199 employees were included in the sample, giving a total of 2,525 SME employees surveyed. To test the differences in exposure to psychosocial risk and presenteeism, and the moderating impact of size on the relationship between psychosocial risks, presenteeism, and health, we took the original sample (4608) of the EQCOTESST. The results confirm the associations between job demands, social support and effort-reward imbalance, and presenteeism. Also, the associations between presenteeism and health problems in SMEs' context. Multi-group analyses show that the business's size does not moderate the strength of the relationships between psychosocial risks, presenteeism and health. The current study highlights that SMEs are somehow protected from certain psychosocial constraints such as high job demands, and low social support, but are more exposed to others such as effort-reward imbalance.

Academic productivism: when job demand exceeds working time.

ABSTRACTOBJECTIVE:To assess the association between the perception of pressure to publish academic work with job satisfaction and stress.METHODS:Cross-sectional study with 64 graduate advisors from a public university in the city of São Paulo. Data collection conducted via an online questionnaire that included: sociodemographic, work and health data; Occupational Stress Indicator Job Satisfaction Scale and Effort-Reward Imbalance (ERI) model. To assess the perception of pressure to publish academic work the advisors answered a numerical scale, assigning a score from 0 to 10 to how pressured they felt to publish their work (being 0 no pressure and 10 high pressure). Later, the generalized linear model was used to test the factors associated to high perception of pressure to publish academic work, adjusted for working time, academic management role and productivity grant.RESULTS:Advisors who had already worked in a higher education institution, who performed part of the work at home and who reported work stress were more likely to show perception of extreme pressure to publish academic work. This perception was associated with greater effort and over-commitment, as well as a greater imbalance between the effort employed and the reward received at work.CONCLUSIONS:The findings suggest that the professors’ work organization and mental health are interrelated: the higher the perception of pressure to publish academic work, the greater the stress. However, this result does not seem to be reflected in the job satisfaction (or dissatisfaction). The apparently deliberate extension of working hours hides the precariousness and increased work to which professors have been subjected in recent years by public policies that commercialize education in Brazil.

Effort-Reward Imbalance at Work and Overcommitment in Patients with Acute Myocardial Infarction (AMI): Associations with Return to Work 6\xa0Months After AMI

Purpose Stress-related factors influence the adaptation to life after acute myocardial infarction (AMI), including return to work. The goal of this study was to investigate the effect of work-related stress, (expressed by the effort-reward imbalance (ERI) model) on return to work after AMI. Methods A longitudinal study with AMI patients was conducted in order to assess associations between the independent variables effort, reward, ERI and overcommitment and the outcome return to work after AMI. Return to work was inquired at 6 months follow-up. Logistic regression models were applied in the analysis. The fully-adjusted model included demographic, clinical, social, stress-related and health-related quality of life (HRQOL) covariables. Results Of the 346 enrolled patients aged 31 to 82 years, 239 (69.1%) were included in the regression analysis. In the unadjusted model ERI presented an odds ratio (OR) of 1.72 (95% confidence interval (CI) 0.86–3.42). Associations for effort and overcommitment were 0.98 (95% CI 0.83–1.15) and 1.09 (95% CI 0.99–1.18). However, reward showed a significantly inverse association with return to work with an OR of 0.90 (95% CI 0.83–0.99). In the fully adjusted model the OR of ERI decreased to 1.20 (95% CI 0.49–2.96). Effort, reward and overcommitment also showed attenuated ORs without significant results in all models. Diabetes mellitus, current smoking, low physical and low mental HRQOL presented significantly negative relations with return to work. Conclusions Work-related stress appears less important than HRQOL and resilience in terms of return to work after AMI.

Work stress on rise? Comparative analysis of trends in work stressors using the European working conditions survey

ObjectiveThe rapid transformation of labor markets has been accompanied by the belief of rising stress at work. However, empirical evidence on such trends based on reliable survey data is scarce. This study analyzes long-term trends in well-established measures of work stressors across Europe, as well as potential occupational differences.MethodsWe use repeated cross-sectional data of 15 European countries from waves 1995, 2000, 2005, 2010, and 2015 of the European Working Conditions Surveys. We apply three-way multilevel regressions (with employees nested in country-years, which are in turn nested in countries) to analyze trends in work stressors measured according to the demand-control and effort-reward imbalance models. Trends by occupational groups are also assessed.ResultsOur findings suggest that work stress generally increased from 1995 to 2015, and that the increase was mostly driven by psychological demands. People working in lower-skilled occupations had generally higher levels of job strain and effort-reward imbalance, as well as they tend to have a steeper increase in job strain than people working in higher-skilled occupations. Most of the change occurred from 1995 to 2005.ConclusionOur results indicate that work stress has been on rise since 1995, specifically for people working in disadvantageous occupations. This directs the attention to the vulnerable position of the least skilled and also to the use of preventive measures to counteract some of the disadvantages experienced by this occupational group.

