Effort Reward Research Articles

Effort–reward imbalance and well-being among psychiatric nurses: the mediating role of burnout and decent work

BackgroundPsychiatric nurses face additional challenges due to negative perceptions, workplace violence, and a lack of respect, impacting their well-being and job satisfaction, which are crucial for improving psychiatric care and patient outcomes.ObjectivesThis study aims to examine the relationship between effort-reward imbalance, well-being, burnout, and decent work among psychiatric nurses.MethodsThis study used a cross-sectional design. Data were collected using a convenience sampling method in February 2024 from 397 psychiatric nurses at two psychiatric hospitals in Hangzhou and Huzhou, Zhejiang Province. The Effort-Reward Imbalance Scale, Decent Work Perception Scale, Maslach Burnout Inventory-General Survey, and General Well-Being Schedule Scale were used for data collection. Data analysis was conducted using SPSS 26.0 and the PROCESS macro.ResultsThe study found that effort-reward imbalance among psychiatric nurses was negatively correlated with decent work (r = -0.564, p < 0.001) and well-being (r = -0.541, p < 0.001), and positively correlated with burnout (r = 0.603, p < 0.001). Burnout mediated the relationship between effort-reward imbalance and well-being (95% CI [-0.386, -0.257]), while decent work also served as a mediator (95% CI [-0.100, -0.012]). Additionally, burnout and decent work were found to mediate the relationship between effort-reward imbalance and well-being (95% CI [-0.050, -0.006]).ConclusionThis study highlights the impact of effort-reward imbalance on well-being, confirming that burnout and decent work serve as mediators. Enhancing support, fair compensation, reasonable work schedules, and professional development can promote psychiatric nurses’ perception of decent work and improve their well-being.

Academic Entitlement Among Pharmacy Students in the Arab World: A Multi-National Exploratory Study

ObjectiveThe study’s aim was to explore academic entitlement among pharmacy students in different pharmacy colleges in the Arab World and assess associated factors. MethodsThis study design was a cross-sectional survey. Data were collected using a self-administered electronic questionnaire posted across pharmacy college networks in 10 Arab countries (Egypt, Iraq, Jordan, Lebanon, Libya, Oman, Palestine, Qatar, Saudi Arabia, and United Arab Emirates). The electronic survey was administered through Qualtrics Survey Software, and its link was open from January 23, 2022 to May 13, 2022. The multiple linear regression measured the association between different predictors and the academic entitlement. ResultsA total of 2386 surveys were received from students studying in 10 different Arab countries. The majority of responding students were male and studying in a Bachelor of pharmacy program. Students reported an agreeable attitude in 4 areas: rewards for efforts, customer orientation, customer service expectation, and general academic entitlement. In accommodation, a neutral attitude was reported, while they reported a disagreeing attitude in the responsibility avoidance domain. In grade haggling, the 3 items of the domain had different attitudes. Only 3 factors had a significant negative association with student entitlement (professionalism, GPA, and year in the study program). ConclusionThe academic entitlement scores among pharmacy students in the Arab World were high and had a negative association with professionalism perceptions. This study finding is a call for pharmacy programs to consider the effect of academic entitlement on pharmacy education and to obtain in-depth evidence on its magnitude and associated factors.

Job satisfaction in the performance of personnel in a Peruvian Ministry

The objective of the research is to determine the influence of job satisfaction on the performance of personnel in a Peruvian Ministry, where the design is non-experimental, basic type, the scope is explanatory, with a cross-sectional, quantitative approach. The sample consists of 304 workers, the technique is the survey and the instrument is the questionnaire. It was found that 58.6% consider their job satisfaction to be fair, where the most important dimension is “Job challenge” and the one to be improved is “Reward for effort”; and 81.3% consider their job performance to be adequate, where the most important dimension is “Labor relations” and the one to be improved is “Teamwork”. It was concluded that job satisfaction influences staff performance, given the chi-square = 118.477 (p = 0.000) and Nagelkerke's R2 = 0.490; similarly, there is an influence in each of the dimensions of the independent variable (Challenging work, working conditions, institutional support and reward for effort) on the dependent variable.

Psychology, stress, insomnia, and resilience of medical staff in China during the COVID-19 policy opening: a cross-sectional survey.

