Psychosocial risk assessment: Measurement invariance of the UK Health and Safety Executive's Management Standards Indicator Tool across public and private sector organizations

Abstract

This study provides evidence to support the validity of the UK Health and Safety Executive Management Standards Indicator Tool, which is widely used in the UK by organizations to test for stress-related working conditions. A large pooled data set was collected from 137 UK organizations (N=67,347) to test the factor structure of both the original 35-item seven-factor instrument and a new shorter 25-item version. The results showed that the tool was a good fit to the data for both versions. Further analysis examined the factor structure of the Indicator Tool by splitting the data set into both public and private sector organizations. Tests for measurement invariance showed that both versions of the Indicator Tool provided a good fit to the data. The final sequence of analysis showed that the measurement structure of both the 25-item and 35-item scales was also invariant across small-, medium- and large-sized organizations. The current study provides percentile tables for both the public and private sectors so that organizations can compare their scores against UK national benchmarks. Overall, this study validates both the full and the short versions of a valuable and reliable diagnostic instrument for use in a variety of organizations.     

Measuring exposure to bullying and harassment at work: Validity,factor structure and psychometric properties of the Negative Acts Questionnaire-Revised

Abstract

This study investigates the psychometric properties, factor structure and validity of the revised Negative Acts Questionnaire-Revised (NAQ-R), an instrument designed to measure exposure to bullying in the workplace. By reanalyzing data based on a heterogeneous sample of 5288 UK employees, the results show that the 22-item instrument has a high internal stability, with three underlying factors: personal bullying, work-related bullying and physically intimidating forms of bullying, although the instrument may also be used as a single factor measure. Criterion validity was explored by relating the scores on the NAQ-R to a single-item measure of perceived victimization from bullying, showing high correlations with both the total NAQ-R and scores on the three factors. Targets of bullying scored significantly higher on all 22 items compared to non-targets. The NAQ-R correlated as expected with measures of mental health, psychosocial work environment and leadership, indicating a good construct validity of the instrument. Furthermore, a latent class cluster (LCC) analysis showed that the instrument may be used to differentiate between groups of employees with different levels of exposure to bullying, ranging from infrequent exposure to incivility at work to severe victimization from bullying and harassment. The more commonly used operational criteria can also be used to detect targets of bullying. Hence, the NAQ-R is proposed as a standardized and valid instrument for the measurement of workplace bullying.     

Measuring feelings about choices and risks: The Berlin Emotional Responses to Risk Instrument (BERRI)

We introduce a brief instrument specifically validated for measuring positive and negative feelings about risks—the Berlin Emotional Responses to Risk Instrument (BERRI). Based on seven studies involving diverse adults from three countries (n = 2120), the BERRI was found to robustly estimate anticipatory affective reactions derived from subjective evaluations of positive (i.e., assured, hopeful, and relieved) and negative emotions (i.e., anxious, afraid, and worried). The brief BERRI outperformed a 14-item assessment, uniquely tracking costs/benefits associated with cancer screening among men and women (Studies 1 and 2). Predictive validity was further documented in paradigmatic risky choice studies wherein options varied over probabilities and severities across six contexts (health, social, financial, technological, ethical, and environmental; Study 3). Studies 4–6, conducted during the Ebola epidemic and COVID-19 pandemic, indicated BERRI responses were sensitive to subtle effects caused by emotion-related framing manipulations presented in different cultures and languages (the United States, Spain, and Poland). Study 7 indicated BERRI responses remained stable for 2 weeks. Although the BERRI can provide an estimate of overall affect, choices were generally better explained by the unique influences of positive and negative affect. Overall, results suggest the novel, brief instrument can be an efficient tool for high-stakes research on decision making and risk communication.     

