Rick J, Briner R, Daniels K, Perryman S, Guppy A. Single-item measures offer a practical instrument for assessing stress in large prospective epidemiologic studies that lack space for longer instruments. Department of Work and Organizational Psychology, Faculty of Psychology, University of Hagen, 58084 Hagen, Germany; Received 2021 Apr 30; Accepted 2021 Jun 22. The organizational mechanisms mentioned refer to clear, adequate and timely information and opportunities for worker participation. Reliability of the WPFQ and its domains was satisfactory and similar for both forms A and B (Table 4). Participants rated the seven items on a 7-point scale ranging from 1 (never) to 7 (daily). (2002), Norway RCT Physical exercise, SMT Integrated Health Program Post office workers Cooper job stress questionnaire, SHC, No effects on subjective health complaints or job stress 4. Johnson JV, Hall EM. ; formal analysis, J.D. The https:// ensures that you are connecting to the The reduced sample size, particularly in form B could explain these results. Reliability and validity of 2 single-item measures of psychosocial stress . In Colombia, current legislation [Ministerio de Trabajo y Seguridad Social, 2008] has emphasized two salient aspects: evaluating job exposure to psychosocial factors to establish link between workers stress-related illnesses and intervention priorities in terms of the affected population, and the more harmful risks factors [Ministerio de Trabajo y Seguridad Social, 2009]. However, assessing the actual health risk of employees is a major aim of the risk assessment not only of psychological stress but of all hazards at work. To further illustrate the capacity of the approach to distinguish between high risks and low risks for psychological health impairment, we calculated cross tables for low and high scores of the job stressor and job resources scales and psychological health impairment. The site is secure. The results of longitudinal studies on mental stress and strain data suggest that the relationships can be understood as causal relationships in the sense that high levels of psychological job stressors can contribute to the development or increase of mental health impairment [14]. Cumulative Psychosocial Stress and Ideal Cardiovascular Health in Older and C.R.S. In this respect, no statement can be made as to whether one or more questionnaire scores are acceptable or not, i.e., whether there is a fundamental need for action or not. The second version of the Copenhagen Psychosocial Questionnaire. Work-Related Stress Questionnaire (WRSQ): a new tool to assess For instance, referring to the aforementioned example from the HSE MS Indicator Tool [8] with job demands (M = 2.95, SD = 0.15) and relationships (M = 2.23, SD = 0.32), a questionnaire score of 2.75 in a workplace group on the problematic relationship scale would indicate a higher need for action than a score of 3.00 on the job demands scale, despite the lower absolute value. official website and that any information you provide is encrypted 1214. To score the RSQ, proportion scores are created for each factor to . [25] refer to the stress-relevant job characteristics demand and control. The value does not describe a specific unit or an actual probability for developing a stress-related health problem. Too low of a level can result in depression, low libido, poor cognitive functioning, lack of concentration, lethargy, sexual dysfunction, and anhedonia. . ), Biological assessment and treatment of post-traumatic stress disorder (pp. The average age was 35 years (SD=9). To assess health risks based on questionnaire results, Clarke and Cooper [21] proposed a methodology that assesses the relative risk of individual psychosocial stress factors in a specific workplace group based on empirically found relationships between job stressors and health impairment. Fogarty International Center to the Southwest Center for Occupational and Environmental Health. Written survey results should be able to provide quantitative conclusions about health risks based on empirical findings, which can then be used to decide how to proceed in the psychosocial risk assessment process. Moncada S, Llorens C, Navarro A, Kristensen TS. sharing sensitive information, make sure youre on a federal The last indicator had already been identified by Kristensen in the Copenhagen Psychosocial Questionnaire. In example B, the biomarker serves as a predictor of stress-related psychosocial and behavioral processes that ultimately impact health outcomes. National Library of Medicine Particularly, we aim to provide concrete guidance to practitioners on how to interpret questionnaire results in a way that is comprehensible to all stakeholders involved in the risk assessment process. Mental health and well-being at the workplace protection and inclusion in challenging times. The site is secure. 