Testing the strain hypothesis of the Demand Control Model to explain severe bullying at work
Guy Notelaers, Maastricht University School of Business and Economics, The Netherlands; University of Bergen, Norway
Elfi Baillien, HUBrussel, Belgium; Research Group Work, Organizational and Personnel Psychology, Katholieke Universiteit Leuven, Belgium
Hans De Witte, Department of Psychology, Katholieke Universiteit Leuven, Belgium
Ståle Einarsen, University of Bergen, Norway
Jeroen K Vermunt, Tilburg University, The Netherlands
Workplace bullying has often been attributed to work-related stress, and has been linked to the Job Demand Control... more Workplace bullying has often been attributed to work-related stress, and has been linked to the Job Demand Control Model. The current study aims to further these studies by testing the model for bullying in a heterogeneous sample and by using latent class (LC)-analyses to define different demands and control groups and targets of severe bullying. High job demands were associated with a higher probability of being a target of severe bullying, which was particularly true for the very high job demands group. Low job control was also associated with a higher probability of being a target of severe bullying. Moreover, high job control buffered the negative effects of job demands on being a target of severe bullying, particularly when employees reported very little job control and high/very high job demands. Overall, the JDC-Model was supported, suggesting that being a target of severe bullying can be considered as a social behavioural strain.
Exposition au harcèlement psychologique au travail : Impact sur la satisfaction au travail, l’implication organisationnelle et l’intention de départ
Gwénaëlle POILPOT-ROCABOY, Guy NOTELAERS & Lars Johan HAUGE
Résumé:
Cet article s’interroge sur les réponses individuelles face à un comportement de harcèlement... more
Résumé:
Cet article s’interroge sur les réponses individuelles face à un comportement de harcèlement psychologique. Un modèle conceptuel est proposé et testé sur une population de 6175 personnes, à l’aide d’une approche confirmatoire des modèles d’équations structurelles. Les résultats permettent d’obtenir deux apports essentiels. Le premier est de révéler un effet direct de l’exposition au harcèlement psychologique sur la satisfaction au travail, l’implication organisationnelle et l’intention de départ de la personne exposée. Le second est de révéler le rôle médiateur de la satisfaction au travail entre le harcèlement d’une part et l’implication au travail et l’intention de départ d’autre part. Un processus dominant semble se développer en trois étapes : une insatisfaction au travail comme réponse émotionnelle à l’exposition au harcèlement (première étape), qui se traduit par une réduction de l’implication organisationnelle (seconde étape) et par une augmentation des intentions de départ (troisième étape).
Abstract:
In this article we investigate the individual reactions to workplace bullying exposure. To this end we put forward a conceptual model which is tested on a heterogeneous sample of 6175 employees using a strict confirmatory approach of structural equation modelling. The results are twofold. Firstly, workplace bullying leads directly to a decrease in job satisfaction and organisational commitment and to an increase in turnover intentions. Secondly, job satisfaction seems to be a partial mediator between workplace bullying on the one hand and organisational commitment and turnover on the other hand. The dominant process may have 3 phases: lowering job satisfaction as emotional reaction to exposure (1) which is translated into lowering organizational commitment (2) and in turn into increasing turnover intentions
4 views
Seen by:
Download (.pdf) Leadership and the fulfillment of three basic psychological needs at work.
Hetland, H., Hetland, J., Adreassen, C.S., Pallesen, S., & Notelaers, G. (2011) Leadership and the fulfillment of three basic psychological needs at work. Carreer Develepment Interantional, 16(5).
Dispositional optimism fosters opportunity-congruent coping with occupational uncertainty
With Rainer K. Silbereisen.
Article in press in Journal of Personality.
Available on request.
Objective. We investigated the relationship between dispositional optimism and coping with growing occupational... more
Objective. We investigated the relationship between dispositional optimism and coping with growing occupational uncertainty, drawing on the lifespan theory of control to assess coping.
Method. Participants were 606 German adults with various sociodemographic backgrounds, aged 16–43. They were interviewed at the end of 2005 (Time 1) and at the beginning of 2007 (Time 2). We regressed each control strategy at Time 2 on its scores at Time 1, optimism at Time 1, three moderating variables, and their interactions with optimism.
