Measuring eudemonic well-being at work: a validation study for the 24-item the University of Tokyo Occupational Mental Health (TOMH) well-being scale among Japanese workers

What is well-being? A scoping review of the conceptual and operational definitions of occupational well-being

Well-being is a multifaceted construct that is used across disciplines to portray a state of wellness, health, and happiness. While aspects of well-being seem universal, how it is depicted in the literature has substantial variation. The aim of this scoping review was to identify conceptual and operational definitions of well-being within the field of occupational health. Broad search terms were used related to well-being and scale/assessment. Inclusion criteria were (1) peer-reviewed articles, (2) published in English, (3) included a measure of well-being in the methods and results section of the article, and (4) empirical paper. The searches resulted in 4394 articles, 3733 articles were excluded by reading the abstract, 661 articles received a full review, and 273 articles were excluded after a full review, leaving 388 articles that met our inclusion criteria and were used to extract well-being assessment information. Many studies did not define well-being or link their conceptual definition to the operational assessment tool being used. There were 158 assessments of well-being represented across studies. Results highlight the lack of a consistent definitions of well-being and standardized measurements.

Effects of an Internet Delivered Behavioral Activation Program on Improving Work Engagement Among Japanese Workers: A Pretest and Posttest Study

OBJECTIVE

The aim of the study is to examine the effect of a newly developed Internet-delivered behavioral activation (iBA) program on work engagement and well-being among Japanese workers with elevated psychological distress.

METHODS

Participants were recruited via an Internet survey company ( N = 3299). The eligibility criteria were as follows: (1) Japanese employees aged 20 to 59 years, (2) having psychological distress, and (3) not self-employed. This iBA program was a 3-week web-based training course using behavioral activation techniques. Work engagement, psychological distress, and eudemonic well-being at work were measured at baseline and postintervention period. A paired sample t test was conducted to assess the intervention effect.

RESULTS

Of the 568 eligible participants, 120 were randomly selected. A total of 108 participants completed the baseline survey and received the iBA program. Eighty respondents completed the postintervention survey and were included in analyses. The iBA program did not show a significant intervention effect on work engagement ( P = 0.22, Cohen d = 0.14), while psychological distress ( P < 0.01, d = -0.40) and role-oriented future prospects ( P = 0.02, Cohen d = 0.27) were significantly improved.

CONCLUSIONS

The effect of the iBA program on work engagement may be limited.

Overage labor, value perceptions, and happiness in urban older adults' lives: Empirical evidence from China

Background

Over the past four decades, China has seen a rapid increase in the level of urbanization, along with an increasing number of older adults. How to promote active aging in the midst of rapid urbanization has become a new challenge for the Chinese government and all sectors of society. This study attempts to verify the relationship between overage labor and happiness in life, and further explore the possible mediating role of multidimensional value perceptions.

Method

Based on 5010 valid samples from the 2011, 2013, 2015, and 2018 China Health and Aging Tracking Survey datasets (CHARLS), the study explored and tested the differences in happiness in life between older adults with overage labor and retired older adults. In addition, this study further examined the mediating role of multidimensional value perceptions using a mediation model.

Results

(1) Urban older adults with overage labor had significantly higher levels of happiness in life compared to urban retired older adults. (2) The higher level of life happiness of urban older adults with overage labor depends on their perceptions of different values; (3) Specifically, the realization of value perceptions in personal, family and social dimensions through labor contributes to the life happiness of urban older adults with overage labor.

Conclusion

There is a significant difference between urban old adults with overage labor and urban retired old adults in terms of happiness in life. At the same time, the study confirmed that all three aspects of value perceptions, such as personal, family and social, are the mediating mechanisms between overage labor and urban old adults in terms of happiness in life.

Wellbeing measures for workers: a systematic review and methodological quality appraisal

Introduction

Increasing attention on workplace wellbeing and growth in workplace wellbeing interventions has highlighted the need to measure workers' wellbeing. This systematic review sought to identify the most valid and reliable published measure/s of wellbeing for workers developed between 2010 to 2020.

Methods

Electronic databases Health and Psychosocial Instruments, APA PsycInfo, and Scopus were searched. Key search terms included variations of [wellbeing OR "well-being"] AND [employee* OR worker* OR staff OR personnel]. Studies and properties of wellbeing measures were then appraised using Consensus-based Standards for the selection of health Measurement Instruments.

Results

Eighteen articles reported development of new wellbeing instruments and eleven undertook a psychometric validation of an existing wellbeing instrument in a specific country, language, or context. Generation and pilot testing of items for the 18 newly developed instruments were largely rated 'Inadequate'; only two were rated as 'Very Good'. None of the studies reported measurement properties of responsiveness, criterion validity, or content validity. The three instruments with the greatest number of positively rated measurement properties were the Personal Growth and Development Scale, The University of Tokyo Occupational Mental Health well-being 24 scale, and the Employee Well-being scale. However, none of these newly developed worker wellbeing instruments met the criteria for adequate instrument design.

