Volume 13, Issue 3 (Occupational Medicine Quarterly Journal 2021)
tkj 2021, 13(3): 67-76 |
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Research code: ۳۵۹۳۳
Ethics code: IR.UMSHA.REC.1399.984
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Moradi Tamadon T, heydari B, Mortezapour Soufiani A, babamiri M. Investigation of Effort-Reward Imbalance Model as predictor of Counterproductive Work Behaviors. tkj 2021; 13 (3) :67-76
URL: http://tkj.ssu.ac.ir/article-1-1142-en.html
URL: http://tkj.ssu.ac.ir/article-1-1142-en.html
Hamadan University of Medical Sciences , mohammad.babamiri@yahoo.com
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Investigation of Effort-Reward Imbalance Model as predictor of Counterproductive Work Behaviors
Moradi Tamadon T1, Heydari B1, Mortezapour soufiani A1, Babamiri M1*
1Department of Ergonomics, School of Public Health, Hamadan University of Medical Sciences, Hamadan, Iran
Abstract
Introduction: Nowadays, counterproductive behaviors have become a common and costly position for many organizations, and Managers of organizations are always looking for a suitable and practical solution to reduce this type of behavior in their organization. Due to the importance of the subject, the present study aims to investigate the imbalance of effort and reward as a predictor of counterproductive behaviors.
Materials and Methods: The present study is a cross-sectional study. The target population was all nurses working in hospitals in Hamadan, and according to the simple random sampling method, 320 people were selected as the research sample. The tools used in this study were the Imbalance of Effort-Reward questionnaire and the counterproductive questionnaire. Data analysis was performed using the Pearson correlation method using SPSS18.
Results: The results showed that the effort-reward imbalance model at a significance level of 0.05 is able to predict individual counterproductive behaviors in nurses (P = 0.036). Among the studied variables, the reward variable is able to predict individual counterproductive behaviors (β = -0.179 and P = 0.006) and organizational (β=-0.171 and P = 0.009) and the over-commitment variable is able to predict individual counterproductive behaviors. (β= 0.145 and P = 0.05). According to the results, the effort-reward imbalance model could not predict organizational counterproductive behaviors.
Conclusion: Based on the results, it can be concluded that job stress is an important factor in creating Counterproductive behaviors in personnel and the components of the model used in this study can be used to reduce the incidence of these behaviors among nurses.
Keywords: Effort-reward imbalance model, counterproductive behaviors, job stress, nurses
* Corresponding Author:
Email: mohammad.babamiri@yahoo.com
Tel: 08138380090
Received: 23.06.2021 Accepted: 02.11.2021
Full-Text: (586 Views)
Investigation of Effort-Reward Imbalance Model as predictor of Counterproductive Work Behaviors
Moradi Tamadon T1, Heydari B1, Mortezapour soufiani A1, Babamiri M1*
1Department of Ergonomics, School of Public Health, Hamadan University of Medical Sciences, Hamadan, Iran
Abstract
Introduction: Nowadays, counterproductive behaviors have become a common and costly position for many organizations, and Managers of organizations are always looking for a suitable and practical solution to reduce this type of behavior in their organization. Due to the importance of the subject, the present study aims to investigate the imbalance of effort and reward as a predictor of counterproductive behaviors.
Materials and Methods: The present study is a cross-sectional study. The target population was all nurses working in hospitals in Hamadan, and according to the simple random sampling method, 320 people were selected as the research sample. The tools used in this study were the Imbalance of Effort-Reward questionnaire and the counterproductive questionnaire. Data analysis was performed using the Pearson correlation method using SPSS18.
Results: The results showed that the effort-reward imbalance model at a significance level of 0.05 is able to predict individual counterproductive behaviors in nurses (P = 0.036). Among the studied variables, the reward variable is able to predict individual counterproductive behaviors (β = -0.179 and P = 0.006) and organizational (β=-0.171 and P = 0.009) and the over-commitment variable is able to predict individual counterproductive behaviors. (β= 0.145 and P = 0.05). According to the results, the effort-reward imbalance model could not predict organizational counterproductive behaviors.
Conclusion: Based on the results, it can be concluded that job stress is an important factor in creating Counterproductive behaviors in personnel and the components of the model used in this study can be used to reduce the incidence of these behaviors among nurses.
Keywords: Effort-reward imbalance model, counterproductive behaviors, job stress, nurses
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This paper should be cited as:
Moradi Tamadon T, Heydari B, Mortezapour soufiani A, Babamiri M. Investigation of Effort-Reward Imbalance Model as predictor of Counterproductive Work Behaviors. Occupational Medicine Quarterly Journal. 2021:13(3): 67-76. |
* Corresponding Author:
Email: mohammad.babamiri@yahoo.com
Tel: 08138380090
Received: 23.06.2021 Accepted: 02.11.2021
Type of Study: Research |
Subject:
Ergonomics
Received: 2021/06/23 | Accepted: 2021/12/11 | Published: 2021/12/11
Received: 2021/06/23 | Accepted: 2021/12/11 | Published: 2021/12/11
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