The Copenhagen Psychosocial Questionnaire. A Tool for the Assessment and Improvement of the Psychosocial Work Environment

The National Institute of Occupational Health, Copenhagen, Denmark.
Scandinavian Journal of Work, Environment & Health (Impact Factor: 3.45). 01/2006; 31(6):438-49. DOI: 10.5271/sjweh.948
Source: PubMed

ABSTRACT The aim of this article is to present the Copenhagen Psychosocial Questionnaire (COPSOQ), a questionnaire developed in three different lengths for assessing psychosocial factors at work, stress, and the well-being of employees and some personality factors. The purpose of the COPSOQ concept is to improve and facilitate research, as well as practical interventions at workplaces.
The development of the questionnaire was based on a survey of a representative sample of 1858 Danish employees aged 20-59 years. The response rate was 62%; 49% were women. Altogether 145 questions from some international and Danish questionnaires and 20 self-developed questions were tested with factor analyses, analyses of internal reliability, and analyses of response patterns.
The analyses resulted in a long research version of the questionnaire with 141 questions and 30 dimensions, a medium-length version for work environment professionals with 95 questions and 26 dimensions, and a short version for workplaces with 44 questions and 8 dimensions. Most of the scales have good reliability, and there seems to be very little overlap between the scales. A novel feature of the COPSOQ is the development of five different scales on demands at work.
The COPSOQ concept is a valid and reliable tool for workplace surveys, analytic research, interventions, and international comparisons. The questionnaire seems to be comprehensive and to include most of the relevant dimensions according to several important theories on psychosocial factors at work. The three versions facilitate communication between researchers, work environment professionals, and workplaces.

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    • "These variables were assessed with widely used and validated instruments. The organisational factors included organisational commitment using Meyer and Allen's (1997) measure of affective, continuance and normative commitment, perceived organisational support using Djurkovic et al.'s (2008) instrument, leadership using the Multifactor Leadership Questionnaire (Avolio et al., 1999) and work climate with the Copenhagen Psychosocial Questionnaire (Kristensen et al., 2005). The measure of work-related (physiological) health was the General Health Questionnaire (Goldberg, 1972). "
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    • "" . The component job control was measured with four items from the COPSOQ II (Kristensen et al., 2005), tapping the " decision authority " facet of the job control dimension: " Do you have a large degree of influence concerning your work? " ; " Do you have a say in choosing who you work with? "
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