What makes an efficacious teacher? The role of basic psychological needs and recovery from stressors in relation to teachers' self-efficacy and performance.

BACKGROUND: Studies suggest that teachers' ability to perform their work tasks well is one of the most important antecedents of the achievements of students. This project was focused on verifying an underresearched relation among basic psychological needs satisfaction and frustration, the way the teachers use their time to recover from work stressors, with their performance and self-efficacy. MATERIAL AND METHODS: The participants were 503 teachers from a representative sample of schools in Poland. In the study performance (Individual Work Performance Questionnaire), self-efficacy (Norwegian Teachers Self-Efficacy Scale), basic psychological needs (Basic Psychological Needs Satisfaction and Frustration Scale), and recovery processes (Recovery Experience Questionnaire) were measured. RESULTS: As expected, the results showed that there is a strong relation between basic psychological needs and teachers' individual performance and self-efficacy. However, this relation is partially mediated by some recovery processes, mostly control and detachment. CONCLUSIONS: The results prove that, to some extent, the relation between basic psychological needs satisfaction and teachers' performance and self-efficacy could be explained by the stress recovery processes undertaken by teachers in their free time. This study focused on explaining these relations and suggesting ideas for further studies in this domain.

[The relationships between recovery and teachers' exhaustion and performance: mediational role of work-related self-efficacy]. / Psychiczna regeneracja po pracy a wyczerpanie i wydajnosc nauczycieli: mediujaca rola przekonan o wlasnej skutecznosci zawodowej.

BACKGROUND: The aim of the study was to better understand the process through which recovery leads to teachers' exhaustion and performance. The direct and the indirect, i.e., mediated by teacher' work-related self-efficacy, effects of recovery on exhaustion and job performance were measured. To assessment of recovery, the Polish version of the Work-Related Rumination Scale (W-RRS) was developed. It measures detachment, affective rumination and problem-solving pondering. The psychometric properties of this tool constitute an additional contribution to the article. MATERIAL AND METHODS: The study was conducted among a group of primary and secondary school teachers (N = 503). The factor structure of the W-RRS scale was checked using confirmatory factor analysis (CFA), its reliability by using of Cronbach's α measure, and its theoretical validity by means of correlation of main variables with criterion variables. Hypotheses related to direct and mediation effects were verified using structural equation modeling (SEM). RESULTS: The obtained results confirmed the criterion and construct validity and reliability of the W-RRS. It has been also shown that detachment is directly negatively associated with exhaustion (but not with performance), affective rumination is a predictor of higher exhaustion and lower job performance, and problem-solving pondering is related to job performance (but not to exhaustion). Self-efficacy mediates the effect of 2 (out of the 3) types of recovery on exhaustion and job performance, such that high levels of problem-solving pondering and low levels of affective rumination translate into high self-efficacy, which in turn leads to lower exhaustion and higher job performance. CONCLUSIONS: The recovery methods have various implications for functioning of teachers. While detachment and problem-solving pondering seem to promote it, affective rumination intensifies exhaustion and reduces performance. The mediator of the recovery-psychological well-being relationship is self-efficacy. The W-RRS questionnaire can be used to assessment of rumination among teachers. Med Pr Work Health Saf. 2024;75(2):143-158.

The relationship between occupational burnout and work ability among firefighters: exploring the mediating effects of insomnia, depressive symptoms, loneliness and alcohol misuse.

Purpose: Firefighting is a profession associated with a high risk of elevated levels of occupational stress and burnout. The aim of this cross-sectional study was to explore the mediating effects of insomnia, depressive symptoms, loneliness and alcohol misuse in the relationship between two dimensions of burnout (i.e., exhaustion and disengagement) and work ability among firefighters. Methods: A total of 460 firefighters from various regions of Poland completed a set of self-report questionnaires to assess constructs of interest. A mediation model was constructed to verify hypothesized paths, adjusted for socio-demographic and work-related background characteristics. Model parameters were estimated using a bootstrapping procedure, with sampling set at N = 1000. Results: The proposed model explained 44% of variance in work ability. Higher levels of both exhaustion and disengagement predicted worsened work ability. When mediators were controlled for, these effects remained statistically significant. Depressive symptoms and feelings of loneliness were found to be partial mediators of the association between exhaustion and work ability, and between disengagement and work ability. The mediating effects of insomnia and alcohol misuse were non-significant. Conclusions: Interventions aimed at counteracting the decrement in work ability among firefighters should target not only occupational burnout, but also depressive symptoms and a sense of loneliness as factors mediating its detrimental effects.

