Stress and Satisfaction in the Workplace€¦ · World‘s Largest Provider of Enterprise Application Software 437.000+ customers in 180+ countries Headquarters in Walldorf, Germany

INTERNAL

Stress and Satisfaction in the WorkplaceResults of Validation of Stress-Satisfaction Score (3S) vs Copenhagen Psychosocial Questionnaire (COPSOQ)

Dr. Natalie Lotzmann Sina Fellhauer

Global Vice President HR, Chief Medical Officer Master Thesis Student

Head of Global Health & Well-Being SAP SE Global Health & Well-Being SAP SE

Copenhagen, September 10-11, 2019

PEROSH Research Conference on Innovative Solutions in Occupational Safety and Health

2INTERNAL© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ INTERNAL© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ

About SAP

World‘s Largest Provider of Enterprise Application Software

437.000+ customers

in 180+ countries

Headquarters in Walldorf,

Germany

Founded in 1972

CEO Bill McDermott

98.332employees worldwide

147+ nationalities

High employee satisfaction:

Employee Engagement

Index at 84 % in 2018

3INTERNAL© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ


Our world is crazy-

our world is VUCA


Volatility

Uncertainty

Complexity

Ambiguity

Understanding human VUCA1 world challenges

Lack of appropriate leadership

Stress Symptoms

Information overflow

Anxiety

Imbalance

Cultural challenges

1 Forbes.com Strategy for steady leadership in an unsteady world

Constant change

Workload

Lack of control

Language challenges

EXCESSIVE DEMAND

Always “on” 24/7

Customer demand

Self, peers, manager,

team members and

customers

https://www.forbes.com/sites/hbsworkingknowledge/2017/02/17/vuca-2-0-a-strategy-for-steady-leadership-in-an-unsteady-world/#1644b61613d8


Understanding human needs that do not change

Vision

Understanding

Caring

Agility

Manageability

Compre-

hensibility

Appreciation

Participation

Fairness

Recognition

MeaningfulnessTrust

WELL-BEING

Respect

Sense of belonging

Empowerment

Self, peers, manager,

team members and

customers


Employee Experience at SAP

78%are confirming a Healthy Culture

88%are highly engaged at

work89%say SAP embraces diversity and

enables employees to succeed

while being their authentic selves

81%say there is a climate of

trust within SAP

88%people cooperate in

teams to get the job

done

Statistics based on People Survey 2018

https://portal.wdf.sap.corp/go/peoplesurvey


Why care

▪ About stress

▪ About satisfaction

▪ About culture


“None of us can do good work

for the company if we don´t

keep ourselves well”

To meet our strategic goals, we need our people to run at their best

Bill McDermott, CEO SAP

“Now more than ever it’s critical to

foster a happy, healthy company.”


Healthy culture

happy people

happy customers


How would you rate

the impact of well-being

on your personal

performance?


The impact of well-being on personal performance

Min

1 2 3 4 5 6 7 8 9Max

10

How would you rate the impact of well-being on your personal performace?

Go to www.menti.com

Natalie to switch to Internet

http://www.menti.com/


SAP´s Health Strategy


leadership actions

Healthy Culture

SAP’s Healthy Culture Framework: Individual & Organizational Health

mind

connections

body

resources

motivations

Individual

People are the greatest asset of

our company. SAP strives to

provide an extraordinary

employee experience to support

a healthy and balanced lifestyle,

enabling people to thrive and be

an EXTRAORDINARY ME.

Individual Health & Well-

being

company purpose

job and work conditions

team dynamics

organizational practices

Organizational

SAP creates an environment

that enables our people to

thrive through an

EXTRAORDINARY WE.

