Impact of the effort-reward imbalance model on intent to leave among Belgian health care workers

A prospective study

H. Derycke, P. Vlerick, N. Burnay, C. Decleire, W. D'Hoore, H. M. Hasselhorn, L. Braeckman

Résultats de recherche: Contribution à un journal/une revueArticle

Résumé

The aim of this study was to analyse the impact of the effort-reward imbalance (ERI) model on intent to leave the current organization (ITL organization) and intent to leave the nursing profession (ITL profession) in a prospective way. A total of 1,531 health care workers who remained in their job filled in a self-administered questionnaire at baseline and 1 year later. ERI was measured at baseline by a 23-item questionnaire. Multivariate logistic regression analyses were performed. Within a population with low intent to leave at baseline, we found that an imbalance between high efforts and low rewards (extrinsic hypothesis) increased the risk of high ITL organization (OR 4.98; 95% CI 2.07-11.97) and high ITL profession (OR 1.84; 95% CI 1.03-3.30), 1 year later. A high level of overcommitment (OC; intrinsic hypothesis) was not predictive for both intent to leave outcome variables, neither was the interaction between high efforts/low rewards and a high level of OC (interaction hypothesis). Our results showed that a perceived effort-reward imbalance (ERI) at work is a significant predictor of intent to leave among health care workers. This contribution concludes with some directions aimed at boosting nurses' retention and recommendations for future research.

langue originaleAnglais
Pages (de - à)879-893
Nombre de pages15
journalJournal of Occupational and Organizational Psychology
Volume83
Numéro de publication4
Les DOIs
étatPublié - 1 déc. 2010

Empreinte digitale

Reward
Prospective Studies
Delivery of Health Care
Nursing
Logistic Models
Nurses
Regression Analysis
Effort-reward imbalance
Prospective study
Intent to leave
Health care workers
Population
Surveys and Questionnaires

Citer ceci

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abstract = "The aim of this study was to analyse the impact of the effort-reward imbalance (ERI) model on intent to leave the current organization (ITL organization) and intent to leave the nursing profession (ITL profession) in a prospective way. A total of 1,531 health care workers who remained in their job filled in a self-administered questionnaire at baseline and 1 year later. ERI was measured at baseline by a 23-item questionnaire. Multivariate logistic regression analyses were performed. Within a population with low intent to leave at baseline, we found that an imbalance between high efforts and low rewards (extrinsic hypothesis) increased the risk of high ITL organization (OR 4.98; 95{\%} CI 2.07-11.97) and high ITL profession (OR 1.84; 95{\%} CI 1.03-3.30), 1 year later. A high level of overcommitment (OC; intrinsic hypothesis) was not predictive for both intent to leave outcome variables, neither was the interaction between high efforts/low rewards and a high level of OC (interaction hypothesis). Our results showed that a perceived effort-reward imbalance (ERI) at work is a significant predictor of intent to leave among health care workers. This contribution concludes with some directions aimed at boosting nurses' retention and recommendations for future research.",
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Impact of the effort-reward imbalance model on intent to leave among Belgian health care workers : A prospective study. / Derycke, H.; Vlerick, P.; Burnay, N.; Decleire, C.; D'Hoore, W.; Hasselhorn, H. M.; Braeckman, L.

Dans: Journal of Occupational and Organizational Psychology, Vol 83, Numéro 4, 01.12.2010, p. 879-893.

Résultats de recherche: Contribution à un journal/une revueArticle

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