At present, no short standard questionnaire exists for assessing and comparing major work organization hazards in the workplaces of the United States.

We conducted a series of psychometric tests (content validity, factor analysis, differential-item functioning analysis, reliability, and concurrent validity) to validate and identify core items and scales for major work organization hazards using the data from the 2002–2014 General Social Surveys (GSSs), including the Quality of Worklife (QWL) questionnaire. In addition, an extensive literature review was undertaken to find other major work organization hazards which were not addressed in the GSS.

Although the overall validity of the GSS-QWL questionnaire was satisfactory in the psychometric tests, some GSS-QWL items of work-family conflict, psychological job demands, job insecurity, use of skills on the job, and safety climate scales appeared to be weak. In the end, 33 questions (31 GSS-QWL and 2 GSS) were chosen as the least, but best validated core questions and included in a new short standard questionnaire (called the Healthy Work Survey [HWS]). And their national norms were established for comparisons. Furthermore, based on the literature review, fifteen more questions for assessing other significant work organization hazards (e.g., lack of scheduling control, emotional demands, electronic surveillance, wage theft) were included in the new questionnaire. Thus, the HWS includes 48 questions in total for assessing traditional and emerging work organization hazards, which covers seven theoretical domains: work schedule/arrangement, control, support, reward, demands, safety, and justice.

The HWS is a short standard questionnaire for assessing work organization hazards which can be used as a first step toward the risk management of major work organization hazards in the workplaces of the US.

To date, little is known about the effects of factors linked to work-related fatigue on vibration-exposed workers. Thus, the purpose of this study was (1) to assess the effects of vibration exposure time per week and work-related fatigue on workers and (2) to identify factors associated with work-related fatigue caused by long-term exposure to occupational vibration.

This study used data collected from the 5th Korean Working Conditions Survey. A total of 34,820 non-vibration-exposed and 10,776 vibration-exposed employees were selected from the data. The χ² and multiple logistic regression were used to determine the effect of vibration exposure time per week and the effects of factors of work-related fatigue on workers.

The prevalence of work-related fatigue in vibration-exposed workers (30.5%) was higher than that of non-exposed workers (15.9%). The prevalence of work-related fatigue was higher for female and workers with depression, anxiety, and shift work, and those with authority to control their work pace had statistically significantly higher odds than those who did not. The employees who had the authority to control their order of work (odds ratio [OR]: 0.88; 95% confidence interval [CI]: 0.81–0.95) and method of work (OR: 0.90; 95% CI: 0.82–0.98) had statistically significantly lower odds than those who did not. The OR of work-related fatigue symptoms was highest among employees whose vibration exposure time per week were 30.0%–40.0% (OR: 2.36; 95% CI: 1.96–2.83). Lower OR was observed as vibration exposure time per week decreased.

The results of the present study suggest an association between occupational vibration and work-related fatigue and longer vibration exposure time per week, causing an increased prevalence of work-related fatigue symptoms. Measures to protect workers exposed to occupational vibration from work-related fatigue must be taken.

In firefighters, smoking management is important because they are exposed to various harmful substances in their occupational environment. Accurate surveys of smoking status are essential to control tobacco use. The main disadvantage of self-report questionnaires, which are commonly used for investigating smoking status, is the possibility that the subjects' response are invalid. If the validity of firefighters' answers on smoking questionnaires is not adequate, different methods will be needed for investigating smoking status in firefighters.

This study was conducted on 445 male firefighters from 9 fire stations in Daegu (the city in South Korea) who visited a medical institution for medical checkup in 2016. The urine cotinine test strip (DCT-102; CLIAwaived Inc., cut-off value = 200 ng/mL) was used to classify the actual smoking status and to assess the validity of self-reported smoking status on questionnaires. The sensitivity, specificity, positive predictive value (PPV), and negative predictive value (NPV) of the smoking questionnaires were analyzed. Subjects testing positive in the urine cotinine test (assumed the actual current smokers) were selected. The frequency at which actual current smokers were misclassified as current non-smokers by the questionnaire was calculated. Subjects' characteristics were analyzed for possible association with any discrepancy between self-reported smoking status and urine cotinine test results.

The smoking rates among firefighters surveyed using the smoking questionnaire and the urine cotinine test were 22.47% and 51.24%, respectively. Of the all subjects, 29.66% (n = 132) were misclassified. The sensitivity of the smoking questionnaire was 42.98%, the specificity was 99.08%, the PPV was 98.00%, and the NPV was 62.32%. In the 228 subjects classified as current actual smokers by the urine cotinine test, 57.02% (n = 130) were misclassified on the questionnaire. The misclassification rate increased with age. The degree of misclassification also increased when subjects had a history of disease.

In present study, the validity of the smoking questionnaire for firefighters was not suitable for investigating smoking status due to low sensitivity. To increase the validity of smoking status monitoring in firefighters, consideration of the various factors like survey environment, subjects' characteristics, and occupational factors is needed.

Since the night time work was introduced as a ‘harmful factor’ for the worker's special health examination (WSHE) in 2014, the validation of the questionnaire used for screening gastrointestinal (GI) disorder has not been conducted. The purpose of this study is to verify the validity of the questionnaire using the data of specific health screening cluster.

