Work Stress Assessment
Effort-Reward Imbalance Test
Measure the balance between what you put into your job and what you get back. Based on the Effort-Reward Imbalance (ERI) model, this assessment identifies potential sources of occupational stress.
Free assessment · Based on Siegrist's ERI model
What Does This Test Measure?
When effort exceeds reward (ERI ratio > 1.0), it creates a stressful imbalance linked to burnout, cardiovascular issues, and mental health problems. This test measures your current balance across three dimensions:
⚡ Effort
Time pressure, workload, responsibilities, and physical or mental demands.
🏆 Reward
Salary, recognition, job security, promotion opportunities, and respect.
📈 Overcommitment
Tendency to overextend, difficulty disconnecting, and need for approval.
22 questions · Takes about 5 minutes
Think about your current work situation. Indicate how much you agree with each statement.
Your Effort-Reward Balance
Based on your responses about your current work situation
Effort vs. Reward
Understanding Your Ratio
The ERI ratio compares your effort to your reward, adjusted for the different number of items.
Your Subscale Scores
Overcommitment Pattern
Overcommitment reflects your personal coping style. High overcommitment can amplify the effects of effort-reward imbalance on stress and health.
What This Means
- The ratio matters: An ERI ratio above 1.0 suggests you're investing more effort than the rewards justify. Research links this imbalance to increased stress and health risks.
- Context is key: Temporary imbalances (like during a project deadline) may be tolerable. Chronic imbalance is more concerning.
- Overcommitment amplifies: If you also score high on overcommitment, the negative effects of imbalance may be stronger.
- Not a diagnosis: This is a self-reflection tool. High scores warrant attention but require professional guidance for interpretation.
The Research Behind the ERI Model
From the Research
"Failed reciprocity in terms of high efforts spent and low rewards received in turn is assumed to elicit recurrent negative emotions and sustained stress responses with adverse long-term effects on health."
— Siegrist, J. (1996). Adverse health effects of high-effort/low-reward conditions. Journal of Occupational Health Psychology, 1(1), 27-41.
The Effort-Reward Imbalance Model
Developed by Johannes Siegrist in the 1990s, the Effort-Reward Imbalance (ERI) model is one of the most influential theories of occupational stress. Unlike models that focus solely on job demands, ERI emphasizes the exchange between what workers invest and what they receive in return.
The model identifies three key components:
Extrinsic Effort
- Time pressure
- Physical demands
- Work interruptions
- Increasing demands
- Responsibility
- Overtime work
Reward
- Salary/income
- Esteem/respect
- Recognition
- Job security
- Career opportunities
- Status consistency
Overcommitment
- Need for approval
- Inability to withdraw
- Work-related rumination
- Competitiveness
- Disproportionate irritability
Health Consequences of Imbalance
From the Research
"A meta-analysis of 14 studies found that employees with effort-reward imbalance had 1.58 times higher risk of cardiovascular disease compared to those without imbalance."
— Siegrist, J., & Li, J. (2016). Associations of extrinsic and intrinsic components of work stress with health. International Journal of Environmental Research and Public Health, 13(4), 432.
Research has linked effort-reward imbalance to numerous health outcomes:
- Cardiovascular disease: Increased risk of coronary heart disease and hypertension
- Mental health: Higher rates of depression, anxiety, and burnout
- Metabolic disorders: Association with type 2 diabetes
- Musculoskeletal problems: Increased pain and disability
- Sleep disturbances: Poor sleep quality and insomnia
From the Research
"Overcommitment acts as a moderator, strengthening the adverse effects of effort-reward imbalance on health. Those with high overcommitment are more vulnerable to the negative consequences of work stress."
— Siegrist, J. et al. (2004). The measurement of effort-reward imbalance at work: European comparisons. Social Science & Medicine, 58(8), 1483-1499.
How This Assessment Works
This assessment measures effort-reward imbalance based on the ERI model developed by Johannes Siegrist. You'll answer 22 questions across three subscales, and we calculate your ERI ratio to determine your current balance.
Scoring Method
- 22 items total, each scored 1-4 (Strongly Disagree to Strongly Agree)
- Effort subscale: 6 items (score range 6-24)
- Reward subscale: 10 items (score range 10-40)
- Overcommitment subscale: 6 items (score range 6-24)
- ERI Ratio = (Effort Score / Reward Score) × (10/6)
- The correction factor (10/6 = 1.667) adjusts for different item counts
Interpretation Guidelines
| ERI Ratio | Interpretation |
|---|---|
| < 1.0 | Balanced or reward-favorable (rewards match or exceed effort) |
| 1.0 - 1.4 | Mild imbalance (effort somewhat exceeds reward) |
| > 1.4 | High imbalance (effort substantially exceeds reward) |
Key Sources
- Siegrist, J. (1996). Adverse health effects of high-effort/low-reward conditions. Journal of Occupational Health Psychology, 1(1), 27-41.
- Siegrist, J. et al. (2004). The measurement of effort-reward imbalance at work: European comparisons. Social Science & Medicine, 58(8), 1483-1499.
- Siegrist, J., & Li, J. (2016). Associations of extrinsic and intrinsic components of work stress with health. International Journal of Environmental Research and Public Health, 13(4), 432.
- Siegrist, J., & Li, J. (2017). Work stress and altered biomarkers: A synthesis of findings based on the effort-reward imbalance model. International Journal of Environmental Research and Public Health, 14(11), 1373.
Common Questions
Many stress models focus on job demands (like workload or time pressure). The ERI model is unique because it focuses on reciprocity: the balance between what you give and what you receive.
This matters because high demands alone aren't always stressful. If you're well compensated, recognized, and secure, you might tolerate high effort. The stress emerges when the exchange feels unfair, when effort isn't matched by reward.
Overcommitment is a personal coping pattern characterized by:
- Difficulty "switching off" from work
- Thinking about work during personal time
- Taking on more than you can handle
- Strong need for approval and recognition
- Inability to delegate or set boundaries
People high in overcommitment tend to invest disproportionately in their work, often beyond what the situation requires. This makes them more vulnerable to the negative effects of effort-reward imbalance.
An ERI ratio above 1.0 suggests imbalance, but doesn't prescribe a specific action. Consider:
- Is it temporary? Short-term imbalances (deadline pressure, new role learning curve) may resolve naturally.
- Which component is driving it? Is effort too high, rewards too low, or both? This guides where to focus.
- What's within your control? You might negotiate workload, seek recognition, or adjust your own expectations.
- Is it sustainable? Chronic imbalance warrants more serious consideration of role changes or professional guidance.
This assessment is based on the well-established ERI model developed by Johannes Siegrist. The ERI framework has been extensively validated across multiple countries and populations, with research consistently showing its predictive validity for health outcomes including cardiovascular disease, depression, and burnout.
Your results provide meaningful insight into your current effort-reward balance. For the most accurate picture, answer honestly based on your typical work experience, not exceptional days.
About This Tool
Research Foundation
This assessment is based on the Effort-Reward Imbalance (ERI) model developed by Johannes Siegrist. The ERI model is one of the most extensively researched frameworks for understanding occupational stress, with hundreds of studies validating its link to health outcomes.
Purpose
- Measure your current effort-reward balance at work
- Identify potential sources of occupational stress
- Provide actionable insights for improving work-life balance
- Track changes over time as your work situation evolves
When to Seek Help
If you're experiencing significant work stress, burnout symptoms, or health issues you believe are related to work, consult with a healthcare provider, occupational health specialist, or mental health professional.
Key References
Siegrist (1996), Siegrist et al. (2004), Siegrist & Li (2016).