Job Stress Tool
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Transcript of Job Stress Tool
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JOB STRESS What is the tool
to measure jobstress?
Why?How to interpretethe result?
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F
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F
F F F F
? !!!!!
F??????
F F F
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Stress - definition
Stress : A ( perceived ) substantialimbalance between demand and response
capability under conditions , wherefailure to meet demand has important( perceived ) consequences
A persons level of stress depends ontheir self-perceived abilities andself-confidence.
A persons fear of failure
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Stressor : Environment event or
condition that results in stress orjob demand
Strain : stress reaction or response
Stress - definition
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Common workplace stressors
Organizational
changeinadequatecommunication
interpersonalconflict
conflict with
organization goals
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Workplace organization
(company-level factors)Structure, climate
Culture/ practices of the organizationPhilosophy and state of labor
management relations
State of labor management well as Workplace health promotion (WHP)activities and management of OHS
committees, and how they function.
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Career developmentlack of promotion
opportunitynew responsibilities
beyond level
unemployment
Role
role conflict
role ambiguity
inadequate resourcesto accomplish job
inadequate authorityto accomplish job
Common workplace stressors (cont .)
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Common workplace stressors (cont .)
Task
quantitative and qualitativeoverload
quantitative and qualitativeunderload
responsibility for lives andwell being of others
low decision making
attitudes
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Common workplace stressors (cont .)
Work environment poor working
atmosphere physical exposures
ergonomic problem
noiseodorssafety hazards
shiftwork
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Individual difference
Age , social class , etc . personality
4aspects to
concern-Type A or B
-Internals or externals-Negative or positiveaffectivity-Coping style
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Type A striving to achievewalking and talkingquicklyhostile to peopleinterfering with their
needs and getting thingsdoneexplosive speech
Type Bnot show those behaviors
Individual difference (cont .)
Type A personality is
4.3 times morelikely to have
coronary heartdisease
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Individual difference (cont .)
Those who behave
Internals : theyhave large controlof what happens tothem
Externals : theyhave littlecontrol of whathappens
Externals are muchsusceptible to
becoming depressed
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Individual difference (cont .)
Negative affectivity
world asthreatening place ,even when it is notso .
Negative people seeworking environ asfull of stressors
Coping style
problem -focusedemotional -focused(denial ,rationalization
)
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The community
Work
The socialenvironment
ThefamilyTheperson
Factors Influencing Psychosocial Issues
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Objectiveenvironment
Subjectiveenvironment
SubjectiveP-E fit
Subjective person
Objective person
ObjectiveP-E fit Coping Defense No stress
Occupational health-recognition and preventing work-related
disease, Toronto:Little Brown company, 1988
Personal-Environmental Fit model, 1970s
(40)
(40)
(45)
(35)
stress
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Subjective environment
Perceived supplies for motives
Perceived job demands
Subjective personal-environmental fit
Motives for working VS Supplies for motives
Job demands VS abilities to meet demands
Subjective person
Perceived motivesPerceived abilities
Strains
PsychologicalPhysical
Behavioral
Occupational health-recognition and preventingwork-realted disease, Toronto: Little BrownPE-Fit model
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Other model: Mental load
Too little Too much
Too difficult
Too easy
Highstrain
Lowstrain
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1924-33
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job satifaction questionnaireFocused on workersperception on social
aspect of job
the management style and culture F F
employee involvement, empowerment
autonomous work groups influences
Weakness?
This model focused on socialfactor in stressors management;
not considered on job demand
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Job demand & Job control model
Decisioncontrol
Job demand
Passive Highstrain
Active
Low high
high
low
Strain level
Activity level
Low strain
Admin Sci Quart 1979:24:285-307.
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Admin Sci Quart 1979:24:285-307.
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Demand -control-supports modelJob demand
Job controlSocial support( manager ,
supervisor , co -worker , family andfriends )
Stress is best
predicted by thecombination of
high demands , low control and poor
supportor ISOSTRAIN
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Admin Sci Quart 1979:24:285-307.
