The Work Related Quality of Life scale enables organisations to measure the key factors contributing to the well-being, engagement and stress of their staff. More specifically, this scale assesses seven core factors which interact to explain and predict an individual's Quality of Working Life (listed below). This questionnaire has been completed by thousands of educational professionals across the world and is a great place to start in understanding your staff needs as a school.
Questionnaire / Scales
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Van Laar, Edwards & Easton
1.1. I have a clear set of goals and aims to enable me to do my job
2.1. I feel able to voice opinions and influence changes in my area of work
3.1. I have the opportunity to use my abilities at work
4.1. I feel well at the moment
5.1. My employer provides adequate facilities and flexibility for me to fit work in around my family life
6.1. My current working hours / patterns suit my personal circumstance
7.1. I often feel under pressure at work
8.1. When I have done a good job it is acknowledged by my line manager
9.1. Recently, I have been feeling unhappy and depressed
10.1. I am satisfied with my life
11.1. I am encouraged to develop new skills
12.1. I am involved in decisions that affect me in my own area of work
13.1. My employer provides me with what I need to do my job effectively
14.1. My line manager actively promotes flexible working hours / patterns
15.1. In most ways my life is close to ideal
16.1. I work in a safe environment
17.1. Generally things work out well for me
18.1. I am satisfied with the career opportunities available for me here
19.1. I often feel excessive levels of stress at work
20.1. I am satisfied with the training I receive in order to perform my present job
21.1. Recently, I have been feeling reasonably happy all things considered
22.1. The working conditions are satisfactory
23.1. I am involved in decisions that affect members of the public in my own areas of work
24.1. I have unachievable deadlines
25.1. I am able to achieve a healthy balance between my work and home
26.1. The organisation communicates well with its employees
27.1. I am proud to tell others that I am part of this organisation
28.1. I would recommend this organisation as a good one to work for
29.1. I am pressured to work long hours
30.1. I have sufficient opportunities to question managers about change
31.1. I am happy with the physical environment where I usually work
32.1. I am satisfied with the overall quality of my working life
33.1. How could your quality of working life be improved?
34.1. Although the survey is anonymous, we are keen to understand results by various groupings in schools that will help us be better informed and in ensuring we provide the right support in the right areas. Therefore please do answer the following questions. We want to give you the security of knowing that the results can only be shown for each grouping if there is at AT LEAST 2 participant replies by category. This ensures no responses can EVER be traced back to any particular individual. What is your current age?
35.1. What is your gender?
36.1. What best describes your current role in the school?
37.1. What would best describe the nature of your role in school? (You may select more than 1 option)
38.1. Which Key stage/s do you teach? (You may select more than 1 option)
39.1. What best describes your current role status?
40.1. What best describes your current employment status?
41.1. What are your total years in this current school?
42.1. Have you worked in another school before
43.1. What are your total years of teaching experience?
The scoring of the Work-Related Quality of Life (WRQoL) Scale will provide you with a numerical value for each factor and an overall score, which can help you understand your experience of working life.
The scores can be used to identify areas where you may want to focus your efforts to improve your work-related quality of life. For example, if scores are low on the Job and Career Satisfaction (JCS) factor, you may want to explore ways to increase job satisfaction. Similarly, if there are low scores on the General Well-Being (GWB) factor, you may want to focus on improving your overall health and wellbeing.
The scores can also be used to monitor changes over time, assess the impact of organisational change, and compare your scores to those of other groups or populations. However, it's important to remember that the scores are just one part of the picture and should be interpreted in conjunction with other information, such as personal circumstances and experiences.
Respondents are required to answer the questions on a 5-point scale, ranging from "Strongly Disagree" to "Strongly Agree". The data is usually coded such that "Strongly Disagree" = 1 and "Strongly Agree" = 5. In this way, higher scores indicate more agreement. The scores of the three negatively phrased items are reversed.
After coding (including reversal of the three negatively phrased items), each factor score is determined by finding the average of the items contributing to that factor. . The resulting scores can be used to assess and enhance the quality of working life, plan interventions, monitor workforce experience, and assess the effect of organizational change.
