A home environment-moderated model of the influence of ergonomics on individual work performance among Filipino nurse educators working from home during the COVID-19 pandemic: An interaction moderation analysis using structural equation model.

AIM: To determine the influence of ergonomics on individual work performance of nurse educators working at home during the COVID-19 pandemic and to develop a model of the moderating effect of home environment. DESIGN: Cross-sectional, predictive-correlational design. METHODS: Utilizing interaction moderation and structural equation modeling, 214 consecutively-selected educators from nursing schools in the Greater Manila Area, Philippines completed a four-part online survey. RESULTS: Physical, cognitive, and organizational ergonomics positively influenced individual work performance. Home environment had a linear, positive moderation on the effects of physical and cognitive ergonomics on individual work performance but had a negative moderating effect with organizational ergonomics. CONCLUSION: The moderated model underscored the positive effects of ergonomics and the moderating effect of home environment on the individual work performance of nurse educators working at home during the COVID-19 pandemic, and this knowledge can be used in developing appropriate programs, strategies, and policies. IMPACT: The moderated model highlights the need for policies and programs, training and education, and organizational evaluation geared towards promoting healthy workplace and work-life balance among nurse educators transitioning to remote work and online teaching. PATIENT OR PUBLIC CONTRIBUTION: Eligible participants contributed in the data collection with the survey responses.

Changes in menstrual symptoms and work productivity after checklist-based education for premenstrual syndrome: an 8-month follow-up of a single-arm study in Japan.

BACKGROUND: Premenstrual syndrome (PMS) is prevalent among women of reproductive age, but most do not seek medical advice. We hypothesized that building PMS awareness could promote medical help-seeking for PMS and thus reduce menstrual symptoms and improve work productivity. METHODS: In January 2020, women aged between 25 and 44 years, having paid work, and not currently consulting with an obstetrics and gynecology doctor (n = 3090) responded to the Menstrual Distress Questionnaire (MDQ), the Premenstrual Symptoms screening tool, and the World Health Organisation Health and Work Performance Questionnaire. In addition, they received checklist-based online education for PMS. Of 3090 participants, 2487 (80.5%) participated in a follow-up survey in September 2020. We conducted multiple logistic regression analyses and text analyses to explore factors that encouraged and discouraged medical help-seeking. We also evaluated changes in menstrual symptoms and work productivity, using generalized estimating equations with interactions between the severity of PMS, help-seeking, and time. RESULTS: During the follow-up period, 4.9% of the participants (121/2487) sought medical help. Those having high annual income (adjusted odds ratio [aOR] = 2.07, 95% confidence interval [CI]: 1.21-3.53) and moderate-to-severe PMS (aOR = 2.27, 95% CI: 1.49-3.46) were more likely to have sought medical help. Those who did not seek medical help despite their moderate-to-severe PMS reported normalization of their symptoms (36%), time constraints (33%), and other reasons for not seeking medical help. Participants with moderate-to-severe PMS who had sought medical help showed a significant improvement of - 8.44 points (95% CI: - 14.73 to - 2.15 points) in intermenstrual MDQ scores during the follow-up period. However, there were no significant improvements in premenstrual and menstrual MDQ scores or absolute presenteeism. CONCLUSION: Medical help-seeking alleviated intermenstrual symptoms in women with moderate-to-severe PMS, but only a small proportion of them sought medical help after PMS education. Further research should be conducted to benefit the majority of women who are reluctant to seek medical help, including the provision of self-care information. TRIAL REGISTRATION: UMIN Clinical Trials Registry number: UMIN000038917.

Satisfaction with clinical pathway implementation versus job performance of clinicians: empirical evidence on the mediating role of work engagement from public hospitals in Sichuan, China.