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Job content questionnaire (JCQ)
49 items 7 scales
1. Psychological demand 9 items
2. Decision latitude/ job control 9 items3. Supervisor support 4
4. Coworker support 4
5. Physical exertion 56. Job security 6
7. Hazard at work 8
http://medinfo2.psu.ac.th/commed/occmed/ohpsu.html
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Test reliability and validity
ValidityFace validityContent validityConstruct validity
Concurrent validityPredictive validity
Reliability
Test-retest
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Test reliability and validity
ValidityFace validity
Content validityConstruct validityConcurrent validityPredictive validity
ReliabilityTest-retestInternal consistency
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J Occup Health Psychol 1998;3:322-55
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K-JCQ Int Arch Occup Environ Health 2007;80497504
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JCQ populalityTranslated into many languages of
>40+ and nationally standardized in
several country
Last two decades -EU, USA, Japan
Last decadesEastern Asia (China, Taiwan, Korea)
North Asia, SEA (Malaysia, Thai) Northern Asia and South America
J Occup Health Psychol 1998;3:322-55
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Test reliability and validity
ValidityFace validity
Content validityConstruct validityConcurrent validityPredictive validity
ReliabilityTest-retestInternal consistency
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Predictive validity of JCQ
Cardiovascular disease
Musculoskeletal diseasePsychiatric disorderReproductiveImmune system
etc
1.4Low intellectual discretionCoronary9 yrKarasek
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1.922.58
Isostrain-Total groupOnly blue collar
CVD mortality
(n = 193)
9 yearcohort,Sweden, 25-65 yrs,
population based; N=
Johnson1989
No associationCoronaryheartdisease
18-yearscohort, Menof Japaneseancestry inHawaii,
USA; N=8006
Reed1989
121113118125(SMR)
PunctualityFew chances to learn new thingsHectic and monotonousHectic+not learn new things
Hospitalized MI
1 yearcohortSwedish,20-64 yrs;
population based N=
958096
Alfredsson1985
6.6
1.83
2.62
low intellectual discretion andlow personal schedule freedom
low control
low control / low support
heartdiseasecardiovasc
ular death
matchednested casecontrol
Swedish males, 15-
75 yrs; N=1461
1981
JCQ vs CVD
JCQ vs CVD
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1.832.62
Low controlLow control /lowsupport
CVD mortality(N = 521)
Nested casecontrol in 14year cohort of12517 Swedish,
25-74 yrs; N=2422 control
Johnson1996
- NA -3 groups = Normal/ >0 but
75%stenosis-MI (fatal,non-fatal in 5yr follow-up)
4 year Cohort,USA; 1489 (1132
men, 357 womenundergoingcoronaryangiography) ofage
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1.38-1.571.43
High demand+low controlLow control
IncidentvalidatedCHD
Eleven year prospective
cohort, UK,
Whitehall IIstudy ofcivilservants,aged 35-55;6895 males3413 females
Kuper2003
0.71Job controlIncidentheartdisease(n = 519)
12-16 yearcohort ,USA,
population based; N=
3575
Steenland1997
1.541.61.551.45
Low control vs. anginaLow control vs. IHDLow control vs. CHD eventJob strain vs. CHD event
Self-reportangina, CHDevent, IHD
5 yearcohort, UK,35-55 yrs,civilservants;
N= 6896
Bosma1997
JCQ vs CVD
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Validity, Reliability
Modification forcross-cultured
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PSYCHOMETRIC PROPERTIES OFTHE THAI VERSION OF THE
22-ITEM AND
45-ITEM KARASEKJOB CONTENT QUESTIONNAIRE
PITCHAYA PHAKTHONGSUK, NUALTA APAKUPAKULinter j occup med environ health 2008;21:331-44 .
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Objective
To measure
the internalconsistency andconstruct validity of
the Thai version of both 22-tem and 45-item
JCQ
Methodology
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MethodologyDesign
Cross-sectional design in Songkhlawith approx. 1 million pop.
