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dc.contributor.authorLee, Tzong-Nanen_US
dc.contributor.authorLin, Jin-Dingen_US
dc.contributor.authorYen, Chia-Fengen_US
dc.contributor.authorLoh, Ching-Huien_US
dc.contributor.authorHsu, Shang-Weien_US
dc.contributor.authorTang, Chi-Chiehen_US
dc.contributor.authorWu, Jia-Lingen_US
dc.contributor.authorFang, Wen-Huien_US
dc.contributor.authorChu, Cordiaen_US
dc.date.accessioned2017-05-03T11:16:02Z
dc.date.available2017-05-03T11:16:02Z
dc.date.issued2009en_US
dc.date.modified2010-06-24T05:20:36Z
dc.identifier.issn08914222en_US
dc.identifier.doi10.1016/j.ridd.2008.04.006en_AU
dc.identifier.urihttp://hdl.handle.net/10072/28529
dc.description.abstractThe purposes of the present study were to determine whether extrinsic high-effort/low-reward conditions at work are associated with personal characteristics and the organizational environments. A cross-sectional survey was conducted (76.7% response rate, N = 1243) by recruiting the staff caring for people with intellectual disabilities of Taiwan in 2006. Conditions at work were measured using Siegrist's Effort-Reward Imbalance (ERI) model, the questionnaire included 23 Likert scaled items and it divided into three scales: effort, reward and overcommitment. Multiple logistic regression modeling was conducted for extrinsic high-effort/low-reward status in relation to staff and working environmental factors. We found that 15.1% staff were in the low-effort/low-reward group, 35.9% was in the low-effort/high-reward group, 17.9% belonged to the high-effort/high-reward group and 31.1% was included in the high-effort/low-reward group. Controlling for many personal demographic and organizational characteristics, the factors of perceived job support (OR = 0.91; 95% CI = 0854-0.97), job control (OR = 0.954, 95% CI = 0.934-0.974), job demand (OR = 1.155, 95% CI = 1.109-1.203) and job stress (felt sometimes stressful compare to no stress at all, OR = 2.305, 95% CI = 1.161-4.575) of the staff were significantly correlated to the extrinsic high effort/low reward at work in the multiple logistic regression model. The present study highlights that the service providers need to be aware and understand the experiences that their staff encounters in the organizational, interpersonal and personal level regarding unfair working conditions such as high effort/low reward to improve the positive health of the staff.en_US
dc.description.peerreviewedYesen_US
dc.description.publicationstatusYesen_AU
dc.languageEnglishen_US
dc.language.isoen_AU
dc.publisherElsevieren_US
dc.publisher.placeUnited Kingdomen_US
dc.relation.ispartofstudentpublicationNen_AU
dc.relation.ispartofpagefrom284en_US
dc.relation.ispartofpageto293en_US
dc.relation.ispartofjournalResearch in Developmental Disabilitiesen_US
dc.relation.ispartofvolume30en_US
dc.rights.retentionYen_AU
dc.subject.fieldofresearchcode321201en_US
dc.subject.fieldofresearchcode321212en_US
dc.subject.fieldofresearchcode321216en_US
dc.titleExtrinsic high-effort and low-reward conditions at work among institutional staff caring for people with intellectual disabilities in Taiwanen_US
dc.typeJournal articleen_US
dc.type.descriptionC1 - Peer Reviewed (HERDC)en_US
dc.type.codeC - Journal Articlesen_US
gro.date.issued2009
gro.hasfulltextNo Full Text


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