BACKGROUND: The job performance of clinicians is a clear indicator of both hospital capacity and the level of hospital service. It plays a crucial role in maintaining the effectiveness and quality of medical care. Clinical pathways are a systematic method of quality improvement successfully recommended by broader healthcare systems. Since clinicians play a key role in implementing clinical pathways in public hospitals, this study aims to investigate the effect of the satisfaction of clinicians in public hospitals with clinical pathway implementation on their job performance. METHODS: A cross-sectional study design was used. Questionnaires were administered online. A total of 794 clinicians completed the questionnaires in seven tertiary public hospitals in Sichuan Province, China, of which 723 were valid for analysis. Questionnaires contained questions on social demographic characteristics, satisfaction with clinical pathway implementation, work engagement, and job performance. Structural Equation Model (SEM) was used to test the hypotheses. RESULTS: The satisfaction of clinicians in public hospitals with clinical pathway implementation was significantly positively correlated with work engagement (r = 0.570, P < 0.01) and job performance (r = 0.522, P < 0.01). A strong indirect effect of clinicians' satisfaction with clinical pathway implementation on job performance mediated by work engagement was observed, and the value of this effect was 0.383 (boot 95%CI [0.323, 0.448]). CONCLUSION: The satisfaction of clinicians in public hospitals with clinical pathway implementation not only directly influences their job performance, but also indirectly affects it through the mediating variable of work engagement. Therefore, managers of public hospitals need to pay close attention to clinicians' evaluation and perception of the clinical pathway implementation. This entails taking adequate measures, such as providing strong organizational support and creating a favorable environment for the clinical pathway implementation. Additionally, focusing on teamwork to increase clinicians' satisfaction can further enhance job performance. Furthermore, managers should give higher priority to increasing employees' work engagement to improve clinicians' job performance.

Effectiveness of mHealth interventions to promote physical activity and reduce sedentary behaviours on work-related productivity and performance: a systematic review protocol.

INTRODUCTION: Technologies such as health and fitness applications (apps) and wearable activity trackers have recently gained popularity and may play a key role in promoting physical activity and reducing sedentary behaviours. Although several systematic reviews have investigated their efficacy in physical activity and sedentary behaviours, few studies have focused on their impact on work-related outcomes among workers. Here, to explore the effects of mHealth interventions designed to encourage physical activity and decrease sedentary behaviours on work-related outcomes, including absenteeism, presenteeism, productivity, work performance and workability among workers, we will conduct a systematic review based on recent articles and an extensive literature search. METHODS AND ANALYSIS: The literature search will be performed using PubMed, Web of Science, the Cochrane Library and the Japan Medical Abstracts Society from inception to 23 September 2023. We will select studies that (1) investigated the impact of mHealth interventions to promote physical activity and reduce sedentary behaviours on work-related outcomes such as absenteeism, presenteeism, productivity, work performance and workability; (2) were designed as a randomised controlled trial (RCT) or non-randomised study of interventions (NRSI); (3) were conducted among workers and (4) were published as full-text original articles in Japanese or English. We will assess the review quality with the AMSTAR 2 tool. The risk of bias will be assessed with the RoB tool 2.0 and ROBINS-I. ETHICS AND DISSEMINATION: Ethical approval is unnecessary as the study will rely solely on previously published articles. The research results will be submitted for publication in a peer-reviewed scientific journal. TRIAL REGISTRATION NUMBER: The study protocol has been registered with the UMIN Clinical Trials Registry (ID=UMIN000052290).

Assessing the effect of cardiovascular disease on work productivity and financial loss among school teachers in Peninsular Malaysia: a nested case-control study.