Since 8 January 2023 China has liberalized its control of COVID-19. In a short period of time, the infection rate of COVID-19 in China has risen rapidly, which has brought a heavy burden to medical staff. This study aimed to investigate the psychological status, stress, insomnia, effort-reward imbalance, resilience, and influencing factors of medical staff in China during the period of epidemic policy liberalization. This survey was conducted from 6 February to 27 March 2023 with non-random sampling. An online questionnaire survey was conducted using HADS, PSS-14, ISI, ERI, and the resilience assessment scale for medical staff. The levels of psychological, stress, insomnia, effort-reward imbalance, and resilience of medical staff during the pandemic policy opening period were measured. A total of 2,038 valid questionnaires were collected. 68.5% and 53.9% of medical staff had different degrees of anxiety and depression, respectively. Excessive stress, insomnia, and high effort and low reward were 40.2%, 43.2%, and 14.2%, respectively. Gender, Profession, education level, and age are important factors that lead to anxiety and depression. Women, nurses, higher education, longer working years and hours, high effort, and low reward are risk factors for the above conditions. There was a certain correlation among the five scales, among which anxiety, depression, stress, insomnia, effort-reward imbalance, and other factors were positively correlated, while resilience was negatively correlated with these factors. This study found that anxiety, depression, stress, insomnia, and other psychological problems of medical staff in China during the policy opening period of COVID-19 were more serious than before. At the individual and organizational levels, it is necessary to improve the well-being of medical staff, optimize the allocation of human resources, and promote the mental health of medical staff with a focus on prevention and mitigation, with the entry point of improving resilience and preventing the effort-reward imbalance.

Prospective Association of High Effort and Low Reward Imbalance at Work with Risk of Diabetes: A Cohort Study in US Workers.

The contribution of psychosocial stress in the workplace to development of type 2 diabetes mellitus (T2DM) is not well investigated. As most studies were conducted in Europe, a further test from the USA seems well justified. The objective of the current investigation was to examine prospective associations of work stress based on the effort-reward imbalance model with risk of T2DM in a national sample of US workers. Using data from the national population-based Mid-life in the United States (MIDUS) study with a prospective cohort design and a 9-year follow-up period, the effects of a ratio combining data on effort and reward at work (ER ratio) at baseline on risk of T2DM at follow-up were examined in 1493 workers who were free from diabetes at the baseline survey, applying multivariable Poisson regression analysis. During the follow-up, 109 individuals (7.30%) reported onset of diabetes. The analyses demonstrated a significant association between continuous data of the E-R ratio and risk of diabetes (RR and 95% CI = 1.22 [1.02, 1.46]), after adjustment for modifiable and non-modifiable risk factors at baseline. A dose-dependent response was observed with trend analysis when using quartiles of the E-R ratio. In the US workers, high effort in combination with low reward at work was significantly associated with elevated risk of T2DM 9years later. The risk profiles of diabetes should be adapted in consideration of psychosocial work environment and taken into account by conceptualizing prevention programs of chronic non-communicable diseases.

When elective egg freezers become egg donors: practical and ethical issues

Many people hope that the unused and unwanted eggs frozen by women for self-use could be applied to reduce the shortage of donor eggs. However, several practical (additional screening and counselling) and ethical (informed consent and reimbursement) issues may dampen this hope. This paper also considers the question of whether elective egg freezers who want to donate their eggs should be reimbursed for the costs they have met for the IVF cycle and storage. It is argued that a partial reimbursement for the collection (hormonal stimulation and retrieval) is morally acceptable because it is limited to proven expenses (and does not violate the altruism rule) and because the recipients should contribute to the costs of a scheme from which they are benefiting. The storage fee should be paid by the egg freezer herself and no reward for effort, time and inconvenience should be given. This compromise benefits both donors and recipients.