We used WSHE screening data for 3 years, from 2014 to 2016, in health screening cluster. The subjects who had received upper GI endoscopy in opportunistic screening and WSHE simultaneously regardless of the results of the questionnaire were selected. We tested the validity of the questionnaire using upper GI endoscopy as a gold standard.

This study was conducted on 5,057 examinees in 2014, 8,352 examinees in 2015, and 10,587 examinees in 2016. The validity of the questionnaire for each year was as follows: sensitivity 12.3% (95% confidence interval [CI], 11.1–13.4), specificity 88.6% (95% CI, 87.2–90.1), accuracy 41.1% (95% CI, 39.8–42.5) in 2014, sensitivity 5.9% (95% CI, 5.2–6.5), specificity 93.6% (95% CI, 92.7–94.4), accuracy 38.6% (95% CI, 37.6–39.6) in 2015, sensitivity 6.0% (95% CI, 5.4–6.5), a specificity of 9.42% (95% CI, 93.4–95.0), accuracy of 34.2% (95% CI, 33.3–35.1) in 2016. In generally, questionnaire showed sensitivity of 10%, specificity of 90%, and accuracy of 40%.

Despite the purpose of WSHEs aiming to identify target disease early, the sensitivity of the questionnaire for GI disease was too low as 10%. The reasons for this are the problem of the question itself, and the problem of ambiguous target disease. In the future, the questionnaire should be improved to meet the purpose of the WSHE, and further correction of the target disease should be made.

The detection rate of hand-arm vibration syndrome (HAVS) is very low in South Korea compared with other countries. The absence of uniform consensus and guidelines for diagnosing HAVS has been presumed to be one of the reasons. The HAVS has various manifestations including cold intolerance and its severity can be measured using the cold intolerance symptom severity (CISS) questionnaire. This study aimed to determine whether the CISS questionnaire, being used as a screening tool, can aid in the early detection of HAVS.

A total of 76 male workers with vibration-induced symptoms were enrolled as the final study participants. To compare the CISS score of healthy individuals, 41 men who had never been exposed to local vibration were included in the study. In addition to the former medical questionnaire, the participants answered the CISS questionnaire. A statistical analysis was conducted to identify the association of CISS scores with vibration induced symptom and to determine its cut off value.

The reliability of the CISS questionnaire was proven to be good, with a total Cronbach’s alpha of 0.922. The mean CISS score of the exposed group increased in every vascular stage [stage 0 = 42.6 (18.5); stage 1 = 59.4 (14.1); and over stage 2 = 60.2 (21.6)]. They were significantly higher than that of the non-exposed group. The result was fairly consistent with those in the sensorineural stage. The sensitivity, specificity, positive predictive value (PPV), negative predictive value (NPV), and area under curve (AUC) of 30 were 88.5, 65.3, 76.1, 82.1 and 0.769, respectively. From the result of logistic regression, the adjusted odds ratio of both components increased by the CISS score grouped by 30s.

The self-reported CISS questionnaire, used to measure the degree of cold intolerance, showed high agreement with the Stockholm classification of HAVS. Hence, we recommend the use of this questionnaire to assess the level of cold intolerance among vibration-exposed workers and detect individuals who are at risk of vibration-induced impairment with a cutoff value of 30.

IRB No. 2018–07–040-001. Registered on 4 September 2018.

Harassment means systemic and repeated unethical acts. Research on workplace harassment have been conducted widely and the NAQ-R has been widely used for the researches. But this tool, however the limitations in revealing differended in sub-factors depending on the culture and in reflecting that unique characteristics of the Koren society. So, The workplace harassment questionnaire for Korean finace and service workers has been developed to assess the level of personal harassment at work. This study aims to develop a tool to assess the level of personal harassment at work and to test its validity and reliability while examining specific characteristics of workplace harassment against finance and service workers in Korea.

The framework of survey was established based on literature review, focused-group interview for the Korean finance and service workers. To verify its reliability, Cronbach’s alpha coefficient was calculated; and to verify its validity, items and factors of the tool were analyzed. The correlation matrix analysis was examined to verify the tool’s convergent validity and discriminant validity. Structural validity was verified by checking statistical significance in relation to the BDI-K.

Cronbach’s alpha coefficient of this survey was 0.93, which indicates a quite high level of reliability. To verify the appropriateness of this survey tool, its construct validity was examined through factor analysis. As a result of the factor analysis, 3 factors were extracted, explaining 56.5 % of the total variance. The loading values and communalities of the 20 items were 0.85 to 0.48 and 0.71 to 0.46. The convergent validity and discriminant validity were analyzed and rate of item discriminant validity was 100 %. Finally, for the concurrent validity, We examined the relationship between the WHI-KFSW and pschosocial stress by examining the correlation with the BDI-K. The results of chi-square test and multiple logistic analysis indicated that the correlation with the BDI-K was satatisctically significant.

Workplace harassment in actual workplaces were investigated based on interviews, and the statistical analysis contributed to systematizing the types of actual workplace harassment. By statistical method, we developed the questionare, 20 items of 3 categories.