Our research work focuses on producing psychometrically reliable and valid scales

Our main 'QoWL' survey tool contains a number of scales and optional elements designed to give you the fullest possible assessment of quality of working life of employees. Please go to our Downloads section if you are a researcher and would like to use our QoWL scales.

• The Work-Related Quality of Life (WRQoL) scale. Our WRQoL  scale is a fully tested, comprehensive, psychometric measure of an employee’s Quality of Working Life developed by our Research Psychologists. It assesses Quality of Working Life by six core factors which interact to explain and predict an individual’s Quality of Working Life.

• The QoWL Work & Well-being Outcome (QWWO) scale provides data related to twenty specific outcomes related to Quality of Working Life such as intention to stay, quality of supervision, sense of achievement, and pride in the organisation.

• The HSE Work-related stress scale provides feedback on the seven stressor categories included in the UK Health & Safety Executive’s Management Standards, such as demands, management support, and relationships.

• Organisation-specific questions. Our survey experts help organisations design effective questions to provide you with valuable feedback on the issues that really matter.

• The QoWL Biographical Information (QBI) scale. In developing our research scales we have realised that there is no one format for collected so-called biographical data from people filling in our scales. To overcome this we have produced a set of 10 questions which we have been using in our research for over 10 years. These questions have been thoroughly piloted and in effect have become a standardised way to gain information about gender, age, occupations, etc.

• Staff category questions. We usually include at least two staff category questions that we tailored to the requirements of the organisation e.g. a general question on occupational group and a specific category question on area/dept. We can include further category questions if required e.g. location.

• Open question(s). We usually ask at least one open question. This provides your employees with an opportunity to make suggestions about how quality of working life could be improved or what they like best about their job. Normally, more than 50% of respondents provide an answer and over 50% of these agree that that organisation can see their (anonymised) responses. We can provide a thematic analysis (anonymised) of the comments contributed.

Please look at our downloads page, our research overview page or contact us if you have any queries about the scales, questions or how they were derived.