Study population:Sampling calculation product moment
correlation with correlation 0.3, error5%, power 90% = 10200 (cohen, 1977)
Sampling selection:100 subjects from each 102 three-
digit occupational code according tointernational standard classification ofoccupational (ISCO-88)
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ISCO-88001 -Legistrators, senior officials and managers002 -Professionals003 -Technicians and associated professionals004 -Clerks005 -Service workers, shop, market sales worker006 -Skilled agricultural and fishery
007 -Craft and related trade workers008 -Plant and machine operators and assemblers009 -Elementary occupations010 -Armed force
Methodology
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Sampling frame F . 001legislators, senior officials managers,002Professionals,003 technical professional,004
clerk, 010 -Armed force
Stratified random sampling from subdistrictfor informal labor, e.g., 005 service
workers; 006 skilled agriculturers andfisherman, 007 craft and trades, 009elementary
008 -Plant and machineoperators and assemblers
Methodology
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JCQ 22 F 4
( decision lattitude)( psychological demand)
F ( Coworker support)( Supervisor support)
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Step for developing TJCQ for validity
1 st Translation and back-translation by 2 bilingual speakers
Content validity using open-endedquestion with 1 person according to 2-digit code of ISCO-88
Develop 12 new items
1 st pilot for time, comprehension andface validity .
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Step for developing TJCQ for validity
1 st pilot for time, comprehension andface validity .
2 nd Translation and back-translation by2 bilingual speakers
2 nd pilot study
Submitted to JCQ center, U of Massachusetts, Lowell, USA
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St ti ti l i
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Statistic analysisCronbachs alpha coefficients andexploratory factor analysis with
Varimax rotation by SPSS ver. 10Confirmatory factor analysisusing Structural Equation
Modeling using LISREL ver. 8Ethical considerations -> PSU Medfaculty committee
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PSYCHOMETRIC PROPERTIES OFTHE THAI VERSION OF THE
22-ITEM AND45-ITEM KARASEKJOB CONTENTQUESTIONNAIRE
PITCHAYA PHAKTHONGSUK, NUALTA APAKUPAKULTJCQ
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How to interpret and used it?
Whats the cutpoint?
How to cut each scale into low, moderate, high?
Brazil -> median (Epub ahead of print 2009)
Findland -> median (Occup Environ Med 2009;66;32-37)
Belgium -> median (Am J Epidemiol 2005;161:434)Japan -> quantile (Occup Environ Med 2000;57:805-9)
W k bilit (WAI)
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Work ability(WAI)The multidisciplinary study group(occupational physiology,
psychology, medicine, epidemiologyand biostatistics)cross-sectional studies among
municipal employees in 1981 and 16yrs follow-up
Ability Index (WAI) has beentranslated into 24 languages.
(Occup Med 2007;57:160)
(work ability)
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(work ability)
VS
F
(international congress series 1280, 2005)
( )
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( 2551 . )
3 F
( work demand) ( health)( mental resource)
http://www.workability2009.com/th/registration.php
Work Ability Index 7 Items
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Work Ability Index 7 ItemsCurrent work ability compared with thelifetime best
Work ability in relation to the demands of
the job Number of current diseases diagnosed by physician
Estimated work impairment due to diseases
Sick leave during the past year (12 months)
Own prognosis of work ability two years from now
Mental resourses
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The 1st
ground floorcan bear workdemands only whenenough professionalcompetence
2nd
floor isincreasing whencont. change is amain characteristicsof working life
3 rd floor: social and
moral values, respect,esteem, justice =>commitment,
motivation,engagement
4 th floor: aspectsof work content asphysical, psycho,
emotional, social
Finnish Institute of Occupational Health, 2004; ISBN 951-802-581-9
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How to interprete?
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How to interprete?Scoring of the Questionnaire (range 7- 49
points)
Points Work ability Objective of measures
7 - 27 POOR RESTORE WORK ABILITY
28 - 36 MODERATE IMPROVE WORK ABILITY
37 - 43 GOOD SUPPORT WORK ABILITY
44 - 49 EXCELLENT MAINTAIN WORK ABILITY
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How valid WAI is?Why popular?
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FF
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F