Discussion

This review provides researchers and clinicians a synthesis of information to help inform appropriate instrument selection in measurement of workers' wellbeing.

Systematic review registration

https://www.crd.york.ac.uk/prospero/display_record.php?RecordID=79044, identifier: PROSPERO, CRD42018079044.

How Does the Social Support Influence Junior College Students’ Occupational Identity in Pre-school Education?

Objective

This study aimed to investigate the multiple mediating effects of achievement motivation and subjective wellbeing between social support and individual occupational identity.

Methods

Questionnaire method was used in this study. 565 junior college students majoring in pre-school education were tested by social support scale, achievement motivation scale, subjective wellbeing scale, and occupational identity scale.

Results

(1) There isn’t significant relationship between perceptions of social support and individual occupational identity. (2) Achievement motivation and subjective wellbeing individually play a mediating role between social support and individual occupational identity. (3) Achievement motivation and subjective wellbeing play a chain mediating effect between elf-efficacy and individual occupational identity.

Conclusion

Social support can indirectly predict professional identity of pre-school “would-be teachers” through the mediating effect of achievement motivation, subjective wellbeing and the chain mediating effect of achievement motivation and subjective wellbeing.

Mediating Effects of Work Eudemonic Well-being for the Association Between Psychosocial Work Environment and Overall Eudemonic Well-being Among Japanese Workers: A Cross-sectional Study

OBJECTIVE

This study aimed to investigate the mediating effects of eudemonic well-being (EWB) at work for the associations between psychosocial work environment and overall EWB among Japanese workers.

METHODS

We conducted a cross-sectional study using data from a 2018 survey. psychosocial work environment measures included: job demands, job control, and supervisor and coworker support. Path analysis using structural equation modeling and mediation analysis were applied to examine the mediating effects of work EWB.

RESULTS

A total of 834 workers were analyzed. Work EWB completely mediated the associations of job control (β = 0.288, P < 0.001) and coworker support with overall EWB (β = 0.178, P < 0.001).

CONCLUSIONS

The effects of job control and coworker support associated with overall EWB were fully mediated by work EWB.

Effects of a gratitude intervention program on work engagement among Japanese workers: a protocol for a cluster randomized controlled trial

BACKGROUND

Work engagement is one of the most important outcomes for both employees and employers. Although the findings to date, integrated 40 intervention studies aiming to improve work engagement, consistent results have not yet been produced, suggesting the importance of further intervention studies. This study aims to investigate the effects of gratitude intervention programs focused on two important work engagement factors among Japanese workers: personal and job resources.

METHODS

This study will be a two-arm, parallel-group cluster (organization) randomized control trial. Japanese organizations and nested employees will be recruited through the first author's acquaintances using snowball sampling. Organizations that meet the inclusion criteria will be randomly allocated to intervention or control groups in a 1:1 ratio within the company unit. The intervention groups will be provided with a 1-month long gratitude intervention program, which aims to promote reciprocal gratitude exchanges within the same organization. The program consists of psychoeducation, gratitude lists, and behavioral gratitude expression. The control groups will not receive any intervention. The primary outcome will be work engagement measured by the Japanese version of the Utrecht Work Engagement Scale at baseline and after 1 (immediate post-survey), 3, and 6 months. Multilevel latent growth modeling will be conducted to examine the effectiveness of the intervention program.

DISCUSSION

This study will be the first cluster randomized controlled trial applied to the investigation of gratitude intervention aimed at improving work engagement among Japanese workers; to promote reciprocal gratitude exchanges within a given organization; and to include both gratitude lists and behavioral gratitude expression. Gratitude interventions have several strengths in terms of implementation: the objectives of the exercises are easy to understand and implement; it does not require much time or expense; they tend to have lower dropout rates; and they do not require experts in psychology. Although implementation difficulties have been common in previous interventions targeting work engagement, gratitude intervention may be suitable even for workers who have limited time to devote to the tasks.

TRIAL REGISTRATION

This study was registered at the University Hospital Medical Information Network Clinical Trials Registry (UMIN-CTR, ID=UMIN000042546): https://upload.umin.ac.jp/cgi-open-bin/ctr/ctr_view.cgi?recptno=R000048566 on November 25, 2020.

Servant Leadership in Japan: A Validation Study of the Japanese Version of the Servant Leadership Survey (SLS-J)

PURPOSE

The purpose of this study is to develop and validate a Japanese version of the Servant Leadership Scale and to clarify the relationship between servant leadership (SL) and well-being among Japanese workers.

