Safety and Health at Work

  • 제13권4호
  • /
  • Pages.469-474
  • /
  • 2022
  • /
  • 2093-7911(pISSN)
  • /
  • 2093-7997(eISSN)
산업안전보건연구원 (Occupational Safety and Health Research Institute, Korea Occupational Safety and Health Agency)
권호 표지
DOI QR코드

DOI QR Code

Investigation of Demand-Control-Support Model and Effort-Reward Imbalance Model as Predictor of Counterproductive Work Behaviors

  • Mohammad Babamiri (Department of Ergonomics, Hamadan University of Medical Sciences) ;
  • Bahareh Heydari (Department of Ergonomics, Hamadan University of Medical Sciences) ;
  • Alireza Mortezapour (Department of Ergonomics, Hamadan University of Medical Sciences) ;
  • Tahmineh M. Tamadon (Department of Ergonomics, Hamadan University of Medical Sciences)
  • 투고 : 2022.01.14
  • 심사 : 2022.08.16
  • 발행 : 2022.12.30
PDF 다운로드
⟨ 이전 논문 다음 논문 ⟩

초록

Background: Nowadays, counter-productive work behaviors (CWBs) have turned into a common and costly position for many organizations and especially health centers. Therefore, the study was carried out to examine and compare the demand-control-support (DCS) and effort-reward imbalance (ERI) models as predictors of CWBs. Methods: The study was cross-sectional. The population was all nurses working in public hospitals in Hamadan, Iran of whom 320 were selected as the sample based on simple random sampling method. The instruments used were Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, and Counterproductivity Work Behavior Questionnaire. Data were analyzed using correlation and regression analysis in SPSS18. Results: The findings indicated that both ERI and DCS models could predict CWB (p ≤ 0.05); however, the DCS model variables can explain the variance of CWB-I and CWB-O approximately 8% more than the ERI model variables and have more power in predicting these behaviors in the nursing community. Conclusion: According to the results, job stress is a key factor in the incidence of CWBs among nurses. Considering the importance and impact of each component of ERI and DCS models in the occurrence of CWBs, corrective actions can be taken to reduce their incidence in nurses.

키워드

과제정보

The authors of this article would like to thank all the participants in this study. The authors also thank the Vice Chancellor for Research and Technology of Hamadan University of Medical Sciences for financial support of this research (grant number: 14000117204).