Results. Dispositional optimism predicted an increase in both goal engagement strategies (selective primary and compensatory primary control) only under favourable conditions (low regional unemployment rate, low perceived growth in occupational uncertainty, and high perceived controllability of this stressor). Specific conditions moderating the effects of optimism differed between the two engagement strategies. In addition, an unfavourable labour market situation as such prompted an increase in goal engagement. No effects of optimism on goal disengagement (compensatory secondary control) at Time 2 were found.
Conclusions. The effects of dispositional optimism on the change in control strategies were contingent on the labour market situation, which supports the view that optimists are better able to tailor their coping responses to available opportunities.
Use and validation of the Short Inventory to Monitor Psychosocial Hazards at the workplace
European Conference of Psychology, Oslo, 2009
96 views
Seen by:
Measuring exposure to bullying and harassment at work: Validity, factor structure and psychometric properties of the Negative Acts Questionnaire-Revised
Staale Einarsen, Helge Hoel and Guy Notelaers in Work & Stress, 2009.
This study investigates the psychometric properties, factor structure and validity of the revised Negative Acts ... more
This study investigates the psychometric properties, factor structure and validity of the revised Negative Acts Auestionnaire-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.
The DemandControl Model and Target's Reports of Bullying at Work: A Test Within Spanish and Belgian Blue-Collar Workers
Elfi Baillien; Alfredo Rodríguez-Muñoz; Hans de Witte; Guy Notelaers; Bernardo Moreno-Jiménez (2011). The Demand Control Model and Target'S Reports of Bullying at Work: A Test Within Spanish and Belgian Blue-Collar Workers. European Journal of Work and Organizational Psychology, 20,2.
The present study explores whether Karasek’s Job Demand–Control (JDC) model’s strain hypothesis can be applied to... more
The present study explores whether Karasek’s Job Demand–Control (JDC) model’s strain hypothesis can be applied to target’s reports of bullying at work in matched samples of Spanish and Belgian blue-collar workers. In the Spanish
sample, results reveal a positive main effect of workload and a negative main effect of autonomy. The relationship between workload and bullying is particularly strong under the condition of low autonomy (i.e., interaction), in line with Karasek’s strain hypothesis. In the Belgian sample, results show a positive main effect of workload and a significant workload–autonomy interaction effect in accordance with the strain hypothesis. In sum, high strain jobs associate with target’s reports of bullying in both the Spanish and Belgian sample. Karasek’s JDC model may accordingly be extended to target’s reports of bullying as a form of social behavioural strain. These findings furthermore
enhance research in the realm of bullying at work by introducing a well established theoretical framework to account for the relationship between workload, autonomy, and target’s reports of bullying.
Job demands and resources and their associations with early retirement intention trough recovery need and work enjoyment.
Scherurs, Bert. De Cuyper, Nele. van Emmerik, Hetty Notelaers, Guy. De Witte, Hans (2011) South African Journal of Industral Psychology, 37(2).
Importance of followers' emotions in effective leadership
Glasø, L., Notelaers, G. &, Skogstad, A. (2011) The Importance of followers' emotions in effective leadership. Scandinavian Journal of Organizational Psychology, 3,2.
113 views
Seen by:
Leadership and Role Stressors as Departmental Level Predictors of Workplace Bullying
Hauge, LJ, Einarsen, S., Knardahl, S., L., Notelaers, G., Skogstad, A. (2011). Leadership and Role Stressors as Departmental Level Predictors of Workplace Bullying. International Journal of Stress Management. 2011, Vol. 18, No. 4, 305–323.
