Xiu-yang Li1, Yong-song Guo, Yang Zhang. 1. Department of Epidemiology & Health Statistics, Zhejiang University, Hangzhou 310031, China.
Abstract
OBJECTIVE: To evaluate reliability and validity of the effort-reward imbalance (ERI) in the Chinese version. METHODS: A cross-sectional survey was conducted comprising a large sample of 4782 subjects in China, using ERI in the Chinese version. This scale contained 23 scaled items while the questionnaire including questions on the effort and reward at work, over-commitment, the full CES-D scale of depression and a range of other characteristics. Reliability analysis was applied to evaluate reliability of the ERI scale in the Chinese version and factor analysis was applied to analyze validity of the scale. RESULTS: Theoretical hypothesis on the ERI model was supported by the data derived in this study. Reliability and validity of the effort sub-scale, the reward sub-scale of the ERI scale in the Chinese version seemed to be better, but reliability and validity of the over-commitment sub-scale were not perfect. CONCLUSION: The results of the study showed that the effort sub-scale, the reward sub-scale of the ERI in the Chinese version was applicable to the Chinese population but the scaled items of the over-commitment sub-scale should be further modified.
OBJECTIVE: To evaluate reliability and validity of the effort-reward imbalance (ERI) in the Chinese version. METHODS: A cross-sectional survey was conducted comprising a large sample of 4782 subjects in China, using ERI in the Chinese version. This scale contained 23 scaled items while the questionnaire including questions on the effort and reward at work, over-commitment, the full CES-D scale of depression and a range of other characteristics. Reliability analysis was applied to evaluate reliability of the ERI scale in the Chinese version and factor analysis was applied to analyze validity of the scale. RESULTS: Theoretical hypothesis on the ERI model was supported by the data derived in this study. Reliability and validity of the effort sub-scale, the reward sub-scale of the ERI scale in the Chinese version seemed to be better, but reliability and validity of the over-commitment sub-scale were not perfect. CONCLUSION: The results of the study showed that the effort sub-scale, the reward sub-scale of the ERI in the Chinese version was applicable to the Chinese population but the scaled items of the over-commitment sub-scale should be further modified.