[Job resources and work engagement: the mediating role of basic need satisfaction]. / Zasoby a zaangazowanie w prace: mediacyjna rola satysfakcji potrzeb podstawowych.

BACKGROUND: Contemporary work psychology indicates that improving the functioning of employees and organizations takes place not only through the prevention of harmful factors but also through the development of positive attitudes towards work. According to the job demands-resources model, it can be assumed that resources are an important factor leading to work engagement. However, the authors of this concept also suggest that the role of resources is also to meet needs. In turn, according to the self-determination theory, the key to the development of intrinsic motivation and thus also work engagement is the satisfaction of basic needs. Therefore, hypotheses argue that resources in the form of the influence at work, possibilities for development, and social community at work are positively related to work engagement. And also that the satisfaction of basic needs, respectively autonomy, competence, and relatedness, are the mediators of these relationships. MATERIAL AND METHODS: Data were collected among 200 workers aged 18-35, employed to work in direct contact with customers. Job resources were measured with the Copenhagen Psychosocial Questionnaire (COPSOQ II) subscales. Basic psychological need satisfaction was measured with the Basic Psychological Needs Satisfaction and Frustration Scale at Work. Work Engagement was measured with the Utrecht Work Engagement Scale. RESULTS: Regression analyses with mediation effects were performed for 3 models. It has been shown that Influence at work is a predictor of Work engagement and this relationship is mediated by Autonomy satisfaction. Possibilities for development are positively related to Work engagement, in this relationship, the mediator is Competence satisfaction. In the relationship between the Social community at work and Work engagement, the mediator is the relatedness satisfaction. CONCLUSIONS: The results have confirmed hypotheses regarding the mediating role of need satisfaction in the relationship between job resources and work engagement. Despite the limitations of the study, the results obtained confirm and develop the job demands-resources and self-determination theories. Med Pr. 2022;73(5):407-16.

[Polish adaptation of the Short Version of the Occupational Self-Efficacy Scale (SVOSES)]. / Polska adaptacja Krótkiej skali samoskutecznosci w pracy (SVOSES).

BACKGROUND: This article presents the verification of the factor structure and validation of the Polish version of the Short Version of the Occupational Self-Efficacy Scale (SVOSES), developed by Rigotti et al. MATERIAL AND METHODS: The study was questionnaire-based and took place in a "paper-and-pencil" format. They were conducted on 2 independent samples of 1261 and 205 employees, respectively. The factor structure of the tool was checked by means of confirmatory factor analysis (CFA). Its reliability was calculated using 2 methods - Cronbach's α measure (internal consistency) and test-retest method (temporal stability). The theoretical validity of the scale was estimated using correlation analysis in which the criterion variables were: meaning of work, job satisfaction, general self-efficacy, psychological stress symptoms, somatic stress symptoms, and burnout. RESULTS: The univariate structure of the scale was confirmed, consistent with the original version, as well as the theoretical validity and reliability. CONCLUSIONS: The Polish version of the SVOSES can be used as a diagnostic instrument for research in the field of mental health at work, as well as in practical activities, e.g., career counseling, recruitment, selection or screening. Med Pr. 2022;73(4):325-36.

Longitudinal Relation between Comprehensive Job Resources and Three Basic Psychological Needs at Work.

This study aims to understand the long-term relation between comprehensive job resources and the three basic psychological needs at work (autonomy, relatedness and competence). The study was conducted in a progressive design on a sample of 1025 Polish human service professionals. Based on a typology of job resources, the three aggregated job resources index related to the task, leadership and interpersonal relations were created and the effects of each of them on the satisfaction and frustration of the three basic psychological needs, measured after 8 months, were tested. The analysis conducted by using of structural equation modelling showed that task resources are associated with the three basic psychological needs more strongly than two other kinds of resources and that that both leadership and interpersonal resources were related to the satisfaction and frustration of all the needs to the same extent. The results are discussed in the paradigm of the Conservative of Resources and the Self Determination theories.

Full evaluation of the psychometric properties of COPSOQ II. One-year longitudinal study on Polish human service staff.

