Development and Measurement Properties of the Dutch Version of the Stanford Presenteeism Scale (SPS-6) (original) (raw)
Related papers
Journal of Occupational and Organizational Psychology, 2000
The Occupational Stress Indicator (OSI) is a popular instrument for the diagnosis of stress and stress-related personality and outcome variables. However, one weakness of the OSI was the low reliability of some of its scales. This paper describes in a series of four studies improvements of the reliabilities of most of the scales of the Dutch version of the OSI. All new scales were tested for unidimensionality. Compared to the original OSI, the personality scales (type A, locus of control, and coping styles) have been changed completely and nearly all original items were replaced. The other scales are revisions of the original OSI, with some items being deleted, rewritten, or added. A new scale for satisfaction with pay was included. All but two of the revised scales now show sufficient reliabilities and unidimensionality. This revision led us to suggest two versions of the OSI: an elaborate version with 28 scales and 188 items, and an abridged version with 15 scales and 94 items.
Re-visiting the six-item Stanford presenteeism scale (SPS-6) and its psychometric properties
Frontiers in Psychology, 2023
Presenteeism has often been considered as the correlate of absenteeism and associated to productivity loss. This study sought to reexamine the psychometric properties of the 6-item Stanford Presenteeism Scale (SPS-6), a popular measure which has been translated in a number of languages. The study adopted a cross-sectional design with 268 participants aged 18-65 working in a multinational IT company with headquarters based in Poland. The respondents participated willingly in an online questionnaire on a presenteeism health-related productivity measure (SPS-6), job resources (peer support), job demands (workto-family conflict), engagement and burnout. Their responses were subjected to statistical analyses. Confirmatory Factor Analysis revealed that the SPS-6 is better represented by two singular and independent components, namely completing work and avoiding distractions, rather than an aggregated measure of healthrelated productivity. In fact, the aggregated measure had convergent and discriminant validity issues. We also assessed, via Structural Equation Modeling (SEM), the explanatory role of the SPS-6 within the wider well-being discourse by subjecting its' factors as outcomes using the JD-R framework. Here, burnout was better at explaining its relationship to avoiding distractions and completing work compared to engagement, while avoiding distractions was more dominant than completing work in explaining indirect pathways. Given the convergent and discriminant validity of its two-dimensional measures, we argue that the SPS-6 is a better assessment of health-related productivity in the light of presenteeism when keeping both components separate rather than adding the scores from both dimensions to provide a global score as has been the practice so far. In addition, the SEM findings suggest that both SPS-6 components may require different theoretical explanations. This study supports a growing chorus of scholars who argue the need to look deeper into the presenteeism phenomenon, not least its measures.
Rehabilitation Research and Practice, 2013
Background. Presenteeism refers to reduced performance or productivity while at work due to health reasons. WLQ-26, SPS-6, and RA-WIS are the commonly used self-report presenteeism questionnaires. These questionnaires have acceptable psychometric properties but have not been subject to structured content analysis that would define their conceptual basis.Objective. To describe the conceptual basis of the three questionnaires using ICF and IPF and then compare the distribution and content of codes to those on the vocational rehabilitation core set.Methods. Two researchers independently linked the items of the WLQ-26, SPS-6, and RA-WIS to the ICF and IPF following the established linking rules. The percentage agreement on coding was calculated between the researchers.Results. WLQ-26 was linked to 62 ICF codes, SPS-6 was linked to 17 ICF codes, and RA-WIS was linked to 74 ICF codes. Most of these codes belonged to the activity and participation domains. All the concepts were classified ...
Factors Associated With Presenteeism and Psychological Distress Using a Theory-Driven Approach
Journal of Occupational and Environmental Medicine, 2015
Objective: To test a model of presenteeism on the basis of established and emerging theories separated into organizational and individual factors that could be mediated by psychological distress. Methods: This was a Web survey of 2371 employees (response rate of 48%) of a provincial government agency. We assessed theories with validated measures for organizational and individual factors. Results: Psychological distress was negatively associated to presenteeism, when controlling for sex, short-term work absence in the last year, and social desirability. Both individual and organizational factors were related to psychological distress. The most important factors included the presence of stress events in the preceding 6 months, extrinsic efforts (interruptions, work requirements), self-esteem as a worker, and internal amotivation. Conclusions: By identifying modifiable factors, our results suggest that the implementation of a work organization structure that promotes stimulation and accomplishment would reduce psychological distress and further presenteeism.
Association between psychosocial characteristics of work and presenteeism: A cross-sectional study
International Journal of Occupational Medicine and Environmental Health, 2015
Objectives: This study aimed at investigating cross-sectional relationships between psychosocial characteristics of work and presenteeism in a sample of Belgian middle-aged workers. Material and Methods: Data were collected from 1372 male and 1611 female workers in the Belstress III study. Psychosocial characteristics assessed by the use of self-administered questionnaires were: job demands, job control, social support, efforts, rewards, bullying, home-towork conflict and workto-home conflict. Presenteeism was measured using a single item question, and it was defined as going to work despite illness at least 2 times in the preceding year. Logistic regression models were used to investigate the relationship between psychosocial characteristics and presenteeism, while adjusting for several socio-demographic, health-related variables and neuroticism. An additional analysis in a subgroup of workers with good self-rated health and low neuroticism was conducted. Results: The prevalence of...
