Volume 8, Issue 3 (17 2012)
irje 2012, 8(3): 73-83 |
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Yadegarfar G, Alinia T, Hassannezhad R, Fayaz M, Hosseini R, Sanati J, et al . Validation and Localization of Farsi Version of Effort-Reward Imbalance Questionnaire to Measure Job Stress among Employees of Isfahan Polyacryle Corporation. irje 2012; 8 (3) :73-83
URL: http://irje.tums.ac.ir/article-1-5024-en.html
URL: http://irje.tums.ac.ir/article-1-5024-en.html
GH Yadegarfar * 
1, T Alinia , R Hassannezhad , M Fayaz , R Hosseini , J Sanati , J Harandi , V Haj Noroozali , MR Baghi , E Mirzavand
1, T Alinia , R Hassannezhad , M Fayaz , R Hosseini , J Sanati , J Harandi , V Haj Noroozali , MR Baghi , E Mirzavand
1- , g_yadegarfar@yahoo.co.uk
Abstract: (15462 Views)
Background & Objectives: To be able to measure the extent of job stress, it is essential to use a standardized tool based on a standard theoretical model. The study aims to test the psychometric properties and criterion validity of the Farsi version of the Effort Reward Imbalance (F-ERI) questionnaire.
Methods: The Farsi version of the ERI Questionnaire was distributed to 227 male employees in Isfahan Polyacryle Company. Internal consistency, reliability, discriminative validity, and factorial structure were evaluated. The relationship between scales and depression was measured assessed by using logistic regression to criterion validity. Data were analysed by SPSS 18 and LIZREL 8.5.
Results: Mean score of effort, reward, and overcommitment were 10.7, 41.4, and 14.2 respectively Cronbach’s alpha coefficients were 0.61, 0.85 and 0.67 and split-half coefficients were 0.53, 0.85, and 0.65. All of item-total correlations were more than 0.20 correlation between each item and its scale were more than 0.4 except for one item. Effort and overcommitement had a good fit for construct validity.
Conclusion: Current study results indicated the Farsiversion of the Effort Reward Imbalance (F-ERI) questionnaire is a reliable and valid tool to measure psychosocial stress at work among Farsi-speaking employees. It is advisable to evaluate the tool in longitudinal studies and other industries which included female employees. We refer the investigators to see the longitudinal results of current project which is under publication.
Methods: The Farsi version of the ERI Questionnaire was distributed to 227 male employees in Isfahan Polyacryle Company. Internal consistency, reliability, discriminative validity, and factorial structure were evaluated. The relationship between scales and depression was measured assessed by using logistic regression to criterion validity. Data were analysed by SPSS 18 and LIZREL 8.5.
Results: Mean score of effort, reward, and overcommitment were 10.7, 41.4, and 14.2 respectively Cronbach’s alpha coefficients were 0.61, 0.85 and 0.67 and split-half coefficients were 0.53, 0.85, and 0.65. All of item-total correlations were more than 0.20 correlation between each item and its scale were more than 0.4 except for one item. Effort and overcommitement had a good fit for construct validity.
Conclusion: Current study results indicated the Farsiversion of the Effort Reward Imbalance (F-ERI) questionnaire is a reliable and valid tool to measure psychosocial stress at work among Farsi-speaking employees. It is advisable to evaluate the tool in longitudinal studies and other industries which included female employees. We refer the investigators to see the longitudinal results of current project which is under publication.
Keywords: Validation, Effort-Rewards Imbalance Questionnaire, Job Stress, Isfahan Polyacryl Company Employees, Farsi
Type of Study: Research |
Subject:
General
Received: 2011/07/30 | Accepted: 2012/02/25 | Published: 2013/09/29
Received: 2011/07/30 | Accepted: 2012/02/25 | Published: 2013/09/29
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