Roesler, U., Stephan, U., Hoffmann, K., Morling, K., Mueller, A. & Rau, R. (2008). Psychosoziale Merkmale der Arbeit, Überforderungserleben und Depressivität. [Psychosocial job characteristics, demands, and depressive mood]. Zeitschrift für Arbeits- & Organisationspsychologie, 52, 191-203
by Ute Stephan
This study examined the job characteristics in the Job-Demand-Control-Support Model and in the Effort-Reward Imbalance... more This study examined the job characteristics in the Job-Demand-Control-Support Model and in the Effort-Reward Imbalance Model with regard to depression in a sample of 265 employees. First, we tested by means of confirmatory factor analysis similarities and differences of the two models. Secondly, job characteristics were introduced as predictors in a path model to test their relation with depression. Furthermore, we examined whether the associations were mediated by the experience of excessive demands. Our analyses showed the demand/effort component to be one common factor, while decision latitude and reward (subdivided into the three facets of job security, social recognition, and status-related reward) remained distinctive components. Employees with high job demands/effort, low job security, low social recognition, but high status-related rewards reported higher depression scores. Unexpectedly, status-related rewards were positively associated with depression, while we found no significant effects for decision latitude. The path models confirmed direct as well as mediation effects (through experienced excessive demands) between job characteristics and depression (39 % explained variance in depression). Our results could be useful to identify possible job-related risk factors for depression.
Roesler, U., Stephan, U., Hoffmann, K., Morling, K., Mueller, A. & Rau, R. (2008). Psychosoziale Merkmale der Arbeit, Überforderungserleben und Depressivität. [Psychosocial job characteristics, demands, and depressive mood]. Zeitschrift für Arbeits- & Organisationspsychologie, 52, 191-203
by Ute Stephan
This study examined the job characteristics in the Job-Demand-Control-Support Model and in the Effort-Reward Imbalance... more This study examined the job characteristics in the Job-Demand-Control-Support Model and in the Effort-Reward Imbalance Model with regard to depression in a sample of 265 employees. First, we tested by means of confirmatory factor analysis similarities and differences of the two models. Secondly, job characteristics were introduced as predictors in a path model to test their relation with depression. Furthermore, we examined whether the associations were mediated by the experience of excessive demands. Our analyses showed the demand/effort component to be one common factor, while decision latitude and reward (subdivided into the three facets of job security, social recognition, and status-related reward) remained distinctive components. Employees with high job demands/effort, low job security, low social recognition, but high status-related rewards reported higher depression scores. Unexpectedly, status-related rewards were positively associated with depression, while we found no significant effects for decision latitude. The path models confirmed direct as well as mediation effects (through experienced excessive demands) between job characteristics and depression (39 % explained variance in depression). Our results could be useful to identify possible job-related risk factors for depression.
Age, cumulative (dis)advantage, and subjective well-being in employed and unemployed Germans: A moderated mediation model
With Rainer K. Silbereisen.
Published in Journal of Occupational Health Psychology (2012), 17, 93-104.
Available on request.
The negative impact of unemployment on subjective well-being (SWB) is well known, but the role of age in this... more The negative impact of unemployment on subjective well-being (SWB) is well known, but the role of age in this relationship remains unclear. We suggest that cumulative advantage (or disadvantage) associated with the duration of current employment status may produce an age-related divergence in SWB between employed and unemployed individuals. We used cross-sectional data on employed (n = 1382) and unemployed (n = 254) Germans (age 18–42) surveyed in 2005. We found that, among currently employed individuals, relatively older age predicted longer employment duration (tenure), which was related to higher SWB via higher income and higher perceived occupational security. Among currently unemployed individuals, age predicted longer unemployment duration, which was associated with lower SWB via lower perceived social support. Thus, age was indirectly related to higher SWB in employed individuals and to lower SWB in unemployed individuals. In this way, cumulative advantage of long-term employment and cumulative disadvantage of long-term unemployment contributed to the age-related divergence in SWB between employed and unemployed Germans already in the first half of working life.