Background: School teachers may have an increased risk of cardiovascular disease (CVD), potentially affecting their work productivity. However, limited data exists on the impact of CVD on teachers' productivity in Malaysia. Our objectives were to assess work productivity loss (absenteeism and presenteeism) as well as to determine the associated annual monetary loss among school teachers who experienced incident CVD in Peninsular Malaysia. Methods: We adopted a nested case-control design within a cohort of school teachers. Working teachers from six states of Peninsular Malaysia, and had experienced incident CVD before a right-censored date (31st December 2021) were defined as cases. Incident CVD was operationally defined as the development of non-fatal acute coronary syndrome (ACS), stroke, congestive cardiac failure, deep vein thrombosis or peripheral arterial disease before the censored date. Controls were working teachers who did not acquire an incident CVD before the similar right-censored date. All controls were randomly selected, with a ratio of one case to four controls, from among the working teachers in one of the states in Peninsular Malaysia. We used a shortened version of the Malay-validated World Health Organization-Health and Work Performance Questionnaire (WHO-HPQ) to estimate the workplace productivity effect among teachers with incident CVD (cases). The same questionnaire was distributed to teachers in a single state of Peninsular Malaysia who did not experience incident CVD (controls). Absenteeism, presenteeism and annual monetary loss were computed based on the scoring rules in the WHO-HPQ. Analysis of covariance was performed with covariate adjustment using propensity scores. The bootstrapping method was applied to obtain better estimates of marginal mean differences, along with standard errors (SE) and appropriate effect sizes. Results: We recruited 48 cases (baseline mean age = 42.4 years old, 54.2% females) and 192 randomly selected controls (baseline mean age = 36.2 years old, 99.0% females). The majority of the cases had ACS (73.9%). No significant difference was observed in absenteeism between cases and controls. The mean self-rated job performance score was lower for cases (7.63, SE = 0.21) compared to controls (8.60, SE = 0.10). Marginal mean scores of absolute presenteeism among cases (76.30) were lower (p < 0.05, eta squared = 0.075) than controls (85.97). The marginal mean annual cost of presenteeism was higher in cases (MYR 21,237.52) compared to controls (MYR 12,089.74) (p < 0.05, eta squared = 0.082). Conclusion: Absolute presenteeism was lower among school teachers who experienced incident CVD and the annual cost of presenteeism was substantial. Implementing supportive work strategies in school settings is recommended to increase absolute presenteeism, which can lead to a reduction in the annual cost of presenteeism among teachers experiencing incident CVD.

Depression, professional self-efficacy, and job performance as predictors of life satisfaction: the mediating role of work engagement in nurses.

Background: The life satisfaction and job performance of nursing professionals are affected by a multitude of factors, including work engagement, self-efficacy, and depression. The Job Demands-Resources (JD-R) model provides a theoretical framework to explore these relationships. Objective: Our study aimed to analyze the primary goal of this research, which is to examine the mediating role of work engagement in the relationship between depression, professional self-efficacy, job performance, and their impact on life satisfaction in nurses, using the JD-R theory as a guide. Methods: This cross-sectional study involved 579 participants aged between 21 to 57 years (M = 39, SD = 9.95). Mediation analysis was used to examine the influence of depression, self-efficacy, and job performance on work engagement, and in turn, its effect on life satisfaction. Results: Findings indicated that work engagement plays a crucial mediating role between depression, self-efficacy, job performance, and life satisfaction. Interventions to increase work engagement could assist nurses in better managing depression and improving their performance and life satisfaction. Conclusions: Our study highlights the need for workplace policies and strategies that foster work engagement and self-efficacy among nurses while effectively managing job demands to prevent depression. Moreover, these findings underscore the importance of the JD-R theory to understand and improve nurses' job satisfaction and performance, and suggest areas for future research, including exploring other potential factors and applying these findings across different contexts and cultures.

The Impact of Moral Injury on Self-reported Work Performance in Hospital Nurses Following the Global Pandemic Surge.

