Validation of Visual Analog Scales to Measure SatisfactiOn and WELL-being at Work (SoWell-VAS)
Study Details
Study Description
Brief Summary
We spend a third of our life at work. Psychosocial risks (PSR) are a major issue in occupational health 1. Approaching the different dimensions of PSR calls on a dozen essential components: workload, autonomy, social support, burnout, anxiety, efforts made, rewards, work addiction, investment, etc. a specific questionnaire which usually contains 20 to 30 questions, so that having an overall view of PSR using the current reference questionnaires (Karasek, Siegrist, etc.) represents a total of more than 300 questions. The response time is thus incompatible with current medical practice (passage in the waiting room before the occupational health medical examination) and leads to a majority of non-responses during anonymous questionnaires on the Internet. On the other hand, these validated questionnaires were carried out by different people and are very heterogeneous between them, including in their formulation, so that the respondents have the impression of disorganization and anarchy. There is therefore a need for short, quick and uniform questionnaires. EVAs offer the incredible advantage of meeting these criteria: speed, uniformity, precision. From a data analysis point of view, EVAs also have the advantage of offering a continuous quantitative response, allowing the use of all statistical approaches. If some questionnaires have already been validated in the form of EVA, such as the EVA stress versus the " Perceived Stress Scale " questionnaire (PSS), the EVA workload and EVA autonomy at work versus the Karasek questionnaire, the other reference questionnaires are not yet validated in EVA (burnout, anxiety, efforts / rewards, work addiction, etc.).
| Condition or Disease | Intervention/Treatment | Phase |
|---|---|---|
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Study Design
Outcome Measures
Primary Outcome Measures
- Burnout [Inclusion]
Burnout on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Burnout [One week later]
Burnout on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Burnout [Inclusion]
Burnout using the Maslach Burn-out Inventory (MBI) questionnaire. MBI is composed of 22 items designed to assess the three components of the burn-out syndrome: emotional exhaustion (9 items), depersonalization (5 items) and reduced personal accomplishment (8 items). The items are written in the form of statements about personal feelings or attitudes. Items are made of a 7-point scale frequency of feelings, varying from "never" to "every day". The scores for each component of the burn-out syndrome are considered separately and are not combined into a single total score. If desired for participant feedback, each score can be coded as low, average, or high
- Burnout [One week later]
Burnout using the Maslach Burn-out Inventory (MBI) questionnaire. MBI is composed of 22 items designed to assess the three components of the burn-out syndrome: emotional exhaustion (9 items), depersonalization (5 items) and reduced personal accomplishment (8 items). The items are written in the form of statements about personal feelings or attitudes. Items are made of a 7-point scale frequency of feelings, varying from "never" to "every day". The scores for each component of the burn-out syndrome are considered separately and are not combined into a single total score. If desired for participant feedback, each score can be coded as low, average, or high
- Anxiety [Inclusion]
Anxiety on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Anxiety [One week later]
Anxiety on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Anxiety [Inclusion]
Anxiety using Hospital Anxiety and Depression (HAD) questionnaire. is a self-reported questionnaire composed of 14 items with a 4-point Likert scale assessing anxiety (7 items) and/or depressive (7 items) symptoms. For each subscale (anxiety and depression), total score ranges from 0 to 21. Higher scores indicate higher levels of anxiety or depressive symptoms. A score from 0 to 7 indicates the absence of disease, a score of 8-10 represents doubtful cases, and scores higher than 11 reflects the presence of a mood disorder.
- Anxiety [One week later]
Anxiety using Hospital Anxiety and Depression (HAD) questionnaire. is a self-reported questionnaire composed of 14 items with a 4-point Likert scale assessing anxiety (7 items) and/or depressive (7 items) symptoms. For each subscale (anxiety and depression), total score ranges from 0 to 21. Higher scores indicate higher levels of anxiety or depressive symptoms. A score from 0 to 7 indicates the absence of disease, a score of 8-10 represents doubtful cases, and scores higher than 11 reflects the presence of a mood disorder.
- Job demand [Inclusion]
Job demand on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Job demand [One week later]
Job demand on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Job control [Inclusion]
Job control on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Job control [One week later]
Job control on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Social support [Inclusion]
Social support on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Social support [One week later]
Social support on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Job demand / job control / social support [Inclusion]
Job demand / job control / social support using the Job Demand-Control-Support (JDSC) questionnaire of Karasek. JDSC assessed job demands, job control and social support through 26 items. The questionnaire measures nine items of job demands, nine items of job control and eight items of social support. Items of JDSC are scored on a four-point Likert-type scale, ranging from 1 = strongly disagree to 4 = strongly agree. Among the 26 items, five negative statements require reverse scoring. From French data, the job strain threshold is set for a demands score higher than 20 and a control score lower than 71; the isostrain threshold is determined from a combining score of job strain and social support lower than 24.