WORK STRESS SCALE FOR CORRECTIONAL OFFICERS
by Mithat Durak
Work Overload
2. Insufficient division of labor in the work place
3. Work overload
6. Having to control... more
Work Overload
2. Insufficient division of labor in the work place
3. Work overload
6. Having to control prisoners’ inappropriate behaviors
26. Being inspected by various committees in the work place
29. Night shifts leading to additional workload
35. Excessive responsibilities of my position
Role Conflict and Role Ambiguity
4. Intentions of the personnel’s, prisoners’, and visitors’ breaking down the rules of prison
9. The prison managers’ ignorance of the needs and ideas of the personnel
11. Being held responsible for someone else’s misconduct at work
14. Not being able to work in the area that I’m proficient in
15. Prisoners, visitors, and lawyers not agreeing with the correctional officers’ body search
19. Arbitrary decisions and frequent changes of decision
21. Ambiguity of instructions at
22. Not being able to declare my opinions anywhere work
27. Managers’ differences in their attitudes and behaviors towards prisoners
31. Obstruction of performing my routine work by the commands of the prison authorities
Inadequacies in Physical Conditions of Prison
7. Insufficiency of the working environment to meet such needs as drinking, eating, etc
24. Insufficiency of the physical conditions (e.g. ventilation, lightening, heating) in the work place
25. Feeling myself as a prisoner
34. Insufficient communication means (e.g. TV, radio) in the work place
Threat Perception
8. The risk of being threatened particularly due to my position
12. Being involved in arguments and fights with prisoners
16. Fearing crime report about myself
18. Being under suspicion on a misconduct
23. Having to be cautious all the time at work
30. In the community, my job is referred to as “key keeper” rather than “prison guard” (implying the applications of harsh discipline)
32. Encountering unusual events (e.g. run away, rebellion, fire) in the work place
General Problems
1. Economic problems
5. Not being able to participate in social activities (e.g. sports, reading, cinema) due to my work
10. Not having enough quality time with family due to my work
13. Having health problems due to my work
17. Ignoring the needs of my family due to my work
20. Reflecting my work problems on my family
28. Transportation problems when commuting to and from my work
33. Having insufficient time with my friends and relatives due to my work
Reference
Şenol-Durak, Emre, Durak, Mithat, & Gençöz, Tülin. (2006). Development of work stress scale for correctional officers. Journal of Occupational Rehabilitation, 16(1), 153-164. doi: 10.1007/s10926-005-9006-z
Development of work stress scale for correctional officers
by Mithat Durak
Key Words: Correctional officers, work-stress, psychometric properties
This study aimed at examining the psychometric properties of Work Stress Scale for Correctional Officers (WSSCO).... more This study aimed at examining the psychometric properties of Work Stress Scale for Correctional Officers (WSSCO). Methods: One hundred nineteen correctional officers (109 males and 10 females) employed in Turkey participated in this study. In addition to WSSCO, Beck Depression Inventory (BDI), Beck Anxiety Inventory (BAI), Beck Hopelessness Scale (BHS), and Multidimensional Scale of Perceived Social Support (MSPSS) were administered to the participants. Results: The internal consistencies and the item-total correlations were acceptable both for the whole scale and for its subscales; namely, “work overload,” “role conflict and role ambiguity,” “inadequacies in physical conditions of prison,” “threat perception,” and “general problems.” Test–retest reliability coefficient was 0.77 for total scale, and test-retest reliability coefficients ranged between 0.68 and 0.78 for the subscales. The total scale and most of the subscales were positively correlated with depression, anxiety, and hopelessness, and negatively correlated with perceived social support. Furthermore, all subscales significantly differentiated high depressive symptomatology group from the low depressive symptomatology group. Conclusions: The present results revealed that the psychometric properties of WSSCO were quite adequate. The scale can provide a potentially useful tool for research on job stress in correctional officers.
Predictors of self-reported burnout in nurses: work-related vs. individual factors in the European longitudinal Nurses' Early Exit-Study (NEXT). Comparing national differences and multivariate models.
Hardt J, Galatsch M, Schmidt SG, Müller BH. Predictors of self-reported burnout in nurses: work-related vs. individual factors in the European longitudinal Nurses' Early Exit-Study (NEXT). Comparing national differences and multivariate models. Mainz//2011. 56. Jahrestagung der Deutschen Gesellschaft für Medizinische Informatik, Biometrie und Epidemiologie (gmds), 6. Jahrestagung der Deutschen Gesellschaft für Epidemiologie (DGEpi). Mainz, 26.-29.09.2011. Düsseldorf: German Medical Science GMS Publishing House; 2011. Doc11gmds268 (11gmds268). DOI: 10.3205/11gmds268, URN: urn:nbn:de:0183-11gmds2681
Background: The demographic changes in Europe cause an increasing need of qualified nursing staff. Therefore, it is... more
Background: The demographic changes in Europe cause an increasing need of qualified nursing staff. Therefore, it is important to develop concepts for maintaining a high work ability and motivation of the nursing workforce based on risk factor models. Previous results from the NEXT study have indicated that the individual risk of burnout is an important prognostic factor of the intention to leave nursing [1], [2]. The aim of this analysis was to investigate the associations of sociodemographic, individual and work-related factors with burnout measures one year later among nurses in Europe using questionnaire data of a longitudinal study.
