• Theoretical basis and validation. 'Yes' and 'indirect' values in lower rows.
• Permission to resuse with modification and no cost to not-for-profit entities. Green cells in Reusage row.
• Availabiity of relevant benchmarks. For example, the AHRQ provides benchmarks, but the NIOSH does not. Green cells in Benchmarks row.
• Brevity. For example, when measuring engagement, the UWES-3 is shorter that the UWES-9 and with adequate ( r > 0.7 per Nunnally & Bernstein, 1994) correlation to the UWES-9 (Schaufeli, 2017).
  • Matthews has made a compendium of single item scales to normalize the use of single-item measures (Matthews, 2022 (see supplement). Although scales with only one item do not allow measurement of internal reliability (Robinson, 2018) but test-test validation is still possible (De Vries, 2016).
• Two current shortcomings of existing scales, including copyrights, are:
  • Unclear quality of questions to measure learning and growth mindsets, in healthcare. A key, validated outside of health care (DOI: 10.1177/0013164497057006009), has a question about fear of failure that may not perform as well with healthcare respondents.
  • Unclear quality of questions to measure depersonalization, which is a key component of burnout, yet not well-measured by existing surveys that have permissive copyrights (Hagan et al, 2024).
• Files for importing selected questions from this page into RedCap are locate at here.

• Self-determination theory. Source: Ryan RM, Deci EL. Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist. 2000;55(1):68-78. Available from: http://doi.apa.org/getdoi.cfm?doi=10.1037/0003-066X.55.1.68
• Jobs demands, resources. Source: Schaufeli WB, Bakker AB. Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study. J Organiz Behav. 2004;25(3):293-315. Available from: http://doi.wiley.com/10.1002/job.248
• Integrative model of human growth at work. Source: Spreitzer GM, Porath CM. Self-Determination as a Nutriment for Thriving: Building an Integrative Model of Human Growth at Work Page. In: Gagne M, editor. The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory. 1 edition. Oxford; New York: Oxford University Press; 2014. p. 245-258. https://www.worldcat.org/title/879601753
• Complexity leadership theory. Source: Uhl-Bien M, Arena M. Leadership for organizational adaptability: A theoretical synthesis and integrative framework. The Leadership Quarterly. 2018;29(1):89-104. Available from: http://www.sciencedirect.com/science/article/pii/S104898431730111X

• Learning/improvement (see also, "Proactice or extrarole behavior" and "Reciprocal learning":
  • Self
    • "I see myself continually improving." (Porath, 2012; Copyright © 2011 John Wiley & Sons, Ltd.a>)
    • "I continue to learn more as time goes by" (Porath, 2012; Copyright © 2011 John Wiley & Sons, Ltd.a>)
    • "I am given a real opportunity to improve my skills in my organization." (FEVS)
    • "I am frequently taught new things by people I work with."; (Leykum, 2011) Creative Commons Attribution License)
    • "Employees in my work unit share job knowledge." (FEVS)
  • Work unit and colleagues
    • "Our [hospital] has frequent interactions with outside organizations (e.g., other hospitals and professional associations) to acquire new knowledge on how to improve [AMI] care." Leadership Saves Lives (LSL) (attribution-NonCommercial 4.0 International (CC BY-NC 4.0))
    • "In this work environment, people are interested in better ways of doing things." Leadership Saves Lives (LSL) (ttribution-NonCommercial 4.0 International (CC BY-NC 4.0))
    • "Employees in my work unit consistently look for new ways to improve how they do their work." (FEVS)
    • "Employees in my work unit incorporate new ideas into their work." (FEVS)
• Autonomy
  • "How satisfied are you with your involvement in decisions that affect your work?" (FEVS)
• Mastery.
  • "The work I do gives me a sense of accomplishment (FEVS)
  • "job allows respondent's use of skills" (GSS)
• Meaningfulness.
  • The work I do is meaningful to me (NIOSH)
  • I feel that my role makes a difference to patients / service users. (NHS)
• Membership
  • The people I work with cooperate to get the job done (OPM FEV)
  • I enjoy working with the colleagues in my team. OR I feel valued by my team. (NHS)
  • In this unit, we work together as an effective team. (AHRQ SOPS)
  • During busy times, staff in this unit help each other. (AHRQ SOPS)
• Demands/resources and responses of burnout (exhaustion and cynicism):
  • In this unit, we have enough staff to handle the workload (AHRQ; NORC/GSS)
  • I trust management at work (GSS)
  • How often, if at all, does your work frustrate you? (NHS)
  • During the last 12 months have you felt unwell as a result of work related stress? (NHS)
• Other: job fit. My talents are used well in the workplace. (FEV2022)

