Background
Scales | G-COPSOQ II | G-COPSOQ III |
---|---|---|
N items | N items | |
Domain: Demands | ||
Quantitative demands | 4 items | 3 items |
Emotional demands | 3 items | 2 items |
Demands for hiding emotions | 2 items | 2 items |
Work-privacy-conflict | 5 items | 2 items |
Domain: Influence and development | ||
Influence at work | 4 items | 3 items |
Degree of freedom at work / control over working time | 4 items | 2 items |
Possibilities for development | 4 items | 3 items |
Meaning of work | 3 items | 2 items |
Workplace commitment | 4 items | 2 items |
Domain: Interpersonal relations and leadership | ||
Predictability | 2 items | 2 items |
Role clarity | 4 items | 3 items |
Role conflicts | 4 items | 3 items |
Quality of leadership | 4 items | 4 items |
Social support | 4 items | 4 items |
Feedback | 2 items | 2 items |
Social relations | 2 items | Single item |
Sense of community | 3 items | 2 items |
Bullying | Single item | Single item |
Trust & Justice | 4 items | 4 items |
Further parameters | ||
Insecurity over employment | 4 items | 4 items |
Domain: Strain (effects, outcomes) | ||
Intention to leave | Single item | Single item |
Job satisfaction | 7 items | 6 items |
General health | Single item | Single item |
Burnout (CBI) | 6 items | 3 items |
Overcommitment | 3 items | Single item |
Methods
Aim of the study
Design and setting
Data collection, response rates, and sample characteristics
Profession | Variable | Categories | n (%) |
---|---|---|---|
Nurses n = 567 | Gender | female male missing values | 470 (82.9%) 87 (15.3%) 10 (1.8%) |
Supervisor function | yes no missing values | 71 (12.5%) 491 (86.6%) 5 (0.9%) | |
Direct patient contact | yes no | 565 (99.6%) 2 (0.4%) | |
Age (in years) | ≤30 31–49 ≥50 | 193 (34.0%) 197 (34.7%) 177 (31.2%) | |
Work experience (in years) | 0–10 11–20 ≥21 | 224 (39.5%) 135 (23.8%) 208 (36.7%) | |
Work experience in the hospital (in years) | 0–10 11–20 ≥21 missing values | 250 (44.1%) 115 (20.3%) 201 (35.4%) 1 (0.2%) | |
Physicians n = 381 | Gender | female male missing values | 167 (43.8%) 202 (53.0%) 12 (3.1%) |
Supervisor function | yes no missing values | 123 (32.3%) 247 (64.8%) 11 (2.9%) | |
Direct patient contact | yes no missing value | 377 (99.0%) 3 (0.8%) 1 (0.3%) | |
Age (in years) | ≤30 31–49 ≥50 | 109 (28.6%) 214 (56.2%) 58 (15.2%) | |
Work experience (in years) | 0–10 11–20 ≥21 | 253 (66.4%) 80 (21.0%) 48 (12.6%) | |
Work experience in the hospital (in years) | 0–10 11–20 ≥21 | 261 (68.5%) 41 (10.8%) 79 (20.7%) |
Questionnaire
Ethics and confidentially issues
Data analysis
Preliminary work
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Domain Demands: In this domain, we found some differences at the item level for two scales (“quantitative demands” and “work-privacy-conflict”). For example, the number of items for both scales was reduced in G-COPSOQ III and the response categories for the scale “work-privacy-conflict” were modified. We discovered large differences for one scale (“emotional demands”). For this scale, two previous items were no longer used. Instead, a completely new item was introduced.
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Domain Influence and development: In this domain, we found some differences at the item level for all five scales. The number of items for all five scales was reduced. A slightly different item formulation was used in two scales (“influence at work” and “workplace commitment”), and response categories were modified for one scale (“possibilities for development”). Additionally, the scale name “degree of freedom at work” was renamed to “control over working time”.
