Translation and psychometric validation of the Spanish version of the Demand–Control–Support Questionnaire (DCSQ) for nursing professionals

Abstract

Aim To translate and psychometrically validate the Demand–Control–Support Questionnaire for nurses in Spain. Background Nurses are one of the groups most affected by work‐related stress. The combination of high job demands and low control is identified as the main source of stress among nurses. The Demand–Control–Support Questionnaire is a valid and reliable tool for assessing psychosocial stress in the workplace. Methods A two‐phase cross‐sectional descriptive study. The instrument was translated according to Sousa and Rojjanasrirat guidelines, including forward and backward translations, consensus meetings, pilot testing and expert committee. Structural validity, convergent and discriminative validity, internal consistency and test–retest reliability were assessed in a sample of 247 nurses. Results Exploratory factor analysis verified a three‐factor solution with good internal consistency (Cronbach's α values ranged from 0.62 to 0.87) and test–retest reliability (intraclass correlation coefficients ranged from 0.65 to 0.85). Conclusions The Spanish version of the Demand–Control–Support Questionnaire seems to be a brief, valid and reliable instrument to measure psychosocial stress in the workplace in nurses. Implications for nursing management The use of the Demand–Control–Support Questionnaire can be of value to inform the design and implementation of appropriate management strategies to foster a more favourable work environment that promotes the well‐being of professionals.

Personal and Contextual Factors to the Successful Implementation of a Family Nursing Approach in Oncology Care

“…The Spanish version of the DCSQ used in this study showed adequate internal consistency for the following subscales: Psychological Demands (Cronbach’s α = .76), Control (Cronbach’s α = .62), Social Support (Cronbach’s α = .87), and Satisfaction at Work (Cronbach’s α = .76) (Alfaro-Díaz et al, 2021).…”

“…The Demand-Control-Support Questionnaire (DCSQ). The DCSQ consists of 17 items, grouped into four subscales: "Psychological Demands" (five items), "Control" (six items), "Social Support" (six items), and "Satisfaction at Work" (five items) (Alfaro-Díaz et al, 2021). The items are assessed using a Likert-type scale, with 4 response options, ranging from 1 = strongly disagree to 4 = strongly agree.…”

Association between Migraine and Workplace Social Support in the Social Context of China: Using a Validated Chinese Version of the DCSQ

“…We identified a clear one-dimensional factorial pattern of the Support scale that perfectly corroborated the original theoretical conceptual framework for evaluating social support in the workplace. The Cronbach's α and item-total correlations are sufficient; hence, there is no reduction in the internal consistency of the scale when it is translated into Chinese, just as it was translated into Spanish [24], Japanese [25], German [23], English [23], and Norwegian [63]. Furthermore, the detailed examination of the weighted Kappa and percentage agreement for each item reveals excellent temporal stability, implying that this scale has the ability to remain consistent across time.…”

“…Furthermore, the Support subscale of the DCSQ is recommended for separate analysis from the Demand and Control subscales because previous research has demonstrated its distinct role compared to the other two subscales [21,22]. The DCSQ was originally developed in Swedish [20] and has since been validated in English [23], German [23], Spanish [24], Brazilian [22], Japanese [25] and other languages, with satisfactory validity and reliability. However, it has not yet been translated into Chinese.…”

Management and leadership of intensive care units for the future

“…Understanding the influences on nurses' wellbeing needs to encompass organizational and management features. The utilization of a demand/control/support model 28,29 provides for an understanding that the clinical environment is naturally challenging and demanding, and that offsetting this, and improving the wellbeing of nurses, requires more than just supporting wellbeing, but rather extends to role autonomy and managerial and collegial support. Having control over one's job is key, as is the social aspect of the workplace and effective leadership, all of which are highlighted in this issue.…”