Assessing the psychometric properties of the Guarding Minds @ Work questionnaire recommended in the Canadian Standard for Psychological Health and Safety in the Workplace

Abstract

Objectives This study examines the item and dimension distribution and factorial reliability and validity of the GM@W questionnaire for assessing the 13 dimensions of the work environment outlined in The Canadian National Standard for Psychological Health and Safety in the Workplace (The Standard). Methods An internet survey of 1,006 Ontario workers was conducted between February 10th and March 5th, 2020. Respondents had to be employed in a workplace with five or more employees. The survey included the 65 items from the GM@W questionnaire, and questions to assess sociodemographic characteristics and employment arrangements. Analyses examined the distribution of scores for items and for overall dimensions. A confirmatory factor analysis (CFA) examined the relationship between the 13 proposed dimensions and each of the 65 questions, using only respondents with complete information (N = 900). Results Low levels of missing responses were observed, although 14 of the 65 items had potential ceiling effects. CFA analyses demonstrated poor fit for the conceptual model linking the 13 dimensions of The Standard to the 65-items. High correlations between dimensions were also noted. The GM@W questionnaire displayed poor discriminant in measuring the specific dimensions proposed in The Standard. Conclusions Our results suggest the GM@W survey is unable to isolate the proposed dimensions of the psychosocial work environment as outlined in The Standard. These limitations are important, as workplaces using the GM@W survey will not be able to identify dimensions of the work environment which require attention or assess changes in particular dimensions over time.

Measuring the PULSE of Nursing

“…Details of each indictor are provided in the Table. [26][27][28][29] Structures of care included nurse-related indicators of skill mix, nurse wellness, voluntary turnover, and nursing care hours per patient-day. Process indicators included number of rapid access consults (for episodes of acute patient deterioration) and medication errors.…”

“…• Stress satisfaction: Measures whether people are more satisfied or stressed at work. 27,28 • Overall health and well-being: Demonstrates how well people are feeling over the last 2 wk. There are 5 questions that indicate wellbeing, including mood, attitude, sleep, energy levels, and social behaviors.…”

“…There are 5 questions that indicate wellbeing, including mood, attitude, sleep, energy levels, and social behaviors. 27,28 • Moral distress: Occurs when an individual knows the ethically correct action to take but feels powerless to take that action. Measures the degree of employee moral distress on a scale from 1 to 5.…”

“…Measures the degree of employee moral distress on a scale from 1 to 5. 27,28 Processes of care rates and patient outcomes can facilitate a greater understanding of the relationship between nurse burnout and patient safety outcomes. 34,35 In addition, it would enable early and targeted intervention in areas where nurses are experiencing higher stress or turnover.…”

“…The final list contained 17 metrics, which were then classified according to the Donabedian Framework. Details of each indictor are provided in the Table 26–29. Structures of care included nurse-related indicators of skill mix, nurse wellness, voluntary turnover, and nursing care hours per patient-day.…”