Does equity sensitivity moderate the relationship between effort-reward imbalance and burnout

• Published in: Anxiety, stress, and coping stress, and coping, 2013-11, Vol.26 (6), p.643-658
• Main Authors: Oren, Lior, Littman-Ovadia, Hadassah
• Format: Article
• Language: English
• Subjects: Adult; Biological and medical sciences; Burnout; Burnout, Professional - psychology; Career Mobility; effort-reward imbalance; Equity; equity sensitivity; equity theory; Female; Fundamental and applied biological sciences. Psychology; Humans; Individuality; Job Satisfaction; Male; Middle Aged; Models, Psychological; Motivation; Occupational psychology; organizational justice; overcommitment; Psychology. Psychoanalysis. Psychiatry; Psychology. Psychophysiology; Reward; Risk Factors; Salaries and Fringe Benefits; Sample variance; Stress, Psychological - complications; Surveys and Questionnaires; Type A Personality; Work condition. Job performance. Stress; Workload - psychology
• ISSN: 1061-5806; 1477-2205
• DOI: 10.1080/10615806.2012.753060

The model of effort-reward imbalance (ERI) received considerable research attention in the job stress literature. However, very scarce research investigated individual differences as moderators between ERI and stress. The present study is aimed at examining the combined effects of ERI, overcommitment (OVC), and the interaction between ERI and overcommitment on burnout (i.e., emotional exhaustion, cynicism, and inefficacy) and the moderating role of equity sensitivity. A questionnaire measuring ERI, burnout, and equity sensitivity was administered to 159 employees. Regression analyses were conducted to test the proposed relations and moderating hypotheses. ERI was negatively related to inefficacy and overcommitment was positively related to emotional exhaustion and cynicism. In addition, equity sensitivity was found to moderate the effect of overcommitment on emotional exhaustion and inefficacy. The findings emphasize the detrimental effect overcommitment may have on employee's mental health and suggest that the ERI model components may be closely related to perceptions of organizational justice.