Journal of Occupational Rehabilitation, 2018
Purpose The Work Rehabilitation Questionnaire (WORQ) was developed to evaluate work functioning in vocational rehabilitation, but was not yet available in Dutch. The goal of this study is twofold: a description of the cross-cultural adaptation process (part 1) of the WORQ to be used in Flanders (The Dutch speaking part of Belgium, WORQ-VL) and a presentation of the first psychometric testing of the WORQ-VL (part 2). Methods For part 1, the guidelines for cross-cultural adaptation of self-report measures by Beaton et al. were used to structure the cross-cultural adaptation. For part 2, a cross-sectional study was conducted in patients with musculoskeletal disorders [sample A: hand and wrist rehabilitation (n = 21) and sample B: fibromyalgia patients (n = 93)] who completed the WORQ-VL. Internal consistency and factor structure were examined in the total sample, whereas convergent and discriminant validity of the WORQ-VL were researched in sample A. Results First results on the convergent validity and discriminant validity (small sample size) and internal consistency of the WORQ-VL are promising. The exploratory factor analysis revealed seven factors which were labeled as 'cognition', 'physical', 'mood', 'activities of daily living', 'sensory', 'emotional' and 'social'. The best evidence was found for the 'physical' subscale of the WORQ-VL: strong correlations were found with the 'physical functioning' and 'role limitations-physical' subscales of the Short-Form Health Survey, respectively r = − .84 and r = − .59, p < .01. As expected, predominantly weak correlations were found with hand grip strength, kinesiophobia, hand-related aesthetics and satisfaction (ranging between r = − .38 and r = .34, p > .05). Conclusions The WORQ-VL is a user-friendly and valuable ICF-based self-report questionnaire to evaluate work functioning. Future studies are highly needed to examine the value of the WORQ within different patient populations and settings in order to examine further the added value of this self-report measure.
Even though work-related factors have been found to play a crucial role in predicting presenteeism, studies investigating established theoretical frameworks of job design features and in particular underlying mechanisms are still very scarce. The objective of this study was to investigate the influence of the Areas of Worklife (AWS; Leiter & Maslach, 2004) on presenteeism. We examined mental and physical health as the underlying process of this relationship and assessed two presenteeism outcome measures and their relationship to each other, i.e., the frequency of the act of presenteeism and work productivity. Using a cross-sectional design, the study was conducted in a sample of 885 employees from German public service. Results showed that the influence of some, but not all, Areas of Worklife (workload, control, reward, and values) on both the act of presenteeism and health-related lost productivity was mediated by health indicators (well-being and musculoskeletal complaints). Moreover, we found a relationship between health-related lost productivity and acts of presenteeism. The present research clarifies the importance of work-related factors as antecedents of sickness presenteeism. The findings of our study also emphasize the necessity to combine both the act of presenteeism and health-related lost productivity into presenteeism research and prevention. Presenteeism should be included as a measure in health prevention interventions because it reflects a crucial part of employee health that is not covered by other measures.
Clinical Rheumatology, 2013
Your article is protected by copyright and all rights are held exclusively by Clinical Rheumatology. This e-offprint is for personal use only and shall not be self-archived in electronic repositories. If you wish to self-archive your article, please use the accepted manuscript version for posting on your own website. You may further deposit the accepted manuscript version in any repository, provided it is only made publicly available 12 months after official publication or later and provided acknowledgement is given to the original source of publication and a link is inserted to the published article on Springer's website. The link must be accompanied by the following text: "The final publication is available at link.springer.com".
European Journal of Work and Organizational Psychology, 2013
The accuracy of the Content should not be relied upon and should be independently verified with primary sources of information. Taylor and Francis shall not be liable for any losses, actions, claims, proceedings, demands, costs, expenses, damages, and other liabilities whatsoever or howsoever caused arising directly or indirectly in connection with, in relation to or arising out of the use of the Content. This article may be used for research, teaching, and private study purposes. Any substantial or systematic reproduction, redistribution, reselling, loan, sub-licensing, systematic supply, or distribution in any form to anyone is expressly forbidden.
Psychometric properties of the Polish version of Karasek's Job Content Questionnaire
International journal of occupational safety and ergonomics : JOSE, 2014
The objective of this study was to test the psychometric properties of selected scales, namely, Decision Latitude, Psychological Job Demand, Social Support and Job Insecurity, from the Polish version of Karasek's 29-item Job Content Questionnaire (JCQ). The study covered 2626 workers from a wide range of occupations. Estimation of internal consistency with Cronbach's α, and both exploratory factor analysis (with principal axis method) and confirmatory factor analysis were the main statistical methods. Predictive validity was assessed by regressing the outcomes of JCQ scales on the outcomes of Goldberg and Williams's General Health Questionnaire. The internal consistency of the scales was satisfactory, ranging from .60 to .85. The 4-dimensional structure of the measured version was generally confirmed; the 4 dimensions being Decision Latitude; Psychological Job Demands and Job Insecurity merged into 1 factor; Co-workers' Social Support; and Supervisors' Social Sup...