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Domain Interpersonal relations and leadership: We also discovered some differences in this domain. The number of items for four scales (“role clarity”, “role conflicts”, “social relations”, and “sense of community”) was reduced and there was an added response category for two scales (“social relations” and “sense of community”). For four scales (“predictability”, “social support”, “feedback”, and “quality of leadership”), only minimal differences were found, and the number of items remained the same. We found a slightly different item formulation and an added response category for three scales (“social support”, “feedback”, and “quality of leadership”).
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Domain Strain: There were some differences at the item level for the scale “job satisfaction”. The number of items was reduced, a slightly different item formulation was used, and we found modified response categories.
G-COPSOQ II | G-COPSOQ III | Summary of amendments | ||
---|---|---|---|---|
Scales and items | Response categories | Scales and items | Response categories | |
Domain: Demands | ||||
Quantitative demands (4 items) − Do you have to work very fast? − Is your workload unevenly distributed so it piles up? − How often do you not have time to complete all your work tasks? − Do you have to do overtime? | always / often / sometimes / seldom / never, hardly ever | Quantitative demands (3 items) − Do you have to work very fast? − How often do you not have time to complete all your work tasks? − Do you have to do overtime? | always / often / sometimes / seldom / never, hardly ever | − reduced from 4 to 3 items |
Emotional demands (3 items) − Does your work put you in emotionally disturbing situations? − Do you get emotionally involved in your work? − Is your work emotionally demanding? | always / often / sometimes / seldom / never, hardly ever | Emotional demands (2 items) − Do you have to deal with other people’s personal problems as part of your work? | always / often / sometimes / seldom / never, hardly ever | − introduction of a new item − modified response categories |
− Is your work emotionally demanding? | to a very large extent / to a large extent / some - what / to a small extent / to a very small extent | |||
Work-privacy-conflict (5 items) − The demands of my work interfere with my home and family life. − The amount of time my job takes up makes it difficult to fulfil my family responsibilities. − Things I want to do at home do not get done because of the demands my job puts on me. − My job produces strain that makes it difficult to fulfill family duties. − Due to work-related duties, I have to make changes to my plans for family activities. | strongly agree / slightly agree / neither agree nor disagree / slightly disagree / strongly disagree | Work-privacy-conflict (2 items) − The demands of my work interfere with my home and family life. − The amount of time my job takes up makes it difficult to fulfil my family responsibilities. | to a very large extent / to a large extent / some - what / to a small extent / to a very small extent | − reduced from 5 to 2 items − modified response categories |
Domain: Influence and development | ||||
Influence at work (4 items) − Do you have a large degree of influence concerning your work? − Do you have a say in choosing who you work with? − Can you influence the amount of work assigned to you? − Do you have any influence on what you do at work? | always / often / sometimes / seldom / never, hardly ever | Influence at work (3 items) − Do you have a large degree of influence on the decisions concerning your work? − Can you influence the amount of work assigned to you? − Do you have any influence on what you do at work? | always / often / sometimes / seldom / never, hardly ever | − reduced from 4 to 3 items − slightly different formulation for one item |
