Background: Conditions of Effort/Reward Imbalance (ERI) are known to impact negatively on work ability. Study aim is to elaborate on this relationship in two highly stressful occupations, i.e. nursing and the call-centre sector. Methods: A self-reported questionnaire including the ERI questionnaire and the Work Ability Index (WAI) was compiled by 1113 nurses employed in seven hospitals and 1106 call-centre operators (response rate=76,4% and 99.1% respectively). Among nurses, 86.5% were women, 45,5% were aged 31-40 years and mean job seniority was 12.6 (s.d. ±8.8); among call-centre operators, 77.4% were women, mean age was 33.4 years (s.d. 3.9) and mean job seniority 8.0 (s.d. 2.2). Results: Among nurses, 16.2% reported ERI (scores >1) and 33.4% had poor/moderate WAI. After adjustment for sex, age, marital status, number of children, workload, overcommitment and working time, ERI vs a “balanced condition” was more strongly associated with poor/moderate WAI (OR=2.4; C.I. 1.7-3.5). “Low reward” vs “high reward” and “high effort” vs “low effort” were more strongly associated with poor/moderate WAI (OR=2.7 C.I.=1.7-4.2 and OR=2.6 C.I.=1.6-4.2 respectively). Considering the “reward” subscales, only “low esteem reward” vs “high esteem” was significantly associated with poor/moderate WAI (OR=1.8 C.I. 1.1-2.9). Among call-center operators, 27.7% reported ERI and 19.8% a poor/moderate WAI. After adjustment for sex, age, marital status, number of children, education, job seniority, commuting time, overcommitment, job task (inbound/outbound), working time, ERI vs a “balanced condition” was more strongly associated with poor/moderate WAI (OR=2.1 C.I.=1.4-3.1). “Low reward” vs “high reward” was more strongly associated with poor/moderate WAI (OR=4.2 C.I.=2.4-7.2). Considering the “reward” subscales, only “low esteem reward” vs “high esteem” was significantly associated with poor/moderate WAI (OR=7.3 C.I.=2.9-18.9). Conclusions: Interventions to increase work ability may also address an adequate balance between workers’ efforts and rewards, with priority given to sustaining those aspects of reward in need of major improvement.

Aspects of effort and reward in relation to WAI among nurses and call-center operators / P. Campanini, P.M. Conway, D. Camerino, G.P. Fichera, S. Punzi, G. Costa. ((Intervento presentato al 4.. convegno Age Management during the Life Course tenutosi a Tampere (Finland) nel 2010.

Aspects of effort and reward in relation to WAI among nurses and call-center operators

P. Campanini
Primo
;
P.M. Conway
Secondo
;
D. Camerino;G.P. Fichera;S. Punzi
Penultimo
;
G. Costa
Ultimo
2010-06-08

Abstract

Background: Conditions of Effort/Reward Imbalance (ERI) are known to impact negatively on work ability. Study aim is to elaborate on this relationship in two highly stressful occupations, i.e. nursing and the call-centre sector. Methods: A self-reported questionnaire including the ERI questionnaire and the Work Ability Index (WAI) was compiled by 1113 nurses employed in seven hospitals and 1106 call-centre operators (response rate=76,4% and 99.1% respectively). Among nurses, 86.5% were women, 45,5% were aged 31-40 years and mean job seniority was 12.6 (s.d. ±8.8); among call-centre operators, 77.4% were women, mean age was 33.4 years (s.d. 3.9) and mean job seniority 8.0 (s.d. 2.2). Results: Among nurses, 16.2% reported ERI (scores >1) and 33.4% had poor/moderate WAI. After adjustment for sex, age, marital status, number of children, workload, overcommitment and working time, ERI vs a “balanced condition” was more strongly associated with poor/moderate WAI (OR=2.4; C.I. 1.7-3.5). “Low reward” vs “high reward” and “high effort” vs “low effort” were more strongly associated with poor/moderate WAI (OR=2.7 C.I.=1.7-4.2 and OR=2.6 C.I.=1.6-4.2 respectively). Considering the “reward” subscales, only “low esteem reward” vs “high esteem” was significantly associated with poor/moderate WAI (OR=1.8 C.I. 1.1-2.9). Among call-center operators, 27.7% reported ERI and 19.8% a poor/moderate WAI. After adjustment for sex, age, marital status, number of children, education, job seniority, commuting time, overcommitment, job task (inbound/outbound), working time, ERI vs a “balanced condition” was more strongly associated with poor/moderate WAI (OR=2.1 C.I.=1.4-3.1). “Low reward” vs “high reward” was more strongly associated with poor/moderate WAI (OR=4.2 C.I.=2.4-7.2). Considering the “reward” subscales, only “low esteem reward” vs “high esteem” was significantly associated with poor/moderate WAI (OR=7.3 C.I.=2.9-18.9). Conclusions: Interventions to increase work ability may also address an adequate balance between workers’ efforts and rewards, with priority given to sustaining those aspects of reward in need of major improvement.
Effort/reward Imbalance ; Work Ability Index ; call center operators ; nurses
Settore MED/44 - Medicina del Lavoro
University of Tampere
International Ergonomic Association
International Commission on Occupational Health
Aspects of effort and reward in relation to WAI among nurses and call-center operators / P. Campanini, P.M. Conway, D. Camerino, G.P. Fichera, S. Punzi, G. Costa. ((Intervento presentato al 4.. convegno Age Management during the Life Course tenutosi a Tampere (Finland) nel 2010.
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Utilizza questo identificativo per citare o creare un link a questo documento: http://hdl.handle.net/2434/157171
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