8600 Rockville Pike We used the Questionnaire for Psychosocial Work Risk Assessment (FGBU) [19]. Protecting Human Research Participants. Table 3 displays the results of these calculations. We believe that risk values correspond much more to lived reality and are easier to understand than the coefficients commonly used in work and organizational psychology, such as correlations or regression weights. Furthermore, the approach can be extended to a range of indicators for psychological health (impairment). The reliability testing of the questionnaires revealed adequate to strong internal consistency, and the correlations between WPFQ and N-WPFQ suggest the existence of an integrated construct between the two questionnaires, which is consistent with the proposed measurement model. Valoracin de riesgos psicosociales y estrategias de prevencin: el modelo AMIGO como base de la metodologa Prevenlab/Psicosocial. For example, the risk assessment process may start with a general orientation on potential psychosocial hazards based on general reports from experts and responsible persons within the organization, followed by a more systematic overview using screening instruments such as questionnaires. The respective research findings are reflected in the legislative regulation for health and safety, including the obligation to account for psychological hazards in work risk assessment (European Occupational Safety and Health Framework Directive, 89/391/EE). This approach aims to identify the cutoff values of psychosocial job stressors and job resource questionnaire scales that differentiate between high and low risks for psychological health impairments (e.g., depression, burnout). The present analyses were performed from June 1 to 30, 2021, and included 13 350 cases and 13 462 controls with available data on psychosocial stress. Other assessment instruments developed as part of the project are not within the scope of this article [Ministerio de la Proteccin Social et al., 2010]. Considering the response time, the questionnaires length was not a source of error. Finally, in-depth analysis and more focused measures (e.g., workshops or systematic observations) are applied to derive and evaluate actions that address the identified psychosocial hazards. The Social Readjustment Rating Scale (Holmes and Rahe Stress Scale) was developed in 1967 by psychiatrists Thomas Holmes and Richard Rahe. Villalobos, 2005, unpublished doctoral dissertation) for the validation study of WPFQ and N-WPFQ. 2005; Nogareda, 2009] (attention, memory and analysis). [Questionnaires for assessment of work-related psychosocial - PubMed Note. Relationship between job resources and risk for psychological health impairment. [(accessed on 20 April 2021)]; Pejtersen J.H., Kristensen T.S., Borg V., Bjorner J.B. By dichotomizing the health indicator measured by the WHO-5 scale score into < 13 (mental health impairment) vs. 13 (no mental health impairment) [29], Zeike et al. Comparing different effect sizes of stressors by meta-analyses [4,11,12] shows substantial differences in the levels of correlations between different psychological stressors and impaired health. Vegchel N., Jonge J., Sderfeldt M., Dormann C., Schaufeli W. Quantitative Versus Emotional Demands Among Swedish Human Service Employees: Moderating Effects Of Job Control And Social Support. Some considerations were born in mind when structuring the measurement model of job demands. On average, participants worked 39.7 h per week (SD = 5.7 h). Schnabel P. Protecting and including vulnerable people in times of economic crisis. Consequently, the questionnaires should provide information related to the individuals' experiences in relation to work and non-work conditions, minimizing whenever possible, the respondent's emotional processing. Each of the items describe the symptom in terms of severity . The fourth one corresponds to the rewards component of the Effort-Reward-Imbalance theory (Siegrist), even though some other elements of that component are reflected in domains of job control and job demands of the WPFQ. However, this disadvantage is more than compensated for by the advantage of a clear and understandable presentation of results that may increase the impact of the results. We believe that risks and risk ratios are generally understandable, provide a solid basis for transparent decision making, and are an excellent basis for establishing rules on how to proceed during the different stages of psychosocial risk assessment. My workplace lacks opportunities for personal interaction. Second, it does not account for the varying relationships of different job stressors with employee health impairments. Taxonomy of domains and dimensions underlying the WPFQ. Severity of psychosocial stress was assessed by the PHQ-stress module of the Patient Health Questionnaire (PHQ). As a result of the questionnaires validation study (presented elsewhere), this dimension was retained only in WPFQ form A, and its intent was to determine if the employee should bear direct responsibility for results and for maintaining control, given the impact of these responsibilities and their various determinants. Based on our experiences in psychosocial risk assessment projects, we believe that concrete risk values in terms of probabilities to become ill are much better indications for practitioners than commonly provided raw values on questionnaire scales, correlations, or linear regression coefficients that are often used in psychological research. Cronbachs was 0.91 in this study. Centro de Seguridad Social y Riesgos, Profesionales. The data collection draws on various sources and single studies using the same questionnaire. European Agency for Safety and Health at Work. The questionnaire covers a wide range of areas of interest affected by the COVID-19 pandemic; that is, COVID-19 infection status, socio-demographic background, and the . The thresholds determined in this way for differentiating between critical and noncritical exposure levels only achieve a rate of 63.3% correct classifications (true positives + true negatives) regarding the occurring health risks [25]. Federal government websites often end in .gov or .mil. PDF STRESS QUESTIONNAIRE - The Health Cares Exchange Initiative, Inc. and C.R.S. Furthermore, we