Degree of freedom at work (4 items) − Can you decide when to take a break? − Can you take holidays more or less when you wish? − Can you leave your work to have a chat with a colleague? − If you have some private business, is it possible for you to leave your place of work for half an hour without special permission? | always / often / sometimes / seldom / never, hardly ever | Control over working time (2 items) − Can you decide when to take a break? − Can you take holidays more or less when you wish? | always / often / sometimes / seldom / never, hardly ever | − reduced from 4 to 2 item − new scale designation (control over working time) |
Possibilities for development (4 items) − Is your work varied? − Does your work require you to take the initiative? − Do you have the possibility of learning new things through your work? − Can you use your skills or expertise in your work? | always / often / sometimes / seldom / never, hardly ever | Possibilities for development (3 items) − Is your work varied? | always / often / sometimes / seldom / never, hardly ever | − reduced from 4 to 3 items − for 2 items modified response categories |
− Do you have the possibility of learning new things through your work? − Can you use your skills or expertise in your work? | to a very large extent / to a large extent / some - what / to a small extent / to a very small extent | |||
Meaning of work (3 items) − Is your work meaningful? − Do you feel that the work you do is important? − Do you feel motivated and involved in your work? | to a very large extent / to a large extent / some - what / to a small extent / to a very small extent | Meaning of work (2 items) − Is your work meaningful? − Do you feel that the work you do is important? | to a very large extent / to a large extent / some - what / to a small extent / to a very small extent | − reduced from 3 to 2 items |
Workplace commitment (4 items) − Are you proud to be part of this organization? − Do you enjoy telling others about your place of work? − Do you feel that the problems at your place of work are yours too? − Do you feel that your place of work is of great personal importance to you? | to a very large extent / to a large extent / some - what / to a small extent / to a very small extent | Workplace commitment (2 items) − Are you proud of being part of this company? − Do you enjoy telling others about your place of work? | to a very large extent / to a large extent / some - what / to a small extent / to a very small extent | − reduced from 4 to 2 items − slightly different formulation for one item |
Domain: Interpersonal relations and leadership | ||||
Predictability (2 items) − At your place of work, are you informed well in advance concerning for example important decisions, changes, or plans for the future? − Do you receive all the information you need in order to do your work well? | to a very large extent / to a large extent / some - what / to a small extent / to a very small extent | Predictability (2 items) − At your place of work, are you informed well in advance concerning for example important decisions, changes, or plans for the future? − Do you receive all the information you need in order to do your work well? | to a very large extent / to a large extent / some - what / to a small extent / to a very small extent | − same number of items − slightly different item formulation |
Role clarity (4 items) − Do you know exactly how much say you have at work? − Does your work have clear objectives? − Do you know exactly which areas are your responsibility? − Do you know exactly what is expected of you at work? | to a very large extent / to a large extent / some - what / to a small extent / to a very small extent | Role clarity (3 items) − Does your work have clear objectives? − Do you know exactly which areas are your responsibility? − Do you know exactly what is expected of you at work? | to a very large extent / to a large extent / some - what / to a small extent / to a very small extent | − reduced from 4 to 3 items |
