Effort-reward imbalance, over-commitment and work-life conflict: testing an expanded model

Purpose – Although the effort-reward imbalance (ERI) model of job stress has gained support in predicting employee health, it has rarely been examined in the context of the work-home interface. This study aims to test an expanded ERI model in predicting work-life conflict (WLC) in university employees. Three hypotheses relating to the ERI are tested. It is also predicted that lower organisational support for work-life balance, less schedule flexibility and lower levels of separation between work and home life will lead to increased work-life conflict. Design/methodology/approach – In this cross-sectional study, 1,108 employees working in UK universities completed questionnaires assessing ERI, WLC, schedule flexibility, employer support and work-life separation/integration. Findings – Strong main effects of job-related efforts, rewards and over-commitment on WLC are found. A significant two-way interaction (effort £ reward) and some evidence for a three-way interaction effort £ reward £ over-commitment) are observed. Perceived schedule flexibility and work-life integration also make significant contributions to the variance in WLC. The final model explains 66 per cent of criterion variance. Research limitations/implications – As the study is cross-sectional, causal relationships cannot be established. Practical implications – This study extends knowledge of the ERI model as a predictor of WLC. More research is required into ways in which effort-reward inequity and over-commitment might threaten work-life balance, together with the working practices and organisational factors which might modify this threat. Originality/value – The ERI model has rarely been examined in the context of the work-home interface. The importance of effort-reward imbalance and over-commitment to WLC has been highlighted.