OBJECTIVE: The aim of this study was to determine relationships between moral injury (MI) and self-reported nurse work performance (NWP) among hospital nurses after the COVID-19 pandemic surges. BACKGROUND: Previously studied in the military, nurse MI became evident due to the pandemic. No previous studies have examined the impact of MI on NWP. Few studies have attended to how MI in nurses can be addressed by nursing leadership. METHODS: A convenience sample of 191 nurses from 7 hospitals in Southern California participated in a multisite correlational survey-design study. RESULTS: Significant levels of MI occurred in 57% (n = 114) of participants. Increased levels of MI were a significant predictor of decreased levels of self-reported NWP. Younger and less experienced nurses reported greater levels of MI. CONCLUSIONS: This study relates MI in nurses to NWP. There is a need for further research to assist nursing administrators in ameliorating MI in nurses and in preparing for the impact of MI on the nursing workforce in future emergent situations.

Clinical effectiveness of trigger point acupuncture on chronic neck and shoulder pain (katakori) with work productivity loss in office workers: a randomized clinical trial.

OBJECTIVES: To evaluate whether trigger point acupuncture (TrPA) is beneficial for office workers who have reduced job performance (presenteeism) due to chronic neck and shoulder pain (katakori). METHODS: A 4-week single-center randomized controlled trial was conducted on 20 eligible female office workers with chronic neck and shoulder pain of at least 3-month duration. The control group implemented only workplace-recommended presenteeism measures, whereas the intervention group received TrPA up to 4 times per month in addition to the presenteeism measures recommended by each workplace. The major outcome measure was the relative presenteeism score on the World Health Organization Health and Work Performance (WHO-HPQ). The secondary outcome measures were pain intensity (numerical rating scale), absolute presenteeism (WHO-HPQ), anxiety and depression (Hospital Anxiety and Depression Scale; HADS), catastrophic thoughts related to pain (Pain Catastrophizing Scale; PCS), and sleep (Athens Insomnia Scale; AIS). RESULTS: All 9 cases in the intervention group and 11 cases in the control group were analyzed. TrPA up to 4 times per month reduced the intensity of neck and shoulder pain by 20% (P < .01, d = 1.65) and improved labor productivity (relative presenteeism value) by 0.25 (P < .01, d = 1.33) compared with the control group over 1 month. No significant differences were observed between the 2 groups in terms of absolute presenteeism score, HADS, PCS, or AIS. CONCLUSIONS: These results suggest that regular intervention with TrPA may be effective in the relative presenteeism score before and after the intervention and the degree of neck and shoulder pain over 28 days compared with the control group.

Health Problems Related to Presenteeism Among Japanese Employees.

OBJECTIVE: This study identified primary health problems related to presenteeism stratified by sex. METHODS: A cross-sectional study was conducted to analyze the relationship between 26 health problems and presenteeism using data from health-related data and World Health Organization Health and Work Performance Questionnaire among 12,526 employees in Japan. RESULTS: Sex-stratified multiple regression analyses showed that presenteeism was associated with nine health problems in both sexes, depressive symptoms, followed by lack of appetite, insufficient sleep, heart palpitations, or shortness of breath demonstrated the strongest relationship. Men had five additional health problems associated with presenteeism; furthermore, the relationships of those were stronger than women. CONCLUSIONS: The primary health problems related to presenteeism were depressive symptoms and indefinite complaints in both sexes. Men had more and stronger relationship between health problems and presenteeism than women.

Work performance and its clinical correlates in patients with chronic mental illness: The Chinese version of Vocational Cognitive Rating Scale and the work behavior inventory.