Organizational Health

This drives our ability as an organization to adjust to change faster, better and more efficiently

EXTRAORDINARY PERFORMANCE


Action plan: Global Health & Well-Being PortfolioDevelop and deliver innovative global health & well-being programs, projects and KPIs by

connecting the dots across SAP

1. Measuring cultural

conditions in the company

regularly

2. Inspiring healthy habits

in leaders and employees

3. Connecting dots for a

tailored portfolio of

programs, trainings and

solutions



How to

▪ Support people best-

to run at their best

▪ Assess risk and

resources at work


Purpose of Health & Safety Risk Assessments

VISION STRATEGY

Happy and healthy workplaces Deliver data on evidence


Trends in Digital

Transformation


➢ Job shift within economic sectors 80% of jobs outside of production

➢ Shift of physical health hazards

towards mental burden Also within 20% production workforce


➢ Critical competitive advantage: PEOPLE• Engagement triggered by experience

• Health & Safety → Well-Being & Happiness

➢ Shift from assessing working conditions

to assessing perception & needs


➢ Most large and mid sized companies

conduct surveys*• 96% of Fortune 500 companies

• 76% once a year or more frequent

• 86% conduct digitally

• 65% of midsize companies

➢ 88% of best practice group want to get data

to improve satisfaction, commitment,

engagement

* Source: Burke Inc. Research 2018: Jaci Jarrett Masztal, Ph.D., Diane M. Salamon, Gabriela Pashturro, Psy.D. & Lisa Steelman, Ph.D.


The Challenge


➢ Digitalization makes surveys➢ Easy to set up

➢ Easy to analyse

➢ Dramatic increase of surveys➢ E.g. >2000 surveys a year at SAP

Challenge I: Overflow


➢ V in VUCA:➢ Reality overtakes survey results

➢ Data outdated by publishing

➢ C in VUCA:➢ Overwhelming data

➢ A in VUCA:➢ Results without consequences

Challenge II: Relevance


➢ Shift in Workforce

towards Digital NativesGen Y & Z majority of workforce▪ 50% by 2020

▪ 70% by 2030

➢ Are used to vote, want to give feedback!

➢ But: ▪ Survey overflow, hard to attract

▪ Short attention span

▪ Simplicity is a must

Challenge III: Demand


What if…

…you would ask

one question only


What would it be?


Wouldn´t it be about

happiness?


What if…

…you would ask

two questions


Wouldn´t it be about

stress and satisfaction?


Min

1 2 3 4 5 6 7 8 9Max

10

Min

1 2 3 4 5 6 7 8 9Max

10

On average- how stressed do you feel with work?

On average- how satisfied are you with your job?

Go to www.menti.com

The Stress-Satisfaction-Score (3-S)

Natalie to switch to Internet

http://www.menti.com/


Min

1 2 3 4 5 6 7 9Max

10

Min

1 2 3 4 5 6 8 9 10

On average- how stressed do you feel with work?

On average- how satisfied are you with your job?

Practical Usage: Working with the Stress-Satisfaction Score

8

7

What… How…

98

65

6

What… How…


Integrated into a Healthy Leadership Concept

https://video.sap.com/media/0_ow9skm9z

https://video.sap.com/media/0_d6kyrmd0


Our Study


Why?

1. Simplify actionable assessment of job demands and

resources in regular employee surveys

2. Consider attention span, attractiveness and

arbitrary repeatability by low number of items


The Research Question

Does the 2-S Test measure

job demands and resources

in the organization* with

adequate validity

*based on Job Demands-Resources-Model


Theoretical Foundation: The Job Demands-Resources Model*

Job Demands

Job Resources

Reduced Health

Motivation

Organizational

Outcome

Mental

Emotional

Physical

etc

Support

Autonomy

Feedback

etc

-

-

+

+

+

* Focus of current study is on demands, resources and health Source: Demerouti, & Bakker (2011)


Hypotheses

➢ Hypothesis 1

The SAP Stress Item can measure Job Stress

➢ Hypothesis 2

Job Demands can be measured with the SAP Stress Item

➢ Hypothesis 3

The SAP Job Satisfaction Item can measure Job Satisfaction

➢ Hypothesis 4

Job Resources can be measured with the SAP Job Satisfaction Item

➢ Hypothesis 5

Stress is negatively associated with self-rated health

➢ Hypothesis 6

Job Satisfaction is positively associated with self-rated health


Variables

Used Measures(# of items)

Sample

Group

Method

Job

ResourcesJob

Demands

COPSOQ (5)

SAP

Satisfaction

Item (1)

PSS-4 (4)

SAP Stress

Item (2)

