Factorial Validity of the Work Ability Index Among Employees in Germany

Freyer, Marion; Formazin, Maren; Rose, Uwe

doi:10.1007/s10926-018-9803-9

Cited by 32 publications

(32 citation statements)

References 23 publications

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“…Work ability was measured by the second dimension of the validated Work Ability Index [WAI (Hasselhorn and Freude 2007;Tuomi et al 1999)]. Previous validation studies have suggested a two-factorial structure of the WAI with a healthrelated and a subjective work ability factor (Freyer et al 2019;Martus et al 2010). Since using the health-related factor might have introduced a construct overlap to depressive symptoms, the second dimension was used to measure subjective work ability.…”

Section: Methodsmentioning

confidence: 99%

The moderating role of psychosocial working conditions on the long-term relationship between depressive symptoms and work ability among employees from the Baby Boom generation

Weber

Hasselhorn

Borchart

et al. 2020

Int Arch Occup Environ Health

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Objective Mental disorders have been identified as a leading cause for reduced work ability in industrialized countries. Identification of workplace factors that can increase the work ability of employees with depressive symptoms from the Baby Boom generation is, therefore, highly relevant. This study thus aims to investigate whether changes in psychosocial working conditions can moderate the negative association between depressive symptoms and work ability. Methods Two waves with a 3-year time lag of the German lidA cohort study with 3609 participants born in 1959 and 1965 (aged 46 and 52 years at first wave) were analyzed. Self-report data about depressive symptoms at baseline and changes of working conditions from baseline to follow-up were used to calculate main and interaction effects on perceived work ability at follow-up. These analyses were controlled for baseline work ability and working conditions. Results Depressive symptoms were predictive for an unfavorable course of work ability from baseline to follow-up (B = − 0.173, 95% CI = − 0.219 to − 0.128). However, no interaction effect between depressive symptoms and psychosocial working conditions was found. Instead, independent from the level of depressive symptoms, a decrease in quantitative demands (B = − 0.279, 95% CI = − 0.326 to − 0.232) and increases in leadership quality (B = 0.242, 95% CI = 0.192–0.292) and development opportunities (B = 0.177, 95% CI = 0.127–0.277) were related to a more favorable course of work ability. Only small effects were found for social support (B = 0.057, 95% CI = 0.008–0.106) and job control (B = 0.043, 95% CI = − 0.005–0.091). Conclusions The results indicate that the lagged and negative effect of depressive symptoms on work ability was not moderated by changes in psychosocial working conditions. However, the promotion of favorable working conditions may contribute to a positive development of work ability among employees from the Baby Boom generation independently from the level of depressive symptoms.

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Section: Methodsmentioning

confidence: 99%

The moderating role of psychosocial working conditions on the long-term relationship between depressive symptoms and work ability among employees from the Baby Boom generation

Weber

Hasselhorn

Borchart

et al. 2020

Int Arch Occup Environ Health

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“…Comparisons were also made using the results of studies that did not include nursing/healthcare personnel. The study among German workers confirmed a two-factor structure (Factor-1: subjective WA and resources, Factor-2: health related factor) ( 26 ), while the study among Brazilian electrical company workers confirmed a three-factor structure (Factor-1: mental resources, Factor-2: self-perceived WA, Factor-3: presence of diseases and health-related limitations) ( 18 ). Recently, a three-factor structure was also confirmed among Iranian workers in petrochemical and car manufacturing industries ( 25 ).…”

Section: Discussionmentioning

confidence: 92%

“…WAIQ is a widely used instrument all over the world ( 3 ). Its reliability and validity have been tested in various working populations so far ( 16 , 17 , 18 , 19 , 20 , 21 , 22 , 23 , 24 , 25 , 26 , 27 ), including among nurses, where it proved to be a very predictive instrument ( 17 ).…”

Section: Introductionmentioning

confidence: 99%

Validation of the Croatian Version of Work Ability Index (WAI) in Population of Nurses on Transformed Item-Specific Scores

Smrekar

Franko

Petrak

et al. 2020

Slovenian Journal of Public Health

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AimTo assess the psychometric properties of the Croatian version of a Work Ability Index Questionnaire (WAIQ-CRO) in the population of nurses by using a specific methodological approach.MethodsA cross-sectional survey was conducted in a sample of 711 Croatian nurses in 2018 in Zagreb, Croatia. The instrument’s internal consistency was assessed by using Cronbach’s alpha coefficient (α). The factor structure was verified by confirmatory (CFA) and exploratory factor analysis (EFA), with the assumption of a single-factor structure. To ensure the equality of importance of items in the assessment, the item-specific scores were transformed.ResultsThe internal consistency of the instrument was satisfactory (α=0.71). CFA showed poor first model (Model-1) compatibility data (p<0.001, CFI=0.85, GFI=0.93, RMSEA=0.13). The modificated indexes suggested the introduction of correlation parameters residual variances of results from WAIQ-CRO Item-1 and Item-2. After introducing these covariances, the index model assentation (Model-2) showed desirable assentation measures (p<0.001, CFI=0.95, GFI=0.97, RMSEA=0.08). Comparison showed better compatibility of Model-2 (p<0.001). The implementation of EFA has identified three factors. Replication of this model in CFA resulted in relatively good model assentation approaches with data (p<0.001, CFI=0.96, GFI=0.98, RMSEA=0.07). Comparison of this model (Model-3) with Model-2 showed a significantly better compatibility of Model-3 (p<0.001).ConclusionThe WAIQ-CRO proved to be a reliable and valid instrument which can be used in research among Croatian nurses. The results suggest that it would be better to consider a three-factor structure than a single-factor structure, as a three-factor structure can direct decision-makers to which segment to locate interventions.

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“…Martus et al [40] suggested two correlated factors “subjectively estimated work ability“ and “objective health status“ as an adequate WA model. A recent confirmatory factor analysis by Freyer et al [41], employing data from a large sample of German employees aged 31–60 years, supported these findings. The authors recommended not to use the one-dimensional WAI sum-score but to compute two sub-scores instead [42].…”

Section: Introductionmentioning

confidence: 81%

“…As usual, in investigations on construct validation, the relationships of the variables are tested by correlations. Since WAI, WAI 1 and WAI 2 do not to follow a normal distribution [55], [29] and we cannot assume all the indicators to be interval scaled [41], we use the Spearman´s rho (ρ) for ordinal correlation in all analyses. An aspect to be noted is the fact that correlation between WAI 1 and 2, each, with WAI are partial autocorrelations, thus leading to higher coefficients.…”

Section: Methodsmentioning

confidence: 99%

Validation of Short Measures of Work Ability for Research and Employee Surveys

Ebener

Hasselhorn

2019

IJERPH

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Work ability (WA) is an important concept in occupational health research and for over 30 years assessed worldwide with the Work Ability Index (WAI). In recent years, criticism of the WAI is increasing and alternative instruments are presented. The authors postulate that theoretical and methodological issues need to be considered when developing alternative measures for WA and conclude that a short uni-dimensional measure is needed that avoids conceptual blurring. The aim of this contribution is to validate the short and uni-dimensional WAI components WAI 1 (one item measuring “current WA compared with the lifetime best”) and WAI 2 (two items assessing “WA in relation to the [mental/physical] demands of the job”). Cross-sectional and 12-month follow-up data of two large samples was used to determine construct validity of WAI 1 and WAI 2 and to relate this to respective results with the WAI. Data sources comprise nurses in Europe investigated in the European NEXT-Study (Sample A; Ncross-sectional = 28,948 and NLongitudinal = 9462, respectively) and nursing home employees of the German 3Q-Study (Sample B) where nurses (N = 786; 339, respectively) and non-nursing workers (N = 443; 196, respectively) were included. Concurrent and predictive validity of WAI 1 and WAI 2 were assessed with self-rated general health, burnout and considerations leaving the profession. Spearman rank correlation (ρ) with bootstrapping was applied. In all instances, WAI 1 and WAI 2 correlated moderately, and to a similar degree, with the related constructs. Further, WAI 1 and 2 correlated with WAI moderately to strongly with ρ ranging from 0.72–0.76 (WAI 1) and 0.70–0.78 (WAI 2). Based on the findings and supported by theoretical and methodological considerations, the authors confirm the feasibility of the short measures WAI 1 and WAI 2 for replacing WAI at least in occupational health research and employee surveys.

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Factorial Validity of the Work Ability Index Among Employees in Germany

Cited by 32 publications

References 23 publications

The moderating role of psychosocial working conditions on the long-term relationship between depressive symptoms and work ability among employees from the Baby Boom generation

The moderating role of psychosocial working conditions on the long-term relationship between depressive symptoms and work ability among employees from the Baby Boom generation

Validation of the Croatian Version of Work Ability Index (WAI) in Population of Nurses on Transformed Item-Specific Scores

Validation of Short Measures of Work Ability for Research and Employee Surveys

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