COPSOQ III in Germany: validation of a standard instrument to measure psychosocial factors at work

Table 5 Regression models on satisfaction and health effects

Dependent Scale	Total model fit (number of all significant predictors)	Model fit with top five^a predictors	Top five^a predictors	Standardised Coefficient (Beta)
Intention to leave Profession / Job	R² = 0.35 (22 predictors)	R² = 0.34	Commitment to Workplace	−0.28
			Work Privacy Conflicts	0.22
			Age groups	−0.14
			Unfair Treatment	0.11
			Meaning of Work	−0.13
			Role Conflicts	0.09
Job Satisfaction	R² = 0.66 (24 predictors)	R² = 0.60	Quality of Leadership	0.31
			Commitment to Workplace	0.24
			Trust and Justice	0.19
			Sense of Community	0.17
			Work Privacy Conflicts	−0.17
Work Engagement	R² = 0.47 (24 predictors)	R² = 0.44	Commitment to Workplace	0.31
			Meaning of Work	0.20
			Possibilities for Development	0.18
			Work Privacy Conflicts	−0.15
			Role Clarity	0.12
General Health	R² = 0.23 (22 predictors)	R² = 0.22	Work Privacy Conflicts	−0.21
			Support at Work	0.08
			Age groups	−0.16
			Insecurity over Working Conditions	−0.13
			Commitment to Workplace	0.12
			Unfair Treatment	−0.10
Burnout Symptoms	R² = 0.41 (21 predictors)	R² = 0.37	Work Privacy Conflicts	0.40
			Trust and Justice	−0.12
			Hiding Emotions	0.13
			Gender	0.12
			Unfair Treatment	0.11
			Job Insecurity	0.10
Presenteeism	R² = 0.22 (22 predictors)	R² = 0.19	Work Privacy Conflicts	0.15
			Insecurity over Working Conditions	0.19
			Unfair Treatment	0.14
			Quantitative Demands	0.10
			Gender	0.11
			Dissolution	0.10
Inability to Relax	R² = 0.20 (23 predictors)	R² = 0.19	Work Privacy Conflicts	0.22
			Dissolution	0.17
			Job Insecurity	0.08
			Quantitative Demands	0.11
			Unfair Treatment	0.08
			Age groups	0.08

^a Top predictors are the first five workplace factors getting into a model. If gender or age group are getting in among the first five, a sixth predictor is listed

ISSN: 1745-6673