Examining Public Trust in Risk‐Managing Organizations After a Major Disaster

This research investigates the public's trust in risk‐managing organizations after suffering serious damage from a major disaster. It is natural for public trust to decrease in organizations responsible for mitigating the damage. However, what about trust in organizations that address hazards not directly related to the disaster? Based on the results of surveys conducted by a national institute, the Japanese government concluded, in a White Paper on Science and Technology, that the public's trust in scientists declined overall after the 2011 Tohoku Earthquake. Because scientists play a key role in risk assessment and risk management in most areas, one could predict that trust in risk‐managing organizations overall would decrease after a major disaster. The methodology of that survey, however, had limitations that prevented such conclusions. For this research, two surveys were conducted to measure the public's trust in risk‐managing organizations regarding various hazards, before and after the Tohoku Earthquake (n = 1,192 in 2008 and n = 1,138 in 2012). The results showed that trust decreased in risk‐managing organizations that deal with earthquakes and nuclear accidents, whereas trust levels related to many other hazards, especially in areas not touched by the Tohoku Earthquake, remained steady or even increased. These results reject the assertion that distrust rippled through all risk‐managing organizations. The implications of this research are discussed, with the observation that this result is not necessarily gratifying for risk managers because high trust sometimes reduces public preparedness for disasters.     

A psychometric evaluation of a Dutch version of the Job Content Questionnaire and of a short direct questioning procedure

Using the demand-control-support perspective on job stress, a Dutch translation of an adapted version of the Job Content Questionnaire (AJCQ) was administered to a large population ( N = 3638) of Flemish workers in a variety of jobs, together with the General Health Questionnaire, and a negative affectivity scale. Overall, the AJCQ was shown to be a solid measurement instrument as indicated by several estimated reliability indices and validity of the subscales. A factor analysis largely reproduced the a priori structure of the AJCQ. A short 10-item direct questioning procedure was constructed to measure the 10 subscales of the AJCQ and the results of this procedure were compared with the AJCQ in a subsample ( N = 660). The correlations with six criterion variables showed that single questions were equally predictive than the much longer version of the AJCQ.     

The translation and development of a short form of the Korean language version of the multidimensional work ethic profile

The present research seeks to further facilitate a cross-cultural study on the work ethic construct by developing a short version of the Korean language version of the Multidimensional Work Ethic Profile (MWEP). Our research purpose is to provide researchers and practitioners with a short version of the Korean MWEP that can better meet their research needs by providing a thorough assessment of work ethic in a shorter time than the original full version. Results indicate that a shortened version demonstrates psychometric properties similar to the full version and is more practical and efficient to administer.     

The Japanese version of the Effort-Reward Imbalance Questionnaire: A study in dental technicians

To test the psychometric properties and criterion validity of the Japanese version of the EffortReward Imbalance (ERI) Questionnaire (Siegrist, 1996), a survey was conducted among 105 male dental technicians. The Japanese version of the questionnaire was developed through a backtranslation process. Internal consistency and factorial structure were tested and the criterion validity with respect to musculoskeletal symptoms was estimated with the help of a correlation matrix and logistic regression analysis. In psychometric terms, the factorial structure of the scales measuring the components of the theoretical concept was replicated satisfactorily, and internal consistencies of the scales measuring the extrinsic and intrinsic components of the model were appropriate. Significant associations between components of the ERI and musculoskeletal symptoms were found. Logistic regression analysis revealed a significantly elevated risk of musculoskeletal symptoms in participants scoring high on the scale measuring the model's intrinsic component, 'overcommitment'. This study indicates that, at least for the occupational group under study, the Japanese version of the ERI Questionnaire is a feasible and psychometrically well justified new measure for assessing psychosocial stress at work with relevance to health.     

The Japanese version of the Effort-Reward Imbalance Questionnaire: a study in dental technicians

To test the psychometric properties and criterion validity of the Japanese version of the EffortReward Imbalance (ERI) Questionnaire (Siegrist, 1996), a survey was conducted among 105 male dental technicians. The Japanese version of the questionnaire was developed through a backtranslation process. Internal consistency and factorial structure were tested and the criterion validity with respect to musculoskeletal symptoms was estimated with the help of a correlation matrix and logistic regression analysis. In psychometric terms, the factorial structure of the scales measuring the components of the theoretical concept was replicated satisfactorily, and internal consistencies of the scales measuring the extrinsic and intrinsic components of the model were appropriate. Significant associations between components of the ERI and musculoskeletal symptoms were found. Logistic regression analysis revealed a significantly elevated risk of musculoskeletal symptoms in participants scoring high on the scale measuring the model's intrinsic component, 'overcommitment'. This study indicates that, at least for the occupational group under study, the Japanese version of the ERI Questionnaire is a feasible and psychometrically well justified new measure for assessing psychosocial stress at work with relevance to health.     