Understanding socio-labor inclusion among young adults with autism spectrum and mental disorders: preliminary findings

IntroductionPrevious studies suggest that adults with mental disorders (MD) or Autism Spectrum Disorder (ASD) are more likely to be unemployed than those without MD. However, it is unclear whether working adults with MD or ASD perceive the same effort-reward balance as their counterparts without MD or ASD.ObjectivesTo analyze labor conditions and to identify factors associated with effort-reward imbalance among young adults with ASD, MD and those from the general population (GP).MethodsA qualitative and quantitative study design is being conducted to analyze the rates of employment among young adults with ASD, and to identify factors associated with employment rates (Fondecyt ID11201028.). As part of this study, we conducted a quantitative analysis in young adults 16 to 30 years of age in two regions of Chile between August and October, 2022. Young adults with MD and ASD were compared with adults of similar age recruited from the GP. We applied a questionnaire to collect data on participant’s sociodemographic information, autonomy level and employment status. We applied the short Spanish version of the effort–reward imbalance (ERI) and overcommitment (OC) questionnaire, which has been widely used in Latin American countries.Chi-square test was used and the Kruskal Wallis H Test was applied to compare among groups. The statistical significance was set at P&lt;0.05.ResultsOverall, 422 participants were included in the analysis (mean age 22±3.2, 64.2% women, 65.2% students, and 4.4% unemployed). Of the total respondents, 22% of young adults from GP, 17.8% with MD, and 4.8% with ASD were working at the moment of the survey. Regarding autonomy level, a higher proportion of participants with ASD needed support (36.4%), compared with 9.7% and 0.8% of young adults with MD and GP, respectively. Of the population who reported working (n=125), about 56.0% have a permanent job, and 44% a seasonal or occasional job. The median value for the effort–reward ratio was 0.96 (range 0.4–1.8), with no significant differences between the groups. Of those participants working, 44.3% showed an ERI ratio higher than 1, which was higher in participants with ASD (60%). ERI-esteem was significantly different (P=0.01) among ASD (7.0; range 5-8), MD (6.0; range 2-8) and PG (6.0; range 2-8). In the OC questionnaire, young adults with ASD were more likely to think about work (P=0.01) and having trouble sleeping at night due to work issues (P=0.03) than GP and MD groups.ConclusionsThe ASD group showed higher overcommitment and a considerable proportion of subjects at risk of effort-reward imbalance at work, were more likely to think about work at home, and had trouble sleeping thinking about work. Our preliminary results highlight the importance of considering the working conditions of young adults diagnosed with ASD and the need to provide them with enough support to promote labor inclusion.Disclosure of InterestNone Declared

The New Zealand bracken fern rhizome, Pteridium esculentum (G.Forst): a toxic food plant of pre‐European Māori

ABSTRACTThe two species of bracken fern, Pteridium esculentum and Pteridium aquilinum, are well known to produce neoplastic lesions and thiamine deficiency when consumed by mammals, with severe consequences to health. New Zealand Pre‐European Māori are known to have consumed rhizomes of P. esculentum as food with little or no recorded consequences to health. Processing methods by Māori prior to consumption may have helped to detoxify this food. We carried out LDH toxicity tests on rhizomes that had been pre‐processed before simulated digestion to test this possibility. We tested rhizomes harvested each month of the year, different components of the rhizome, both raw and roasted rhizomes, rhizomes stored for up to 12 months, and rhizomes leached for up to 24 hours. All specimens remained equally toxic within experimental error. We carried out a detailed analysis of nutrients in bracken rhizome and compared this with kūmara, Ipomoea batatas, another important food plant for pre‐European Māori, and found that bracken rhizome has c. 70% of the caloric value of kūmara. A cost/benefit analysis of the two plants suggested that the reward for effort is greatest for kūmara by a modest amount. Analysis of historic ethnographic observations relating to bracken rhizome from AD 1769 to the 1840s provides complex and contradictory evidence of the role of bracken rhizome in the Māori economic system. Although there is clear evidence that Māori greatly favoured chewing rhizomes, this fondness may result from the presence of one or more plant secondary metabolites (PSM), such as ecdysone, which are known to be addictive. Our analysis of the evidence favours the plant being essentially a famine food, filling in the period between planting and harvest of kūmara, known as the ‘hungry gap’ between October and April in the southern hemisphere. However, it would also have provided an important source of food for travellers, as fern‐lands are widespread. Our analysis of archaeological information did not produce unequivocal direct evidence of bracken rhizome consumption. However, the presence of extreme tooth wear and a unique pattern of first molar dislocation, attributed to the use of teeth to strip starch from rhizomes, has been shown to be present at all periods of New Zealand prehistory. This is contrary to the finding of some other researchers.