PURPOSE: The aim of the study was the full evaluation of the psychometric properties of the COPSOQ II in one-year longitudinal study on human service staff in Poland. Data were collected from 599 employees representing three occupational groups related to human service work. METHODS: CFA was conducted in the structure proposed by the author of the original tool, based on one model, which included 119 observable variables forming 33 latent variables (single item subscales were excluded from analysis). To our knowledge, this was the first complete validation of the entire model using CFA. Reliability analysis was performed using two methods: internal consistency analysis and test-retest analysis. Predictive validity was assessed by correlating COPSOQ II variables with ten criterion variables related to job demands, job resources, work-family conflicts, mental health and well-being. RESULTS: According to the results, CFA supported the original structure of the COPSOQ II. Most of the 33 subscales were characterized by good or very good psychometric parameters. The obtained results confirmed also the fairly high reliability, as well as high convergence validity of all subscales of COPSOQ II. CONCLUSION: The final conclusion is that COPSOQ II is characterised by satisfactory psychometric properties and could be successfully used to fulfil the demand for reliable and comprehensive assessment methods also in Polish job market settings.

Toward a better understanding of the health impairment process. Types of demand and burnout component matter.

The aim of the study was to better understand the health impairment process, postulated by Job Demands-Resources (JD-R) model. Previous studies on the process have not clearly explained which types of job demands (challenge vs. hindrance) lead to depression and which burnout component (exhaustion or disengagement from work) mediates job demands-depression link. The direct and indirect (mediated via exhaustion and disengagement from work) effects of challenge and hindrance stressors (included 6 different demands) on depression were investigated in this 1-year cross-lagged study. Data were collected among 752 social service workers in Poland. Structural equation modeling confirmed a slightly different effects of challenge and hindrance stressors (T1) on the two components of job burnout (T2) and depression (T2). Hindrance (but not challenge) stressors were related to high depression. Hindrance stressors intensified exhaustion and disengagement from work, while challenge stressors were only associated with high exhaustion. Exhaustion (but not disengagement from work) was related to depression. These findings support the mediation function of burnout in the health impairment process but only in relation to exhaustion. They also showed that the challenge-hindrance distinction is justified also in the JD-R model. The implications for theory and research on the mental health of employees, as well as for human management practice are discussed.

The basic psychological needs satisfaction and frustration scale at work: A validation in the Polish language.

The aim of this research project was to validate the work-related version of the Basic Psychological Need Satisfaction and Frustration Scale (BPNSFS) into the Polish language and culture. Although studies have demonstrated the benefits associated with basic psychological need satisfaction and the costs associated with need frustration at work, the concept of needs has been neglected both in Polish scientific research and in practical organizational studies. The adaptation of the BPNSFS-Work Domain may change this situation and stimulate research in the Polish community. The scale has been validated in a sample consisting of three occupational groups: healthcare workers, education staff and customer service workers (N = 1315, Mage = 43.8). The findings suggest that the Polish scale has robust psychometric features. The CFA analysis proves that the scale has a six-dimensional structure similar to the original scale. These dimensions show satisfactory to high Cronbach's α and McDonalds ω reliability, and high criterion validity is shown by association of the six need dimensions with correlates of both positive (i.e., engagement, job crafting and self-efficacy) and negative aspects of work (i.e., burnout and stress). The structure of the scale is the same in all three occupational groups, although the regression weights and covariances are only partially invariant. The validated version of the BPNSFS-Work Domain can be used in future basic and applied studies in the paradigm of self-determination theory.

Towards Better Understanding of the Harmful Impact of Hindrance and Challenge Stressors on Job Burnout of Nurses. A One-Year Cross-Lagged Study on Mediation Role of Work-Family Conflict.

The mediation role of work-family conflict (WFC) in job demands - job burnout link is well documented, also in group of nurses. It is still unclear, however, which job demands are particularly conducive to WFC and job burnout. Moreover the mediational effect of WFC was tested mainly in cross-sectional studies that were conducted in countries of North America and Western Europe. Drawing on the Job Demands-Resources and the Effort-Recovery models, this one-year cross-lagged study investigates the effects of five types of job demands related to challenge and hindrance stressors on job burnout (measured with exhaustion and disengagement from work) as well as the mediational role of WFC in Polish nurses. Job demands included emotional, cognitive demands, and demands for hiding emotions (as challenge stressors) as well as quantitative demands and work pace (as hindrance stressors). Data were collected among 516 nurses. Structural equation modelling (SEM) showed that hindrance stressors (T1) are predictor of higher job burnout (T2). The positive role of challenge stressors (T1) were not supported. Only emotional demands were associated with exhaustion but the direction of the relation was opposite than expected. WFC (T1) mediated the harmful effect of the two hindrance stressors and emotional demands on disengagement from work (but not on exhaustion). Cognitive demands and demands for hiding emotions were not related to negative outcomes. The obtained results shed light on the role of the challenge-hindrance stressors and WFI in development of job burnout. The implications for theory and research on the mental health of nurses are discussed.