OBJECTIVE: Occupational function assessment is essential for rehabilitation of severe mental illness but lacks comprehensive tools. METHOD: This study examines the psychometric properties of the Chinese versions of the Vocational Cognitive Rating Scale (VCRS) and the Work Behavior Inventory (WBI) in 60 chronic patients from a psychiatric daycare center and identifies clinical correlates of occupational function measured on the Positive and Negative Syndrome Scale (PANSS). RESULTS: The Chinese VCRS and WBI showed adequate internal consistency, interrater and test-retest reliability, and good convergent validity with the Comprehensive Occupational Therapy Evaluation Scale. Factor analysis favored a one-factor solution of the VCRS; and a four-factor structure in the WBI including Efficiency, Social Interaction, Appropriateness, and Regularity. The VCRS and Efficiency were predicted by fewer disorganization but greater affective symptoms. Social Interaction was negatively predicted by resistance symptoms. Appropriateness was associated with all but negative symptoms. Regularity was predicted by fewer negative symptoms. Considering work behavior altogether, WBI total scores were predicted by fewer negative, fewer disorganization, and greater affective symptoms. CONCLUSIONS AND IMPLICATION FOR PRACTICE: Findings suggest that the Chinese VCRS and WBI have sound psychometric properties and are suitable for both clinical trials and for planning personalized rehabilitation programs. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Presenteeism and Low Work Performance Among Fruit Farm Workers in Northeast Brazil.

OBJECTIVES: The "decision" to go to work, or remain absent, when unwell undermines worker energy. I is therefore understandable that low work performance is one of the main consequences of the act of presenteeism. This study evaluated the association between presenteeism, and absolute and relative work performance among fruit farm workers in Northeast Brazil. METHODS: A cross-sectional study investigated 340 paid employees of both sexes, aged 18 years or over, who worked during the 2019 irrigated fruit harvest in the municipality of Petrolina, Northeast Brazil. Absolute and relative work performance were measured using the Health and Work Performance Questionnaire. Workers who answered "one or more days" to the question "How many days have you worked this season when you were injured or unwell?" were considered presenteeists. Poisson regression with robust variance models was used to estimate the prevalence ratios of the main associations, adjusted for potential confounders. RESULTS: Presenteeist workers presented lower absolute and relative work performance than non-presenteeist workers according to the strata for most of the investigated factors. The associations between presenteeism, and absolute (adjusted prevalence ratio = 1.31) and relative work performance (adjusted prevalence ratio = 1.45) remained strong, even after multiple adjustments for other relevant variables. CONCLUSION: Presenteeist fruit culture workers self-assessed their work performance as lower than non-presenteeist ones.

The ebb and flow of job engagement: Engagement variability and emotional stability as interactive predictors of job performance.

Scholars have long recognized that employees often ebb and flow in how engaged they are in their jobs-what we term "engagement variability." Yet, to date, we have little insight into how an employee's engagement variability-that is, the degree of inconsistency in their engagement-affects job performance. Drawing on and extending habit theory, we hypothesize that, controlling for average engagement, engagement variability is negatively related to job performance. We further hypothesize that emotional stability moderates this relationship: Although engagement variability hinders performance when an employee is higher in emotional stability, this effect weakens when an employee is lower in emotional stability. Finally, we hypothesize that flow mediates the interactive effect of engagement variability and emotional stability on performance. We test our hypotheses across three studies: a multisource, ten-wave field study of 160 cadets across three Army and Air Force divisions of the Reserve Officer Training Corps, an experiment with 600 full-time employees, and a multisource, two-week experience sampling study with 152 full-time employees and their supervisors. We find consistent support for engagement variability's negative relationship with performance and the moderating role of emotional stability, but mixed support for the mediating role of flow. We conclude by discussing the implications of our work. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

A dynamic, computational model of job insecurity and job performance.

Despite decades of research, there is little empirical or theoretical consensus around how job insecurity shapes job performance. This article introduces an ecumenical, dynamic, and computational model of the job insecurity-job performance relationship. That is, rather than representing a single theoretical perspective on job insecurity effects, the model includes three key mechanisms through which job insecurity is theorized to impact performance-stress, social exchange, and job preservation motivation-and grounds these in a self-regulatory computational architecture. The model incorporates multiple, dynamic feedback loops that include job performance and job insecurity, as well as individual difference and contextual constructs to project the immediate, short-term, and long-term effects of changes to job security and other important variables. Simulations of the model demonstrate that a self-regulating representation of human information processing can produce effects consistent with the major propositions in the job insecurity literature. Moreover, interrupted time-series simulations of a new job insecurity threat reveal how, when, and why performance can stabilize above, near, or below baseline performance levels, sometimes for counterintuitive reasons. Additionally, the model shows how the frequently reported, cross-sectional, negative relationship between job insecurity and job performance can be explained by job performance's influence on job insecurity. The results imply important considerations and directions for future job insecurity research and demonstrate the value of a formal, dynamic systems approach to theorizing. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The validity of general cognitive ability predicting job-specific performance is stable across different levels of job experience.

