ABSTRACT: A modified version of Capian’s Job Stress Questionnaire (JSQ) was administered to male and 56 female entrepreneurs. Entrepreneurs were. For many people, the workplace is becoming more and more stressful. The Job Stress Questionnaire (JSQ) has been designed to assess relative levels and. ABSTRACT: A modified version of Caplan’s Job Stress Questionnaire (JSQ) was administered to male and 56 female entrepreneurs. Entrepreneurs were.
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This study aimed to examine how accurately the BJSQ identifies workers with or without potential psychological distress.
We conducted receiver operating characteristics curve analyses to estimate the screening performance of the cutoff points that the Stress Check Program manual recommends for the BJSQ. Prevalence of “high-risk” workers defined using criteria recommended by the program manual was The estimated values were as follows: Analyses based on the simplified BJSQ indicated lower sensitivity compared with the original version, although we expected roughly the same screening performance strss the best scenario using the original version.
Our analyses in which psychological quwstionnaire measured by K6 was set as the target condition indicate less than half of the identified “high-stress” workers warrant consideration for secondary screening for psychological distress. On December 01,the Japanese government launched the Stress Check Program, a new occupational health policy to screen workers with high psychosocial stress in the workplace 1.
The following two components of the program are mandated: However, only weak evidence exists for the effectiveness of these components 2. Although screening of workers with apparent mental health disorders is not the program’s primary objective, practitioners do need to qquestionnaire the accuracy or limitation of the ztress, as a certain number of workers needing special care by mental health experts will be screened in the process.
We conducted an online survey in February Participants had registered themselves with a Japanese online survey company. The company had access to more than 2, registered members stresd all prefectures of Japan. The registered members were encouraged to participate to benefit society by answering social research questions steess regard to various issues.
In total,working people excluding self-employed, unemployed, or students aged years, eliminating sex or age bias, were quesrionnaire invited to participate from the potential pool of participants. The sex ratio was 1: If the eligible workers agreed with the terms and conditions of the online survey, they could access the self-report questionnaire.
They were instructed that individual privacy would be strictly protected and that both participation in the study and withdrawal from the study were voluntary. Responses from the participants were considered to be their consent for participating in the study. For financial reasons, recruitment was stopped when the questiohnaire of accepted participants exceeded 1, The BJSQ consists of 57 items used to assess job stressors 17 items: The program manual proposes criteria for defining high-stress workers based on the BJSQ 1.
High-stress is defined as having the highest level of stress reaction criterion i or having a moderate level of stress reaction, along with having the sress job stressors or lowest social support in the workplace criterion ii.
The criteria were established based on expert consensus, and criterion ii was included because the program is aimed at improving the psychosocial work environment and reducing psychosocial stress among the high-stress workers. For stress reaction and job stressor, the score ranged from 29 to and 26 torespectively.
The proposed cutoff points were 77 for the stress reaction score for criterion i and 76 for the job stressor score and 63 for the stress reaction score for criterion ii.
Based on these criteria scores, We also examined the performance of the simplified BJSQ.
This simplified version was constructed from selected items from the BJSQ: Again, we simply summed the item score of the scales to calculate the stress reaction and job stressor scores. The scores for stress reaction and job stressor ranged from 11 to 44 and 12 to 48, respectively.
The cutoff point for criterion i was set at 31 for the stress reaction score and the cutoff points for criterion ii were set at 39 for the job stressor score and 23 for the stress reaction score.
Based on these criteria, The Strfss scale, developed by Kessler et al. The Japanese translation of the K6 scale has acceptable reliability and validity 5.
JOB STRESS QUESTIONNAIRE JSQ DOWNLOAD
The item scores are summed to calculate a total score range: Prevalence of workers with potential psychological distress was We calculated relevant indices for screening performance. We also evaluated the positive and negative predictive values and likelihood ratios. For reference to choose appropriate criteria in the workplace, we repeated the analyses and compared the above indices for the different cutoff points of criteria i and ii.
Assuming that sensitivity and specificity are of equal importance, the Youden index indicates an optimum cutoff point as a linear function of sensitivity and specificity 7.
As for the likelihood ratios, the following interpretations were used 8: Participants were distributed across the entire age range of the working population range: We estimated screening performance as follows: Assuming the cutoff point of criterion i was set at 65 for the stress reaction score and the other cutoff points were not changed, we expected the best screening performance i.
However, this approach brought increased prevalence of extracted high-stress workers from among the participants Assuming that the cutoff point of criterion ii was set at 55 for the job stressor score and the other cutoff points were not changed, here, too, we expected the best screening performance i. The positive likelihood ratio increases as cutoffs increase, but no cutoffs produced more than 10 for the positive likelihood ratio.
In this case, we estimated screening performance as follows: Assuming that the cutoff point of criterion i was set at 25 for the stress reaction score and the other cutoff points were not changed, we expected almost the same screening performance as the best scenario using the original version i. In this scenario, prevalence of high-stress workers would increase to Usage of BJSQ with the cutoff points recommended by the Stress Check Program manual will moderately increase post-test probability of potential psychological distress.
The optimal screening performance based on Youden index will be achieved by lowering the cutoff point of either the job stressor or stress reaction score by 10 points; this procedure will screen almost one-third of the participants and practitioners may apply the BJSQ and adjust the cutoff in their workplaces considering their capacity. Almost the same level of screening performance could be expected for the simplified version as for the original version, but the lower sensitivity for the simplified compared with the original version should be taken into consideration.
Development of a Short Version of the New Brief Job Stress Questionnaire
However, K6 is also a screening tool and has errors. Caution should be taken in interpretation of the findings, as we could not adopt a concrete outcome, such as a physician’s diagnosis of a specific disorder.
The associations between self-reported symptoms and measures of the BJSQ were probably inflated because of the common method jon 9 or a possible bias owing to a tendency toward negative affectivity Therefore, the screening accuracy of our findings should questiknnaire interpreted more conservatively. Generalizability of the findings is limited because of the online survey; however, the anonymity provided may have incentivized the participants to answer honestly. Screening of “high-stress” workers as per the recommendation of the Stress Check Program manual is informative.
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However, based on our findings using psychological distress defined by K6 as the target condition, practitioners should be aware that less than half of those defined as high-stress workers warrant consideration for secondary screening for psychological distress. National Center for Biotechnology InformationU. Journal List J Occup Health v. Published online May Author information Article notes Copyright and License information Disclaimer. Received Jan 11; Accepted Apr To view the details of this license, please visit https: This article has been cited by other articles in PMC.
Introduction On December 01,the Japanese government launched the Stress Check Program, a new occupational health policy to screen workers with high psychosocial stress in the workplace 1. Methods Procedure We conducted an online survey in February Statistical analysis We calculated relevant indices for screening performance. Open in a separate window. Cutoffs recommended by the program manual.
BJSQ Stress reaction score for criteria i 55 Discussion Usage of BJSQ with the cutoff points recommended by the Stress Check Program manual will moderately increase post-test probability of potential psychological distress. Conclusion Screening of “high-stress” workers as per the recommendation of the Stress Check Program manual is informative.
The Stress Check Program: J Occup Health ; Final development of the Brief Job Stress Questionnaire mainly used for assessment of the individuals. The Ministry of Labor sponsored grant for the prevention of work-related illness, FY report. Tokyo Medical University; Short screening scales to monitor population prevalence and trends in nonspecific psychological distress. Psychol Med ; Int J Methods Psychiatr Res ; Psychiatry Clin Neurosci ; Index for rating diagnostic tests.
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Service and sales workers. Craft and related trade workers. Plant and machine operators, and assemblers.