Job

SatisfactionJob Stress

Participants of the SAP Executive Health Check-up

N = 62 41% of invited people took part

COPSOQCOPSOQ (1)

Self-rated

Health

(15) (13)

Job Demands-Resources Model


Usage of COPSOQ Questionnaire

Scale Used Variable Level

Quant Demands Yes Job Demands CORE

Work Pace Yes Job Demands CORE

Cognitive Demands No

Emotional Demands Yes Job Demands CORE

Demands for hiding emotions No

Influence at Work Yes Job Resource CORE

Possibilities for development Yes Job Resource CORE

Variation of Work No

Control over working time No

Meaning of work Yes Job Resource CORE

Predictability Yes Job Resource CORE

Recognition Yes Job Resource CORE

Role Clarity Yes Job Resource CORE

Role Conflicts Yes Job Demands CORE

Illegitimate Tasks No

Quality of leadership No

Social Support – Supervisor Yes Job Resource CORE

Social Support Colleagues Yes Job Resource CORE

Sense of community at work Yes Job Resource CORE

Scale Used Variable Level

Commitment to the workplace No

Work Engagement No

Insecurity over employment Yes* Job Demands CORE

Insecurity of working conditions Yes* Job Demands CORE

Quality of work No

Job Satisfcation Yes Job Satisfaction LONG

Work life conflict Yes Job Demands CORE

Horizontal trust No

Vertical trust Yes Job Resource CORE

Organizational Justice Yes Job Resource CORE

Negative acts No

Self-rated health Yes Health CORE

Sleeping troubles No

Burnout No

Stress No

Somatic stress No

Cognitive stress No

Depressive symptoms No

Self-efficacy No

* Excluded during analysis, after factor analysis


Results

Validation

SAP Stress Item vs. a. Stress (PSS-4)

b. Job Demands Items (COPSOQ)

SAP Stress Item can measure

▪ Psychological stress (PSS-4; see

Hypothesis 1) → ρ = .31**

▪ Job Demands (COPSOQ; see



Hypothesis 1

The SAP Stress Item measures Job Stress

M Mdn SD Min Max Possible

answers

Reliability

(Cronbach‘s

Alpha)

Correlation Rho

(ρ) between

Stress (SAP

Item) & PSS-4

SAP Stress

Item

6.37 7 1.79 2 10 1-10 - .31**

Validated

Stress Scale

(PSS-4)

2.43 2.38 0.75 1 5 1-5 α = .75

Key Takeaway

▪ The first part of the Stress-Satisaction

Score „On average, how stressed have you

felt with work in the last two weeks?” can

measure the psychological construct of

stress

▪ The medium effect of ρ = .31 might be due

to the fact, that Stress in the PSS-4 is

defnied rather negatively and the

understanding of Stress has changed since

the PSS-4 was created

M, Mdn & SD

▪ M = Mean, Mdn = Median (50% of the answers are lower and 50%

higher than this number) SD = Standard Deviation (degree of answer

diveristy, low SD → low diversity)

Correlation (ρ)

▪ Degree to which to constructs are related to each other; Can be

between -1 and 1

▪ * means the correlation is statistically significant and can be interpreted

Cronbach’s Alpha (Statistical Indicator of internal consistency)

▪ Shows how strongly the items of a scale are associated with each

other

Item wording is inverted

Validated Stress-Scale (PSS-4)

In the last two weeks how often have you felt...

… that you were unable to control the important things in your work life?

…confident about your ability to handle your work problems?

… that things were going your way?

…difficulties were piling up so high that you could not overcome them?

Single SAP Item Stress

On average, how stressed have you felt with work in the last two weeks?


