Aim: The main purpose of the study was to
examine psychosocial work stress in the form
of effort-reward imbalance at work in connection
with the compatibility of professional
and private life among managers. In addition,
an intent to leave the profession was of particular
interest.
Collective and Methods: In a cross-sectional
study, 154 managers were questioned
by means of standardized questionnaires
measuring effort-reward imbalance at work,
work-(family) privacy conflict and the intent
to leave the profession. The model of effortreward
imbalance at work identifies an imbalance
of effort and reward in working life.
In addition to the effort-reward ratio, separate
ratios of the three reward dimensions
(esteem/appreciation, salary/promotion prospects,
job security) were computed to
analyze the effects of the three dimensions
separately.
Results: The results indicate that the compatibility
of professional and private life correlates
negatively with the number of hours
worked per week, with the effort-reward
ratio, with the tendency to work-related
over-commitment as well as with an intent
to leave the profession during the last 12
months. A closer examination of the three
reward dimensions indicates the strongest
association between the compatibility of
professional and private life and the ratio of
effort to esteem/appreciation.
Conclusions: The results indicate that the
three reward dimensions differ in their relevance
for the questioned managers. It may
be assumed that a culture of esteem and
appreciation in organizations has a positive
influence on the avoidance of effort-reward
imbalance at work.