Work-related factors on mental health among migrant factory workers in china: Application of the Demand-Control and Effort-Reward Imbalance Model.

Mental health problems are prevalent among migrant workers in China. The present study examined the prevalence of mental health problems (depression, anxiety and suicidal ideation) among migrant workers in China, and identified the work-related factors associated with their mental health problems based on the Demand-Control and Effort-Reward Imbalance Model. A total of 807 migrant workers were recruited from three factories in Shenzhen using stratified randomized sampling. The prevalence of moderate-to-severe anxiety, mild-to-severe depression and suicidal ideation in the past year was 17.8%, 60.3% and 4.8% respectively. Results from stepwise regression analyses reported that role conflict and effort were risk factors, whereas utilization of job skills and reward were protective factors for anxiety and depression. Social support was also associated with lower level of depression. Effort was the only factor associated with suicidal ideation in the stepwise analysis. Interventions to improve their mental health are warranted and they should work to reduce their role conflict, improve effort-reward balance, promote utilization of skills and increase social support.

Daily work pressure and exposure to bullying-related negative acts: The role of daily transformational and laissez-faire leadership

The present study integrates the work environment hypothesis and the effort-reward imbalance model to argue that work-related antecedents of workplace bullying are moderated by the day-to-day leadership practices of one’s immediate leader. Specifically, we propose that individuals’ daily experiences of work pressure are positively related to their daily experiences of bullying-related negative acts. Moreover, we claim that this relationship is weaker on days when those individuals report high (vs. low) levels of transformational leadership behaviour, and stronger on days when they report high (vs. low) levels of laissez-faire leadership behaviour. To test these three hypotheses, we asked 61 naval cadets on a tall ship sailing from Northern Europe to North America to fill out a diary questionnaire for 36 days yielding 1509 observations. The results of multilevel analyses supported our hypothesis of a positive relationship of cadets’ daily reports of work pressure with their daily reports of bullying-related negative acts. In addition, laissez-faire leadership behaviour (but not transformational leadership behaviour) moderated the work pressure–bullying-related negative acts relationship. Our findings support the assumption that laissez-faire leadership is an important component in the development of conflict escalation and workplace bullying, while transformational leadership is not. We discuss theoretical as well as practical implications of these findings.

Supervisors’ power to deal with employees’ inner resignation: How perceived power of the organization and the supervisor relate to employees’ voluntary and enforced work behavior

Power is fundamental in organizations and is exerted on employees by the organization itself as well as by supervisors. In this study, I applied the slippery slope framework (SSF) and interpersonal power interaction (IPI) model to shed light on how power dynamics relate to employees’ inner resignation and contextual performance.Survey data was obtained from 1102 employees of Austrian and German organizations. In line with expectations, the results of path modeling revealed that perceived coercive power of the organization and supervisors positively relates to employees’ inner resignation. Perceived legitimate power of the organization and supervisors is positively associated with contextual performance and negatively associated with inner resignation. Finally, supervisor reward power further strengthens the beneficial relationship between legitimate organizational power and inner resignation. The results are discussed in light of self-determination theory and the effort-reward imbalance model.

Effort-Reward Imbalance among otolaryngology residents inGermany

An increased psychosocial workload can have an negative impact on health. An effective way to record this is the effort reward imbalance model postulated by Siegrist. Values on this topic from ENT residents are missing, which is why the concept and corresponding questions were included in the survey on the current situation in further education. An online survey on the current situation of the ENT residency including the recording of psychosocial workload was developed by ENT physicians on the basis of a well-known questionnaire of colleagues of the Alliance of Young Physicians. The short version of the validated questionnaire on the effort reward imbalance model according to Siegrist with 16 items was used. An online survey was carried out addressing all ENT residents in Germany known to the German society of Oto-Rhino-Laryngology, Head and Neck surgery. The survey was sent by e-mail and was available from April 1st to July 31st in 2019. 92,3 % of the participants had an effort-reward imbalance. The mean value of effort reward imbalance was 1.57 ± 0.43, adjusted 2.16 ± 1.36. The effort scale was 10.71 ± 1.40 (3-12), adjusted 85.72 ± 15.52, reward scale 16.58 ± 2.86 (7-28), adjusted 45.61 ± 13.63, over commitment 17 ± 3.37, adjusted 61.14 ± 18.73. A high effort reward imbalance had positive significant correlations with regard to the duration of residency, the number of working hours per week and the number of duty hours per month. The effort and reward imbalance is comparable to other specialty physicians in residency. It is related to working hours, services and the progress of training. It can be improved through personal initiative and could be supplemented with the support of the hospital's internal stakeholders.

Does Cardiorespiratory Fitness Buffer Stress Reactivity and Stress Recovery in Police Officers? A Real-Life Study.