참고문헌

  1. Sackett PR. The structure of counterproductive work behaviors: dimensionality and relationships with facets of job performance. Int J Sel Assess 2002;10(1-2):5-11.  https://doi.org/10.1111/1468-2389.00189
  2. Robinson SL, O'Leary-Kelly AM. Monkey see, monkey do: the influence of work groups on the antisocial behavior of employees. Acad Manag J 1998;41(6):658-72.  https://doi.org/10.2307/256963
  3. pector PE, Fox S. The stressor-emotion model of counterproductive work behavior; 2005. 
  4. Gruys ML. The dimensionality of deviant employee behavior in the workplace. Minnesota Univ Minneapolis Industrial Relations Center; 1999. 
  5. Robinson SL, Bennett RJ. A typology of deviant workplace behaviors: a multidimensional scaling study. Acad Manag J 1995;38(2):555-72.  https://doi.org/10.2307/256693
  6. Smoktunowicz E, Baka L, Cieslak R, Nichols CF, Benight CC, Luszczynska A. Explaining counterproductive work behaviors among police officers: the indirect effects of job demands are mediated by job burnout and moderated by job control and social support. Hum Perform 2015;28(4):332-50.  https://doi.org/10.1080/08959285.2015.1021045
  7. Howald N, Lortie B, Gallagher C, Albert MA. Preventing and deterring organizational deviance. Soc Ind Organ Psychol 2018;4(1):23-34. 
  8. Banks GC, Whelpley CE, Oh I-S, Shin K. (How) are emotionally exhausted employees harmful? Int J Stress Manag 2012;19(3):198. 
  9. Everton WJ, Jolton JA, Mastrangelo PM. Be nice and fair or else: understanding reasons for employees' deviant behaviors. J Manag Dev 2007. 
  10. Szostek D. The impact of the quality of interpersonal relationships between employees on counterproductive work behavior: a study of employees in Poland. Sustainability 2019;11(21):5916. 
  11. Bennett RJ, Robinson SL. Development of a measure of workplace deviance. J Appl Psychol 2000;85(3):349. 
  12. Fox S, Spector PE. Counterproductive work behavior: investigations of actors and targets. Washington (DC): American Psychological Association; 2005. 
  13. Raman P, Sambasivan M, Kumar N. Counterproductive work behavior among frontline government employees: role of personality, emotional intelligence, affectivity, emotional labor, and emotional exhaustion. Rev Psicol Trab las Organ 2016;32(1):25-37.  https://doi.org/10.1016/j.rpto.2015.11.002
  14. Chernyak-Hai L, Tziner A. Relationships between counterproductive work behavior, perceived justice and climate, occupational status, and leader-member exchange. Rev Psicol Trab las Organ 2014;30(1):1-12.  https://doi.org/10.5093/tr2014a1
  15. Zvi L, Shtudiner Z. Resume fraud and counterproductive behavior: the impact of narcissism in the labor market. J Behav Exp Econ 2021;93:101715. 
  16. Fein EC, Tziner A, Vasiliu C. Perceptions of ethical climate and organizational justice as antecedents to employee performance: the mediating role of employees' attributions of leader effectiveness. Eur Manag J 2021. 
  17. Balducci C, Schaufeli WB, Fraccaroli F. The job demands-resources model and counterproductive work behaviour: the role of job-related affect. Eur J Work Organ Psychol 2011;20(4):467-96.  https://doi.org/10.1080/13594321003669061
  18. Chiaburu DS, Harrison DA. Do peers make the place? Conceptual synthesis and meta-analysis of coworker effects on perceptions, attitudes, OCBs, and performance. J Appl Psychol 2008;93(5):1082. 
  19. Syed F, Naseer S, Bouckenooghe D. Unfairness in stressful job environments: the contingent effects of perceived organizational injustice on the relationships between job stress and employee behaviors. J Gen Psychol 2021;148(2):168-91.  https://doi.org/10.1080/00221309.2020.1747968
  20. Meier LL, Spector PE. Reciprocal effects of work stressors and counterproductive work behavior: a five-wave longitudinal study. J Appl Psychol 2013;98(3):529. 
  21. Chen CH, Wang J, Yang CS, Fan JY. Nurse practitioner job content and stress effects on anxiety and depressive symptoms, and self-perceived health status. J Nurs Manag 2016;24(5):695-704.  https://doi.org/10.1111/jonm.12375
  22. Khamisa N, Peltzer K, Ilic D, Oldenburg B. Effect of personal and work stress on burnout, job satisfaction and general health of hospital nurses in South Africa. Health SA Gesondheid 2017;22:252-8.  https://doi.org/10.1016/j.hsag.2016.10.001
  23. Ali RMN, Ali HD, Zaki SM. Effect of occupational adjustment on nurse's counterproductive work behavior and job burnout. Assiut Sci Nurs J 2021;9(24):51-61. 
  24. de Jonge J, Peeters MC. Convergence of self-reports and coworker reports of counterproductive work behavior: a cross-sectional multi-source survey among health care workers. Int J Nurs Stud 2009;46(5):699-707.  https://doi.org/10.1016/j.ijnurstu.2008.12.010
  25. Zaghini F, Fida R, Caruso R, Kangasniemi M, Sili A. What is behind counterproductive work behaviors in the nursing profession? A systematic review. J Clin Res Bioeth 2016;7(4). 
  26. Ugwu LI, Enwereuzor IK, Fimber US, Ugwu DI. Nurses' burnout and counterproductive work behavior in a Nigerian sample: the moderating role of emotional intelligence. Int J Afr Nurs Sci 2017;7:106-13. 