Decades of research in industrial-organizational psychology have established that measures of general cognitive ability (g) consistently and positively predict job-specific performance to a statistically and practically significant degree across jobs. But is the validity of g stable across different levels of job experience? The present study addresses this question using historical large-scale data across 31 diverse military occupations from the Joint-Service Job Performance Measurement/Enlistment Standards Project (N = 10,088). Across all jobs, results of our meta-analysis find near-zero interactions between Armed Forces Qualification Test score (a composite of math and verbal scores) and time in service when predicting job-specific performance. This finding supports the validity of g for predicting job-specific performance even with increasing job experience and provides no evidence for diminishing validity of g. We discuss the theoretical and practical implications of these findings, along with directions for personnel selection research and practice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Meta-analytical estimates of interrater reliability for direct supervisor performance ratings: Optimism under optimal measurement designs.

Performance appraisal (PA) is used for various organizational purposes and is vital to human resources practices. Despite this, current estimates of PA reliability are low, leading to decades of criticism regarding the use of PA in organizational contexts. In this article, we argue that current meta-analytical interrater reliability (IRR) coefficients are underestimates and do not reflect the reliability of interest to most practitioners and researchers-the reliability of an employee's direct supervisor. To establish the reliability of direct supervisor ratings, those making PA ratings must directly supervise employee job performance instead of nonparallel rater designs (e.g., direct supervisor ratings correlated with ratings from a more senior leader). The current meta-analysis identified 22 independent samples that met this more restrictive study inclusion criterion, finding an average observed IRR of .65. We also report reliability estimates for several important contextual moderators, including whether ratings were completed in operational settings (.60) or for research purposes (.67). In sum, we argue that this study's meta-analytical IRR estimates are the best available estimates of direct supervisor reliability and should be used to guide future research and practice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

An exploratory domain analysis of deployment risks and protective features and their association to mental health, cognitive functioning and job performance in military personnel.

BACKGROUND: Meta-analyses of military deployment involve the exploration of focused associations between predictors and peri and post-deployment outcomes. OBJECTIVE: We aimed to provide a large-scale and high-level perspective of deployment-related predictors across eight peri and post-deployment outcomes. DESIGN: Articles reporting effect sizes for associations between deployment-related features and indices of peri and post-deployment outcomes were selected. Three-hundred and fourteen studies (N = 2,045,067) and 1,893 relevant effects were retained. Deployment features were categorized into themes, mapped across outcomes, and integrated into a big-data visualization. METHODS: Studies of military personnel with deployment experience were included. Extracted studies investigated eight possible outcomes reflecting functioning (e.g., post-traumatic stress, burnout). To allow comparability, effects were transformed into a Fisher's Z. Moderation analyses investigating methodological features were performed. RESULTS: The strongest correlates across outcomes were emotional (e.g., guilt/shame: Z = 0.59 to 1.21) and cognitive processes (e.g., negative appraisals: Z = -0.54 to 0.26), adequate sleep on deployment (Z = -0.28 to - 0.61), motivation (Z = -0.33 to - 0.71), and use of various coping strategies/recovery strategies (Z = -0.25 to - 0.59). CONCLUSIONS: Findings pointed to interventions that target coping and recovery strategies, and the monitoring of emotional states and cognitive processes post-deployment that may indicate early risk.

Association of the availability of pharmaceutical facilities provided in secondary and tertiary hospitals with clinical pharmacists' work performance.

