Abstract
Zusammenfassung: Das zur Erklärung gesundheitlicher Risiken infolge chronischer psychomentaler und sozioemotionaler Arbeitsbelastungen entwickelte Modell beruflicher Gratifikationskrisen ist in verschiedenen, z.T. internationalen epidemiologischen und experimentellen Untersuchungen anhand eines standardisierten Messverfahrens erfolgreich überprüft worden. Erstmals werden hier Ergebnisse der psychometrischen Testung des Messverfahrens an einer für die erwerbstätige Bevölkerung Deutschlands repräsentativen Stichprobe vorgestellt (N = 666 Männer und Frauen; durchschnittliches Alter: 40.1±11.2). Die das Modell messenden Skalen werden bezüglich interner Konsistenz, Item-Skalen- und Interskalen-Korrelationen sowie kriterienbezogener Validität charakterisiert. Ferner wird die faktorielle Validität des Messmodells durch konfirmatorische Testung von vier alternativen Strukturmodellen überprüft, wobei der Modell-Fit der theoriekonform spezifizierten derjenigen der weniger spezifizierten überlegen ist. Zusammenfassend zeigen sich für die deutschsprachige Fassung der zur Modellmessung eingesetzten Skalen befriedigende psychometrische Kennwerte, die den weiteren Einsatz des Verfahrens rechtfertigen.
Summary: The model of effort-reward imbalance at work has been developed to explain adverse health effects of stressful work experience. Several successful tests were conducted in international epidemiological investigations based on a standardized measurement approach. For the first time, psychometric properties of this measurement are presented that are derived from data of a representative sample of full-time working men and women in Germany (N = 666; mean age 40.1±11.2). Scales are characterized with respect to internal consistency, item-scale-correlations, and interscale-correlations as well as criterion validity. In addition, confirmatory factor analyses are performed, testing the model fit of a theoretically specified factorial structure as compared to three less specified structures (with an improved fit of the theory-based model). In conclusion, the German version of the measurement of effort-reward imbalance at work reveals satisfactory psychometric properties, thus justifying its further application.
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