The Importance Of Performance On The Job Content Questionnaire

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Register to read the introduction… It includes two dimensions, skill discretion
(opportunity to use skills) and decision authority (opportunity to make decisions). Psychological demand refers to workload, mental requirements, organizational constraints put on the worker, and conflicting demands. The job content questionnaire (JCQ) is a standardized instrument proposed to measure the dimensions of the demand–control model (6).
In the last two decades, the job content questionnaire has been intensively used in developed countries, and its performance has been tested in populations from these countries (7–15). However, performance on the job content questionnaire in developing countries remains a less studied issue. In our literature review we identified only three studies conducted in “developing” countries to evaluate performance on the job content questionnaire, carried out in Mexico (16), Taiwan (17) and China (18). Specific occupational groups were studied: in Taiwan, workers from four companies, including men and women; in Mexico only women from two maquiladora microelectronic plants; in China, male and female health care workers. In Brazil, the Swedish version of the job content questionnaire (17 questions) was tested in a sample of the technical and administrative staff of a Brazilian university. The global performance of the scales for decision latitude, psychological demand, and social support was good
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In order to build indicators, for each scale of the questionnaire, a sum of the weighted item score was calculated according to the user’s guide of the job content questionnaire (6).
Statistical analysis
All of the analyses were conducted separately for the formal and informal workers. Mean values and standard deviations were calculated for each scale and subscale. The performance analysis included a discriminant analysis, internal consistency (reliability indicators), and construct validity (factor analysis).
Discriminant analysis. This study included workers from different job sectors. Discriminant validity was analyzed by comparing the means of the scales and subscales of the job content questionnaires gathered from workers in each sector. An analysis of variance (ANOVA) was performed to compare the observed differences.
Internal consistency. Cronbach’s alpha coefficient was calculated to assess the internal consistency or homogeneity of the questions aimed at measuring the same construct. Alpha values above 0.65 were considered acceptable (12,

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