Le COPSOQ : un nouveau questionnaire français d'évaluation des risques psychosociaux

Dupret, Émilie; Bocérean, Christine; Teherani, Mardjane; Feltrin, Martine

doi:10.3917/spub.123.0189

Cited by 28 publications

(17 citation statements)

References 16 publications

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“…Participants will answer these items with a seven-point scale (1 = strongly disagree, 7 = strongly agree). The validity and reliability of this tool were satisfactory and have been reported by Dupret et al [ 86 ].…”

Section: Methodssupporting

confidence: 72%

“…Job characteristics will be assessed with 12 items from the French short version of the Copenhagen Psychosocial Questionnaire [ 86 ]. Designed to assess psychosocial risk factors at work, the original version has 46 items grouped in 24 scales referring to six dimensions: quantitative demands, autonomy, organization and leadership, horizontal relationships, work attitudes, and work-related well-being.…”

Section: Methodsmentioning

confidence: 99%

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“Workplace Physical Activity Program” (WOPAP) study protocol: a four-arm randomized controlled trial on preventing burnout and promoting vigor

2019

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BackgroundWOPAP is a theoretically-grounded workplace physical activity intervention that aims to reduce work-related burnout and to improve vigor at work and other work-related outcomes. Using a randomized controlled trial, we investigate whether a 10-week program including two Nordic walking sessions per week is effective in improving employee well-being at work, in comparison with another attractive leisure activity (Theatre condition) or a waiting list control condition. The design of the study makes it possible to test the effect on burnout and vigor of the instructor’s style during physical activity (i.e., traditional vs. need-supportive style). Finally, this study is also interested in several possible psychological (i.e., detachment, relaxation, mastery, control, relatedness, and positive affects experiences) and physiological (i.e., cardiorespiratory fitness) mechanisms through which the practice of physical activity in the intervention could influence burnout and vigor.MethodsEmployees of the authors’ University (N = 140) will be recruited via email, leaflets, and posters. Participants will be randomized to one of the four arms of the trial: (1) Physical Activity Traditional Style, (2) Physical Activity Need-Supportive Style, (3) Theatre condition, and (4) Waiting List Control. The experimental phase will last 10 weeks, followed by a six-month follow-up. During the ten weeks of the intervention, all groups – except the waiting list control – will carry out two activity sessions per week. Primary outcomes are burnout and vigor, secondary outcomes are work motivation, job satisfaction, work performance and work ability. These variables will be assessed before and after the intervention, and at three and six months after the end of the intervention. Moreover, burnout, vigor, needs satisfaction at work and psychological mediators will be assessed weekly throughout the intervention period.DiscussionIf effective, this study will provide evidence for the promotion of workplace physical activity interventions including a need-supportive climate to improve employee well-being. Results could be used to design new research protocols, but also to implement more efficient programs in the workplace.Trial registrationISRCTN12725337. Registered 21 March 2018. Registered retrospectively.

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Section: Methodssupporting

confidence: 72%

Section: Methodsmentioning

confidence: 99%

“Workplace Physical Activity Program” (WOPAP) study protocol: a four-arm randomized controlled trial on preventing burnout and promoting vigor

2019

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“…Recognition was assessed by four items ( α = .71) based on the Copenhagen Psychosocial Questionnaire (COPSOQ-2) [ 57 ]. The alienation scale captured impediments that explicitly hindered work and aspects of negative work through five variables ( α = .68): work strain, measured with an item from the French version of COPSOQ [ 58 ]; impairment by non-nursing tasks, measured by an item from the Contraintes Psychosociales et Organisationnelles questionnaire [ 59 ]; two items ( α = .79) based on the Ryden Aggression Scale [ 60 ], measuring physical and verbal aggression by patients and colleagues; three items ( α = .79) measuring exhaustion, based on COPSOQ-2 [ 57 ] and the Maslach Burnout Inventory [ 61 ]; and an inverse nursing quality measure comprising two items ( α = .68) from the PES-NWI. Advancement was measured by three items ( α = .75) that assessed the opportunity to use skills and learn new things, and promotion opportunities, based on COPSOQ-2 and the job satisfaction scale [ 62 ].…”

Section: Methodsmentioning

confidence: 99%

Institutional effects on nurses’ working conditions: a multi-group comparison of public and private non-profit and for-profit healthcare employers in Switzerland

Aeschbacher

Addor

2018

Hum Resour Health

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BackgroundIn response to the need for competitive recruitment of nurses resulting from the worldwide nursing shortage, employers need to attract and retain nurses by promoting their competitive strengths in their working conditions (WCS) and by addressing their competitive weaknesses. This study investigated workplace differences between public hospitals (PuHs), private for-profit hospitals (PrHs), socio-medical institutions (SOMEDs), home care services (HCs), private medical offices (PrOs) and non-profit organisations (NPOs), helping to provide a foundation for competition-oriented institutional employer branding and to increase transparency in the labour market for nurses.MethodsData from the Swiss Nurses at Work study of the career paths of 11 232 nurses who worked in Switzerland between 1970 and 2014 were subjected to secondary analysis, assessing the effect of institutional characteristics on self-reported determinants of job satisfaction (such as WCS) using multivariate linear regression and post hoc tests with Bonferroni-adjusted significance levels. Principal component analysis was used to reduce the number of WCS in the original study.ResultsNurses at PuHs and PrHs were less likely to experience autonomy, flexibility of work hours and participation in decision-making than those at other workplaces. Although PuHs were rated higher than PrHs in terms of satisfaction with salary and advancement opportunities, they were associated with more alienating work factors, such as stress and aggression. SOMED workplaces were significantly more often associated with alienating conditions and low job satisfaction, but were rated higher than the other institutions in terms of participation in decision-making. The nurses’ ratings implied that PrO workplaces were more likely to offer a mild work environment, social support and recognition than other institutions, but that advancement opportunities were limited. NPO workplaces were associated with the highest degree of autonomy, flexibility, participation, recognition, organisational commitment and job satisfaction. In these respects, HC and NPO workplaces received similar ratings, although the HC workplaces were associated with a significantly lower organisational commitment and significantly lower job satisfaction.ConclusionsDue to their structural characteristics, NPOs, SOMEDs and HCs can attract nurses seeking greater self-determination, PuHs can attract career-oriented nurses, and PrOs and PrHs are likely to attract nurses through offering less-stressful working conditions.Electronic supplementary materialThe online version of this article (10.1186/s12960-018-0324-6) contains supplementary material, which is available to authorized users.

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“…Ainsi, nous avons contribué à la validation de l'échelle de stress perçu de Cohen en quatre items (Perceived Stress Scale -PSS) [2] et de l'Hospital Anxiety and Depression Scale (HADS) auprès d'une population représentative de salariés français [3]. Nous avons également introduit et validé en France le Copenhagen Psychosocial Questionnaire (COPSOQ) [4,5].…”

Section: Introductionunclassified

L’échelle de besoin de récupération : adaptation et validation françaises

Dupret¹,

Bocérean²,

Feltrin³

et al. 2018

Santé Publique

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Le COPSOQ : un nouveau questionnaire français d'évaluation des risques psychosociaux

Cited by 28 publications

References 16 publications

“Workplace Physical Activity Program” (WOPAP) study protocol: a four-arm randomized controlled trial on preventing burnout and promoting vigor

“Workplace Physical Activity Program” (WOPAP) study protocol: a four-arm randomized controlled trial on preventing burnout and promoting vigor

Institutional effects on nurses’ working conditions: a multi-group comparison of public and private non-profit and for-profit healthcare employers in Switzerland

L’échelle de besoin de récupération : adaptation et validation françaises

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