PURPOSE: The present study investigated whether the factor structure of the effort-reward imbalance (ERI) scale (Siegrist et al. Soc Sci Med 58:1483-1499, 2004) remains same across two white-collar samples (i.e., factorial group invariance) and across three measurement times (i.e., factorial time invariance). METHODS: The factorial group invariance was tested using two different samples including 1,301 managers and 758 young white-collar professionals. The factorial time invariance was tested in the latter sample with a four-year three-wave follow-up design. RESULTS: The confirmatory factor analysis performed supported the theoretically based structure of the ERI scale, that is, the scale included two first-order factors of effort and overcommitment and one second-order factor of reward with first-order factors of esteem, career opportunities, and job security. The factorial group invariance of this structure was also supported. In addition, the factor loadings of all factors remained same across three measurements; thus, lending support for the factorial time invariance. CONCLUSION: The ERI scale was found to be a valid tool to measure costs and gains of social exchanges at work as well as individual orientation toward work in these two occupational samples including a longitudinal study design.
PURPOSE: The present study investigated whether the factor structure of the effort-reward imbalance (ERI) scale (Siegrist et al. Soc Sci Med 58:1483-1499, 2004) remains same across two white-collar samples (i.e., factorial group invariance) and across three measurement times (i.e., factorial time invariance). METHODS: The factorial group invariance was tested using two different samples including 1,301 managers and 758 young white-collar professionals. The factorial time invariance was tested in the latter sample with a four-year three-wave follow-up design. RESULTS: The confirmatory factor analysis performed supported the theoretically based structure of the ERI scale, that is, the scale included two first-order factors of effort and overcommitment and one second-order factor of reward with first-order factors of esteem, career opportunities, and job security. The factorial group invariance of this structure was also supported. In addition, the factor loadings of all factors remained same across three measurements; thus, lending support for the factorial time invariance. CONCLUSION: The ERI scale was found to be a valid tool to measure costs and gains of social exchanges at work as well as individual orientation toward work in these two occupational samples including a longitudinal study design.
Authors: Rosane Härter Griep; Lucia Rotenberg; Ana Glória G Vasconcellos; Paul Landsbergis; Cláudia M Comaru; Márcia Guimarães M Alves Journal: Int Arch Occup Environ Health Date: 2009-11 Impact factor: 3.015
Authors: Johannes Siegrist; Natalia Wege; Frank Pühlhofer; Morten Wahrendorf Journal: Int Arch Occup Environ Health Date: 2008-11-19 Impact factor: 3.015
Authors: Johannes Siegrist; Dagmar Starke; Tarani Chandola; Isabelle Godin; Michael Marmot; Isabelle Niedhammer; Richard Peter Journal: Soc Sci Med Date: 2004-04 Impact factor: 4.634