What does the quality of working life survey include?
Our main survey tool contains a number of scales and optional elements designed to give you the fullest possible assessment of quality of working life in your organisation:
- The Work-Related Quality of Life (WRQoL) scale. Our WRQoL scale is a fully tested, comprehensive, psychometric measure of an employee’s Quality of Working Life developed by Chartered Psychologists at the University of Portsmouth. It enables feedback on six core factors which interact to explain and predict an individual’s Quality of Working Life:
Check out our WRQoL Factors page for more information.
- The QoWL Work & Well-being Outcome (QWWO) scale provides data related to twenty specific outcomes related to Quality of Working Life such as intention to stay, quality of supervision, sense of achievement, and pride in the organisation.
- The HSE Work-related stress scale provides feedback on the seven stressor categories included in the UK Health & Safety Executive’s Management Standards, such as demands, management support, and relationships.
- Organisation-specific questions. In consultation with you we will design and include questions that you need answering that enable us to provide you with valuable feedback on the work life issues that really matter to you and your employees.
- The QoWL Biographical Information (QBI) scale. In developing our research scales we have realised that there is no one format for collected so-called biographical data from people filling in our scales. To overcome this we have produced a set of questions which we have been using in our research for over 10 years. These questions have been thoroughly piloted and in effect have become a standardised way to gain information about gender, age, occupations, etc. The scale contains 10 items on the following topics:
- Ethnic minority
- Caring responsibilities
- Years of service
- Type of appointment
- Hours of work
- Additional hours (above contracted hours)
- Days absence due to illness in last year
- Staff category questions. We usually include at least two staff category questions that we tailor to your requirements e.g. a general category question on main occupational group and a specific category question on area/dept. We can include a third staff category question if required e.g. location.
- Open question(s). We usually ask at least one open question. This provides your employees with an opportunity to make suggestions about how quality of working life could be improved. Normally, about 50% of respondents take this opportunity. We can provide a thematic analysis (anonymised) of the comments contributed.
Please contact us if you have any queries about the survey.