Berufliche Gratifikationskrisen, Verausgabungsneigung und Burnout bei ukrainischen Anästhesisten und Intensivmedizinern während der SARS-CoV-2-Pandemie

ZusammenfassungHintergrundPsychische Belastungen von Anästhesisten und Intensivmedizinern sind vielfältig und komplex. Overcommitment (OC) ist durch eine übersteigerte berufliche Verausgabungsneigung gekennzeichnet, die zu psychischen Beanspruchungsfolgen wie z. B. Burnout führen kann. Die Prävalenz von Burnout bei Intensivmedizinern ist international weit gestreut. Ziel der Studie war es, Verausgabungen und Gratifikationen bei ukrainischen Ärzten der Anästhesie und Intensivmedizin während der SARS-CoV-2-Pandemie zu ermitteln und zu analysieren, wie hoch das Burnout-Risiko in dieser Berufsgruppe ist und welche Assoziationen zwischen der intrinsischen Komponente und der extrinsischen Komponente des Modells der beruflichen Gratifikationskrise und dem Burnout bestehen.MethodikAn der Querschnittsstudie mit der konfirmatorischen Fragestellung im März 2021 nahmen 73 ukrainische intensivmedizinisch tätige Ärzte (47,9 %) und Ärztinnen (52,1 %) teil. Das mittlere Alter lag bei 39,8 ± 10,94 Jahren (Range: 23–78 Jahre). Neben soziodemografischen und berufsbezogenen Daten wurden die berufliche Gratifikation mittels Effort-reward-Imbalance-Fragebogen (ERI) einschließlich der OC-Fragen und das Maslach Burnout Inventory (MBI) erhoben. Die Teilnehmenden der Befragung wurden in Gruppen mit unterschiedlichem OC (< 16 Punkte) und (≥ 16 Punkte) eingestuft und verglichen.ErgebnisseIn die Gruppe mit OC < 16 Punkte konnten 75 % (55) Teilnehmende eingestuft werden, 18 boten ein erhöhtes OC. Zwischen diesen beiden Gruppen fand sich eine signifikante Differenz im Effort (13,9 ± 4,1 vs. 17,2 ± 3,6 Punkte; p = 0,003) und in der ERI-Ratio (0,58 ± 0,2 vs. 0,77 ± 0,2; p = 0,006). In der Gruppe mit OC ≥ 16 waren 50 % der Teilnehmenden mit einer hohen emotionalen Erschöpfung (vs. 12,7 % bei OC < 16; p = 0,002), aber auch 61,1 % mit einer hohen Leistungsfähigkeit (61,1 % vs. 32,7 %; p = 0,005). Insgesamt konnte eine Burnout-Prävalenz von 2,7 % in der Gesamtstichprobe festgestellt werden, wobei die beiden Probanden bei der Gruppe mit OC < 16 vertreten waren. Die höhere emotionale Erschöpfung war mit einer höheren Verausgabungsneigung und Verausgabung (Effort) sowie einer geringeren Belohnung (Reward) assoziiert.DiskussionDie Studienergebnisse zeigten hohe emotionale Erschöpfung bei Personen mit hohem Overcommitment. Drei Viertel der Befragten zeigten Burnout-Symptome. Aus diesem Grund sollten Gesundheitsförderungsmaßnahmen und Prävention angeboten werden, um den hohen Belastungen während der Pandemie entgegenzuwirken. Diese sollten Verhältnis- und Verhaltensprävention einschließen.

Negative schizotypal traits predict the reduction of reward motivation in effort-reward imbalance.

The schizotypy construct is useful for studying the effects of environmental stress on development of subclinical negative symptoms. The relationship among self-report motivation, effort-reward imbalance (ERI), and schizotypal features has seldom been studied. We aimed to examine the possible moderation effect of schizotypal traits on ERI and reward motivation. Eight-hundred-and-forty-three college students were recruited online to complete a set of self-reported measures capturing schizotypal traits, effort-reward imbalance and reward motivation, namely the Schizotypal Personality Questionnaire (SPQ), the Effort-Reward Imbalance-School Version Questionnaire (C-ERI-S) and the Motivation and Pleasure Scale-Self Report (MAP-SR). We conducted multiple linear regression to construct models to investigate the moderating effects of schizotypal traits on the relationship between ERI and reward motivation. Stressful ERI situation predicted the reduction of reward motivation. Negative schizotypal traits showed a significant negative moderating effect on the relationship between ERI and reward motivation, while positive and disorganized schizotypal traits had significant positive moderating effects. Schizotypal traits subtypes differently moderate the relationship between ERI and reward motivation. Only negative schizotypal traits and stressful ERI situation together have negative impact on reward motivation.