Method: Longitudinal data of 8877 qualified nurses and nursing aids in Germany (n=1639), Finland (n=2335), Italy (n=2314), the Netherlands (n=952), Poland (n=1223) and Slovakia (n=414) from the NEXT study were available for analyses [3]. The questionnaire comprised sociodemographic and institutional factors, nine work-related factors as well as individual factors (overcommitment [4], positive and negative affectivity [5]) that may be associated with burnout. The subjective extent of burnout symptoms was assessed with the scale "personal burnout" (Copenhagen Burnout Inventory [6], [7] at baseline and at one-year follow-up. Uni- and multivariate linear regression analyses were applied to analyze four models of factor groups with increasing model complexity in comparison of the 6 countries.
Results: Differences in the reported extent of individual and work-related indicators and differences between the prediction models of the six countries were remarkable. Mean levels of burnout measures were lowest in Dutch nurses who also reported better social support, and lower levels of work-family conflict, individual overcommitment and negative affectivity. A model optimizing strategy (stepwise method) with four consecutive linear regression models was applied. Sociodemographic and institutional factors had no effects (R²corr:.004-.051). Individual factors showed substantial effects for five of the six countries (∆R²corr:.115-.251;MD=.172); in contrast to work-related factors (∆R²corr:-.008-.029;MD=.034). When the models were adjusted for burnout level in the first year, model-fit indices again slightly increased (∆R²corr:.075-.202;MD=.180). Models were best predictive for the German and least predictive for the Polish sample.
Discussion: Our results show individual factors to be important predictors for burnout scores of nurses one year later. These findings were supported by the literature of burnout research [8], [9], [10], [11]. However, problems of type III error also need to be considered [cf. [12], [13], [14], [15]. Further analyses should be extended to model specific interaction effects of individual and work-related factors. Such models will provide further evidence for predictor models as well as preventional and interventional concepts.
References
1. Hasselhorn HM, Tackenberg P, Müller BH. Intent to leave nursing in the European nursing profession. In: Hasselhorn HM, Tackenberg P, Müller BH, eds. Working conditions and intent to leave the profession among nursing staff in Europe. Stockholm: National Institute for Working Life and authors; 2003. p. 115-24.
2. Estryn-Behar M, Van der Heijden BI, Oginska H, et al. The impact of social work environment, teamwork characteristics, burnout, and personal factors upon intent to leave among European nurses. Med Care. 2007;45(10):939-50.
3. Hasselhorn HM, Müller BH, Tackenberg P, Kümmerling A, NEXT-Study-Group. NEXT Scientific Report. Wuppertal, Germany: 2005.
4. Siegrist J, Starke D, Chandola T, Godin I, Marmot M, Niedhammer I, et al. The measurement of effort-reward imbalance at work: European comparisons. Soc Sci Med. 2004;58(8):1483-99.
5. Watson D, Clark LA, Tellegen A. Development and validation of brief measures of positive and negative affect: the PANAS scales. J Pers Soc Psychol. 1988;54(6):1063-70.
6. Kristensen TS, Borritz M, Villadsen E, Christensen KB. The Copenhagen Burnout Inventory: A new tool for the assessment of burnout. Work & Stress. 2005;19(3):192-207.
7. Borritz M, Kristensen T. Copenhagen Burnout Inventory: Normative data from a presentative Danish population on Personal Burnout and Results from the PUMA Study on Personal Burnout, Work Burnout, and Client Burnout. Copenhagen: National Institute of Occupational Health; 2001.
8. Halbesleben JRB, Buckley MR. Burnout in organizational life. Journal of Management. 2004;30(6):859-79.
9. Jansen PGM, Kerkstra A, bu-Saad HH, Van Der Zee J. The effects of job characteristics and individual characteristics on job satisfaction and burnout in community nursing. International Journal of Nursing Studies. 1996;33(4):407-21.
