Stress Management in Bus Drivers: A Pilot Study Based on the Model of Effort–Reward Imbalance

A number of studies documented associations between work stress and elevated morbidity in professional drivers. The model of effort–reward imbalance (ERI) identifies distinct situational and personal characteristcs which elicit chronically stressful experience at work in terms of a mismatch between high costs and low gain. Fifty-four highly stressed male inner-city bus drivers (mean age 49,5 ± 5,3) were recruited to participate in a 12 weeks stress management program based on the ERI model (intervention group (IG) n = 26, control group (CG) n = 28). Intervention included relaxation, coping with anger and excessive work commitment (“high need for control”), management of conflicts with superiors, and recommendations for structural changes at work. After 12 weeks, mean level of “need for control,” a critical, health adverse style of coping with job demands, was significantly reduced in IG vs. CG, and this effect persisted after 3 months. In conclusion, a theory-based worksite stress management program in an occupational risk group is feasible and shows beneficial psychological effects.