How Is Work Ability Shaped in Groups of Shift and Non-Shift Workers? A Comprehensive Approach to Job Resources and Mediation Role of Emotions at Work.

There is much less research on the relationship between shift work and positive states experienced in the workplace, e.g., emotions and work ability. Using the job demands-resources model, conservation of resources theory and the broaden-and-build theory as theoretical frameworks, the direct and indirect (mediated via positive and negative emotions) relations between the complex of job resources and work ability were tested in the group of shift and non-shift workers. Three types of resources related to task, leadership and interpersonal relations were taken into account. Data were collected among 1510 workers. Structural equation modelling (SEM) showed that only leadership was directly related to high work ability in both occupational groups. Indirect effects of positive and negative emotions were strongly supported. Both of them mediate the effects of the three analysed job resources on work ability, but individual job resources impacted were different. Leadership resources led to "good" work ability by the intensification of positive and reduction of negative emotions. Interpersonal resources decrease negative emotions. Task resources, conversely, intensified positive emotions, which in turn increased work ability. These research results shed more light on the ways of shaping work ability among shift and non-shift workers.

[What is job crafting? Review of theoretical models of job crafting]. / Czym jest job crafting? Przeglad koncepcji teoretycznych dotyczacych ksztaltowania pracy.

In recent years, there has been a clear increase in the interest in positive phenomena in work psychology. One of such issues is employee-initiated behavior aimed at transforming working conditions in order to increase job satisfaction and match it to one's needs and abilities. These behaviors are referred to as job crafting. With the development of research on this issue, different theoretical concepts and definitions of job crafting were created and then evolved. The aim of the work is to systematize them and perform a critical analysis. The article analyzes 5 theoretical models of job crafting: Wrzesniewski and Dutton's model, Tims and Bakker's model, Zhang and Parker's model, Bindl et al.'s model, and Kooij et al.'s model The publication presents the differences between these models, and strengths and critical points of each of them. Med Pr. 2021;72(4):423-36.

Coronavirus anxiety and exhaustion among Polish front-line healthcare workers - the mediation effect of insomnia.

OBJECTIVES: The study aimed to investigate the direct and indirect - mediated through insomnia - effect of coronavirus anxiety on exhaustion, from the perspective of Hobfoll's theory of conservation of resources (COR). According to the COR theory, critical events (e.g., the coronavirus epidemic) make people fearful of losing their valuable resources. A prolonged state of anxiety may lead to sleeping troubles, which over time results in an increase in exhaustion. MATERIAL AND METHODS: Data were collected from 440 Polish healthcare providers, including nurses and midwives, doctors, paramedics, medical assistance workers, and wardens. Three measures were used: the Coronavirus Anxiety Scale, the Copenhagen Psychosocial Questionnaire (the sleeping trouble subscale) and the Oldenburg Burnout Inventory (the exhaustion subscale). Hypotheses were tested using structural equation modeling. RESULTS: The obtained results fully support the hypotheses. Both the direct and indirect relationships between coronavirus anxiety and exhaustion were observed. Specifically, high coronavirus anxiety increased insomnia, which in turn contributed to the development of exhaustion. CONCLUSIONS: The results are consistent with the COR theory. Prolonged coronavirus anxiety and sleeping problems depleted healthcare providers' resources and made them feel exhausted. Exhaustion among these workers can have serious consequences not only for themselves but also for the health of their patients. Therefore, research into effective ways to deal with coronavirus anxiety is needed. Int J Occup Med Environ Health. 2021;34(2):263-73.

Coronavirus anxiety as a predictor of burnout, depressive symptoms and insomnia among professionally active nurses: a preliminary report.