A psychometric evaluation of a Dutch version of the Job Content Questionnaire and of a short direct questioning procedure

Using the demand-control-support perspective on job stress, a Dutch translation of an adapted version of the Job Content Questionnaire (AJCQ) was administered to a large population ( N = 3638) of Flemish workers in a variety of jobs, together with the General Health Questionnaire, and a negative affectivity scale. Overall, the AJCQ was shown to be a solid measurement instrument as indicated by several estimated reliability indices and validity of the subscales. A factor analysis largely reproduced the a priori structure of the AJCQ. A short 10-item direct questioning procedure was constructed to measure the 10 subscales of the AJCQ and the results of this procedure were compared with the AJCQ in a subsample ( N = 660). The correlations with six criterion variables showed that single questions were equally predictive than the much longer version of the AJCQ.     

Psychometric analysis of the UK Health and Safety Executive's Management Standards work-related stress Indicator Tool

Abstract

Numerous tools have been developed that attempt to measure work-related stress and working conditions, but few practical instruments in the literature have been found to have a reliable psychometric factor structure. In the UK, the Health and Safety Executive (HSE) Management Standards (MS) Indicator Tool is increasingly used by organizations to monitor working conditions that can lead to stress. In Health and Safety Executive (2004), a factor analysis was conducted demonstrating the reliability of the scales. However, the authors acknowledged that direct reassessment of the same factor structure was impossible as the questionnaire was split into two separate modules for data collection. Furthermore, the tool is designed to enable comparisons between as well as within organizations to take place, yet reliability has only previously been tested at the individual level. The current study is the first to examine the factor structure of the HSE MS Indicator Tool using organizational-level data. Data collected from 39 UK organizations (N=26,382) was used to perform a first-order Confirmatory Factor Analysis (CFA) on the original 35-item seven-factor measurement scale. The results showed an acceptable fit to the data for the instrument. A second-order CFA was also performed to test if the Indicator Tool contains a higher order uni-dimensional measure of work-related stress. These findings also revealed an acceptable fit to the data, suggesting that it may be possible to derive a single measure of work-related stress. Normative data comprising tables of percentiles from the organizational data are provided to enable employers to compare their organizational averages against national benchmarks.     

Cautions on the Use of the SERVQUAL Measure to Assess the Quality of Information Systems Services

The SERVQUAL questionnaire (Parasuraman, Zeithaml, & Berry, 1988) is one of the preeminent instruments for measuring the quality of services as perceived by the customer. In a recent Decision Sciences article, Kettinger and Lee (1995) suggested the use of a modified SERVQUAL instrument to assess the quality of the services supplied by an information services provider. However, a number of problems with the SERVQUAL instrument are discussed in the literature. This article provides an illustrative example utilizing data collected from 138 executive and information systems professional customers of a multibillion dollar information services provider in order to examine the validity and reliability of Kettinger and Lee's (1995) modified SERVQUAL instrument. Results of analyses do not confirm the findings of Kettinger and Lee. Moreover, it appears that the use of difference scores in calculating SERVQUAL contributes to problems with the reliability, discriminant validity, convergent validity, and predictive validity of the measure. These findings suggest that caution should be exercised in the use of SERVQUAL scores and that further work is needed in the development of measures for assessing the quality of information services.     

Servant leadership: Validation of a short form of the SL-28

Although research on servant leadership has been expanding over the past several years, a concise, valid scale for assessing global servant leadership has been lacking. In the current investigation a 7-item measure of global servant leadership (SL-7), based on Liden, Wayne, Zhao, and Henderson's (2008) 28-item servant leadership measure (SL-28), is introduced. Psychometric properties of the SL-7 were assessed at the individual level with data collected from 729 undergraduate students, 218 graduate students, and 552 leader–follower dyads from 11 organizations, and at the team level with a study consisting of a total of 71 ongoing intact work teams. Results across three independent studies with six samples showed correlations between the SL-7 and SL-28 scales ranging from .78 to .97, internal consistency reliabilities over .80 in all samples, and significant criterion-related validities for the SL-7 that parallel those found with the SL-28.     

