Different effort constructs and effort–reward imbalance: effects on employee well‐being in ancillary health care workers

Abstract

Results show some support for the ERI model; ancillary health care workers with high effort/low reward imbalance had elevated risks of poor employee well-being. In addition, results show that the combination of high efforts and high rewards is important for employee well-being. Finally, some practical implications are discussed to combat work stress in health care work.