Role conflicts (4 items) − Do you do things at work, which are accepted by some people but not by others? − Are contradictory demands placed on you at work? − Do you sometimes have to do things, which ought to have been done in a different way? − Do you sometimes have to do things, which seem to you to be unnecessary? | to a very large extent / to a large extent / some - what / to a small extent / to a very small extent | Role conflicts (3 items) − Are contradictory demands placed on you at work? − Do you sometimes have to do things, which ought to have been done in a different way? − Do you sometimes have to do things, which seem to you to be unnecessary? | to a very large extent / to a large extent / some - what / to a small extent / to a very small extent | − reduced from 4 to 3 items |
Quality of leadership (4 items) To what extent would you say that your immediate superior… − ...makes sure that the individual member of staff has good development opportunities? − ...gives high priority to job satisfaction? − …is good at work planning? − …is good at solving conflicts? | to a very large extent / to a large extent / some - what / to a small extent / to a very small extent | Quality of leadership (4 items) To what extent would you say that your immediate superior… − ...makes sure that the members of staff have good development opportunities? − ...gives high priority to job satisfaction? − …is good at work planning? − …is good at solving conflicts? | to a very large extent / to a large extent / some - what / to a small extent / to a very small extent / I don’t have a superior | − same number of items − slightly different item formulation − new response category (I don’t have a superior) |
Social support (4 items) − How often do you get help and support from your colleagues? − How often are your colleagues willing to listen to your problems at work? − How often do you get help and support from your nearest superior? − How often is your immediate superior willing to listen to your work-related problems? | always / often / sometimes / seldom / never, hardly ever | Social support (4 items) − How often do you get help and support from your colleagues, if needed? − How often are your colleagues willing to listen to your problems at work, if needed? − How often do you get help and support from your immediate superior, if needed? − How often is your immediate superior willing to listen to your problems at work, if needed? | always / often / sometimes / seldom / never, hardly ever / I don’t have a superior, colleagues | − same number of items − slightly different item formulation − new response category (I don’t have a superior, colleagues) |
Feedback (2 items) − How often do you talk with your superior about how well you carry out your work? − How often do you talk with your colleagues about how well you carry out your work? | always / often / sometimes / seldom / never, hardly ever | Feedback (2 items) − How often does your immediate superior talk with you about how well you carry out your work? − How often do your colleagues talk with you about how well you carry out your work? | always / often / sometimes / seldom / never, hardly ever / I don’t have a superior, colleagues | − same number of items − slightly different item formulation − new response category (I don’t have a superior, colleagues) |
Social relations (2 items) − Do you work separate from your colleagues? − Is it possible for you to talk to your colleagues while you are working? | always / often / sometimes / seldom / never, hardly ever | Social relations (single item) − Is it possible for you to talk to your colleagues while you are working? | always / often / sometimes / seldom / never, hardly ever / I don’t have a superior, colleagues | − reduced from 2 to 1 item − new response category (I don’t have a superior, colleagues) |