Neural dynamics of effort-modulated reward processing.

Previous studies have established that effort can either decrease reward value as a cost or increase reward value as an augmenter, which is referred to as the effort paradox. The present event-related potential study investigated the neural dynamics underlying the modulation of reward processing by effort expenditure. Thirty-two participants completed a modified monetary incentive delay task in a high-effort context and a low-effort context to earn monetary rewards while their EEG was recorded during effort anticipation, effort execution, and effort completion, respectively. Results revealed the multiphase nature of the effort-reward relationship, which unfolds over time. During effort anticipation, effort discounts reward value as reflected by a reduced contingent negative variation for high- versus low-effort trials. During effort exertion, the target-P3 reward effect was accrued by effort expenditure. Finally, effort also provides its own value following effort completion, as revealed by an enhanced stimulus-preceding negativity for high-effort relative to low-effort trials. These findings provide new insights into the relationship between effort expenditure and reward processing and are helpful to mitigate the effort paradox.

Psychosocial Work Stress and Health Risks - A Cross-Sectional Study of Shift Workers From the Hotel and Catering Industry and the Food Industry.

PurposePsychosocial work stress, and shift and night work are considered risk indicators for impaired health. Using the effort-reward (ER) model, it was possible to examine which relationships exist for shift workers between clusters (CL) of different levels of psychosocial work stress and overcommitment (OC) and cardiovascular or psychological health indicators, and which predictive value is evident in individual health indicators to explain the clusters.MethodsThe data were collected as part of an occupational health prevention program. The analysis sample consisted of 199 shift workers from alternating shift systems with and without night work (43%) (average age: 40 ± 12 years, men: 47%). Psychosocial work stress was recorded using the ER imbalance (ERI) questionnaire. To determine the clusters, ERI and OC were entered into a cluster analysis. Blood pressure, body mass index, waist-hip ratio, PROCAM score (risk of a heart attack within the next 10 years), sporting activity, and smoking were included as cardiovascular indicators, psychological wellbeing (GHQ-12) and inability to recovery (IR) (FABA) as psychological health indicators. Shift system, sex, and age were entered into the statistical analyses as control variables. Multinomial logistic regression models were used to identify health-related predictors to explain the ER-OC clusters.ResultsThree different ER-OC clusters emerged: low-stress: 36%, normal: 44%, risk: 20%. While normal psychosocial work stress is present in the low-stress and the normal CL, in the risk CL 28% of the shift workers show a health-endangering ERI and 48% show an excessive OC. No significant cluster-specific differences were determined for the cardiovascular health indicators. Rather, the known sex and age effects were confirmed and the shift system had no significant effect. Significantly more shift workers in the risk CL had impaired psychological health (18 vs. 1/6%) and an IR (52 vs. 0/12%) than in the low-stress and normal CL. IR turned out to be the strongest predictor of the explanation for the ER-OC clusters (49%).ConclusionIR could be assigned an independent diagnostic value for the assessment of psychosocial work stresses and discussed as a new component of occupational health screening concepts for shift workers. Independently of this, the health indicators signal an urgent need for occupational health prevention and care.

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.

A cross-sectional study of the association between effort-reward imbalance and psychologic distress among Japanese dietitians.

ObjectivesThis study aims to clarify dietitians’ effort‐reward imbalance (ERI) and examine its association with psychologic distress.MethodsA cross‐sectional survey was conducted. A total of 3593 questionnaires were distributed to dietitians in about 110 organizations and 1890 responses were received (response rate 52.6%). Hence, a total of 1743 valid questionnaires were used in the analysis. Effort‐reward (ER) ratio was measured by a subscale of the ERI Questionnaire, and psychologic distress was measured by the Kessler Psychological Distress Scale (K6). The association between the ER ratio and psychologic distress was analyzed by multiple logistic regression analysis with covariates.ResultsThe mean ER ratio was 0.83 (SD = 0.53) and ERI (ER ratio >1) prevalence was 26.3%. The mean K6 score was 7.1 (5.3), and psychologic distress (K6 score ≥5) prevalence was 62.4%. The increased psychologic distress was associated with a higher ER ratio, less support from supervisors and coworkers, and lower age and household income. ERI was significantly associated with psychologic distress, even after being adjusted for covariates.ConclusionsDietitians experience high stress, as shown by their high ER ratio and K6 scores. Their ERI was greatly associated with psychologic distress.