combined theoretically meaningful combinations of job stressors and job resources (e.g., work intensity and job autonomy [26], emotional demands, and social support [37]) for additional analysis. However, these instruments require more time and resources and often cannot be applied to the general population of workplaces within the organization. Bogot Colombia. The Trier Social Stress Test: Principles and practice To limit the arbitrary nature of expert judgements, more research is needed to define threshold values for psychological health measures, not only for emotional exhaustion. Thus, future studies should strive to replicate our methodological approach with aggregated data for job stressors, job resources, and health outcomes. To account for combinations of job stressors and job resources, we calculated multiple logistic regression analyses, entering specific combinations of job stressors and job resources that are discussed in the work stress literature (e.g., job demand-control [26], job demand-control support [12,37]). Incorporating home demands into models of job strain: findings from the work, family, and health network. There are often tensions between colleagues. Social stressors from colleagues (STRESS_C). Karasek R, Baker D, Marxer F, Ahlbom A, Theorell T. Job decision latitude, job demands, and cardiovascular disease: a prospective study of Swedish men. This questionnaire is based on the recommendations of the Joint German Occupational Health and Safety Strategy [1] that proposes psychological job stressors and job resources from the areas of work content, work organization, social relationships, and environmental factors that should be accounted for in occupational risk assessments at work. Kristensen TS, Bjorner JB, Christensen KB, Borg V. The distinction between work pace and working hours in the measurement of quantitative demands at work. Introduction. cNIOSH Education and Research Center. If this work influence is considered as a work demand, then it could be positively correlated with high quantitative demands. We decided to: (a) develop questions targeted on the workers evaluation of psychosocial exposure frequency, and (b) construct parallel instruments that included guidelines for psychosocial position analysis, semi-structured interviews, and focus groups to identify the same exposures but considering also frequency, severity and duration of the exposure. FOIA Both WPFQ and N-WPFQ have a strength related to their complementary characters when assessing work and non-work psychosocial constructs under the same measurement model and metrics. The majority of the workers (86.6%) reported between 8 and 10 work hours daily (mean 8.3 and SD=1.54) (Table 3). Dimensions of Work Appraisal: Stress, Strain, Coping, Job Satisfaction, and Negative Affectivity. The effects of such demanding situations are diverse, specifically well-documented cases of injuries [Clarke et al., 2004], mental disorders [Stansfeld et al., 1999], cardiovascular diseases [Siegrist, 1996; Karasek et al., 1981], gastrointestinal [Drossman, 2004; Drossman et al., 1999] and musculoskeletal problems [Hurrell et al., 1996; Sauter et al., 1996], and negative job performance [Deluga, 1991], among others. As an example, Clarke and Cooper [21] draw on a study by McFarlane [23] in a UK retail company in which 66 commercial employees completed the Occupational Pressure Management Indicator (PMI) and the General Health Questionnaire GHQ [24]. The domain of social relations and leadership at work intended to reflect three facets of workers relationships in the work place: with the leader, with others, and with subordinates. In addition to the low absolute informative value of the risk values determined by the Clarke and Cooper [21] approach, the methodological approach is not without problems. Careers, Unable to load your collection due to an error. The Maslach Burnout Inventory Manual. COPSOQ III in Germany: validation of a standard instrument to measure but also in the international comparison of psychosocial stress values. While this finding is not particularly new or surprising in occupational health psychology [11], we calculate concrete and quantifiable risks, providing a more accessible and comprehensible approach to interpret the questionnaire results. The dimension of work influence over the non-work setting, refers to job requirements (time and effort) negatively affecting the worker's personal and family life. The feeling of pride explores the workers motivation and therefore is not limited to extrinsic work conditions. Therefore, we assume that problematic work stress does not necessarily manifest or result only in emotional exhaustion. Relationship between job stressors and risk for psychological health impairment. Stress is experienced when domestic demands and conflicts affect the work-family interface [Sauter et al., 1988]. While Clarke and Cooper [21] are concerned with comparative assessments of different mental risks, Zeike et al. Reliability of the questionnaires was evaluated by means of Cronbachs alpha coefficients. In spite of having a larger sample (n=859), similar low correlations have been reported in the validation study of COPSOQ in Spain [Moncada et al., 2002]. Thus, we established an approach that enables even laypersons to engage in informed (political) discussions on the potential impact of certain job stressors and to decide whether a measured expression of a job stressor is acceptable or not. My supervisor is ready to listen to my problems. The Trier Social Stress Test (TSST) provides such a