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Among the major limitations are the underreporting of occupational health disorders, the inability to recognize potential occupational association of the disorder by health care workers, difficulties in attributing diseases with long latency or multiple causes (such as lung cancer) to occupational exposures, exclusion of special populations ...
Aside from measuring the frequency of presenteeism, scholars often look to measure the effects of poor health on job productivity. The Work Limitations Questionnaire (WLQ) is often used to perform this task. [26] With 25 items, it examines the extent to which respondents can handle time, physical, mental-interpersonal, and output demands.
The Later Life Workplace Index (LLWI) serves as a measurement instrument for age-inclusive organizational practices and working conditions for the successful employment of age-diverse workforces. [ 1 ] [ 2 ] Especially in the light of demographic change and shortages of skilled workers , the employment of older workers gains importance. [ 3 ]
Individual psychological assessment (IPA) is a tool used by organizations to make decisions on employment. IPA allows employers to evaluate and maintain potential candidates for hiring, promotion, and development by using a series of job analysis instruments such as position analysis questionnaires (PAQ), occupational analysis inventory (OAI), and functional job analysis (FJA).
The major health topics covered in the Core questionnaires include health status, insurance coverage, complementary and alternative medicine, use of health services, immunizations, health behaviors, injuries, occupational health, cancer screening, ability to perform daily activities, and conditions such as asthma, diabetes, mental health. [4]
Employee surveys are tools used by organizational leadership to gain feedback on and measure employee engagement, employee morale, and performance.Usually answered anonymously, surveys are also used to gain a holistic picture of employees' feelings on such areas as working conditions, supervisory impact, and motivation that regular channels of communication may not.
A health risk assessment (HRA) is a health questionnaire, used to provide individuals with an evaluation of their health risks and quality of life. [5] Commonly a HRA incorporates three key elements – an extended questionnaire, a risk calculation or score, and some form of feedback, i.e. face-to-face with a health advisor or an automatic online report.
The Michigan Organizational Assessment Questionnaire job satisfaction subscale is a 3-item measure of general job satisfaction. [64] It has been very popular with researchers. [65] The Minnesota Satisfaction Questionnaire (MSQ) [66] has 20 facets plus intrinsic and extrinsic satisfaction scores. There are long and short forms.