Hypothesis 2


Reliability (Cronbach‘s Alpha) Correlation ρ (SAP Stress Item) Correlation ρ (PSS-4)

SAP Stress Item - .31** 1.0

Validated Stress-Scale PSS-4 α = .75 1.0 .31**

Convergente Validity

Job Demands α = .85 .52** .38**

Quant. Demands - .27* .25**

Work Pace - .44** .18

Emot. Demands - .31** .11

Role Conflicts - .31** .47**

Work-Life Conflicts - .60** .41**

Discriminant Validity

Job Resources α = .88 -.29* -.50**

Possibilities for Development - -.20 -.20

Meaning of Work - .07 -.27*

Predictability - -.16 -.41**

Recognition - -.15 -.26*

Role Clarity - -.19 -.51**

Influence at Work - -.19 -.47**

Social Support - -.23* -.29*

Vertical Trust - -.24* -.36**

Organisational Justice - -.30* -.40**

Convergent Validity:

▪ Correlation between

variables that measure the

same construct

▪ Correlations should be as

high as possible

Discriminant Validity:

▪ Correlations between

variables, that measure

different constructs

▪ Variables should show a

low correlation or not

correlation at all


Hypothesis 2


Job Demands (COPSOQ)

QUANTITATIVE DEMANDS:

- Do you get behind with your work?

- How often do you not have time to complete all your work tasks?

WORK PACE:

- Do you have to work very fast?

- Do you have to work at a high pace throughout the day

EMOTIONAL DEMANDS:

- Is your work emotionally demanding?

- Do you have to deal with other people‘s personal problems as part of your

work?

ROLE CONFLICT:

- Are contradictory demands placed on you at work?

- Do you sometimes have to do things which ought to be done in a different way?

WORK-LIFE CONFLICT: Do you feel that your work …

- drains so much of your energy that it has a negative effect on your private life?

- takes so much of your time that it has a negative effect on your private life?

Key Takeaway

▪ Stress correlated positively with Job Demands and negatively or not at all with Job Resources. Thus, Stress can

measure Job Demands in the meaning of the Job Demands-Resources Model

▪ The long questionnaire can be replaced by a short one-item scale. This enables a flexible usage during the working day

Single SAP Item Stress

On average, how stressed have you felt with work in the last two weeks?


Results

Validation








Validation

SAP Job Satisfaction Item vs. a. Job Satisfaction Items (COPSOQ)

b. Job Resources Items (COPSOQ)

SAP Satisfaction Item can measure

▪ Job Satisfaction (COPSOQ; see


▪ Job Resourses (COPSOQ; see



Hypothesis 3

The SAP Job Satisfaction Item measures Job Satisfaction

M Mdn SD Min Max Possible

Answers

Reliability

(Cronbach‘s

Alpha)

Correlation Rho (ρ)

between Job Satisfaction

(SAP Item) & COPSOQ

SAP Job Satisfaction Item 6.92 7.5 2.03 1 10 1-10 - .65**

Validated Job Satisfaction

Scale (COPSOQ)

3.86 4 0.78 1 5 1-5 α = .86

Key Takeaway

▪ The second part of the Stress-

Satisfaction Score „On average, how

satisfied have you been with your job

in the last two weeks?” can measure

the psychological construct of job

satisfaction

Validated Job Satisfaction Scale (COPSOQ)

Regarding your work in general: How pleased are you with...

… your work prospects?

… the physical working conditions?

... the way your abilities are used?

… your salary?

… your job as a whole, everything taken into consideration?

Single SAP Item Job Satisfaction

On average, how satisfied have you been with your job in the last two weeks?


Hypothesis 4


Reliability (Cronbach‘s Alpha) Correlation ρ (SAP Job Satisfaction Item) Correlation ρ (COPSOQ)

SAP Job Satisfaction Item - .65** 1.0

Validated Job Satifaction Scale COPSOQ α = .75 1.0 .65**

Convergent Validity

Job Resources α = .88 .62** .70*

Possibilities for Development - .31** .49**

Meaning of Work - .36** .33**

Predictability - .52** .59**

Recognition - .46** .54**

Role Clarity - .46** .45**

Influence at Work - .50** .47**

Social Support - .42** .41**

Vertical Trust - .40** .48**

Organizational Justice - .33** .49**

Discriminant Validity

Job Demands α = .85 -.36** -.39**

Quant. Demands - .04 -.04

Work Pace - -.28* -.24*

Emot. Demands - -.20 -.26*

Role Conflicts - -.36** -.33**

Work-Life Conflicts - -.44** -.56**


Hypothesis 4


Job Ressourcen (COPSOQ)

POSSIBILITY FOR DEVELOPMENT:

- Do you have the possibility of learning new things through your work?