Sense of community (3 items) − Is there a good atmosphere between you and your colleagues? − Is there good co-operation between your colleagues at work? − Do you feel part of a community at your place of work? | always / often / sometimes / seldom / never, hardly ever | Sense of community (2 items) − Is there a good atmosphere between you and your colleagues? − Is there good co-operation between the colleagues at work? | always / often / sometimes / seldom / never, hardly ever / I don’t have a superior, colleagues | − reduced from 3 to 2 items − new response category (I don’t have a superior, colleagues) |
Domain: Strain (effects, outcomes) | ||||
Job satisfaction (7 items) Regarding your work in general. How pleased are you with… − ...your work prospects? − …the people you work with? − ...the physical working conditions? − ...the way your department is run? − ...the way your abilities are used? − ...the interest and skills involved in your job? − ...your job as a whole, everything taken into consideration? | very satisfied / satisfied / unsatisfied / highly unsatisfied | Job satisfaction (6 items) Regarding your work in general. How pleased are you with… − ...your work prospects? − …the people you work with? − ...the physical working conditions? − ...the way your group is run? − ...the way your abilities are used? − ...your job as a whole, everything taken into consideration? | very satisfied / satisfied / neither, nor / unsatisfied / highly unsatisfied | − reduced from 7 to 6 items − slightly different formulation for one item − modified response categories |
Comparison of converted WorkSafeMed scales with reference data
Results
Reliability analysis and statistical tests for assessment of differences: original WorkSafeMed scales versus converted WorkSafeMed scales
Scales (n=) | Original WorkSafeMed scales Mean (SD) Cronbach’s α | Converted WorkSafeMed scales Mean (SD) Cronbach’s α | (df) t-value1 | Effect size dCohen | Nomenclature2 |
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Domain: Demands | |||||
Quantitative demands (n = 991) | 68.6 (14.0) α = .71 | 70.5 (14.3) α = .66 | (990) 3.241 | 0.13 | < 5 points |
Work-privacy-conflict (n = 991) | 63.8 (25.2) α = .92 | 63.0 (27.7) α = .88 | (990) -1.116 | − 0.03 | < 5 points |
Domain: Influence and development | |||||
Influence at work (n = 991) | 37.3 (18.8) α = .75 | 42.1 (19.6) α = .70 | (990) 8.179*** | 0.25 | < 5 points |
Control over working time (n = 991) | 40.2 (18.5) α = .65 | 51.8 (22.5) α = .41 | (990) 16.528*** | 0.56 | > 10 points |
Possibilities for development (n = 991) | 74.8 (15.9) α = .77 | 74.5 (17.2) α = .75 | (990) -0.940 | −0.02 | < 5 points |
Meaning of work (n = 991) | 79.7 (16.8) α = .79 | 84.1 (17.0) α = .81 | (990) 7.639*** | 0.26 | < 5 points |
Workplace commitment (n = 991) | 53.7 (20.1) α = .75 | 55.2 (25.2) α = .81 | (990) 1.561 | 0.07 | < 5 points |
Domain: Interpersonal relations and leadership | |||||
Predictability (n = 991) | 53.0 (17.8) α = .62 | 53.0 (17.8) α = .62 | (990) 0.026 | 0.00 | < 5 points |
Role clarity (n = 991) | 73.1 (15.6) α = .84 | 73.6 (16.0) α = .80 | (990) 1.223 | 0.03 | < 5 points |
Role conflicts (n = 991) | 48.4 (18.0) α = .73 | 49.2 (19.5) α = .74 | (990) 1.979 | 0.04 | < 5 points |
Quality of leadership (n = 953) | 52.0 (22.9) α = .90 | 52.0 (22.9) α = .90 | (952) -0.053 | 0.00 | < 5 points |
Social support (n = 991) | 65.8 (17.0) α = .76 | 65.8 (17.0) α = .76 | (990) -0.444 | 0.00 | < 5 points |
Feedback (n = 991) | 41.5 (21.3) α = .67 | 41.5 (21.3) α = .67 | (990) -0.666 | 0.00 | < 5 points |
Social relations (n = 991) | 55.6 (20,6) α = .35 | 41.8 (28.7) n/a (single item) | (990) 20.778*** | −0.55 | > 10 points |
Sense of community (n = 991) | 77.3 (15.0) α = .80 | 77.5 (14.6) α = .83 | (990) 0.993 | 0.01 | < 5 points |
Domain: Strain (effects, outcomes) | |||||
Job satisfaction (n = 991) | 69.9 (11.4) α = .80 | 69.1 (11.9) α = .77 | (990) -2.340 | −0.07 | < 5 points |
