Validation of the Japanese version of the Dutch Boredom Scale

Abstract

Objectives:The current study aimed to validate the Japanese version of the Dutch Boredom Scale (DUBS-J), a new boredom scale that comprehensively assesses employees' emotional, cognitive, and behavioral responses to low-stimulus work situations. Methods:The translated and back-translated DUBS was administered via an internet survey to 1358 Japanese employees from various occupations. Confirmatory factor analysis (CFA) was conducted to evaluate factorial validity. In order to evaluate discriminant validity with other work-related, well-being constructs, CFA was conducted, and the square root of average variance extracted (AVE) for the DUBS-J and the square of the inter-construct correlations were compared. Construct validity was evaluated based on the correlation coefficients between boredom at work on the one hand and potential antecedents and consequences on the other hand.Results: Confirmatory factor analysis supported the expected one-factor model.CFA and AVE supported the discriminant validity of DUBS-J with work engagement, workaholism, and job satisfaction. Construct validity was generally supported by expected correlations of boredom at work with possible antecedents and consequences. Internal consistency was confirmed with Cronbach's alpha coefficient = .88, and the results of principal component analysis (PCA). Testretest reliability was confirmed with intraclass correlation coefficients = .62. Conclusion:The current study confirmed that DUBS-J is an adequate measure of boredom at work that can be used in the Japanese context.

Measuring job stress of dental workers in China during the COVID-19 pandemic: reliability and validity of the hospital consultants’ job stress questionnaire

“…It is worth noting that we also tested the four-factor model of the original scale in our dataset, and the results favored the three-factor model as a better fit for Chinese dental workers. This research strategy is similar to the previous reliability and validity analysis of other psychological scales, which used single-factor model, two-factor model, and even multi-factor model to fit the data with to make indicators meet its criterion [ 51 , 52 ]. By considering these factors, we can conclude that our study provides robust evidence to support the advantages of using a three-factor model in assessing the level and sources of job stress among Chinese dental workers.…”

Traces of Technological Well-being: Digi-uplifters and Digi-downshifters

“…Furthermore, negative stress is not always a result of excessive workload, but sometimes the opposite. Work perceived as under-stimulating associates with lower job satisfaction (Harju et al 2014;Kawada et al 2022). While digitizing white-collar work has always had the implication of multifaceted motivations to both increase the efficiency and improve employees' well-being, industrial manufacturing has been more straightforward in its cost-efficient logic of rationalizing and fragmenting tasks and processes (Appelbaum 1990).…”