10. Burisch M. A longitudinal study of burnout: The relative importance of dispositions and experiences. Work & Stress. 2002;16(1):1-17.
11. Bakker AB, Schaufeli WB, Sixma HJ, Bosveld W, van Dierendonck D. Patient demands, lack of reciprocity, and burnout: A five-year longitudinal study among general practitioners. Journal of Organizational Behavior. 2000;21(4):425.
12. Kimball AW. Errors of the Third Kind in Statistical Consulting. Journal of the American Statistical Association. 1957;52(278):133-42.
13
Lu TH. International comparisons: they do help and are essential for avoiding type III error. Injury Prevention. 2001;7(4):270-1.
14.
Schwartz S, Carpenter KM. The right answer for the wrong question: consequences of type III error for public health research. Am J Public Health. 1999;89(8):1175-80.
15.
Rose G. Sick Individuals and Sick Populations. International Journal of Epidemiology. 1985;14(1):32-8.
Psychometrische Validierung von Fragebögen für epidemiologische Studien: Psychometrische Prüfung der COPSOQ-Skalen in der lidA-Kohortenstudie. Ergebnisse des Pretests zum Befragungsinstrument (CAPI). (Willner M, Iskenius M, Hardt J
Willner M, Iskenius M, Hardt J. Psychometrische Validierung von Fragebögen für epidemiologische Studien: Psychometrische Prüfung der COPSOQ-Skalen in der lidA-Kohortenstudie. Ergebnisse des Pretests zum Befragungsinstrument (CAPI). Mainz//2011. 56. Jahrestagung der Deutschen Gesellschaft für Medizinische Informatik, Biometrie und Epidemiologie (gmds), 6. Jahrestagung der Deutschen Gesellschaft für Epidemiologie (DGEpi). Mainz, 26.-29.09.2011. Düsseldorf: German Medical Science GMS Publishing House; 2011. Doc11gmds127 (11gmds127)
DOI: 10.3205/11gmds127, URN: urn:nbn:de:0183-11gmds1276.
Einleitung: Die lidA-Kohortenstudie untersucht die Einflüsse arbeitsbezogener (vor allem psychosozialer... more
Einleitung: Die lidA-Kohortenstudie untersucht die Einflüsse arbeitsbezogener (vor allem psychosozialer Arbeitsfaktoren), personenbezogener sowie sozialer Faktoren auf die Gesundheit älterer Erwerbstätiger sowie weitere Outcomes. In einem sequentiellen Kohortendesign werden 6.600 Erwerbstätige zweier Geburtsjahrgänge (1959, 1965) mit einem Computer-assisted Personal Interview (CAPI) befragt [1]. Das Befragungsinstrument umfasst vorwiegend Skalen und Items etablierter Instrumente, die jeweils originär als Fragebogen entwickelt wurden. In einer Feasibility-Studie wurde 2010 ein Pretest des CAPI-Instruments durchgeführt und mithilfe psychometrischer Analysen wurde geprüft, ob die testtheoretischen Gütekriterien [2], [3], [4] der Skalen bei Verwendung im CAPI mit den Werten der Fragebogenversionen vergleichbar sind und im Rahmen einer epidemiologischen Studie eingesetzt werden können. Die Ergebnisse der psychometrischen Analysen werden hier für 6 Skalen des COPSOQ-Fragebogens [5], [6] dargestellt.
Methoden: Der Pretest des CAPI-Instruments wurde an einer Stichprobe von 200 Personen durchgeführt. Das umfangreiche Befragungsinstrument umfasst u.a. 6 Skalen des COPSOQ, der die individuelle Bewertung von Arbeitsbedingungen (z.B. quantitative Arbeitsanforderungen, soziale Unterstützung, Führungsqualität) mit validierten Skalen basierend auf likertskalierten Items erfragt. Für die Items der COPSOQ-Skalen wurden deskriptive Statistiken, Schwierigkeitsindizes, Trennschärfekoeffizienten und interne Konsistenzen (Cronbach's alpha) berechnet sowie Verteilungsannahmen geprüft. Zur Analyse der Konstruktvalidität wurde die Dimensionalität der Skalen geprüft. Nach Interkorrelationsanalysen der Skalen wurden die Item-Werte z-transformiert und mit einer Hauptkomponentenanalyse (Varimax-Rotation) die Faktorenstruktur der verwendeten COPSOQ-Skalen geprüft.
