Presenteeism and work ability: development of the Persian version of the Stanford Presenteeism Scale (P-SPS-6) and measurement of its psychometric properties

Psychometric properties of the Korean version of the Stanford Presenteeism Scale in a nurse population

Presenteeism, which refers to going to work despite being ill, has been associated with loss of work productivity, decreased quality of care, and an increased risk of health problems. The prevalence of presenteeism is particularly high among nurses; therefore, a reliable and valid tool is needed to assess presenteeism. This study aimed to translate the Stanford Presenteeism Scale (SPS) and to examine its psychometric properties in a Korean nurse population. A methodological study was performed in January 2023. The original SPS-6 (English-language) was translated and adapted to the Korean language using a committee approach translation, cognitive interviews, and content validation with a review panel of experts. An online survey was completed by 608 Korean nurses. The internal consistency, item-to-total correlation, construct validity, concurrent validity, and discriminant validity were examined as psychometric properties of the Korean version of the SPS. The final version of the K-SPS consists of four items shortened from the original six items. Cronbach's alpha of the K-SPS-4 was 0.74, indicating adequate reliability. Confirmatory factor analysis showed a one-factor solution with a good fit. There was a positive correlation between the K-SPS-4 and the Work Limitations Questionnaire. Discriminant validity was evidenced by the positive correlation of the K-SPS-4 with job satisfaction and the negative correlation with job stress. The K-SPS-4 has acceptable psychometric properties, supporting the feasibility of its use in assessing the level of presenteeism among Korean nurses. The validated K-SPS-4 can provide a basis for developing intervention programs to enhance productivity and promote health among nurses in clinical settings.

Re-visiting the six-item Stanford presenteeism scale (SPS-6) and its psychometric properties

Presenteeism has often been considered as the correlate of absenteeism and associated to productivity loss. This study sought to re-examine 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 (work-to-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 health-related 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.

Developing a model for predicting safety performance of nurses based on psychosocial safety climate and role of job demands and resources, job satisfaction, and emotional exhaustion as mediators

BACKGROUND

The present study aimed to develop a model for predicting the safety performance of nurses based on psychosocial safety climate (PSC) and the role of job demands and resources, job satisfaction, and emotional exhaustion as mediators.

METHODS

A cross-sectional study using structural equation modeling (SEM) was carried out among nurses in Iran. Data were collected using the Psychosocial Safety Climate questionnaire, Neal and Griffin's Safety Performance Scale, the Management Standards Indicator Tool, the Effort-Reward Imbalance questionnaire, the Michigan Organizational Assessment Job Satisfaction subscale and the Maslach Burnout Inventory.

RESULTS

Surveys were distributed to 340 nurses provided informed consent. After removing incplete surveys, data from 280 partipants were analysed. The completion rate was 82.35%. The SEM results indicated that PSC can directly and indirectly predict nurses' safety performance. The final model showed an acceptable goodness of fit (p = 0.023). It indicated that PSC, job demands, and job satisfaction were directly related to safety performance, and also that PSC, emotional exhaustion, job resources, and job demands were all indirectly related to safety performance. Also, PSC had a significant relationship with all mediator variables, and job demands had direct effect on emotional exhaustion.

CONCLUSIONS

The current study presented a new model for predicting safety performance in nurses in which PSC, both directly and indirectly, plays an important role. In addition to paying attention to the physical aspects of the workplace, healthcare organizations should also take into account PSC to improve safety. Next steps in reducing safety issues in nursing is to develop intervention studies using this new evidence-based model as a framework.

Psychometric Properties of the Traditional Chinese Version of the Stanford Presenteeism Scale (SPS-6) among Taiwanese Employees in Technology Companies

Little attention has been paid by employers to reduced productivity at work due to illness (presenteeism) because valid instruments to measure presenteeism are lacking. We assessed psychometric properties of the traditional Chinese version of the six-item Stanford Presenteeism Scale (CSPS-6) among Taiwanese employees in technology companies. We carried out a cross-cultural adaptation study on 196 employees. Factor analyses were used to evaluate the construct validity of the CSPS-6. Cronbach’s alpha was 0.74. The content validity of the CSPS-6 was good. Results of factor analyses confirmed the two-factor model of the CSPS-6. CSPS-6 scores were correlated with job stress (rs = −0.22, p = 0.002), the health status SF-36 (rs = 0.28 to 0.52, p < 0.0001), job satisfaction (rs = 0.41, p < 0.0001), and the presenteeism score of the Work Productivity and Activity Impairment Questionnaire: General Health (rs = −0.46, p < 0.0001). No correlations were found between presenteeism and the disability status (p = 0.19, F-value = 1.67, degrees of freedom = 2). The CSPS-6 was found to be reliable and valid in evaluating presenteeism of Taiwanese employees. Further studies should be undertaken to validate the CSPS-6 in other working populations and assess long-term effects of health problems associated with presenteeism.

Persian version of the work design questionnaire: measurement of its psychometric characteristics

Background

Work design questionnaire (WDQ), as a comprehensive and integrative tool, is one of the most important instruments frequently used to assess work characteristics. The aim of this study was to measure the psychometric characteristics of the Persian version of WDQ.

Methods

Translation and cross-cultural adaptation procedures were applied in translating the original WDQ into Persian. A total of 270 participants participated in this study. The validity of the questionnaire were measured using face validity, content validity, convergent validity, and construct validity based on confirmatory factor analysis (CFA). Reliability was assessed through internal consistency.

Results

Mean content validity index was 0.95. The CFA results indicated support for a 21-factor solution. There were significant correlations between dimensions of WDQ and both job satisfaction and perceived stress. Cronbach's alpha of all items was 0.87.

Conclusion

Results indicated that the WDQ exhibited very good psychometric properties and can be applied as a useful tool to assess work characteristics among Iranian employees. Accordingly, the authors recommend its administration in future studies. The work characteristics was significantly associated with job satisfaction and job stress. Therefore, improved work design would reduce negative consequences, such as job stress, and increase positive behaviors, such as job satisfaction.