- Job demand / job control / social support [One week later]
Job demand / job control / social support using the Job Demand-Control-Support (JDSC) questionnaire of Karasek. JDSC assessed job demands, job control and social support through 26 items. The questionnaire measures nine items of job demands, nine items of job control and eight items of social support. Items of JDSC are scored on a four-point Likert-type scale, ranging from 1 = strongly disagree to 4 = strongly agree. Among the 26 items, five negative statements require reverse scoring. From French data, the job strain threshold is set for a demands score higher than 20 and a control score lower than 71; the isostrain threshold is determined from a combining score of job strain and social support lower than 24.questionnaire of Karasek
- Effort-reward imbalance [Inclusion]
Effort-reward imbalance on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Effort-reward imbalance [One week later]
Effort-reward imbalance on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Effort-reward imbalance [Inclusion]
Effort-reward imbalance using Effort-Reward Imbalance Questionnaire (ERI). ERI assessed psychological distress and health problems that may occur when there is an imbalance between the efforts required by the work and the rewards received. We used the 46 items of the French version of the ERI model exploring efforts (six items), over commitment (eleven items), and rewards (seventeen items). Items of ERI were scored on a five-point Likert-type scale, ranging from 1 = disagree to 5 = agree and very disturbed. A ratio extrinsic efforts and rewards can assess the imbalance between these two dimensions. A ratio greater than one defines employees exposed to an imbalance between efforts and rewards
- Effort-reward imbalance [One week later]
Effort-reward imbalance using Effort-Reward Imbalance Questionnaire (ERI). ERI assessed psychological distress and health problems that may occur when there is an imbalance between the efforts required by the work and the rewards received. We used the 46 items of the French version of the ERI model exploring efforts (six items), over commitment (eleven items), and rewards (seventeen items). Items of ERI were scored on a five-point Likert-type scale, ranging from 1 = disagree to 5 = agree and very disturbed. A ratio extrinsic efforts and rewards can assess the imbalance between these two dimensions. A ratio greater than one defines employees exposed to an imbalance between efforts and rewards
- Work addiction [Inclusion]
Work addiction on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Work addiction [One week later]
Work addiction on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Work addiction [Inclusion]
Work addiction using Work Addiction Risk Test (WART) questionnaire. The WART assesses 25 statements on a 4-point Likert scale from 1 - never true to 4 - always true. The total score ranged from 25 to 100, with higher scores reflecting higher work addiction. Scores from 25 to 56 were defined as low-risk of work addiction; from 57 to 66 as medium-risk and from 67 to 100 as high-risk .
- Work addiction [One week later]
Work addiction using Work Addiction Risk Test (WART) questionnaire. The WART assesses 25 statements on a 4-point Likert scale from 1 - never true to 4 - always true. The total score ranged from 25 to 100, with higher scores reflecting higher work addiction. Scores from 25 to 56 were defined as low-risk of work addiction; from 57 to 66 as medium-risk and from 67 to 100 as high-risk .
- Life satisfaction [Inclusion]
Life satisfaction on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Life satisfaction [One week later]
Life satisfaction on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Life satisfaction [Inclusion]
Life satisfaction using the Minnesota Satisfaction Questionnaire (MSQ). MSQ is composed of 20 items designed to measure employee job satisfaction. Items are made of a 5-point scale of satisfaction, varying from 1 "Very dissatisfied" to 5 "Very satisfied". A percentile score of 75 or higher represent a high degree of satisfaction, a percentile score of 25 or lower represent a low degree of satisfaction and scores in the middle range of percentiles (26 to 74) indicated average satisfaction.
- Life satisfaction [One week later]
Life satisfaction using the Minnesota Satisfaction Questionnaire (MSQ). MSQ is composed of 20 items designed to measure employee job satisfaction. Items are made of a 5-point scale of satisfaction, varying from 1 "Very dissatisfied" to 5 "Very satisfied". A percentile score of 75 or higher represent a high degree of satisfaction, a percentile score of 25 or lower represent a low degree of satisfaction and scores in the middle range of percentiles (26 to 74) indicated average satisfaction.
Secondary Outcome Measures
- Sociodemographic [Once at inclusion]
age, gender, marital status, number of children, education level
- Occupation [Once at inclusion]
Question "What is your profession?"
- Work hours per week [Once at inclusion]
Number of hours worked per week
- Night and weekend work [Once at inclusion]
Do you work at night? Do you work weekends?
- Alcohol consumption [Once at inclusion]
Number of alcoholic drinks per week
- Tabacco consumption [Once at inclusion]
Number of cigarettes per day
- Height [Once at inclusion]
Height in cm
- Weight [Once at inclusion]
Weight in kg
- Sedentary behavior [Once at inclusion]
Number of hours sit per day
- Physical activity [Once at inclusion]
Number of hours of physical activity per day
- Stress at work [Once at inclusion]
stress at work level on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Ethical conflicts [Once at inclusion]
Ethical conflicts confrontation on a horizontal, non-calibrated line of 100 mm, ranging from never (0) to often(100)
- Perceived health [Once at inclusion]
Perceived health on a horizontal, non-calibrated line of 100 mm, ranging from bad(0) to excellent (100)
- Stress at home [Once at inclusion]
stress at home level on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Fatigue [Once at inclusion]
Fatigue level on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
- Sleep quality [Once at inclusion]
Sleep quality level on a horizontal, non-calibrated line of 100 mm, ranging from bad(0) to excellent (100)
- Mood [Once at inclusion]
mood level on a horizontal, non-calibrated line of 100 mm, ranging from bad(0) to excellent (100)
Eligibility Criteria
Criteria
Inclusion Criteria:
- All voluntary adults with a professional activity.
Exclusion Criteria:
-
Minor
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Person not volunteer to participate.
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Protected adults (curatorship, guardianship, safeguard of justice)
Contacts and Locations
Locations
| Site | City | State | Country | Postal Code | |
|---|---|---|---|---|---|
| 1 | CHU clermont-ferrand | Clermont-Ferrand | France |
Sponsors and Collaborators
- University Hospital, Clermont-Ferrand
Investigators
- Principal Investigator: Frédéric Dutheil, University Hospital, Clermont-Ferrand
Study Documents (Full-Text)
None provided.More Information
Publications
None provided.- RNI 2022 DUTHEIL
- 2022-A02450-43