BACKGROUND: Clinical pharmacists always work as the pivotal role in the process of facilitating the proper use of drug. Based on the person-environment fit theory, the availability of facilities required in pharmaceutical service may influence pharmacists' performance, but which of them may have positive or negative impact remains unclear. OBJECTIVES: This study aims to analysed the quantitative association of the availability of pharmaceutical facilities provided in Chinese hospitals and clinical pharmacists' work performance to assist hospitals formulating plans of the improving pharmaceutical working conditions to enhance clinical pharmacists' performance. METHOD: Demonstrated by the panel of expert and literature review, the questionnaire for administrators and clinical pharmacists of secondary and tertiary hospitals in China was formed. Then a mixed sampling was adopted to gather data on information of the participants, as well as evaluation indexes of the availability of facilities and clinical pharmacists' work performance. RESULTS: Overall, 625 questionnaires distributed to administrators of hospitals and 1219 ones distributed to clinical pharmacists were retrieved. As for the Pharmaceutical facilities, while the increased availability of Traditional Chinese medicine pharmacy (p = 0.02) has a significantly positive impact on clinical pharmacists' performance, the great availability of the preparation room (p = 0.07) negatively influences their work performance. CONCLUSION: Improving the availability of facilities that significantly influence clinical pharmacists' work performance possibly reduce their workload, enhance their efficiency and further promote progress in pharmaceutical service.

Factors affecting job performance of Sri Lankan IT professionals working from home.

This study investigated the influence of the physical work environment, work life balance, work flexibility, and effective communication on the job performance of IT professionals in Sri Lanka's IT industry who work from home (WFH). A standard questionnaire was used to collect data from 293 IT specialists in 50 different IT organizations in Sri Lanka, and a stepwise probit model was employed for data analysis. According to the findings, both the physical work environment and work life balance had a significantly positive effect on job performance. A one-unit increase in the physical work environment and work life balance increased the likelihood of high job performance by 0.21% and 0.19%, respectively. In contrast, work flexibility had a negative effect on job performance, with an increase of one unit resulting in a 0.18% decrease in the likelihood of high job performance. The positive impact of effective communication on job performance was less significant. The study emphasises the significance of providing a conducive work environment and promoting work life balance to enhance the job performance of IT professionals in Sri Lanka's IT industry who WFH.

[Polish adaptation and validation of the Individual Work Performance Questionnaire (IWPQ)]. / Polska adaptacja i walidacja Kwestionariusza indywidualnej wydajnosci w pracy (IWPQ).

BACKGROUND: The objective of this study was to test the psychometric properties of the Polish version of the Individual Work Performance Questionnaire (IWPQ). MATERIAL AND METHODS: The study was conducted on 3 independent samples of 1582, 581 and 40 individuals employed as manual workers, social service and white collar workers. To test the IWPQ structure an exploratory factor analysis was conducted. Multigroup confirmatory factor analysis and invariance test were carried out among subgroups. The reliability was assessed by means of Cronbach's α coefficient (internal consistent) and test-retest (stability over time) method, with a 4-week follow-up. The construct validity of the IWPQ was tested by means of correlation analysis, using work engagement, positive and negative affect at work, and job burnout as the criterion variables. RESULTS: The Polish version of the IWPQ displays very good internal consistency, theoretical validity, and test-retest stability. The results of the factor analysis confirmed a 3-factor structure of the questionnaire. Construct invariance across subgroups was confirmed. Task performance was negatively correlated with negative affect at work, job burnout and positively correlated with work engagement and positive affect at work. Contextual performance was negatively related with counterproductive work behaviors, negative affect at work and positively related with work engagement. CONCLUSIONS: The Polish version of the IWPQ - like the original scale - consists of 18 items and has 3 subscales. Despite certain limitations the Polish version of the IWPQ shows good psychometric properties and it can be used to measure individual work performance in Polish conditions. Med Pr Work Health Saf. 2023;76(5):389-98.