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Workplace Assessment Scale: Pilot Validation Study

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  • Eileen Huang

    (Faculty of Medicine, University of Ottawa, 451 Smyth Road, Ottawa, ON K1H 8M5, Canada
    Clinical Epidemiology Program, Ottawa Hospital Research Institute, 501 Smyth Road, Ottawa, ON K1H 8L6, Canada)

  • Nicole E. Edgar

    (Clinical Epidemiology Program, Ottawa Hospital Research Institute, 501 Smyth Road, Ottawa, ON K1H 8L6, Canada)

  • Sarah E. MacLean

    (Clinical Epidemiology Program, Ottawa Hospital Research Institute, 501 Smyth Road, Ottawa, ON K1H 8L6, Canada
    School of Journalism and Communication, Carleton University, 1125 Colonel By Drive, Ottawa, ON K1S 5B6, Canada)

  • Simon Hatcher

    (Clinical Epidemiology Program, Ottawa Hospital Research Institute, 501 Smyth Road, Ottawa, ON K1H 8L6, Canada
    Department of Psychiatry, University of Ottawa, 1145 Carling Avenue, Ottawa, ON K1Z 7K4, Canada)

Abstract

First responders, such as police officers, paramedics, and firefighters are at an increased risk of experiencing negative mental health outcomes compared to the general population. This predisposition can partially be attributed to common occupational stressors, which may provoke strong feelings of betrayal and humiliation. The Workplace Assessment Scale (WAS) was developed as there is currently no appropriate measure to assess such feelings in the first responder population. Initial development of the WAS included a Betrayal Subscale and the Humiliation Subscale, each comprised of 5 Likert scale questions which ask participants to report the frequency at which they experience specific feelings associated with their workplace. This pilot validation study was conducted to determine if there is preliminary evidence to support a large-scale validation study. To determine this, we assessed the internal structure and the convergent, concurrent, and predictive validity of the WAS. Based on 21/22 (95%) participant responses, a factor analysis did not support the two-factor model we anticipated, with only one factor and seven items retained from the original version of the scale. However, the internal consistency of the remaining items was strong. The validity analysis found moderate convergent validity and weak predictive validity based on correlations between the WAS and other psychometric scales. Minimal concurrent validity was noted. Additional research is needed for further analysis and validation of the WAS.

Suggested Citation

  • Eileen Huang & Nicole E. Edgar & Sarah E. MacLean & Simon Hatcher, 2022. "Workplace Assessment Scale: Pilot Validation Study," IJERPH, MDPI, vol. 19(19), pages 1-15, September.
    • Handle: RePEc:gam:jijerp:v:19:y:2022:i:19:p:12408-:d:929168
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    References listed on IDEAS

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    1. R. Nicholas Carleton & Tracie O. Afifi & Tamara Taillieu & Sarah Turner & Julia E. Mason & Rosemary Ricciardelli & Donald R. McCreary & Adam D. Vaughan & Gregory S. Anderson & Rachel L. Krakauer & Eli, 2020. "Assessing the Relative Impact of Diverse Stressors among Public Safety Personnel," IJERPH, MDPI, vol. 17(4), pages 1-25, February.
    2. Hart, Peter M. & Wearing, Alexander J. & Headey, Bruce, 1993. "Assessing police work experiences: Development of the police daily hassles and uplifts scales," Journal of Criminal Justice, Elsevier, vol. 21(6), pages 553-572.
    3. Rosemary Ricciardelli & Stephen Czarnuch & R. Nicholas Carleton & James Gacek & James Shewmake, 2020. "Canadian Public Safety Personnel and Occupational Stressors: How PSP Interpret Stressors on Duty," IJERPH, MDPI, vol. 17(13), pages 1-16, July.
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