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Background Occupational stress has been shown to be an important factor affecting the mental health of workers. The role of affective commitment to the organization and overcommitment to work cannot be ignored. However, there is a lack of research on this topic in China. Objective To explore a potential mediating effect of affective commitment on how occupational stress affects the mental health of medical staff and a potential moderating effect of overcommitment on the mediating effect of affective commitment. Methods A total of 1372 health care workers in a tertiary Grade A hospital in Lanzhou City were selected as study subjects for a cross-sectional survey. The occupational stress, emotional commitment, and psychological distress of the subjects were evaluated by the Effort-Reward Imbalance Scale, Affective Commitment Scale, and Kessler 10 Scale. SPSS 26.0 was used for correlation analysis, mediation analysis, and moderated mediation analysis. Common method bias wasevaluated by Harman one-factor test. Results A total of 1372 questionnaires were distributed, of which 1277 valid questionnaires were returned, with a valid recovery rate of 93.08%. The mean occupational stress score was 1.14±0.23, the mean overcommitment score was 20.26±3.21, the mean affective commitment score was 20.25±3.34, and the mean psychological distress score was 26.26±7.90. The Spearman correlation analysis results showed that occupational stress among medical staff was positively correlated with overcommitment and psychological distress (r=0.153, 0.410, P＜0.01) and negatively correlated with affective commitment (r=−0.341, P＜0.01); overcommitment was negatively related to affective commitment and positively related to psychological distress (r=−0.107, 0.312, P＜0.01); affective commitment was negatively related to psychological distress (r=−0.464, P＜0.01). The positive effect of occupational stress on psychological distress of medical staff was significant (b=0.41, t=15.42, P<0.001); affective commitment presented a partial mediating effect on the relationship between occupational stress and psychological distress (effect value=0.13), accounting for 31.71% of the total effect; overcommitment moderated the process of occupational stress-affective commitment-psychological distress (P＜0.01). Conclusion Affective commitment of medical staff has a partial mediating effect on the relationship between occupational stress and psychological distress, and overcommitment plays a significant role in moderating the process of occupational stress-affective commitment-psychological distress.
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Objective@#To explore the mediating role of over-commitment in the relationship between occupational stressors and job burnout, and to offer more specificevidence-based information in exploring the work related health effects of over-commitment.@*Methods@#A total of 1994 samples from electronic manufacturing service industry were collected in Guangdong province based on self-rated questionnaire after written consent from June to July, 2015. The Effort-Reward Imbalance questionnaire and Maslach Burnout Invertory-General Survey were used for the measurement of occupational stress and job burnout. And hierarchical regression and Bootstrap test were conducted for data analysis.@*Results@#High effort (0.28, 0.24-0.33) and low reward (-0.37, -0.42--0.33) were significantly associated with high over-commitment when gender, age and position had been controlled. Standardizedregression coefficient of effort to emotional exhaustion, depersonalization and personal accomplishment were 0.63 (95%CI: 0.54-0.71) 、0.18 (95%CI: 0.10-0.26) 、0.32 (95%CI: 0.21-0.43) , P<0.05; and standardized regression coefficient of reward to emotional exhaustion, depersonalization and personal accomplishment were-0.60 (95%CI: -0.68--0.52) 、-0.93 (95%CI: -1.01--0.86) 、-0.46 (95%CI: -0.35--0.58) , P<0.05. Bootstrap test indicated the mediation of over-commitment were statistically significant, and mediating effect ranges from 0.093 to 0.218 (P<0.05) .@*Conclusion@#Over-commitment can mediate the relationship between occupational stressors (job effort and reward) and burnout, and the effect varies from different workingconditions.
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Objective:To revise the Chinese version of the Effort-Reward Imbalance for Learning Scale (LE-RIS)and examine its validity and reliability. Methods:Totally 230 middle school students from Shaanxi Province were recruited for the preliminary survey of the LERIS (214 valid questionnaires). The formal LERIS was set through item analysis and exploratory factor analysis. Then,5 10 middle school students from Shandong and Shaanxi Province were selected to complete the formal LERI for the confirmatory factor analysis and the Internal consistency analysis. The Study Stress Questionnaire for Middle School Students (SSQMSS )were selected as the criterion measurement which to examine the association between study stress and effort-reward imbalance. Test-retest relia-bility were examined by 260 participants random selected after one month. Result:The Chinese version of the LERI with 10 items had 3 dimensional structures,which were effort,reward and overcommitment. Confirmatory factor a-nalysis showed that the Chinese version of the LERI had good structure validity (RMSEA=0. 0,NFI=0. 901,CFI=0. 910,GFI=0. 905,PGFI=0. 521). The Cronbach's αcoefficients were 0. 86 to 0. 89 for the three subscales, and the test-retest reliability coefficients were 0. 63 -0. 7 1 for the three subscales. Conclusion:It suggests that the Chinese version of the Effort-Reward Imbalance for Learning (LERI)is a reliable and valid assessment and couldbe used as an effective and reliable tool for assessing academic pressure of middle school students in china.
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Objective To explore the moderating and mediating roles of psychological capital in the associations of effort?reward imbalance and overcommitment with job burnout among iron?steel workers. Methods Totally 1 700 male iron?steel workers from an iron and steel company were enrolled for the study. A set of questionnaires that included demographic and working factors,the Maslach Burnout Inventory?General Survey,the Ef?fort?reward Imbalance Scale and the Psychological Capital Questionnaire,as well as perceived work environment was distributed to the subjects. A to?tal of 1 254 effective respondents(73.76%)were collected. Hierarchical linear regression analysis was performed to explore moderating role,and as?ymptotic and resampling strategies were used to detect mediating role. Results There was no moderating role of psychological capital on the associa?tion between effort?reward imbalance and job burnout. Psychological capital had significant and positive moderating roles on the associations of over?commitment with emotional exhaustion and cynicism. Psychological capital showed significant mediating role in the associations of effort?reward im?balance with emotional exhaustion and cynicism,and the proportion of mediating role was 5.84%and 18.75%,respectively. Conclusion In work?ers with high level of psychological capital,emotional exhaustion and cynicism would be significantly increased with overcommitment,and there is a weak increasing trend of emotional exhaustion and cynicism in workers with low level of psychological capital. Effort?reward imbalance could lead to emotional exhaustion and cynicism through the reduction of psychological capital of iron?steel workers.