Comparison of converted WorkSafeMed scales with reference data (German COPSOQ database)
Scales | WorkSafeMed nurses (converted scales) | COPSOQ nurses (COPSOQ database) | WorkSafeMed nurses vs. COPSOQ nurses | WorkSafeMed physicians (converted scales) | COPSOQ physicians (COPSOQ database) | WorkSafeMed physicians vs. COPSOQ physicians | COPSOQ all occupations (COPSOQ database) | WorkSafeMed nurses vs. all occupations | WorkSafeMed physicians vs. all occupations | ||||
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Domain: Demands | |||||||||||||
Mean (SD) | Mean (SD) | p | d | Mean (SD) | Mean (SD) | p | d | Mean (SD) | p | d | p | d | |
Quantitative demands (high = negative) | 68.4 (13.9) (n = 564) | 61.9 (15.9) (n = 8973) | + | −0.41 | 73.9 (13.9) (n = 380) | 70.1 (16.9) (n = 2356) | sig. | −0.23 | 56.3 (19.3) (n = 194,073) | + | −0.63 | + | −0.92 |
Work-privacy-conflict (high = negative) | 59.8 (26.8) (n = 564) | 55.4 (28.1) (n = 8969) | sig. | −0.16 | 68.8 (27.7) (n = 380) | 67.7 (27.9) (n = 2354) | 42.7 (30.5) (n = 194,079) | + | −0.56 | + | −0.86 | ||
Domain: Influence and development | |||||||||||||
Influence at work (high = positive) | 41.5 (18.6) (n = 564) | 37.3 (20.1) (n = 8.960 | sig. | −0.21 | 42.7 (20.9) (n = 380) | 42.8 (20.3) (n = 2354) | 42.4 (22.9) (n = 192,670) | ||||||
Control over working time (high = positive) | 51.0 (22.8) (n = 564) | 50.5 (22.5) (n = 8982) | 52.6 (22.0) (n = 380) | 51.6 (22.3) (n = 2354) | 61.5 (25.2) (n = 186,554) | – | 0.42 | – | 0.35 | ||||
Possibilities for development (high = positive) | 70.7 (17.2) (n = 564) | 65.9 (18.2) (n = 8976) | sig. | −0.27 | 80.1 (14.7) (n = 380) | 75.0 (16.1) (n = 2359) | + | −0.32 | 61.9 (22.2) (n = 194,064) | + | −0.40 | + | −0.82 |
Meaning of work (high = positive) | 83.0 (17.2) (n = 564) | 81.0 (18.5) (n = 8976) | 85.9 (16.4) (n = 380) | 81.8 (17.8) (n = 2359) | sig. | −0.23 | 74.6 (21.4) (n = 194,220) | + | −0.39 | + | −0.53 | ||
Workplace commitment (high = positive) | 49.8 (23.9) (n = 564) | 52.7 (24.6) (n = 8970) | 63.0 (24.6) (n = 380) | 53.6 (23.8) (n = 2359) | + | −0.39 | 58.3 (25.4) (n = 193,423) | – | 0.34 | sig. | −0.18 | ||
Domain: Interpersonal relations and leadership | |||||||||||||
Predictability (high = positive) | 53.3 (16.4) (n = 564) | 50.4 (20.1) (n = 8944) | sig. | −0.15 | 52.5 (19.3) (n = 380) | 49.9 (20.3) (n = 2350) | 51.3 (22.2) (n = 192,212) | ||||||
Role clarity (high = positive) | 74.2 (15,0) (n = 564) | 72.7 (16.7) (n = 8932) | 72.7 (16.8) (n = 380) | 70.5 (17.5) (n = 2350) | 71.5 (18.7) (n = 192,463) | sig. | −0.14 | ||||||
Role conflicts (high = negative) | 52.1 (18.6) (n = 564) | 51.9 (21.6) (n = 8918) | 45.1 (19.6) (n = 380) | 49.3 (20.6) (n = 2.347) | sig. | 0.21 | 45.7 (23.3) (n = 192,044) | + | −0.27 | ||||
Quality of leadership (high = positive) | 53.8 (22.7) (n = 543) | 49.9 (25.3) (n = 8875) | sig. | −0.16 | 49.2 (22.9) (n = 369) | 48.6 (23.6) (n = 2296) | 51.4 (25.4) (n = 189,209) | ||||||
Social support (high = positive) | 66.7 (17.0) (n = 564) | 65.9 (19.8) (n = 8938) | 64.2 (17.0) (n = 380) | 64.4 (18.8) (n = 2334) | 66.1 (21.1) (n = 192,147) | ||||||||
Feedback (high = positive) | 41.9 (21.0) (n = 564) | 40.4 (22.2) (n = 8928) | 41.0 (21.5) (n = 380) | 40.1 (20.7) (n = 2330) | 43.0 (22.5) (n = 191,336) | ||||||||
Social relations (high = positive) | 39.5 (28.7) (n = 564) | 52.9 (24.7) (n = 8897) | – | 0.54 | 46.7 (27.5) (n = 380) | 50.4 (26.6) (n = 2324) | 54.0 (28.5) (n = 190,298) | – | 0.51 | – | 0.26 | ||
Sense of community (high = positive) | 77.1 (15.0) (n = 564) | 73.5 (16.3) (n = 8935) | sig. | −0.22 | 78.0 (14.3) (n = 380) | 76.5 (15.3) (n = 2328) | 76.2 (18.7) (n = 191,074) | ||||||
Domain: Strain (effects, outcomes) | |||||||||||||
Job satisfaction (high = positive) | 66.7 (10.6) (n = 564) | 57.8 (16.7) (n = 8888) | + | −0.54 | 72.7 (12.6) (n = 380) | 62.4 (16.8) (n = 2323) | + | −0.63 | 62.3 (16.9) (n = 190,431) | sig. | −0.26 | + | −0.61 |