The association between effort-reward imbalance, work-life balance and depressive mood in Korean wage workers: The 4th Korean Working Conditions Survey.

BackgroundThis study was conducted to determine the association between work-life (WL) balance, effort-reward (ER) imbalance, and depressive mood in Korean wage workers when 2 models were considered simultaneously.MethodsWe analyzed 26,014 Korean workers including 13,471 men and 12,543 women from the 4th Korean Working Conditions Survey data. Multiple logistic regression was used to analyze the association between WL, ER status, and the depressive mood of Korean workers. We classified the subjects into a total of 4 groups as follows. Group 1: WL and ER status are both “balanced”, group 2: WL status is “imbalanced” and ER status is “balanced”, group 3: WL status is “balanced” and the ER status is “imbalanced”, group 4: WL and ER status are both “imbalanced.”ResultsWe found significantly increased odds ratios (ORs) for depressive mood in groups 2, 3, and 4 compared with group 1 after adjusting for the general and occupational characteristics of the subjects in both men and women. We also found that the trend of ORs increased gradually from groups 2 to 4 compared with group 1 in both men and women; group 2: OR: 1.23 (95% confidence interval [CI]: 1.12–1.35), group 3: OR: 1.40 (95% CI: 1.27–1.55), group 4: OR: 1.99 (95% CI: 1.74–2.28) compared with group 1 in men; group 2: OR: 1.28 (95% CI: 1.15–1.42), group 3: OR: 1.45 (95% CI: 1.31–1.59), group 4: OR: 2.04 (95% CI: 1.76–2.36) compared with group 1 in women.ConclusionsAs a result, we found the association between imbalanced WL, ER status, and depressive mood in Korean workers using 2 models simultaneously. It is important to provide a balanced WL and ER condition to improve the mental health of workers.

Effort Reward Imbalance and Insomnia Among Greek Healthcare Personnel During the Outbreak of COVID-19.

Background:This study’s objective was to examine associations between insomnia as measured by Athens Insomnia Scale (AIS) and perceived psychological work stress among nurses and physicians working in secondary and tertiary hospitals in Greece during the outbreak of COVID-19 pandemic.Objective:Taking into account the small but significant differences in the development of ADHD in women, this literature review aims at identifying the special characteristics of ADHD symptoms in all stages of a woman’s life from childhood to menopause. Being aware of these signs is important to provide the best quality of health care in ADHD women.Methods:A cross-sectional study was conducted on a random sample of 268 healthcare workers (200 nurses and 68 physicians). The 8-item version of the AIS was used to assess insomnia. Perceived psychological work stress was investigated using the 23-item Effort-reward Imbalance (ERI) questionnaire based on the ERI model.Results:HCWS who cared for more than 5 patients and worried about personal issues had a higher insomnia score. ER-ratio and over-commitment are significantly associated with insomnia. A significant correlation was found between worries about pandemic COVID-19 and over-commitment.Conclusion:Since high effort-reward imbalance (ER-ratio > 1) and overcommitment were positively associated to insomnia and the treatment of more than five patients with COVID-19 infection was impacting predictor of sleep difficulties, it is necessary to implement a reward system in which physicians and nurses will work in a less stressful environment aiming at reducing personnel’s negative feelings, poor health and sleeping difficulties.

How can Employees Cope When They Perceive an Effort-Reward Imbalance in the Organization?

Previous stress and coping literatures suggests that effective stress coping strategy, will not only decrease the negative impact of stress on individuals well-being but coping can be beneficial for the organization as well. This study examines the role of job crafting as a form of stress coping strategy when employees perceive an effort-reward imbalance in the organization. In addition, the moderating roles of perceived external employability and organization commitment on the effort reward imbalance/job crafting relationship were examined. Finally, this research also examined job crafting as a mediator between perceive effort-reward imbalance and counterproductive work behavior. Analysis of 203 working individuals from South Korea was conducted for this research. The results are as follows: firstly, perceived effort-reward imbalance has a positive effect on employee's job crafting behaviors. Namely, increasing structural job resources, increasing social job resources and increasing challenging demands. However, the relationship between perceived effort-reward imbalance and decreasing hindering job demands were negatively insignificant. Secondly, perceived external employability and organization commitment moderates the relationship between effort-reward imbalance and job crafting. The relationship between effort-reward imbalance and job crafting is stronger when employee's perceived external employability and organization commitment is high than low. Lastly, job crafting partially mediates the relationship between effort-reward imbalance and counterproductive work behavior. Theoretical and practical implications, limitation of the study and research direction was also suggested.