• Google's Manager Feedback Survey (Terms for noncommercial uses).
• Leadership Saves Lives (LSL) (Attribution-NonCommercial 4.0 International (CC BY-NC 4.0))
• NHS Staff Surveys
• Office of Personnel Management Federal Employee Viewpoint Survey (OPM FEVS)
• Mayo Clinic Supervisor Survey (Shanafelt, et al. Mayo Clin Proc. 2015 PMID25796117 (copyrighted)

Electronic health records (EHRs)

• Associated with: burden and burnout when the EHR is not implemented well and low workforce voice (Melnick et al. Mayo Clin Proc. 2020 PMID: 31735343)
• Associated with: possible improvement in user measures when the EHR is well-implemented (PMIDs http://pubmed.gov/29808384,30951160,35674989)

• Measuring the impact of EHRs on users of EHRs (details at HealthIT.gov and WikiDoc).
  • Questions from the proposed HealthIT.gov EHR Reporting Program, "Voluntary User-Reported Criteria Questionnaire" prepared by the Urban Institute contains (link)
    • "How would you rate your overall satisfaction with [autofill product name based on Q1]?"
    • "How likely is it that you would recommend [autofill product name based on Q1] to a colleague in a setting similar to yours?"
    • "How would you rate the overall usability of [autofill product name based on Q1]?"
    • "Indicate your satisfaction with the ability to access, exchange, and use electronic health information with the following exchange partners using [autofill product name based on Q1]."
  • Questions from the Health Center Workforce Well-being Survey of HRSA
    • C22. Administrative tasks that I have to do get in the way of my primary duties.
    • C23. The electronic medical record (EMR) / electronic health record (EHR) system used at this Health Center supports high quality patient care.
    • C24. The electronic medical record (EMR) / electronic health record (EHR) system used at this Health Center adds burden to my work.
    • C25. I am satisfied with the electronic medical record (EMR) / electronic health record (EHR) system used at this Health Center.
  • Questions from the Mini-Z survey (Copyright: AMA or Hennepin Healthcare Institute of Professional Worklife )
    • "My proficiency with EHR use is:"
    • "The amount of time I spend on the electronic health record (EHR) at home is:"
    • "Sufficiency of time for documentation is:"

Peer learning (aka reciprocal learning): positive antecedent in some settings

• Peer/reciprocal learning:
  • Examples
    • "I am frequently taught new things by people I work with."; (Leykum. PMIDs22310483,21345225; Creative Commons Attribution License).
    • "Employees in my work unit share job knowledge." (FEVS)
  • Related items
    • Associated with: engagement (citation pending) and thriving
    • A distal antecedent may be the creation of membership across a workforce

• "I am constantly looking for ways to do my job better."(FEVS 2017)
• "I am always looking for better ways to do things"
  • Porath CM, Spreitzer GM, Gibson C, Garnett FG. Thriving at work: Toward its measurement, construct validation, and theoretical refinement. J Organiz Behav. 2012;33(2):250–275.6 Available from: DOI: 10.1002/job.756
  • Fuller JB, Marler LE, Hester K. Promoting felt responsibility for constructive change and proactive behavior: exploring aspects of an elaborated model of work design. J Organiz Behav [Internet]. 2006 Available from: DOI: 10.1002/job.408
  • Morrison, E. W., & Phelps, C. C. (1999). Taking charge at work: Extra-role efforts to initiate workplace change. Academy of Management Journal, 42, 403-419. DOI: 10.2307/257011
  • Seibert SE, Crant JM, Kraimer ML. Proactive personality and career success. J Appl Psychol. 1999 Jun;84(3):416–427. PMID: 10380421
  • Bateman TS, Crant JM. The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior. 1993;14(2):103–118. 10.1002/job.4030140202 (developer)

• "“A year from now, it is likely that I will still be working at this Health Center.”HRSA
• “Taking everything into consideration, how likely is it you will make a genuine effort to find a new job with another employer within the next year? “GSS
• “As soon as I can find another job, I will leave this organization.”NHS Staff Surveys

• “Pretended I did not know what s/he was talking about“ and other itemsConnelly 2012 (Copyright Wiley)

• I recommend my organization as a good place to work (OPM FEVS 2022)
• I would recommend my organisation as a place to work (NHS– Likert 5-item agree)
• I would recommend my workplace to others as a good place to work (APA, 2014)
• I would recommend this health center as a good place to work.(Health Center Workforce Well-being Survey (HRSA)