High levels of cardiorespiratory fitness have the potential to buffer against physical and mental health impairments, which can result from exposure to occupational stress. Police officers are especially at risk of high psychosocial stress; therefore, effective intervention strategies are warranted. Given this background, the purpose of the present study was to examine whether police officers with different levels of cardiorespiratory fitness differ with regard to their (a) physiological stress reactivity during acute real-life stress situations, and (b) physiological recovery related to acute and chronic work stress. In total, 201 police officers took part in this study (M = 38.6 years, SD = 10.1, 35.8% females). Officers were contacted eight times on a smartphone during their workday, and asked to report their current level of positive and negative affect, as well as feelings of stress and anger. Physiological stress responses and recovery (heart rate variability) were assessed using Movisens EcgMove3 devices. The Åstrand bicycle ergometer test was used to assess participants' cardiorespiratory fitness. Chronic work stress was assessed using the effort-reward imbalance model and the job strain model. Multilevel modeling was used to test buffering effects of cardiorespiratory fitness on physiological stress reactivity. Linear regression was applied to test stress-buffering effects of cardiorespiratory fitness on physiological recovery. Results showed lowered physiological stress reactivity to acute work stress in officers with higher levels of cardiorespiratory fitness. However, these results were not consistent, with no effects occurring for feelings of anger, positive affect, and negative affect. Chronic work stress (effort-reward imbalance) was related to lower physiological recovery. Cardiorespiratory fitness was positively related to physiological recovery. Data did not support interactions between work stress and cardiorespiratory fitness on physiological recovery. To some extent, cardiorespiratory fitness seems to have the potential to buffer stress reactivity in police officers in acute stress situations. Therefore, we encourage promoting fitness programs which aim to enhance cardiorespiratory fitness in stressful occupations such as law enforcement. Improvements in cardiorespiratory fitness might further enhance physiological recovery from chronic work stress, which is thought to improve cardiovascular health.

Faculty time allocation in relation to work-family balance, job satisfaction, commitment, and turnover intentions

One common challenge for faculty is decisions regarding the allocation of time across research, teaching, and service tasks. We investigate faculty time allocation among typical faculty members using latent profile analysis. We examine associations between profile membership and gender and time spent in housework, childcare, and eldercare. We also use competing theories (job enrichment, the effort-reward imbalance model) to investigate profile associations with work-family balance, job satisfaction, affective commitment, and turnover intentions. Four profiles emerge: research focus, teaching focus, a “classic” dual research and teaching focus, and dual teaching and service focus. Women are more likely to be members of the teaching profile compared to the research profile, and the research profile is associated with the fewest housework hours. Classic profile members have the highest work-family balance and job satisfaction, whereas members of the teaching profile are the lowest on each correlate. Results suggest a balance of rewarding and enriching demands yields the most positive outcomes.

Psychosocial Stressors at Work and the Risk of Sickness Absence Due to a Diagnosed Mental Disorder

Mental health problems are associated with considerable occupational, medical, social, and economic burdens. Psychosocial stressors at work have been associated with a higher risk of mental disorders, but the risk of sickness absence due to a diagnosed mental disorder, indicating a more severe condition, has never been investigated in a systematic review and meta-analysis. To synthesize the evidence of the association of psychosocial stressors at work with sickness absence due to a diagnosed mental disorder among adult workers. Seven electronic databases (MEDLINE, Embase, PsycInfo, Web of Science, CINAHL, Sociological Abstracts, and International Bibliography of the Social Sciences), 3 gray literature databases (Grey Literature Report, WHO-IRIS and Open Grey), and the reference lists of all eligible studies and reviews were searched in January 2017 and updated in February 2019. Only original prospective studies evaluating the association of at least 1 psychosocial stressor at work from the 3 most recognized theoretical models were eligible: the job demand-control-support model, including exposure to job strain (high psychological demands with low job control); effort-reward imbalance model; and organizational justice model. Study selection was performed in duplicate by blinded independent reviewers. Among the 28 467 citations screened, 23 studies were eligible for systematic review. This meta-analysis followed the PRISMA and MOOSE guidelines. Data extraction and risk of bias evaluation, using the Risk of Bias in Nonrandomized Studies-Interventions tool, were performed in duplicate by blinded independent reviewers. Data were pooled using random-effect models. Sickness absence due to a mental disorder with a diagnosis obtained objectively. A total of 13 studies representing 130 056 participants were included in the 6 meta-analyses. Workers exposed to low reward were associated with a higher risk of sickness absence due to a diagnosed mental disorder compared with nonexposed workers (pooled risk ratio [RR], 1.76 [95% CI, 1.49-2.08]), as were those exposed to effort-reward imbalance (pooled RR, 1.66 [95% CI, 1.37-2.00]), job strain (pooled RR, 1.47 [95% CI, 1.24-1.74]), low job control (pooled RR, 1.25 [95% CI, 1.02-1.53]), and high psychological demands (pooled RR, 1.23 [95% CI, 1.04-1.45]). This meta-analysis found that workers exposed to psychosocial stressors at work were associated with a higher risk of sickness absence due to a mental disorder. A better understanding of the importance of these stressors could help physicians when evaluating their patients' mental health and work capacity.