How should a clever baboon choose and move rocks?

AbstractChacma baboons (Papio ursinus) intentionally overturn rocks to feed on the invertebrates beneath. However, baboons do not move all the rocks they encounter, with this presumably reflecting cost–benefit (or effort–reward) trade‐offs in their foraging behavior. We ask, how do “clever baboons” choose rock sizes and shapes and move these rocks? Using optimal foraging theory, we predicted that baboons would prefer to move medium‐sized rocks, a trade‐off between moving larger rocks that might require more effort to move, and smaller rocks that likely do not provide enough prey (the reward) to make the effort worthwhile. We also expected baboons to prefer rounded rocks as these will require less energy to move by rolling (rather than being flipped as for flat rocks) and that the effort of rock movement might be offset by moving rocks along the shortest axis. We show that baboons have clear preferences for specific rock sizes (medium‐sized) and shapes (angular and flat when these were medium‐sized), and the way in which rocks are moved (along the shortest axis). Prey occurred infrequently under rocks. The low predictability of prey beneath rocks suggests that such prey, when encountered, is of considerable value to baboons for them to expend the search effort, and also explains the extensive nature of rock movement by baboons in the landscape. Our study provides a novel application of the optimal foraging theory concept and has important implications for understanding and predicting how animals choose to move rocks.

I deserve more A’s: A report on the development of a measure of academic entitlement

This paper reports the results of a multi-stage effort to develop a measure of Academic Entitlement. An empirical/rational approach was taken to develop items and reduce the item set for a final version of the Academic Entitlement Scale (AES). The measure includes seven dimensions: Accommodation, Reward for Effort, Responsibility Avoidance, Grade Haggling, Customer Orientation, Customer Service Expectations, and General Academic Entitlement. Fit, using Confirmatory Factor Analysis, for the seven-factor correlated model and a bifactor model including General AE and the six specific factors, was good. The full measure is reported along with descriptive statistics for the scale and preliminary validation evidence.

Association between occupational stress and carotid atherosclerosis among the workers in a steel plant

Objective: To investigate the association between occupational stress and carotid atherosclerosis among the workers in a steel plant. Methods: In October 2018, a total of 2947 workers from a steel plant, who underwent occupational health examination in the center for occupational health examination from March to May 2017, were selected as subjects. Job Content Questionnaire (JCQ) and Effort-Reward Imbalance (ERI) were used to investigate the job content and the degree of occupational stress. According to the results of carotid artery examination, the subjects were divided into normal carotid artery group with 2013 workers, increased carotid intima-media thickness (IMT) group with 277 workers, stable plaque group with 236 workers, and unstable plaque group with 421 workers. A unified questionnaire was distributed to each group, and related physical and biochemical examinations were performed. A multivariate unconditional logistic regression analysis was performed to investigate the risk factors for unstable plaque. Results: There were significant differences between the groups in sex, educational level, marital status, work in shifts, smoking, drinking, age, and working years (P<0.05) , while there was no significant difference in exercise between groups (P>0.05) . Based on the JCQ score, 761 (25.8%) had no stress, 959 (32.5%) had mild stress, 699 (23.7%) had moderate stress, and 528 (17.9%) had severe stress; based on the ERI score, 2526 (85.7%) had high effort and low reward and 421 (14.3%) did not have the high-effort and low-reward conditions. There was a significant difference in the composition of JCQ and ERI scores between groups (P<0.05) . Moderate stress (odds ratio [OR]=1.695) , severe stress (OR=5.443) , ERI (OR=7.391) , work in shift (OR=1.784) , old age (OR=1.009) , high systolic blood pressure (OR=1.105) , high fasting blood glucose (OR=1.212) , abnormal total cholesterol (OR=3.693) , abnormal apolipoprotein B (OR=39.215) , and abnormal high-sensitivity C-reactive protein (OR=1.632) were the risk factors for unstable plaque. Conclusion: Occupational stress may be involved in the development of carotid atherosclerosis.