Vertaile menetelmiä
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| Työntekijöiden hyvinvointiasteikko× | Työväsymyksen ja palautumisen mittari× | |
|---|---|---|
| Tieteenala | Työterveys | Työterveys |
| Menetelmäperhe | Process / pipeline | Process / pipeline |
| Syntyvuosi≠ | 2009 | 2006 |
| Kehittäjä≠ | Page & Vella-Brodrick | Winwood, Bakker, & Liss-Malone |
| Tyyppi | Self-report | Self-report |
| Alkuperäislähde≠ | Page, K. M., & Vella-Brodrick, D. A. (2009). The 'What', 'Why' and 'How' of employee wellbeing: A new model. Soc Indic Res, 90(3), 519–531. DOI ↗ | Winwood, P. C., Bakker, A. B., & Winwood, L. M. (2006). Do the effort–reward imbalance model and the demand control model measure occupational fatigue? A claims analysis of occupational health data. J Occup Environ Med, 48(11), 1112–1120. link ↗ |
| Rinnakkaisnimet≠ | EWS | OFER, Occupational Fatigue Scale |
| Liittyvät | 3 | 3 |
| Tiivistelmä≠ | The Employee Wellbeing Scale (EWS) measures workers' subjective wellbeing across five dimensions: vitality (energy and physical health), motivation (engagement with work), self-perception (confidence and self-worth), social connection (relationships and belonging), and general life satisfaction. Developed by Page and Vella-Brodrick, the EWS captures holistic employee wellbeing—the balance of psychological, social, and physical health that enables people to thrive at work and in life. The scale is used for occupational health surveillance, evaluation of workplace wellness interventions, and organizational culture assessment. | The Occupational Fatigue Exhaustion Recovery Scale (OFER) measures worker fatigue across three dimensions: acute fatigue (tiredness after the current work period), chronic fatigue (accumulated exhaustion over weeks or months), and inter-shift recovery (ability to recuperate between work shifts). Developed by Winwood and colleagues, the OFER distinguishes between short-term fatigue (recoverable) and long-term exhaustion (requiring intervention), making it essential for identifying workers at risk of injury, burnout, and occupational health decline in high-demand roles. |
| ScholarGateAineisto ↗ |
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