Work Stress and Health in a Globalized Economy by Johannes Siegrist & Morten Wahrendorf

Author:Johannes Siegrist & Morten Wahrendorf
Language: eng
Format: epub
Publisher: Springer International Publishing, Cham

8.3 Reviewing Research on the ERI Model in Japan

8.3.1 Validation of the ERI Model

In accordance with the development and revision of the original ERI questionnaire, the Japanese versions of the ERI questionnaire have been developed and updated several times. The original ERI questionnaire was developed through a back-translation process (Tsutsumi et al. 2001a). Since then, the ERI model has been tested in many studies, and a high internal consistency of the ERI scales was confirmed throughout the studies. Validation studies on the Japanese ERI questionnaire are ample (Tsutsumi et al. 2002a). The ERI indices including over-commitment were associated with several health outcomes, strengthening their validity. Confirmatory factor analyses replicated the theory-driven factorial structures of the scales (Tsutsumi 2004), and explanatory factor analyses resulted in comparable findings (Tsutsumi et al. 2001a). Furthermore, the dynamic responsiveness of the ERI measures to a series of organizational changes occurring over time was demonstrated (Tsutsumi et al. 2002a). In a longitudinal analysis of 543 employees who experienced several measures of organizational restructuring in terms of exposure to more competitive work environments exhibited a respective substantial increased of their ERI measures over time.

The reliability and validity of the short version of the ERI questionnaire were also confirmed (Kurioka et al. 2013). The internal consistency and test-retest reliability were acceptable. It was also confirmed that the ER-ratio was associated with an elevated risk of psychiatric disorder. However, the ER ratio based on the short version is not strongly correlated with the ER ratio based on the original questionnaire and runs the risk of producing a high number of false-positive cases.

Several Japanese studies showed that the over-commitment scale was internally reliable (Tsutsumi et al. 2002a). The over-commitment scale was also validated in several Japanese settings. One of the validations was done by examining the theoretical association between the person-specific model component and a measure of motivational behavior at workplace, using a path analytic approach as well as showing the standard psychometrics (Tsutsumi et al. 2008b). In this study, motivation was significantly and positively associated with over-commitment, and over-commitment was significantly and positively associated with psychiatric disorder measured by the GHQ, whereas motivation was significantly negatively associated with the GHQ score.

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