Purpose: A preliminary assessment of the direct association between coronavirus anxiety and burnout syndrome, depressive symptoms and insomnia among nurses in the context of selected work-related factors. Methods: This is a cross-sectional study. Fifty professionally active nurses were recruited from various psychiatric facilities and asked to fill out a set of questionnaires: the authors' survey on sociodemographic data, the Coronavirus Anxiety Scale (CAS), the Maslach Burnout Inventory - General Survey (MBI-GS), the revised version of the Center for Epidemiologic Studies Depression Scale (CESD-R), and the Athens Insomnia Scale (AIS). Linear regression models were constructed to predict the AIS, CESD-R and MBI-GS dimensions scores, with the CAS score as a predictor. The models were adjusted for sex, marital status, place of residence, length of service and working hours per week. Results: A rise in the CAS score was associated with rises in the CESD-R, MBI Exhaustion and MBI Cynicism scores. The effects were of similar size regardless of whether models were adjusted or unadjusted. Unadjusted and adjusted models predicting AIS total scores and MBI-Efficacy score were not fit to empirical data. In these models, the CAS score was not found to be significantly associated with the AIS and MBI-Efficacy scores. Conclusions: The severity of coronavirus anxiety contributed to the severity of depressive symptoms, cynicism and exhaustion among nurses. The ability to cope effectively with fear of being infected with SARS-CoV-2 may be crucial in preventing and mitigating other mental health sequelae.

Explaining active and passive types of counterproductive work behavior: the moderation effect of bullying, the dark triad and job control.

OBJECTIVES: Drawing on the stressor-emotion model, the study aimed to identify some predictors of the active and passive types of counterproductive work behavior (CWB). Specifically, 1) the direct effect of bullying on CWB, 2) the 2-way interaction effects of the Dark Triad (DT) and job control (JC), as well as 3) the 3-way interaction effect (DT×JC) on the bullying-CWB link were investigated. MATERIAL AND METHODS: Data were collected from 659 white- and blue-collar workers. The 2- and 3-way interactional effects were analyzed by means of PROCESS macros. RESULTS: The analysis showed that high bullying was directly related to high active and passive types of CWB. The 2- and 3-way interactional effects were observed but only in relation to active (not passive) CWB. Bullying was associated with active CWB when the Dark Triad and job control were high. CONCLUSIONS: The study showed different ways of both types of CWB development. The findings provide further insight into processes leading to an increase in active and passive CWB. Int J Occup Med Environ Health. 2019;32(6):777-95.

Development and validation of the Polish version of Colquitt's Organizational Justice Measure

OBJECTIVES: Organizational justice is an important predictor of employees' well-being and job performance. Colquitt's Organizational Justice Measure (OJM) was designed to assess four aspects of justice ­ distributive, procedural, interpersonal and informational. The lack of a Polish version of the tool, however, has precluded its application in Poland. The objective of this study was to test the psychometric properties of the OJM in a Polish sample. MATERIAL AND METHODS: The validating study was conducted on 2 participant samples (N = 209 and N = 659), employed in public and private companies. Both the exploratory and confirmatory factor analyses (EFA, CFA) as well as the estimation of internal consistency with Cronbach's α method were conducted. Predictive validity was assessed by correlating organizational justice with job-related factors and outcomes, including job resources and counterproductive work behavior. RESULTS: The EFA and CFA supported a 4-dimension model of the OJM Polish version. This model indicated a better fit to data than the alternatively tested 1-factor, 2-factor and 3-factor models. The internal consistency of the scales was satisfactory, ranging 0.81­0.93 for various subscales. As expected, the overall organizational justice and the four subscales correlated positively with job resources and negatively with counterproductive work behavior. CONCLUSIONS: The Polish version of OJM has satisfactory psychometric properties and may be useful in assessing organizational justice in a Polish setting. Int J Occup Med Environ Health 2018;31(4):415­427

When do the 'dark personalities' become less counterproductive? The moderating role of job control and social support.

INTRODUCTION: The objective of the study is to examine how job resources modify the relationship between the Dark Triad (DT) and counterproductive work behavior (CWB). Specifically the study examined: (a) the direct link between DT and CWB; (b) the moderation effects of two kinds of job resources (job control and social support); (c) the moderated moderation effect of the job resources (job control × social support) on the DT-CWB link. Moreover, the effect of social approval on CWB was controlled. METHOD: Data were collected among 659 white-collar and blue-collar workers. The hypotheses were tested by means of the PROCESS method. RESULTS: As expected in the hypotheses, a high DT level was found to be directly related to high CWB, and job control moderated (intensified) the link. Social support did not moderate the DT-CWB link. The moderated moderation effect was supported. Social support increases the moderation effect of job control on the DT-CWB link. The lowest level of CWB is observed when job control was low and social support was high.

