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Volume 11, Issue 2 (Iranian Journal of Ergonomics 2023)
Iran J Ergon 2023, 11(2): 121-129 |
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Research code: 9802241634
Ethics code: IR.UMSHA.REC.1398.084
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Babamiri M, Rahmani R, Heydari Moghadam R, Shabani M. Investigating Effort-Reward Imbalance Model in Predicting Workplace Bullying. Iran J Ergon 2023; 11 (2) :121-129
URL: http://journal.iehfs.ir/article-1-984-en.html
URL: http://journal.iehfs.ir/article-1-984-en.html
1- Department of Ergonomics, School of Public Health, Research Center for Health Sciences, Hamadan University of Medical Science, Hamadan, Iran
2- Department of Occupational Health and Safety Engineering, School of Public Health, Hamadan University of Medical Sciences, Hamadan, Iran
3- Department of Ergonomics, School of Public Health, Occupational Health and Safety Research Center, Hamadan University of Medical Science, Hamadan, Iran
4- Department of Ergonomics, School of Public Health, Hamadan University of Medical Sciences, Hamadan, Iran ,mehrane.shabani@gmail.com
2- Department of Occupational Health and Safety Engineering, School of Public Health, Hamadan University of Medical Sciences, Hamadan, Iran
3- Department of Ergonomics, School of Public Health, Occupational Health and Safety Research Center, Hamadan University of Medical Science, Hamadan, Iran
4- Department of Ergonomics, School of Public Health, Hamadan University of Medical Sciences, Hamadan, Iran ,
Abstract: (1917 Views)
Objectives: In work environments, job stress is the main factor that can make employees lose control and provide the opportunity for the occurrence of aggression in employees. Therefore, this study investigated the role of the effort-reward imbalance model in the occurrence of bullying in the workplace.
Methods: This study was descriptive-analytical in nature. The research population consisted of employees of one of the petrochemical plants located in the south of the country. The samples (n=202) were selected using the census sampling method. In this research, two self-report questionnaires, namely the Effort-Reward Imbalance Scale and the Questionnaire of bullying actions, were used to measure the variables. Data analysis was performed using SPSS 18 software using Pearson’s correlation coefficient and linear regression.
Results: The mean scores of the participants’ age and work experience in this study were 40.13±9.32 and 15.9±9.50 years, respectively. Among the participants, 72.8% were female and 86.1% were married. In terms of educational status, 10.9% had an associate's degree, 81.2% had a bachelor's degree, and the rest had a master's degree or higher. About three-quarters of the participants were public service employees, and the rest were working on a contract basis. Based on the results of the multivariate regression model, among the variables investigated in this study, effort-reward imbalance and extreme commitment were able to significantly predict the changes in the bullying score (P<0.001).
Conclusion: Employees who feel imbalanced between inputs and outputs in the job, as well as those who have the characteristic of excessive responsibility, are more likely to display negative behaviors in the form of bullying in the workplace.
Methods: This study was descriptive-analytical in nature. The research population consisted of employees of one of the petrochemical plants located in the south of the country. The samples (n=202) were selected using the census sampling method. In this research, two self-report questionnaires, namely the Effort-Reward Imbalance Scale and the Questionnaire of bullying actions, were used to measure the variables. Data analysis was performed using SPSS 18 software using Pearson’s correlation coefficient and linear regression.
Results: The mean scores of the participants’ age and work experience in this study were 40.13±9.32 and 15.9±9.50 years, respectively. Among the participants, 72.8% were female and 86.1% were married. In terms of educational status, 10.9% had an associate's degree, 81.2% had a bachelor's degree, and the rest had a master's degree or higher. About three-quarters of the participants were public service employees, and the rest were working on a contract basis. Based on the results of the multivariate regression model, among the variables investigated in this study, effort-reward imbalance and extreme commitment were able to significantly predict the changes in the bullying score (P<0.001).
Conclusion: Employees who feel imbalanced between inputs and outputs in the job, as well as those who have the characteristic of excessive responsibility, are more likely to display negative behaviors in the form of bullying in the workplace.
Keywords: Effort-reward imbalance, Excessive responsibility, Occupational stress, Workplace bullying
Type of Study: Research |
Subject:
Industrial and Organizational Psychology
Received: 2023/11/19 | Accepted: 2023/09/17 | ePublished: 2023/09/17
Received: 2023/11/19 | Accepted: 2023/09/17 | ePublished: 2023/09/17
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