Using the End‐User Computing Satisfaction (EUCS) Instrument to Measure Satisfaction with a Web Site

The purpose of this study is to revise and revalidate the End‐User Computing Satisfaction (EUCS) instrument to measure satisfaction with a Web site from a usability perspective. This study is especially important given the increased significance of the Web and the uniqueness of the Web as a computing environment. A total of 176 students participated in a lab simulation that involved a usability evaluation of the Lands' End Web site ( http://www.landsend.com ). Students were asked to complete a set of tasks, record their answers, and then complete the EUCS instrument. Confirmatory factor analysis and invariance analyses were conducted to test the reliability, validity, and generalizability of the revised EUCS. The results show that the EUCS is a valid and robust instrument in the Web environment but that one of the subfactors, timeliness, will need further refinement in the future. Usability practitioners can use the EUCS to measure end‐user satisfaction with a Web site and use the feedback for improving Web‐site design. We describe a case study of an actual usability application that utilized the revised EUCS effectively to support the design of building supply Web sites involving two types of end users, homeowners and contractors. We also propose a typology that researchers can use as a starting point to judge when it is necessary to revalidate an instrument like the EUCS. Finally, we discuss the limitations of our study and present avenues for future research.     

Translating cross-lagged effects into incidence rates and risk ratios: The case of psychosocial safety climate and depression

Longitudinal studies are the gold standard of empirical work and stress research whenever experiments are not plausible. Frequently, scales are used to assess risk factors and their consequences, and cross-lagged effects are estimated to determine possible risks. Methods to translate cross-lagged effects into risk ratios to facilitate risk assessment do not yet exist, which creates a divide between psychological and epidemiological work stress research. The aim of the present paper is to demonstrate how cross-lagged effects can be used to assess the risk ratio of different levels of psychosocial safety climate (PSC) in organisations, an important psychosocial risk for the development of depression. We used available longitudinal evidence from the Australian Workplace Barometer (N?=?1905) to estimate cross-lagged effects of PSC on depression. We applied continuous time modelling to obtain time-scalable cross effects. These were further investigated in a 4-year Monte Carlo simulation, which translated them into 4-year incident rates. Incident rates were determined by relying on clinically relevant 2-year periods of depression. We suggest a critical value of PSC?=?26 (corresponding to ?1.4 SD), which is indicative of more than 100% increased incidents of persistent depressive disorder in 4-year periods compared to average levels of PSC across 4 years.     

The contribution of supervisor behaviour to employee psychological well-being

Many employees affirm that supervisors affect employee well-being, and research has demonstrated associations between supervisor behaviour and employee psychological well-being. However, what hasn't been clear is the extent to which the association with supervisor behaviour compares with that of other variables known to affect well-being. This exploratory study addresses that issue. Our hypothesis was that supervisor behaviour can contribute to the prediction of psychiatric disturbance beyond the contribution of other influential variables. We created a new, questionnaire-based instrument to measure supervisor behaviour. We tested our hypothesis using stepwise regression with a convenience sample of 167 men and women working in a variety of organizations, occupations, and industries in the USA. Results supported our hypothesis: supervisor behaviour made a statistically significant contribution to the prediction of psychiatric disturbance beyond a step-one variate comprised of age, health practices, support from other people at work, support from home, stressful life events, and stressful work events. This provides additional evidence that supervisor behaviour can affect employee well-being and suggests that those seeking to create healthier workplaces should not neglect supervision. We believe that there is now ample justification for those concerned with psychosocial working conditions to consider supervisor behaviour as a potentially influential variable.

Furthermore, we believe that we have presented a new instrument for assessing supervisor behaviour that has the potential to be of value in future studies.     

The contribution of the psychosocial work environment to sickness absence in human service workers: Results of a 3-year follow-up study

Abstract

We investigated to what extent psychosocial work characteristics predict sickness absence in a cohort of 890 human service professionals (84% women), followed-up for 3 years. We measured 16 different psychosocial work characteristics at baseline and analysed their associations with number of sickness absence days at follow-up using multivariate Poisson regression. In addition, we computed a psychosocial work environment index, summarizing eight psychosocial scales. Participants with exposure to violence and threats, high emotional demands, high demands for hiding emotions, low influence at work, low meaning of work, low quality of management, and role conflicts had an increased number of sickness absence days at follow-up, after adjustment for numerous confounders. Adjusting for sickness absence history caused little change in most effect estimates. Scoring in the most adverse quartile of the psychosocial work environment index was associated with a 71% increase in sickness absence days. Improving the psychosocial work environment index and eliminating exposure to violence and threats would have prevented 32% of all sickness absence days in the study population. In particular we found that exposure to violence was a strong predictor of absence. This study shows that a wide range of psychosocial work characteristics contribute to sickness absence in human service workers. Improving the psychosocial work environment might help to reduce sickness absence in this population.     

