Survey Compendium

Surveys are recommended based on:

Theoretical basis and validation. 'Yes' and 'indirect' values in lower rows.
Permission to resuse with modification and no cost. 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 sngle=tiem measures(Matthews, 2022. However, scales with only one item do not allow measurement of internal reliabilityRobinson, 2018) but test-test validation is still possible(De Vries, 2016).

State	AHRQ SOPS	AMA (Mini-Z)	APA 2014	Gallop Q12	GSS	Mayo Well-being Index (WBI)	NHS	NIOSH WellBQ	Health Resources & Services Administration (HRSA)	OPM Federal Employee Viewpoint Survey (FEVS)	Stanford Professional Fulfillment Index (PFI)
Reusage?	Federal: mostly Public Domain (details)	Copyright unclear Details Copyright unclear Per AMA:Copyrighted However, the single item burnout question (SIBOQ) was published in 1994 (PMID (10135263) in a journal that is no longer published, but was continued as the journal, Effective Clinical Practice which is also no longer published but its copyright is owned by the American College of Physicians.			Copyrighted (reuse details)		Copyrighted Noncommerical use details Copyrighted 06/10/2023: "The questionnaire developed for NHS Staff Survey, or any subset of questions from the questionnaire, may be used only with express permission of NHS England. This permission will usually be granted, provided that: a) The source is quoted; and b) The questions are not used for commercial benefit Anyone wishing to use the NHS Staff Survey questionnaire for purposes other than the delivery of the national NHS Staff Survey should contact the Survey Coordination Centre at nhsstaffsurvey@surveycoordination.com. (Source)	Federal: mostly Public Domain (details)	Federal: mostly Public Domain (details)	Federal: mostly Public Domain (details)	Copyright unclear Details Copyright unclear Feb, 2018:Copyleft: CC BY 4.0 (PMID 29196982, 2018) June, 2023: Copyright per stanford.edu (website)
Benchmarks?	Yes				Yes Hint Filter by the Module, 'Quality of Working Life(90) 90 questions.'		Yes	No	Not currently	Yes
Thriving (Porath, 2012 Thriving I see myself continually improving I continue to learn more as time goes by )	No	No	No	Indirect Indirect This last year, I have had opportunities at work to learn and grow Anchors:	No	No	Indirect Indirect I have opportunities to improve my knowledge and skills I am able to access the right learning and development opportunities when I need to.	No	No	No	No
Engagement (Schaufeli, 2017) Engagement At my work, I feel bursting with energy (vigor) I am enthusiastic about my job (dedication) I am immersed in my work (absorption) (Schaufeli, 2017)	No	No	Yes Yes When I get up in the morning, I feel like going to work I am enthusiastic about my job I am immersed in my work Anchors: 6	No	No	No	Yes Yes I look forward to going to work I am enthusiastic about my job Time passes quickly when I am working Anchors: 5	Yes Yes When I get up in the morning, I feel like going to work. Anchors: 7	Indirect Indirect I feel more and more engaged in my work.	No	Indirect Indirect Lacking in enthusiasm at work.
Satisfaction	No	Yes Yes Overall, I am satisfied with my current job	Yes Yes All in all, I am satisfied with my job.	No	Yes Yes On the whole, how satisfied are you with the work you do	No	No	Yes Yes Overall, I am ____ with my job. Anchors: 4	Yes Yes, but asks 'very' All things considered, I am very satisfied with my current job.	Yes Yes Considering everything, how satisfied are you with your job? Anchors: 5	Yes Yes My work is satisfying to me
Burnout (Maslach, 1981) (Schmoldt, 1994) (NAM list)	No	Mini-Z Mini-Z Using your own definition of "burnout" please select one of the answers below.	Indirect Indirect During my workday, I typically feel tense or stressed out	No	Indirect Indirect How often does respondent find work stressful	Indirect Indirect Have you felt burned out from you work?	Indirect Indirect How often, if at all, do you feel burnt out because of your work? Anchors: 5	Indirect Indirect How often do you experience fatigue when you are working?	Yes Oldenburg	No	Indirect Indirect Physically exhausted at work Emotionally exhausted at work A sense of dread when I think about work I have to do Less empathetic with my patients Less empathetic with my colleagues Less sensitive to others' feelings/emotions *Less interested in talking with my patients Less connected with my patients Less connected with my colleagues

2: key, theory-based and validated distal, underlying antecedents and their availability on surveys

Basee on validated theories/frameworks that include:

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

Examples include:

Learning/improvement:
- "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 frequently taught new things by people I work with."; (Leykum, 2011) Creative Commons Attribution License)
- "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))
- "I am given a real opportunity to improve my skills in my organization." (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. OPM FEV: The people I work with cooperate to get the job done. NHS: I enjoy working with the colleagues in my team. OR I feel valued by my team. (NHS)
Demands/resources and responses of burnout (exhaustion and cynicism):
- In this unit, we have enough staff to handle the workload (AHRQ; NORC/GSS)
- Other: job fit. My talents are used well in the workplace. (FEV2022)

3: Key, validated proximal, immediate, antecedents and their availability on surveys

These surveys include questions about managers:

Electronic health records (EHRs)

In some settings, EHRs are a negative example of a burden that is a proximal, immediate that may be due to a underlying, distal antecedent of low autonomy or voice for the workforce.

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

A positive example that would contribute to distal antecedents of mastery and membership (above) includes

Peer/reciprocal learning (Leykum. PMIDs22310483,21345225; Creative Commons Attribution License).
- Associated with: engagement (citation pending) and thriving
- The distal antecedent may be the creation of membership across a workforce

Table 4: key, validated outcomes or consequences of well-being

Proactice or extrarole behavior

"I am constantly looking for ways to do my job better."(FEVS 2017)
"I am always looking for better ways to do things"
- 1. 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)

Surveys of workforce well-being and antecedents

1. States of well-being

Table 1: key, validated states and their availability on common surveys

2: key, theory-based and validated distal, underlying antecedents and their availability on surveys

3: Key, validated proximal, immediate, antecedents and their availability on surveys

Electronic health records (EHRs)

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

Table 4: key, validated outcomes or consequences of well-being

Other questions to consider

2. Survey of perceptions of managers and leaders by employees

Sources

Overall

Helps in your development

Other

References (partial)