Key result
A high effort-reward imbalance at work was associated with an increased incidence of all coronary heart disease (HR 1.36; 95% CI 1.12 to 1.65) over a mean follow-up of 11 years.
Why the study?
Does high effort-reward imbalance increase the risk of incident coronary heart disease and poor health functioning in civil servants?
Population
10,308 London-based civil servants (6,895 male, 3,413 female) aged 35-55 from the Whitehall II study
Comparison
High effort-reward imbalance (ERI) at work vs Low effort-reward imbalance
Design
Cohort
Follow-up
mean 11 years
Authors
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Effort-reward imbalance may signal higher CHD risk in civil servants; leaves open causality and intervention effects in observational data.
Cohort (n=10,308)
Does high effort-reward imbalance increase the risk of incident coronary heart disease and poor health functioning in civil servants?
Effect estimate: HR 1.36 (95% CI 1.12 to 1.65)
High effort-reward imbalance at work is associated with a significantly increased risk of incident coronary heart disease and poorer physical and mental functioning.
Kuper et al. (2002) conducted a cohort in Coronary heart disease (n=10,308). Effort-reward imbalance (ERI) vs. Low effort-reward imbalance was evaluated on Incident validated coronary heart disease (CHD) events (HR 1.36, 95% CI 1.12 to 1.65). A high effort-reward imbalance at work was associated with an increased incidence of all coronary heart disease (HR 1.36; 95% CI 1.12 to 1.65) over a mean follow-up of 11 years.
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