Author(s): Lee, TN (Lee, Tzong-Nan); Lin, JD (Lin, Jin-Ding); Yen, CF (Yen, Chia-Feng); Loh, CH (Loh, Ching-Hui); Hsu, SW (Hsu, Shang-Wei); Tang, CC (Tang, Chi-Chieh); Wu, JL (Wu, Jia-Ling); Fang, WH (Fang, Wen-Hui); Chug, CA (Chug, Cordia A.)
Title: Extrinsic high-effort and low-reward conditions at work among institutional staff caring for people with intellectual disabilities in Taiwan
Source: RESEARCH IN DEVELOPMENTAL DISABILITIES, 30 (2): 284-293 MAR-APR 2009 Language: English
Document Type: Article
Author Keywords: Effort-Reward Imbalance; Disability institution; Intellectual disability; Staff;
Stress
KeyWords Plus: CORONARY-HEART-DISEASE; JOB STRESS; IMBALANCE; HEALTH;
MODELS; COHORT; STRAIN; RISK
Abstract: The purposes of the present study were to determine whether extrinsic high- effort/low-reward conditions at work are associated with personal characteristics and the organizational environments. A cross-sectional survey was conducted (76.7% response rate, N = 1243) by recruiting the staff caring for people with intellectual disabilities of Taiwan in 2006. Conditions at work were measured using Siegrist's Effort-Reward Imbalance (ERI) model, the questionnaire included 23 Likert scaled items and it divided into three scales: effort, reward and overcommitment. Multiple logistic regression modeling was conducted for extrinsic high-effort/low-reward status in relation to staff and working environmental factors. We found that 15.1% staff were in the low-effort/low-reward group, 35.9% was in the low-effort/high- reward group, 17.9% belonged to the high-effort/high-reward group and 31.1% was included in the high-effort/low-reward group. Controlling for many personal demographic and
organizational characteristics, the factors of perceived job support (OR = 0.91; 95% CI = 0854- 0.97), job control (OR=0.954, 95%. CI=0.934-0.974), job demand (OR = 1.155, 95% CI = 1.109-1.263) and job stress (felt sometimes stressful compare to no stress at all, OR-2.305, 95% CI = 1.161-4.575) of the staff were significantly correlated to the extrinsic high effort/low reward at work in the multiple logistic regression model. The present study highlights that the service providers need to be aware and understand the experiences that their staff encounters in the organizational, interpersonal and personal level regarding unfair working conditions such as high effort/low reward to improve the positive health of the staff. (C) 2008 Elsevier Ltd All rights reserved.
Addresses: [Lee, Tzong-Nan; Lin, Jin-Ding] Natl Def Med Ctr, Sch Publ Hlth, Taipei 114, Taiwan; [Yen, Chia-Feng] Natl Def Med Ctr, Grad Inst Life Sci, Taipei 114, Taiwan; [Loh, Ching-Hui; Fang, Wen-Hui] Triserv Gen Hosp, Dept Family & Community Med, Taipei, Taiwan; [Hsu, Shang-Wei] Asia Univ, Grad Inst Healthcare Adm, Taichung, Taiwan; [Tang, Chi-Chieh] Pingtung Educ Univ, Dept Early Childhood Care & Educ, Pingtung, Taiwan; [Wu,
Jia-Ling] Chung Hua Fdn Persons Intellectual Disabil, Res Ctr Intellectual Disabil Taiwan, Taipei, Taiwan; [Chug, Cordia A.] Griffith Univ, Ctr Environm & Populat Hlth, Brisbane, Qld 4111, Australia
Reprint Address: Lin, JD, Natl Def Med Ctr, Sch Publ Hlth, 161 Min Chun E Rd,Sect 6, Taipei 114, Taiwan.
E-mail Address: a530706@ndmctsgh.edu.tw
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Publisher: PERGAMON-ELSEVIER SCIENCE LTD
Publisher Address: THE BOULEVARD, LANGFORD LANE, KIDLINGTON, OXFORD OX5 1GB, ENGLAND
ISSN: 0891-4222
DOI: 10.1016/j.ridd.2008.04.006
29-char Source Abbrev.: RES DEVELOP DISABIL ISO Source Abbrev.: Res. Dev. Disabil.
Source Item Page Count: 10
Subject Category: Education, Special; Rehabilitation ISI Document Delivery No.: 407BA
