The psychometric properties of Karasek's demand and control scales within a single sector: data from a large teaching hospital

Sale, Joanna; Kerr, Mickey

doi:10.1007/s004200100289

Cited by 43 publications

(54 citation statements)

References 14 publications

(25 reference statements)

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“…However, the mean scores of decision latitude were much lower, especially the decision authority subscale; whereas the mean scores of psychological job demands scale were slightly higher compared to western countries. As regards standard deviations, they were consistent with other studies 8,31,32) . Due to the restricted occupational category (health care workers), the differences were likely to be of consideration.…”

Section: Discussionsupporting

confidence: 92%

“…Moreover, the gender differences could be observed in our study. The skill discretion and decision authority in women were systematically lower across not only this study, also all other countries' studies 8, 27,[31][32][33][34][35]37) . This finding indicated that women had less freedom for their own job in the psychosocial work environment, they would be more susceptible to the poor condition therefore.…”

Section: Discussionmentioning

confidence: 47%

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Psychometric Evaluation of the Chinese (Mainland) Version of Job Content Questionnaire: A Study in University Hospitals.

et al. 2004

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To evaluate the psychometric properties of the Chinese (mainland) version of Job Content Questionnaire (JCQ), this validation study was conducted in university hospitals among 193 men and 581 women health care workers. The Cronbach's alpha coefficients for decision latitude, psychological job demands and social support ranged from 0.56 to 0.82, which indicated that psychological job demands had lower internal consistency. The decision latitude displayed a negative correlation with psychological job demands and a positive correlation with social support. Exploratory factor analysis showed 3 meaningful factors that could explain the 3 theoretical dimensions of job strain model. Apart from some uncertainty over psychological job demands particularly, it is concluded that the Chinese (mainland) version of JCQ is a reliable and valid instrument for measuring job stressors, and is applicable to Chinese working population.

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Section: Discussionsupporting

confidence: 92%

Section: Discussionmentioning

confidence: 47%

Psychometric Evaluation of the Chinese (Mainland) Version of Job Content Questionnaire: A Study in University Hospitals.

et al. 2004

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“…In another study which included five questions of the psychological demand scale [32], the EFA also extracted these three items uniformly on the psychological demand factor while the other two items of 'work fast' and 'work hard' loaded on physical demand. Our CFA finding that psychological demand was appropriately separated into two distinct subscales was in agreement with Sale's study among health care workers [23] which provided a better goodness of fit for the two-factor model when compared against the original one-factor psychological demand model. The two factors connected with the psychological demand scale in our study were associated with time constraints and conflicting demand at work and may be redundant with each other.…”

Section: Confirmatory Factor Analysissupporting

confidence: 89%

“…The internal consistency of psychological demand in our study was the lowest compared to other studies with Cronbach's alpha of 0.23 for five questions of 22-item TJCQ and 0.54 for nine questions of 45-item TJCQ. Some western studies have reported acceptable Cronbach's alpha values of more than 0.7 for the psychological demand scale [20][21][22][23][24] while some have reported borderline alpha values around 0.6 [17,25]. The psychological demand scale, with five questions, was borderline in all Asian studies with alpha values ranging from 0.50-0.65 [26][27][28][29].…”

Section: Discussionmentioning

confidence: 99%

Psychometric Properties of the Thai Version of the 22-Item and 45-Item Karasek Job Content Questionnaire

Phakthongsuk

Apakupakul²

2008

International Journal of Occupational Medicine and Environmental Health

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Objectives: To evaluate the validity and reliability of the Thai version of the job content questionnaire (TJCQ) both 22-item and 45-item versions. Materials and Methods: The study encompassed 10,450 employees in Songkhla province, Thailand. A 45-item job content questionnaire (JCQ) was translated and back translated complying with the JCQ usage policy. TJCQ covers seven scales as follows: psychological demand, decision latitude, supervisor support, coworker support, physical demand, job security and hazard at work. Internal consistency was examined using Cronbach's alpha coefficient. Factor validation was tested using both exploratory and confirmatory factor analysis. Results: Both 22-item and 45-item versions of TJCQ demonstrated acceptable internal consistency in nearly all scales except for psychological demand. The exploratory and confirmatory factor analysis result gave support to 5-factor model in 22-item version and 8-factor model in 45-item version of TJCQ. The psychological demand scale tended to split into two subscales. Other scales were consistent with the expected dimensions though some items extracted differently along the theoretical dimensions. Conclusions: Our study provided evidence for the reliability and validity of the TJCQ among Thai employees and supported the ongoing debate on multifaceted psychological demand and its complexity, making it feasible to extend the TJCQ beyond its original structure.

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“…Controversy over these two ways of measuring psychosocial risk factors is mainly directed at the validity of the worker's perception as a measure of psychosocial factors at work [3][4][5] . A number of studies have assessed psychosocial risk factor instruments by using three different approaches: (a) comparing the scores given by the instrument according to some selected key variables, such as sex, age or occupation 6) ; (b) evaluating the associations of psychosocial factors with health outcomes 7) ; and (c) examining correlations among psychosocial factors themselves 8) . Nevertheless, none of these approaches has assessed the validity of measurement, understanding validity as an expression of the degree to which a measurement measures what it purports to measure 9) .…”

mentioning

confidence: 99%

External Validation of Psychological Job Demands in a Bus Driver Sample

Gimeno

Benavides

Mira

et al. 2004

Journal of Occupational Health

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External Validation of Psychological Job Demands in a Bus Driver Sample: David Gimeno, et al. Occupational Health Research Unit. Department of Health and Experimental Sciences, Universitat Pompeu Fabra, Spain—Psychosocial risk factors have been considered as characteristics of the work environment rather than an individual issue, but their presence in the workplace is usually measured by self‐reported questionnaires, based on worker attitudes. The objective of the study was to compare a self‐reported measure of psychological job demands in a bus driver sample with selected indicators of bus company activity, as external ‘objective’ indicators, in order to assess its external validity. The final sample included 713 drivers in 41 routes. Self‐reported measures of psychosocial work risk factors were obtained by the Job Content Questionnaire (JCQ). Four external indicators were available for each route: passengers, break times, bus incidents, and regulating actions. Spearman's correlation coefficient was estimated to assess the validity. Correlation coefficients showed that self‐reported psychological demands were statistically significant correlated (p<0.05) with two external indicators: bus incidents (rho=0.397), and regulating actions (rho=0.475). Self‐reported psychosocial risk factors have been compared with independent external indicators of the psychosocial work environment, trying to avoid any subject's perception. According to our results, psychological demands measured by the JCQ seem to reflect the actual psychosocial work environment. Other studies are necessary to confirm these results and to assess job control and job social support. This would be another step in improving our knowledge of the quality of measurement of psychosocial risk factors.

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The psychometric properties of Karasek's demand and control scales within a single sector: data from a large teaching hospital

Abstract: Apart from some guarded uncertainty over what the demands scale may be measuring, overall, the two scales appeared to perform reasonably well in this sample of health care workers.

Cited by 43 publications

References 14 publications

Psychometric Evaluation of the Chinese (Mainland) Version of Job Content Questionnaire: A Study in University Hospitals.

Psychometric Evaluation of the Chinese (Mainland) Version of Job Content Questionnaire: A Study in University Hospitals.

Psychometric Properties of the Thai Version of the 22-Item and 45-Item Karasek Job Content Questionnaire

External Validation of Psychological Job Demands in a Bus Driver Sample

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