- Can you use your skills or expertise in your work?

MEANING OF WORK:

- Is your work meaningful?

PREDICTABILITY:

- At your place of work, are you informed well in advance concerning for example

important decisions, changes or plans for the future?

- Do you receive all the information you need in order to do your work well?

RECOGNITION:

- Is your work recognized and appreciated by the management?

ROLE CLARITY:

- Does your work have clear objectives?

INFLUENCE AT WORK

- Do you have a large degree of influence on the decisions concerning your work?

SOCIAL SUPPORT

- How often do you get help and support from your immediate superior, if needed?

- How often do you get help and support from your colleagues, if needed?

- Is there a good atmosphere between you and your colleagues?

VERTICAL TRUST

- Does the management trust the employees to do their work well?

- Can the employees trust the information that comes from the management?

ORGANISATIONAL JUSTICE

- Are conflicts resolved in a fair way?

- Is the work distributed fairly?

SAP Job Satisfaction Item

On average, how satisfied have you felt with work in the last two weeks?

Key Takeaway

▪ Satisfaction correlates positively with Job Resources and negatively or not at all with Job Demands. Thus, Satisfaction

can measure Job Satisfaction in the meaning of the Job Demands-Resources Model

▪ The long questionnaire can be replaced by a short one-item scale. This enables a flexible usage during the working day


Results

Validation








Validation

SAP Job Satisfaction Item vs. a. Job Satisfaction Items (COPSOQ)

b. Job Resources Items (COPSOQ)

SAP Satisfaction Item can measure

▪ Job Satisfaction (COPSOQ; see


▪ Job Resourses (COPSOQ; see


Relation of Stress with self-rated health (COPSOQ)a. SAP Stress Item with Self-rated health (COPSOQ)

b. Stress (PSS-4) with Self-rated health (COPSOQ)

Stress (SAP Stress Item) is negatively

related to self-reported health (COPSOQ;

see Hypothesis 5) → ρ = -.33**

Relation of Job Satisfaction self-rated health (COPSOQ)a. SAP Job Satisfaction Item with self-rated health (COPSOQ)

b. Job Satisfaction items (COPSOQ) with self-rated health

(COPSOQ)

Job Satisfaction (SAP Stress Item & COPSOQ)

is positively related to self-reported health

(COPSOQ; see Hypothesis 6) → ρ = .53**


Hypothesis 5


Hypothesis 6


Predictor β p R2

Job Demands (COPSOQ) -.25* .04 .35

Job Resources (COPSOQ) .40** < .01

Predictor β p R2

SAP Stress Item -.26* .03 .27

SAP Job Satisfaction Item .40** < .01

Predictor β p R2

Stress (PSS-4) -.16 .16 .49

Job Satisfaction (COPSOQ) .61** < .01

Multiple Regression: Job Demands und Resources

Multiple Regression: Stress & Job Satisfaction (Single-Items)

Multiple Regression: Stress & Job Satisfaction (Scale)

Multiple Regression:

▪ Statistical technique, which tests, whether

one variable (here Health) can be explained

through different predictors (here Stress &

Satisfaction)

▪ β indicated the strength of this prediction: The

bigger it is (positive or negative) the greater is β’s

influence

▪ R2 indicates how well Health is being explained by

the regression model (.35 means 35% are being

explained)

Key Insights

▪ Job Demands has a slight negative and Job Resources a medium

negative effect on self-rated health

▪ Analogous to this, Stress (measured with the single SAP item)

has a minor effect on self-rated health whereas Satisfaction

(measured with the single SAP item) has a medium effect

▪ When using the Stress and Satisfaction scales, satisfaction shows

a large effect on self-rated health. Stress doesn‘s show any effect.