[Norwegian Teacher Self-Efficacy Scale - Psychometric properties of the Polish version of the scale]. / Norweska Skala Poczucia Wlasnej Skutecznosci Nauczycieli ­ psychometryczne wlasciwosci polskiej wersji narzedzia.

BACKGROUND: Self-efficacy refers to different spheres of human functioning and to different tasks, including teaching activity. It is regarded as an important personal resource related to coping with stress. This paper was aimed at presenting psychometric properties of the Norwegian Teachers Self-Efficacy Scale (NTSES), related to these beliefs in the group of teachers. MATERIAL AND METHODS: Psychometric properties of the scale were evaluated on the basis of the data obtained from 404 teachers of elementary and middle schools. RESULTS: Our analyses of exploratory and confirmatory factor revealed a 3-dimensional structure, but not a 6-dimensional structure of NTSES as obtained in the original Norwegian study. They also showed high reliability and construct validity coefficients. Teachers self-efficacy was positively correlated with general self-efficacy, internal locus of control and negatively with job burnout. CONCLUSIONS: Although NTSES can be used in the study of Polish teachers, this should be done with great caution and the measure of global index of NTSES should be used. Additional studies on a larger sample of teachers are recommended. Med Pr 2017;68(6):743-755.

[Psychometric properties of the Polish version of the Oldenburg Burnout Inventory (OLBI)]. / Psychometryczne wlasciwosci polskiej wersji Oldenburskiego Kwestionariusza Wypalenia Zawodowego (OLBI).

BACKGROUND: The objective of this study was to test the psychometric properties of the Polish version of the Oldenburg Burnout Inventory (OLBI) - its factor structure, reliability, validity and standard norms. MATERIAL AND METHODS: The study was conducted on 3 independent samples of 1804, 366 and 48 workers employed in social service and general service professions. To test the OLBI structure the exploratory factor analysis was conducted. The reliability was assessed by means of Cronbach's α coefficient (the internal consistent) and test-retest (the stability over time) method, with a 6-week follow-up. The construct validity of the OLBI was tested by means of correlation analysis, using perceived stress and work engagement as the criterion variables. RESULTS: The result of the factor analysis confirmed a 2-factor structure of the Inventory but the construction of each factor differed from that in the OLBI original version. Therefore, 2 separate factor analyses - each for the single component of job burnout (exhaustion and disengagement from work) - were conducted. The analyses revealed that each of the components consisted of 2 subscales. The reliability of the OLBI was supported by 2 methods. It was also proved that job burnout and its 2 components, exhaustion and disengagement from work, were positively correlated with perceived stress and negatively correlated with work engagement and its 3 components - vigor, absorption and dedication. CONCLUSIONS: Despite certain limitations the Polish version of the OLBI shows satisfactory psychometric properties and it can be used to measure job burnout in Polish conditions.

Polish adaptation of three self-report measures of job stressors: the Interpersonal Conflict at Work Scale, the Quantitative Workload Inventory and the Organizational Constraints Scale.

AIM: The objective of the present study was to test the psychometric properties, reliability and validity of three job stressor measures, namely, the Interpersonal Conflict at Work Scale, the Organizational Constraints Scale and the Quantitative Workload Inventory. METHOD: The study was conducted on two samples (N = 382 and 3368) representing a wide range of occupations. The estimation of internal consistency with Cronbach's α and the test-retest method as well as both exploratory and confirmatory factor analyses were the main statistical methods. RESULTS: The internal consistency of the scales proved satisfactory, ranging from 0.80 to 0.90 for Cronbach's α test and from 0.72 to 0.86 for the test-retest method. The one-dimensional structure of the three measurements was confirmed. The three scales have acceptable fit to the data. The one-factor structures and other psychometric properties of the Polish version of the scales seem to be similar to those found in the US version of the scales. It was also proved that the three job stressors are positively related to all the job strain measures. CONCLUSIONS: The Polish versions of the three analysed scales can be used to measure the job stressors in Polish conditions.