Abstract
AimThis study aims at investigating the nomological validity of the Copenhagen Psychosocial Questionnaire (COPSOQ II) by using an extension of the Job Demands-Resources (JD-R) model with aspects of work ability as outcome.Material and methodsThe study design is cross-sectional. All staff working at public dental organizations in four regions of Sweden were invited to complete an electronic questionnaire (75% response rate, n = 1345). The questionnaire was based on COPSOQ II scales, the Utrecht Work Engagement scale, and the one-item Work Ability Score in combination with a proprietary item. The data was analysed by Structural Equation Modelling.ResultsThis study contributed to the literature by showing that: A) The scale characteristics were satisfactory and the construct validity of COPSOQ instrument could be integrated in the JD-R framework; B) Job resources arising from leadership may be a driver of the two processes included in the JD-R model; and C) Both the health impairment and motivational processes were associated with WA, and the results suggested that leadership may impact WA, in particularly by securing task resources.ConclusionIn conclusion, the nomological validity of COPSOQ was supported as the JD-R model-can be operationalized by the instrument. This may be helpful for transferral of complex survey results and work life theories to practitioners in the field.
Highlights
The Copenhagen Psychosocial Questionnaire (COPSOQ) is one of a few research-based instruments that have been developed for use at workplaces as well as for research purposes [1]
This study contributed to the literature by showing that: A) The scale characteristics were satisfactory and the construct validity of COPSOQ instrument could be integrated in the JDR framework; B) Job resources arising from leadership may be a driver of the two processes included in the Job Demands-Resources (JD-R) model; and C) Both the health impairment and motivational processes were associated with Work ability (WA), and the results suggested that leadership may impact WA, in by securing task resources
The nomological validity of COPSOQ was supported as the JD-R model can be operationalized by the instrument
Summary
The Copenhagen Psychosocial Questionnaire (COPSOQ) is one of a few research-based instruments that have been developed for use at workplaces as well as for research purposes [1]. COPSOQ is a generic, theory-based questionnaire covering a broad range of aspects of the psychosocial working environment rather than being linked to a specific theoretical framework [5, 6]. The instrument covers central dimensions of the seven theories of psychosocial factors at work [5], which were identified as most influential by Kompier [7] in 2003: The Job Characteristics Model, The Michigan Organization Stress Model, The Job Demands–Control Model, The Sociotechnical Approach, The Action-Theoretical Approach, The Effort–Reward Imbalance Model and, The Vitamin Model. No study has tested the concurrent validity of COPSOQ scales in one comprehensive, theoretically based model. We focus on aspects of WA as an outcome in relation to an extended JD-R model
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