METHODS

After the Japanese version of the SLS (SLS-J) and of its short form (SLS-J-short) were developed in conformity with the guidelines (Wild et al., 2005), a web-based survey was administered to 516 Japanese employees (20 or older and have a supervisor). Confirmatory factor analysis (CFA) was conducted to evaluate a construct validation of the SLS-J and the SLS-J-short. Convergent validity was estimated with theoretically related constructs (e.g., transformational leadership, supervisory support, and interpersonal justice) and potential consequences of SL (e.g., affective commitment, work engagement, job satisfaction, organizational citizenship behavior (OCB), psychological distress, and work performance). Intraclass correlation coefficient (ICC) using the test-retest method was conducted with 104 of the initial respondents to assess internal consistency reliability. Additionally, the effects of SL on employees' work engagement and the mediating role of employees' affective commitment were estimated.

RESULTS

CFA confirmed that an eight-factor model (SLS-J) and a five-factor model (SLS-J-short) had the most satisfactory fits for the two scales with Japanese workers. Tests of convergent validity and reliability showed sufficiency for each of the dimensions of SLS-J and SLS-J-short. Additionally, it was revealed that SL has an impact on employees' work engagement through a mediation of affective commitment at a cross-sectional level, and the indirect association between SL and work engagement via affective commitment remained afterward.

CONCLUSION

SLS-J and SLS-J-short were confirmed to have good reliability and validity for Japanese workers. Also, this study found that SL has an important role in enhancing the engagement of workers.

Japanese version of the 42-item psychological well-being scale (PWBS-42): a validation study

BACKGROUND

The aim of this study was to examine the internal consistency, structural validity, and convergent/known-group validity of the Japanese version of the 42-item Psychological Well-Being Scale (PWBS-42).

METHODS

The PWBS-42 includes six 7-item subscales designed to measure the following dimensions of eudaimonic psychological well-being: 1) autonomy, 2) environmental mastery, 3) personal growth, 4) positive relations with others, 5) purpose in life, and 6) self-acceptance. A questionnaire was administered to 2102 community residents in Tokyo aged 30 or over as a part of the Midlife in Japan (MIDJA) survey, in 2008. The internal consistency reliability was tested using Cronbach's α. Structural validity was examined using exploratory factor analysis (EFA). Convergent validity was evaluated by calculating correlations of the Japanese PWBS-42 subscales with life satisfaction, negative affect, negative adjectives, positive affect, positive adjectives, self-esteem, and perceived stress scales.

RESULTS

Data from 1027 respondents (505 males and 522 females) were analyzed (valid response rate = 56.2%). Cronbach's α values ranged from 0.70 to 0.78 for five of the subscales, while that for purpose in life was lower (0.57). EFA yielded a five-factor structure: The first two factors consisted of negative and positive items mostly from the environmental mastery, purpose in life, and self-acceptance subscales. The third, fourth, and fifth factors consisted mostly of items from the positive relations with others, autonomy, and personal growth subscales, respectively. As hypothesized, the scores for life satisfaction, negative and positive affect/adjectives, self-esteem and perceived stress were significantly correlated with all subscales of the Japanese PWBS-42.

CONCLUSION

The subscales of the Japanese version of the PWBS-42 showed accep. levels of reliability and support for convergent validity in the Japanese population. The factor structure was slightly different from the theoretical 6-factor model: items of three subscales (environmental mastery, purpose in life, and self-acceptance) loaded together on two factors. This finding may be interpreted in light of the interdependent self construal found in Japan in which these three components could be closely linked.

Reliability and validity of the Japanese version of the Gratitude at Work Scale (GAWS)

OBJECTIVES

Workplace gratitude is important for improving work-related outcomes and individual well-being. Although the gratitude at work scale (GAWS) was developed in the United States, it has not been corroborated in Asian countries with interdependent cultures. This study aimed to develop and validate the GAWS among Japanese workers.

METHOD

Japanese workers completed online surveys at baseline (N = 206) and 2 weeks later (N = 103). The Japanese GAWS was developed according to the international guidelines. We measured (a) trait gratitude as comparison for the criterion-related validity, (b) work-related outcomes/factors (eg, work engagement), and (c) well-being (eg, eudemonic well-being at work) as comparisons for convergent validity. Cronbach's alpha, intra-class correlation coefficients (ICCs), and measurement errors were calculated to assess reliability; measurement validity was evaluated by correlational analyses and confirmatory factor analysis (CFA).

RESULTS

A total of 206 and 93 workers were included for baseline and follow-up analyses, respectively. Cronbach's alpha and ICCs of the Japanese GAWS ranged from 0.81 to 0.91. CFA showed that the 2-factor model (ie, gratitude for (a) a supportive work environment and (b) meaningful work) demonstrated a good fit (χ2 (34) = 67.58, CFI = 0.967, TLI = 0.956, RMSEA = 0.069, SRMR = 0.037), similar to the original version. As we had hypothesized, overall GAWS and the two domains were significantly correlated with trait gratitude, work-related outcomes/factors, and well-being.

CONCLUSIONS

The Japanese GAWS demonstrated good reliability and validity. Future research should explore mechanisms related to workplace gratitude and further intervention studies among workers.