Expanding the HRD Role: Improving employee well-being and organizational performance

Abstract

An important opportunity for the HRD profession lies in assessing and reshaping the psychosocial work environment to create a healthy, mentally focused workforce that provides their organization with a competitive advantage. We explain why HRD professionals should be concerned with employee well-being, offer suggestions for assessing the work environment through a stress audit and discuss four key work factors that affect well-being: job control, role overload, social support and supervisor behaviour. By expanding their role to these concerns, HRD professionals can improve quality of life and contribute to organizational effectiveness. If they do, the result should be healthier employees, healthier organizations and a greater recognition of HRD's potential for transforming organizations.     

Return to work among employees with mental health problems: Development and validation of a self-efficacy questionnaire

Abstract

Because of the costs to both the organization and the individual, it is important that employees who are sick-listed with mental health problems are facilitated in their return to work (RTW). In order to provide adequate interventions, it is necessary to obtain a better understanding of the RTW process of people with mental health problems. Work-related self-efficacy (SE) might play a key role within this process. This paper describes the development and validation of the return-to-work self-efficacy’ scale (RTW-SE) for employees with mental health problems. Three Dutch samples of sick-listed employees were used to validate the 11-item instrument (N=2214). Based on the factor structure and reliability results, RTW-SE was conceptualized as a unitary construct. The associations with general SE, locus of control, coping, physical workload and mental health problems support the construct validity of this scale. Most importantly, RTW-SE proved to be a robust predictor of actual return to work within three months. The encouraging preliminary psychometric properties of the scale make it a potentially valuable tool in research and in clinical practice and occupational health care settings, both before and after employees have returned to work.     

The contribution of supervisor behaviour to employee psychological well-being

Many employees affirm that supervisors affect employee well-being, and research has demonstrated associations between supervisor behaviour and employee psychological well-being. However, what hasn't been clear is the extent to which the association with supervisor behaviour compares with that of other variables known to affect well-being. This exploratory study addresses that issue. Our hypothesis was that supervisor behaviour can contribute to the prediction of psychiatric disturbance beyond the contribution of other influential variables. We created a new, questionnaire-based instrument to measure supervisor behaviour. We tested our hypothesis using stepwise regression with a convenience sample of 167 men and women working in a variety of organizations, occupations, and industries in the USA. Results supported our hypothesis: supervisor behaviour made a statistically significant contribution to the prediction of psychiatric disturbance beyond a step-one variate comprised of age, health practices, support from other people at work, support from home, stressful life events, and stressful work events. This provides additional evidence that supervisor behaviour can affect employee well-being and suggests that those seeking to create healthier workplaces should not neglect supervision. We believe that there is now ample justification for those concerned with psychosocial working conditions to consider supervisor behaviour as a potentially influential variable.

Furthermore, we believe that we have presented a new instrument for assessing supervisor behaviour that has the potential to be of value in future studies.     

The contribution of the psychosocial work environment to sickness absence in human service workers: Results of a 3-year follow-up study

We investigated to what extent psychosocial work characteristics predict sickness absence in a cohort of 890 human service professionals (84% women), followed-up for 3 years. We measured 16 different psychosocial work characteristics at baseline and analysed their associations with number of sickness absence days at follow-up using multivariate Poisson regression. In addition, we computed a psychosocial work environment index, summarizing eight psychosocial scales. Participants with exposure to violence and threats, high emotional demands, high demands for hiding emotions, low influence at work, low meaning of work, low quality of management, and role conflicts had an increased number of sickness absence days at follow-up, after adjustment for numerous confounders. Adjusting for sickness absence history caused little change in most effect estimates. Scoring in the most adverse quartile of the psychosocial work environment index was associated with a 71% increase in sickness absence days. Improving the psychosocial work environment index and eliminating exposure to violence and threats would have prevented 32% of all sickness absence days in the study population. In particular we found that exposure to violence was a strong predictor of absence. This study shows that a wide range of psychosocial work characteristics contribute to sickness absence in human service workers. Improving the psychosocial work environment might help to reduce sickness absence in this population.