Ergebnisse: Es zeigten sich Decken- und Bodeneffekte für Items in drei der sechs Skalen (soziale Unterstützung, Entwicklungsmöglichkeiten, Einfluss bei der Arbeit). Die Werte aller Items der 6 Skalen waren nicht normalverteilt, Schiefe (Median = -0.14; Range: -1.45 – 1.03) und Kurtosis (Median = -0.62; Range: -1.39 – 1.64) variierten stark. Die Schwierigkeitsindizes für die 6 Skalen variierten von 25-77, die Trennschärfekoeffizienten von 0.57-0.86 (alle signifikant) und Cronbach's alpha von 0.63-0.88. In der Hauptkomponentenanalyse bestätigte sich die angenommene 6-Faktoren-Lösung mit den höchsten Faktorladungen der Items auf dem jeweiligen Skalenfaktor (MW = .760, Range: .518-.864).
Diskussion: Die psychometrische Qualität der COPSOQ-Skalen im CAPI wurde insgesamt als gut bewertet. Die bekannten Decken- und Bodeneffekt bestätigten sich. Schwierigkeitsindizes und Trennschärfekoeffizienten zeigten akzeptable Werte und die faktorielle Struktur konnte bestätigt werden. Die COPSOQ-Skalen scheinen damit für die Verwendung im CAPI ausreichend validiert und werden in der deutschen Version [6] vergleichbar mit Referenzpopulationen eingesetzt.
Gliederung
Literatur
1. du Prel JB, Hardt J, Rauch A, Rose U, Schröder H, Steinwede J, Swart E, Trappmann M, Müller BH, Hasselhorn HM, Peter R, the lidA Study Group. A prospective longitudinal investigation of work-related health determinants of an aging workforce in Germany – the lidA Study. Longitudinal and Life Course Studies. 2010;1(3 Suppl):281.
2. Lienert G, Raatz U. Testaufbau und Testanalyse. Weinheim: Beltz Psychologie Verl.-Union; 1998.
3. Bühner M. Einführung in die Test- und Fragebogenkonstruktion. 3rd ed. München, Boston: Pearson Studium; 2010
4. Streiner D, Norman GR. Health measurement scales: a practical guide to their development and use. Oxford; New York: Oxford University Press; 2008.
5.
Pejtersen JH, Kristensen TS, Borg V, Björner JB. The second version of the Copenhagen Psychosocial Questionnaire. Scand J Public Health. 2010;38(3 Suppl):8-24.
6.
Methoden zur Erfassung psychischer Belastungen – Erprobung eines Messinstrumentes (COPSOQ). Schriftenreihe der Bundesanstalt für Arbeitsschutz und Arbeitsmedizin (BAuA), Fb 1058. Berlin: BAuA; 2005.
Whatever happened to Work: from the centrality of shoes, ships and sealing-wax to the problems posed by flying pigs
PETER SPINK
During their entire disciplinary lives, psychology and
social psychology have treated work as a naturalized
social psychology have treated work as a naturalized
fact and an inevitable part of human existence. Whilst
themes such as working conditions, decent work, work
and subjectivity, work and vocation, guidance and
careers may be discussed in a critical manner, the
overall centrality of the work discourse is left untouched.
In this essay it is argued that the multiple forms,
possibilities, contradictions and restrictions present in
contemporary economic relations are pointing to the
weakening, or even fragmentation, of the articulating
role of work and in third world countries like Brazil,
where the western model of salaried wage employment
was never extensive to more than a part of the
population, this process becomes doubly complicated.
In these circumstances it is important to seek a different
starting point for the social psychological discussion of
economic activity, which can give greater visibility to the
multiple ways in which people “get by” in order to keep
their homes together, sustain households and develop
family collectives.
28 views
Seen by:
