Psychometric Properties of the Spanish Version of the Work Ability Index in Working Individuals

Bascour‐Sandoval, Claudio; Soto-Rodríguez, Francisco Javier; Muñoz-Poblete, Claudio; Marzuca‐Nassr, Gabriel Nasri

doi:10.1007/s10926-019-09871-0

Cited by 14 publications

(24 citation statements)

References 26 publications

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“…The correlation between the WAS and presenteeism score was comparable with the result of another study (r = 0.69) [40], supporting validity for the WAS. Construct validity of the WAI was better supported by physical functioning (r = 0.38-0.40) [14,16] compared with the result for the WAS in the present study (r = 0.22). This difference could be explained because the WAI is a more comprehensive measurement instrument, and previous studies included workers who primarily worked in physically demanding jobs influencing perceived WA and physical functioning [9,48].…”

Section: Discussionmentioning

confidence: 40%

“…This questionnaire correlates moderate to strong with self-rated general health questionnaires and is therefore considered as a valid instrument to estimate WA among healthy workers (r = 0.44-0.79) [10][11][12]. The WAI is a 10-item questionnaire that has been translated and validated into several languages, including Dutch [10,[13][14][15][16]. The first question of the WAI ("current WA compared with lifetime best WA"), is also known as the work ability score (WAS).…”

Section: Introductionmentioning

confidence: 99%

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Measurement Properties of the Work Ability Score in Sick-Listed Workers with Chronic Musculoskeletal Pain

et al. 2021

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Purpose Chronic musculoskeletal pain can have a major impact on ability to work. The work ability score is a commonly used single-item question to assess work ability but has not been fully validated yet. The aim of the present study was to evaluate test-retest reliability, agreement, construct validity, and responsiveness of the work ability score among sick-listed workers with chronic musculoskeletal pain. Methods Data of sick-listed workers with chronic musculoskeletal pain was routinely collected at seven rehabilitation centres in the Netherlands. Assessments included a set of questionnaires, administered at admission and discharge from a fifteen-week vocational rehabilitation program. Test-retest reliability was determined with the intraclass correlation coefficient. For agreement, the standard error of measurement and smallest detectable changes were calculated. Construct validity was assessed by testing hypotheses regarding Spearman rank correlation coefficient. Area under the curve obtained from the receiver operating characteristic curve and minimal clinically important change were determined for the total sample and work ability score baseline tertile groups to assess responsiveness. Results In total, 34 workers were analyzed for reliability and agreement, 1291 workers for construct validity, and 590 responded to the responsiveness questionnaire. Reliability reached an intraclass correlation coefficient of 0.89; 95% CI 0.77-0.94, a standard error of measurement of 0.69 points, and the smallest detectable change of 1.92 points. For construct validity, six of the seven predefined hypotheses were not refuted. The area under the curve was 0.76 (95% CI 0.71-0.81) allowing for discrimination between stable and improved workers, with a minimal clinically important change of 2.0 points for the total sample. Conclusion The work ability score showed good measurement properties among sick-listed workers with chronic musculoskeletal pain.

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Section: Discussionmentioning

confidence: 40%

Section: Introductionmentioning

confidence: 99%

Measurement Properties of the Work Ability Score in Sick-Listed Workers with Chronic Musculoskeletal Pain

et al. 2021

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“…The one factor model explained 50.5% of the overall variance, this being greater than that explained by the one factor model developed in a prior Spanish study (which explained 39.1% of variance) [ 25 ]. Other studies have previously reported greater explained variance for three-factor structures (53.9% [ 18 ], 56.6% [ 22 ], and 66% [ 23 ]). Indeed, all potential two-factor models were tested and whilst the majority also failed to demonstrate acceptable psychometric properties, one appears to show better fit to the empirical data than the one-factor structure.…”

Section: Discussionmentioning

confidence: 94%

“…The WAI has been shown to constitute an appropriate option for evaluating work ability in a general population sample ( n = 1786) in Sweden [ 13 ], 3049 heavy industry employees in Greece [ 17 ], 3084 health workers in Brazil [ 18 ], 3968 nationally representative employees in Germany [ 19 ], 750 Persian car manufacturing and petrochemical workers [ 20 ] and in manual and office workers in Holland [ 21 ], although in the latter, cut-points differed in the two types of examined workers. The instrument has also been validated in Spanish speaking countries, including in a sample of 360 hospital and university workers in Chile [ 22 ], 100 primary health care workers in Argentina [ 23 ], and 24 hospital workers in Cuba [ 24 ]. In Spain, it has been validated by the INNST in a sample of 302 workers from different professional groups [ 25 ].…”

Section: Introductionmentioning

confidence: 99%

Psychometric Properties of the Work Ability Index in Health Centre Workers in Spain

Rodríguez

Knox

Hernández

et al. 2021

IJERPH

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The aim of the present study is to analyse the psychometric properties of the work ability index (WAI) within a sample of Spanish health centre workers. The WAI was translated into Spanish using transcultural and forward–backward translation processes and administered to 1184 Spanish health centre workers. Internal consistency, predictive validity, and discriminative ability were examined. Exploratory factor analysis, via principal components analysis and confirmatory factor analysis, determined the most appropriate questionnaire structure. All indices in relation to predictive validity and reliability were acceptable. Exploratory factor analysis supported validity of the one-factor structure, however, confirmatory factor analysis suggested better properties in relation to a two-factor structure (χ2 = 59.52; CFI = 0.98; TLI = 0.96; RMSEA = 0.06). Items 3, 4, and 5 loaded onto factor one, and items 1, 2, 6, and 7 loaded onto factor two. The two factors could be broadly described as “subjectively estimated work ability” and “ill-health-related ability”. The WAI is valid and reliable when administered to health centre workers in Spain. In contrast to that suggested by studies conducted in other countries, future research and practical application with similar respondents and settings should proceed using the two-factor structure.

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“…Generally, it is believed that maintaining high ability of nurses to cope with physical and psychosocial demands at work was important in whole nursing life (Alavinia et al., 2009). In a nursing workplace, work ability is defined as a nurses' potential to manage their tasks, concerning work conditions, health and mental resources (Bascour‐Sandoval et al., 2020). Although supervisors play a critical role, they are not the only factor moderating the occupational well‐being and performance.…”

Section: Introductionmentioning

confidence: 99%

Does abusive supervision lead nurses to suffer from workplace violence? A cross‐sectional study

Zhang

Wang

Liu

et al. 2021

J Nursing Management

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Aim This study aimed to (1) assess the current status of Chinese nurses' exposure to workplace violence; (2) identify the cluster of interrelationships between abusive supervision, anxiety and depression symptoms, work ability, and workplace violence in nursing settings; and (3) clarify the functional mechanism among these variables. Methods A cross‐sectional survey was conducted online from September to October 2020 in China. A total of 1,221 valid questionnaires were collected across 100 cities in 31 provinces. Results Approximately 67.57% of participants experienced workplace violence in the past one year, in the types of verbal violence (59.71%), made difficulties (43.16%), mobbing behaviour (26.70%), smear reputation (22.52%), physical violence (11.30%), intimidating behaviour (10.16%) and sexual harassment (4.10%), respectively. Moreover, nurses' exposure to workplace violence was significantly and positively influenced by the perceptions of abusive supervision (β = 0.209, p < .01) and the symptoms of anxiety and depression (β = 0.328, p < .01). Anxious and depressive symptoms partly mediated the association between abusive supervision and workplace violence, which were significantly moderated by work ability (β = −0.021, p < .05). Conclusions Our study assesses the prevalence of the seven types of workplace violence against Chinese nurses. Majority of nurses have experienced different types of workplace violence. Nurses who are abused by their supervisor are more likely to develop poor psychological health than those who are not. Moreover, nurses' positive association of abusive supervision with workplace violence is more notable among nurses with lower work ability. Implications of Nursing Management ‘No abusive supervision, no workplace violence’. A harmonious nursing environment needs to be provided to minimize exposure to workplace violence and mental health threats towards nursing staff, which is a key point for hospital administrators and health policymakers. Essential work ability should be developed to reduce the damage of the abusive supervision and workplace violence against nurses.

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Psychometric Properties of the Spanish Version of the Work Ability Index in Working Individuals

Cited by 14 publications

References 26 publications

Measurement Properties of the Work Ability Score in Sick-Listed Workers with Chronic Musculoskeletal Pain

Measurement Properties of the Work Ability Score in Sick-Listed Workers with Chronic Musculoskeletal Pain

Psychometric Properties of the Work Ability Index in Health Centre Workers in Spain

Does abusive supervision lead nurses to suffer from workplace violence? A cross‐sectional study

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