However, this could be results of the outdated theoretical

contstruct behin the stress scale

▪ Across all regression the trend is, that the effect of the positive

varibale is greater than the effect of the negative variable

▪ The interaction effect, that satsifaction buffers the effect of stress

on health could not be found


Self-rated Health on a scale from

1 (Min) to 5 (Max)

Link between Stress-Satisfaction-Score (SAP) and self-rated health (COPSOQ)

Korrelation ρ = .54**


1 (Min) to 10 (Max)

Key Takeaway

▪ A negative difference

between Stress and

Satisfaction is asscoiated

with lower self-rated health

▪ When Stress is higher than

Satisfaction, there is a risk

of negative influence on

health


Link Between Difference ideal- and current stress (SAP) with self-rated health (COPSOQ)


1 (Min) to 5 (Max)


1 (Min) to 10 (Max)

Korrelation ρ = .37**

Key Takeaway

▪ Current stress that is rated

higher than the ideal stress

is associated with lower

self-rated health


Result: Mission completed

✓ Hypothesis 1

The SAP Stress Item can measure Job Stress

✓ Hypothesis 2


✓ Hypothesis 3

The SAP Job Satisfaction Item can measure Job Satisfaction

✓ Hypothesis 4


✓ Hypothesis 5


✓ Hypothesis 6



The Way Forward-

Our Conclusions


VISION STRATEGY

Happy and healthy workplaces Deliver data on evidence

Recap: Purpose of Health & Safety


It´s about people.

What matters is

their experience.

Conclusion I

In all fields of work.


Simple

Relevant

Actionable

Conclusion I


The journey to simplicity

One Question → Many Answers Many Questions → Few Answers

vs

??????????????????

??????????????????

??????????????????

??????????????????

??????????????????


Global

People

Survey

How We

Run

Behaviors

SAP´s people journey towards simplicity

2015

Run Your

Way

Leadership

Trust Index

20131998

2017

SAP Talk

2017

Business

Health

Culture

Index

2010

RUN

HEALTHY

Health

Management

System

2018

Happiness

2020

2-S-Score

20192019:

#1 at Glassdoor

Best Place to Work

2018:

175 Employer Awards

in 39 countries

Thank you.

Dr. Natalie Lotzmann

Global Vice President HR, Chief Medical Officer

Head of Global Health & Well-Being

SAP SE

Dietmar Hopp Allee 16

69190 Walldorf, Germany

E [email protected]

Sina Fellhauer

Master Thesis Student

Global Health & Well-Being

SAP SE

Dietmar Hopp Allee 16

69190 Walldorf, Germany

E [email protected]

Appendix


Overview of used measures

Item wording is inverted

Validated Stress-Scale (PSS-4)

In the last two weeks how often have you felt...

… that you were unable to control the important

things in your work life?

… confident about your ability to handle your work

problems?

… that things were going your way?

… difficulties were piling up so high that you could

not overcome them?

SAP Stress Item

On average, how stressed have you felt with work in

the last two weeks?

Validated Job Satisfaction Scale (COPSOQ)

Regarding your work in general: How pleased are

you with...

… your work prospects?

… the physical working conditions?

... the way your abilities are used?

… your salary?

… your job as a whole, everything taken into

consideration?

SAP Job Satisfaction Item

On average, how satisfied have you been with your

job in the last two weeks?Job Demands (COPSOQ)

QUANTITATIVE DEMANDS:

- Do you get behind with your work?

- How often do you not have time to complete all your

work tasks?

WORK PACE:

- Do you have to work very fast?

- Do you have to work at a high pace throughout the

day

EMOTIONAL DEMANDS:

- Is your work emotionally demanding?

- Do you have to deal with other people‘s personal

problems as part of your work?

ROLE CONFLICT:

- Are contradictory demands placed on you at work?

- Do you sometimes have to do things which ought to

be done in a different way?

WORK-LIFE CONFLICT: Do you feel that your work …

- drains so much of your energy that it has a negative

effect on your private life?

- takes so much of your time that it has a negative

effect on your private life?

Job Resources (COPSOQ)

POSSIBILITY FOR DEVELOPMENT:

- Do you have the possibility of learning new things through your work?

- Can you use your skills or expertise in your work?

MEANING OF WORK:

- Is your work meaningful?

PREDICTABILITY:

- At your place of work, are you informed well in advance concerning for example

important decisions, changes or plans for the future?

- Do you receive all the information you need in order to do your work well?

RECOGNITION:

- Is your work recognized and appreciated by the management?

