Work-related Sense of Coherence Scale: Reliability and validity of scores in a South African sample

Westhuizen, Sanet van der; Ramasodi, Elsie

doi:10.1080/14330237.2016.1185897

Cited by 4 publications

(11 citation statements)

References 7 publications

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“…M3 was shown to be valid in Swiss and South African studies [9,10], while M4 represents the structure of the initially developed measure (see note in Table I) [9]. Model 4a (M4a) was modified based on M4 as described in the results.…”

Section: Discussionmentioning

confidence: 99%

“…The same model was found valid among South African motor retail workers [10]. The model includes only two items for the manageability factor, and this can be problematic if using the measure in e.g., structural equation modeling [11].…”

Section: Introductionmentioning

confidence: 95%

“…The model includes only two items for the manageability factor, and this can be problematic if using the measure in e.g., structural equation modeling [11]. However, Bauer and colleagues [9] recommended applying a composite work-SOC scale in statistical analysis because the subscales did not differ in their relationships with different health outcomes.The convergent validity of the work-SOC scale has been supported by positive correlations with job resources [7,9], affective organizational commitment [9], work enthusiasm [9], work engagement [9,10], and mental health [12]. Negative correlations have been found with job demands [7,9] and variables such as sleep problems, psychosomatic complaints and exhaustion [9].…”

mentioning

confidence: 93%

“…The wording of the items can be seen in Table I along with Validation Norwegian work-SOC scale 6 means and standard deviations for both samples. Cronbach´s alpha values ranging from .72 to .89 for the dimension scales and .83 to .93 for total work-SOC have been reported in earlier studies [7,9,10].…”

Section: Measurementioning

confidence: 99%

“…However, the final model had an uneven distribution of items, in which one item (manageable -unmanageable) loaded on comprehensibility rather than manageability. This factor structure was concluded to be invariant across time, gender, age groups, education levels, and whether or not the employees had leadership positions [7].The same model was found valid among South African motor retail workers [10]. The model includes only two items for the manageability factor, and this can be problematic if using the measure in e.g., structural equation modeling [11].…”

mentioning

confidence: 99%

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Validation of the Norwegian version of the work-related sense of coherence scale

Grødal

Innstrand

Bauer

et al. 2017

Scand J Public Health

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Aim: The aim of this study was to investigate the psychometric properties of the Norwegian version of the work-related sense of coherence (work-SOC) scale, which measures the perceived comprehensibility, manageability, and meaningfulness of an individual´s current work situation. Methods: Factorial validity, convergent and discriminant validity of the factors, as well as scale reliability were tested with confirmatory factor analyses among two samples of employees in higher education institutions (N = 6951) and nursing homes (N = 558). Factorial invariance across occupational groups was also investigated. Results: A modified three-factor structure was shown to be valid and reliable in both samples and invariant across occupational groups. However, problems were detected regarding the discriminant validity between the factors comprehensibility and manageability. Conclusion:The Norwegian version of the work-SOC scale seems to have good properties. Further development is needed to better distinguish between the comprehensibility and manageability dimensions.Keywords: Work-related sense of coherence, sense of coherence, psychometrics, factorial validity, scale reliability, measurement invariance, nursing homes, higher education Validation Norwegian work-SOC scale 2 Validation of the Norwegian version of the work-related sense of coherence scale Sense of coherence (SOC) refers to a global orientation to view one´s internal and external environments as comprehensible, manageable, and meaningful. It was coined by Antonovsky [1,2] as the core concept of a salutogenic model to explain the origins of health.A positive relation between SOC and perceived health has been confirmed by a number of studies [3], and the concept has been applied in several settings. Context-specific conceptualizations of SOC have been proposed for universities [4], families [5], and more recently for work [6]. The assumption is that a work environment perceived as comprehensible, manageable, and meaningful is health promoting [6] and that measuring work-related SOC (work-SOC) will thereby be relevant for planning and evaluating healthrelated interventions at work [7]. The workplace is acknowledged by the World Health Organization [8] as a priority setting for health promotion in the current century and many organizations are becoming increasingly aware of the advantages of having a healthy and motivated workforce.Similar to the global SOC, work-SOC is defined as "the perceived comprehensibility, manageability and meaningfulness of an individual´s current work situation" [7]. The three dimensions are cognitive, instrumental and motivational components of the concept, respectively. Comprehensibility is "the extent to which a work situation is perceived as structured, consistent, and clear", manageability is "the extent to which an employee perceives that adequate resources are available to cope with demands in the workplace", and meaningfulness is "the extent to which a situation at work is seen as worthy of commitment and involvement" [7]....

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 95%

mentioning

confidence: 93%

Section: Measurementioning

confidence: 99%

mentioning

confidence: 99%

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Validation of the Norwegian version of the work-related sense of coherence scale

Grødal

Innstrand

Bauer

et al. 2017

Scand J Public Health

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Applying Salutogenesis in the Workplace

Jenny

Bauer

Vinje³

et al. 2022

The Handbook of Salutogenesis

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This chapter presents models, measures, and intervention approaches that relate to the double nature of work and its salutogenic quality. Hereby, the view of Aaron Antonovsky is enhanced insofar that health-promoting, salutogenic job characteristics are not solely understood as mitigating the pathogenic effects of stressors at work but have a distinct effect on positive health outcomes. In the chapter, Antonovsky’s original model is first specified and simplified for the context of work. Next, Antonovsky’s line of thinking is related to frameworks researching job resources and demands. After a review of the prevalence of salutogenic measures in worksite health promotion, the point of making salutogenesis more visible in work-related research and practice is elaborated. This is illustrated with a practical example of a survey-feedback process promoting salutogenic work.

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Sustainable Employability of People with Limited Capability for Work: The Participatory Development and Validation of a Questionnaire

Hiemstra,

Fleuren,

de Jonge

et al. 2024

J Occup Rehabil

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Purpose Understanding sustainable employability (SE) of people with limited capability for work (LCW) due to physical or mental disability is crucial for the sustainable participation of this target group. Therefore, adequate measurement instruments for SE are needed. This study aims to validate a questionnaire to measure SE among people with LCW using a participatory approach, including person-job fit (PJ fit) and work-related sense of coherence (Work-SoC). Methods Existing scales for the main concepts were tested and adapted for face validity via cognitive interviews (n = 6), with the involvement of a co-researcher with LCW in the research team. Next, the questionnaire was administered among people with LCW (n = 248) to assess its factor structure (Confirmatory Factor Analysis) and reliability (Cronbach’s alpha). Results Analysis of the cognitive interviews identified problems with clarity and readability of items, instructions and response categories of used (existing) scales. The main adjustments concerned the shortening of text length, the usage of familiar language and examples, and the addition of an introduction game. Most of the adapted SE indicator scales showed an overall good fit and acceptable-to-good internal reliability. The overall SE model had an overall good fit, and excluding ‘internal employability’ further improved this fit. PJ fit and Work-SoC had an acceptable/good model fit and internal consistency. Conclusion The participatory validation process resulted in a validated and comprehensive questionnaire to measure SE, PJ fit and Work-SoC among people with LCW, which enables research into the development of their SE. This questionnaire can be utilised to contribute to a more inclusive labour market.

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Work-related Sense of Coherence Scale: Reliability and validity of scores in a South African sample

Cited by 4 publications

References 7 publications

Validation of the Norwegian version of the work-related sense of coherence scale

Validation of the Norwegian version of the work-related sense of coherence scale

Applying Salutogenesis in the Workplace

Sustainable Employability of People with Limited Capability for Work: The Participatory Development and Validation of a Questionnaire

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