Description

The Effort-Reward Imbalance Questionnaire (ERI) is a tool designed to assess the imbalance between the efforts an individual makes in the workplace and the rewards received in return. The ERI focuses on understanding how the imbalance between effort and reward affects employee well-being and health. The structure of the ERI includes questions related to effort, which examine the intensity of work, pressure, and workload perceived by the employee; questions related to reward, which address satisfaction with recognition, financial compensation, promotion, and career advancement; and questions related to imbalance, which assess the employee’s perception of the degree of mismatch between effort exerted and rewards received.

Objective

The main objective of the Effort-Reward Imbalance Questionnaire (ERI) is to assess employees’ perceptions of the balance between effort and reward in their work environment, to identify how imbalance may contribute to occupational stress and related psychosomatic disorders, and to provide data for developing strategies that promote a better balance between effort and reward, thus improving employee well-being.

Scoring

Scoring the Effort-Reward Imbalance Questionnaire (ERI) involves collecting data from participants, who respond to questions about their personal work experiences, evaluating the extent of effort they invest and the rewards they receive. Scores are calculated for the effort and reward dimensions, as well as an overall imbalance score indicating the level of perceived imbalance. The results are analyzed to understand the relative imbalance and its impact on employee well-being and health.

Analysis

The analysis of the ERI results includes the assessment of imbalance by analyzing scores across the effort and reward dimensions and calculating the degree of imbalance. It involves examining the relationship between imbalance and levels of occupational stress, psychological issues, and physical health problems. The analysis also supports the development of intervention strategies aimed at improving workplace balance and employee well-being.

References

Siegrist, J. (1996). “Adverse health effects of high-effort/low-reward conditions.” Journal of Occupational Health Psychology, 1(1), 27–41.
Siegrist, J., & Marmot, M. (2004). “Health inequalities and the psychosocial environment – Two scientific challenges.” Social Science & Medicine, 58(8), 1463–1474.
Lindström, K., & Eriksson, M. (2010). “Work stress, job strain, and health-related outcomes.” Journal of Occupational Medicine and Toxicology, 5(1), 12.
Bosma, H., Stansfeld, S., & Marmot, M. (1998). “Job strain, job insecurity, and anxiety and depression in the Whitehall II Study.” British Journal of Psychiatry, 172, 73–80.