ROLE CLARITY:

- Does your work have clear objectives?

INFLUENCE AT WORK

- Do you have a large degree of influence on the decisions concerning your work?

SOCIAL SUPPORT

- How often do you get help and support from your immediate superior, if needed?

- How often do you get help and support from your colleagues, if needed?

- Is there a good atmosphere between you and your colleagues?

VERTICAL TRUST

- Does the management trust the employees to do their work well?

- Can the employees trust the information that comes from the management?

ORGANISATIONAL JUSTICE

- Are conflicts resolved in a fair way?

- Is the work distributed fairly?

Self-rated Health (COPSOQ)

In general, would you say your health is:


Overview Correlation Matrix between Varibales

Variable M Mdn SD 1.1 1.2 2.1 2.2 3. 3.1 3.2 3.3 3.4 3.5 4. 4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 5.

1.1 Stress (PSS-4) 2.43 2.38 0.75 -

1.2 SAP Stress Item 6.37 7 1.79 .31** -

2.1 Job Satisfaction (COPSOQ) 3.86 4 0.78 -.51** -.51** -

2.2 SAP Job Satisfaction Item 6.92 7.5 2.03 -.63** -.27 .65** -

3. Job Demands (COPSOQ) 3.31 3.2 0.65 .38** .52* -.40** -.36** -

3.1 Quantitative Demands 2.92 3 0.89 .25 .27* -.04 .04 .55** -

3.2 Emotional Demands 3.60 3.5 0.77 .11 .31* -.26* -.20 .62** .07 -

3.3 Work Pace 3.85 4 0.82 .18 .44** -.24 -.28* .81** .33* .45** -

3.4 Role Conflicts 3.29 3 0.85 .47** .31* -.33** -.36** .76** .32* .46** .48** -

3.5 Work-Life Conflicts 2.90 3 1.13 .41** .60* -.56** -.44** .85* .31* .44** .68** .57** -

4. Job Resources (COPSOQ) 3.81 3.87 0.54 -.50** -.29* .70** .62** -.46** -.16 -.38** -.24 -.40** -.51** -

4.1 Possibility for

Development

4.14 4 0.61 -.20 -.20 .49** .31* .07 .25 .00 .22 -.05 -.15 .51** -

4.2 Meaning of Work 4.35 4 0.66 -.27* .07 .33** .36** .00 -.08 .10 .19 -.09 -.09 .41** .31* -

4.3 Predictability 3.73 4 0.84 -.41** -.16 .59** .52** -.35* -.16 -.21 -.21 -.27* -.32* .78** .24 .36** -

4.4 Recognition 3.69 4 1.05 -.26* -.15 .54** .46** -.21 .00 -.03 -.03 -.09 -.29* .65** .34** .17 .62** -

4.5 Role Clarity 4.06 4 0.83 -.51** -.19 .45** .46** -.24 -.20 -.04 -.04 -.25 -.22 .49* .24 .50** .47** .15 -

4.6 Influence at Work 3.95 4 0.71 -.47** -.19 .47** .50** -.24 -.01 -.05 -.05 -.24 -.28* .74** .46** .42** .62** .51** .47** -

4.7 Social Support 3.83 4 0.65 -.29* -.23 .41** .42** -.30* -.00 -.26* -.17 -.24 -.36** .67** .36** .08 .27* .39** .17 .50** -

4.8 Vertikal Trust 3.59 3.75 0.86 -.37** -.24 .48** .40** -.54** -.31* -.35** -.33** -.46** -.53** .78** .21 .14 .56** .52** .26* .45** .45** -

4.9 Organisational Justice 3.40 3.5 0.88 -.40** -.30* .49** .33** -.57** -.35** -.35** -.42** -.56** -.52** .70** .26* .21 .50** .29 .31* .37** .43** .63** -

5. Health (COPSOQ) 3.65 4 0.99 -.45** -.33* .63** .53** -.41** -.06 -.29* -.30* -.26* .59** .53** .34** .20 .38** .42** .21 .41** .45** .36** .33** -


Demerouti, E., & Bakker, A. B. (2011). The Job Demands–Resources model: Challenges for future

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Literature

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