Job strain, effort-reward imbalance and employee well-being: a large-scale cross-sectional study.

By J. de Jonge, H. Bosma, R. Peter, Johannes Siegrist. Social Science & Medicine (1967), 2000

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Reviewing the effort-reward imbalance model: drawing up the balance of 45 empirical studies. (2005, methodology): “de Jonge et al., 2001). In a similar vein, the role of overcommitment (being a personal characteristic) could be further examined in relation to ERI and employee health. And finally, to establish the generalizability of the ERI Model, research should be expanded to an even more diverse array of resp”
Testing global and specific indicators of rewards in the Effort-Reward Imbalance Model: Does it make any difference? (2002, methodology): “These results are in line with previous research, which also found some effects of the “high-high” situations (see also De Jonge et al., 2000; De Jonge & Hamers, 2000).”
Stress in organizations (2003, background): “Similarly, de Jonge et al. (2000) compared the job demand-job control model and the effort-reward imbalance model.”
Effort-reward imbalance, over-commitment and work-life conflict: testing an expanded model (2008, background): “As yet, the intrinsic interaction hypothesis has been little examined and the available studies have yielded contradictory findings (De Jonge et al., 2000).”