  27. Karasek RA, Theorell T. Healthy work; 1990. 381 p. New York (NY). 
  28. Karasek Jr RA. Job demands, job decision latitude, and mental strain: implications for job redesign. Adm Sci Q 1979:285-308. 
  29. Karasek R, Brisson C, Kawakami N, Houtman I, Bongers P, Amick B. The Job Content Questionnaire (JCQ): an instrument for internationally comparative assessments of psychosocial job characteristics. J Occup Health Psychol 1998;3(4):322. 
  30. Siegrist J. Adverse health effects of high-effort/low-reward conditions. J Occup Health Psychol 1996;1(1):27. 
  31. Siegrist J, Starke D, Chandola T, Godin I, Marmot M, Niedhammer I, Peter R. The measurement of effort-reward imbalance at work: European comparisons. Soc Sci Med 2004;58(8):1483-99.  https://doi.org/10.1016/S0277-9536(03)00351-4
  32. Krejcie RV, Morgan DW. Determining sample size for research activities. Educ Psychol Meas 1970;30(3):607-10.  https://doi.org/10.1177/001316447003000308
  33. Morgan K. Sample size determination using Krejcie and Morgan. Kenya Projects Organization (KENPRO); 2012. 1 p. 
  34. de Araujo PhD TM. Validity and reliability of the job content questionnaire in formal and informal jobs in Brazil. Scand J Work Environ Health 2008:52. 
  35. Babamiri M, Siegrist J, Zemestani M. The factorial structure and psychometric properties of the Persian effort-reward imbalance questionnaire. Saf Health Work 2018;9(3):334-8.  https://doi.org/10.1016/j.shaw.2017.10.001
  36. https://www.ibm.com/products/spss-statistics. 
  37. Kristensen TS. The demand-control-support model: methodological challenges for future research. Stress Med 1995;11(1):17-26.  https://doi.org/10.1002/smi.2460110104
  38. Jalilian H, Shouroki FK, Azmoon H, Rostamabadi A, Choobineh A. Relationship between job stress and fatigue based on job demand-control-support model in hospital nurses. Int J Prev Med 2019;10. 
  39. Chen Y, Li S, Xia Q, He C. The relationship between job demands and employees' counterproductive work behaviors: the mediating effect of psychological detachment and job anxiety. Front Psychol 2017;8:1890. 
  40. Useche SA, Ortiz VG, Cendales BE. Stress-related psychosocial factors at work, fatigue, and risky driving behavior in bus rapid transport (BRT) drivers. Accid Anal Prev 2017;104:106-14.  https://doi.org/10.1016/j.aap.2017.04.023
  41. Siegrist J. Effort-reward imbalance at work: theory, measurement and evidence. Dusseldorf: Department of Medical Sociology, University Dusseldorf; 2012. 19 p. 
  42. Nguyen Van H, Dinh Le M, Nguyen Van T, Nguyen Ngoc D, Tran Thi Ngoc A, Nguyen The P. A systematic review of effort-reward imbalance among health workers. Int J Health Plann Manag 2018;33(3):e674-95.  https://doi.org/10.1002/hpm.2541
  43. Bardhan R, Heaton K, Davis M, Chen P, Dickinson DA, Lungu CT. A cross sectional study evaluating psychosocial job stress and health risk in emergency department nurses. Int J Environ Res Public Health 2019;16(18):3243. 
  44. Khattak MN, Zolin R, Muhammad N. The combined effect of perceived organizational injustice and perceived politics on deviant behaviors. Int J Confl Manag 2020. 
  45. Berry CM, Carpenter NC, Barratt CL. Do other-reports of counterproductive work behavior provide an incremental contribution over self-reports? A meta-analytic comparison. J Appl Psychol 2012;97(3):613. 
  46. Costantini A, Ceschi A, Sartori R. A cognitive perspective on counterproductive work behavior. Evidence from a two-wave longitudinal study. Curr Psychol 2019:1-10. 
  47. Rydstedt LW, Devereux J, Sverke M. Comparing and combining the demand-control-support model and the effort reward imbalance model to predict long-term mental strain. Eur J Work Organ Psychol 2007;16(3):261-78.  https://doi.org/10.1080/13594320601182311
  48. Harter Griep R, Rotenberg L, Chor D, Toivanen S, Landsbergis P. Beyond simple approaches to studying the association between work characteristics and absenteeism: combining the DCS and ERI models. Work Stress 2010;24(2):179-95.  https://doi.org/10.1080/02678373.2010.493083
  49. Clinchamps M, Auclair C, Prunet D, Pfabigan D, Lesage F-X, Baker JS, Parreira L, Mermillod M, Gerbaud L, Dutheil F. Burnout among hospital non-healthcare staff: influence of job demand-control-support, and effort-reward imbalance. J Occup Environ Med 2021;63(1):e13-20.  https://doi.org/10.1097/JOM.0000000000002072
  50. Reineholm C, Gustavsson M, Ekberg K. Evaluation of job stress models for predicting health at work. Work 2011;40(2):229-37.  https://doi.org/10.3233/WOR-2011-1223
  51. Fox S, Spector PE, Goh A, Bruursema K, Kessler SR. The deviant citizen: measuring potential positive relations between counterproductive work behaviour and organizational citizenship behaviour. J Occup Organ Psychol 2012;85(1):199-220.  https://doi.org/10.1111/j.2044-8325.2011.02032.x
  52. Fox S, Spector PE, Goh A, Bruursema K. Does your coworker know what you're doing? Convergence of self-and peer-reports of counterproductive work behavior. Int J Stress Manag 2007;14(1):41.