testing platform. Dettmers J., Krause A. The study was conducted according to the guidelines of the Declaration of Helsinki. The presented approach aims to provide a simple method to translate questionnaire results within psychosocial risk assessment into meaningful information that is understandable by all stakeholders in the risk assessment process, including laypersons. Third, the stressors measured in the stress questionnaire are self-reported; however, the perceived experience of psychosocial stress likely represents the actual stress burden of the participant, because it is an individual's perception of a stressor and response to it that influences their physiological response or health outcome via the . In the following, we outline some typical approaches. This approach focuses on prioritizing stress factors, i.e., deciding which stress factor should be addressed first and with the highest effort. In these cases, we calculated multiple logistic regression equations, entering both scores and coefficients of the considered job stressors and job resources into the equation. All workers questions and doubts as well as response time were recorded in a fieldwork log. The COVID-19 Pandemic Mental Health Questionnaire (CoPaQ): Introducing The structure of the measurement model was confirmed. Good relationships at work: The effects of leadermember exchange and teammember exchange on psychological empowerment, emotional exhaustion, and depression. For example, a specific psychological job stressor, such as work interruptions or time pressure, is measured with items capturing work interruptions, and respondents indicate on a 5-point agreement scale to which degree the featured situations are representative for their work situation. Rather, it is a matter of comparing and ranking health risks caused by different stressors. Psychological health impairment was captured by emotional exhaustion as the primary indicator of burnout [30], which is linked to severe psychological illnesses such as depression and suicide [31]. 40-62. Available instruments for measurement of psychosocial factors in the work environment. The WPFQ and N-WPFQ were designed using the criteria expressed above. For example, we may consider the structure of working hours of healthcare professionals, which may have undoubtedly already problematic mean values within the industry population [9,10]. Psychosocial factors and the disorders of GI function: What is the link? In: Dollard M.F., Winefield A.H., Winefield H.R., editors. Psychosocial Risk Management in a European Comparison. The work psychosocial factors questionnaires developed as part of the current project were based on the imbalance effort rewards model [Siegrist 1996] and the demandcontrol and social support model [Karasek et al., 1990; Johnson et al., 1996], both well-known and widely used. In: Stokols D, Altman I, editors. Wolfgang A.P. Spearman correlations coefficients WPFQ and N-WPFQ with stress symptoms and health effects. The proposed method for translating questionnaire results into risk values has methodological limitations to be accounted for. The Trier Social Stress Test (TSST) and its version for groups (TSST-G) are the gold standard for inducing acute psychosocial stress in human experimental settings and have been used in numerous studies since the early 1990s. Often, blood results only consider total . Dialectic between conceptual and causal inquiry in psychosocial work-environment research. Therefore, Clark and Cooper [21] consider the chronic intensity of a psychological stressor (exposure)as it is measured by a questionnaireas the probability in their risk definition. The handbook of work & health Psychology. The questionnaire results help identify psychological hazards and select specific workplace groups that should receive particular attention for further action [1]. The research group discussed information gathered from sets of cognitive interviews, and items were improved and tested in subsequent rounds. Diario Oficial 47.404 de julio 8. Pilot testing was carried out with a convenience sample of 132 workers. Biron C., Ivers H., Brun J.P., Cooper C.L. Ministerio de la Proteccin Social, Pontificia Universidad Javeriana. To fulfill established ethical criteria, all participants were asked to provide their informed consent for participation. Thus, we can use the results of multiple logistic regressions analyses to calculate risk values for different combinations. Informed consent was obtained from all subjects involved in the study. The pilot sample was made up by 132 workers, 103 of them answered WPFQ form A, and 29 form B. Psychological job stressors act mainly as a chronic impact of the work situation (e.g., daily hassles) rather than as single events. Data collectors received specific training and were certified through a Human Subjects Training Module [Health National Institute] before being allowed to gather data. Ministerio de la Proteccin Social, Universidad de Antioquia. Zeike et al.s [25] approach using dichotomous outcomes, ROC analysis, and the maximization of the Youden index is typical for determining cutoff values. Subject matter experts were academics with different professional backgrounds (Medical Doctors, Occupational Psychologists or Psychiatrists) each with more than 10 years of experience in their psychosocial applied research field.
Beacon Heights Fort Wayne,
Were Treaty Rights Protected In United States V Taylor,
Human Resources Administration/department Of Social Services,
Georgia Llws Team 2023,
Best Care Home Care Agency Queens, Ny,
Articles P