EDITORIALS
Occupational health
Are job stress models capturing important dimensions of the psychosocial work environment?
Correspondence to:
Dr R Bourbonnais, Department of Rehabilitation, Faculty of Medicine, Laval University, Québec, G1K 7P4, Canada; renee.bourbonnais@rea.ulaval.ca
Are high effort-reward imbalance and organisational injustice complementary risk factors?
| The first 150 words of the full text of this article appear below. |
Many studies have documented the effect of adverse work organisation factors on the health of employees. Karasek’s job demand-control model1 and Siegrist’s effort-reward imbalance model2 identify psychosocial factors in the work environment whose effects on physical and mental health have been the most frequently documented. Poor social support at work from colleagues and supervisors is another adverse factor identified by Johnson3 extending the job demand-control model. According to this model, the highest risk of illness is assumed to be related to iso-strain jobs, characterised by high demands, low job control and low social support. Studies suggest that both models have a complementary contribution to the identification of adverse work organisation factors. Furthermore, a meta-analysis of high-quality prospective studies of workers’ perception of their work environment provides robust consistent evidence that combinations of high demands and low decision latitude, and high efforts and low rewards, are prospective risk factors
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- Effort-reward imbalance, procedural injustice and relational injustice as psychosocial predictors of health: complementary or redundant models?
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Occup. Environ. Med. 2007 64: 659-665.[Abstract] [Full Text] [PDF]
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