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Copenhagen Psychosocial Questionnaire (COPSOQ II)

The Copenhagen Psychosocial Questionnaire (COPSOQ) is a comprehensive, validated instrument designed to evaluate psychosocial risk factors and resources in…

Copenhagen Psychosocial Questionnaire (COPSOQ II)
Questions
46
Duration
15 min
Original title
Copenhagen Psychosocial Questionnaire — version française (v2)
Adaptation
Copenhagen Psychosocial Questionnaire (COPSOQ II)
Authors
Kristensen, T.S., Hannerz, H., Høgh, A. & Borg, V. (version originale) ; Dupret, É., Bocéréan, C., Teherani, M. & Feltrin, M. (adaptation et validation françaises)
Created
2005 / 2012

The Copenhagen Psychosocial Questionnaire (COPSOQ) is a comprehensive, validated instrument designed to evaluate psychosocial risk factors and resources in the workplace. Originally developed by researchers at the Danish National Research Centre for the Working Environment, it provides a multidimensional map of an individual's occupational experience, capturing both the demands placed upon them and the structural or relational resources available to them.

For mental health clinicians, the COPSOQ serves as a critical assessment tool when working with clients experiencing burnout, chronic stress, or work-related anxiety. By systematically quantifying dimensions such as workload, role clarity, leadership quality, and emotional demands, it moves the clinical conversation beyond general dissatisfaction into specific, actionable occupational domains. Using this tool alongside resources like the Psychosocial Risks at Work: PDF Worksheet, Tools and Exercises allows clinicians to monitor the impact of workplace interventions, track shifts in well-being over time, and formulate targeted coping strategies. Because it covers both constraints and protective factors, the COPSOQ offers a nuanced profile that informs holistic treatment planning for occupational distress.

Example result

Fictitious result, computed from a sample set of answers.

The COPSOQ is a self-administered questionnaire for assessing psychosocial risk factors (PSR) at work, developed in Denmark and validated in French by Dupret, Bocéréan, Teherani and Feltrin (2012). The validated French version comprises 46 items grouped into 24 scales covering 6 domains: quantitative demands, autonomy, organization and leadership, horizontal relationships, work experience, health and well-being. This tool is used in occupational health to objectify factors of occupational distress and well-being, screen for burnout, and guide collective and individual interventions.
Psychosocial work profile
Constraints (high = unfavorable)
Workload
0100
12.5
Quantitative demands at work: workload volume and time pressure.
Work pace
0100
62.5
Assesses the intensity and speed required in the work (Work pace).
Cognitive demands
0100
50
Assesses the level of concentration, memory retention, and decision-making required by the work.
Emotional demands
0100
12.5
Emotional involvement required by the work, particularly with others.
Role conflict
0100
50
Assesses conflicting demands or tasks deemed illegitimate assigned to the employee.
Family / work conflict
0100
50
Work-family conflict (domain: work-individual interface).
Stress
0100
37.5
Tension and irritability experienced over recent weeks.
Exhaustion / Burnout
0100
87.5
Physical and emotional fatigue and exhaustion related to work.
Job insecurity
0100
50
Fear of job loss or perceived instability of one's employment situation.
Resources (low = deficiency)
Decision latitude
0100
37.5
Employee influence over the organization and content of their work.
Opportunities for development
0100
87.5
Assesses opportunities to learn new things and develop one's skills.
Predictability
0100
37.5
Assesses the extent to which employees are informed in advance about changes or expectations concerning them.
Recognition
0100
87.5
Recognition and appreciation received from supervisors and colleagues.
Fairness
0100
12.5
Role clarity
0100
62.5
Clear understanding of the objectives, expectations, and responsibilities inherent to one's role.
Leadership quality of the supervisor
0100
37.5
Assesses the quality of leadership (prioritization, planning, consideration).
Social support from supervisor
0100
87.5
Assesses social support (instrumental and emotional) provided by management.
Trust between employees and management
0100
12.5
Trust among colleagues
0100
62.5
Trust and cooperation among colleagues.
Social support from colleagues
0100
50
Assesses social support (instrumental and emotional) provided by peers and colleagues.
Meaning of work
0100
37.5
Assesses the perceived meaning and utility of the work performed.
Organizational commitment
0100
87.5
Work engagement (added in COPSOQ III).
Job satisfaction
0100
33.325
Job satisfaction (domain: work-individual interface / individual level).
Self-rated health
0100
0
Self-rated health (individual-level dimension).
Each scale is the average of its items converted to a 0–100 scale (× 25), with reverse-scored items recoded — all scales are therefore interpreted in the same direction within their domain. Convention: a constraint ≥ 60 indicates a risk; a resource ≤ 40 indicates a deficit. No overall score.
COPSOQ
Fairness
12.5/ 100
items 11, 12
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
12.5
M = 59.2 ± 17.7
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
12.5
M = 61.8 ± 18.3
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
12.5
M = 64 ± 20
Stress
37.5/ 100
Tension and irritability experienced over recent weeks.
items 32, 33
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
37.5
M = 26.7 ± 17.7
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
37.5
M = 43.9 ± 22.3
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
37.5
M = 39 ± 19
Organizational commitment
87.5/ 100
Work engagement (added in COPSOQ III).
items 44, 45
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
87.5
M = 60.9 ± 20.4
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
87.5
M = 69.5 ± 16.4
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
87.5
M = 65 ± 19
Exhaustion / Burnout
87.5/ 100
Physical and emotional fatigue and exhaustion related to work.
items 34, 35
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
87.5
M = 34.1 ± 18.2
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
87.5
M = 32.9 ± 22.5
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
87.5
M = 38 ± 21
Job insecurity
50/ 100
Fear of job loss or perceived instability of one's employment situation.
items 40, 41
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
50
M = 23.7 ± 20.8
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
50
M = 43.9 ± 26.1
Role clarity
62.5/ 100
Clear understanding of the objectives, expectations, and responsibilities inherent to one's role.
items 13, 14
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
62.5
M = 73.5 ± 16.4
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
62.5
M = 60.2 ± 14.7
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
62.5
M = 71 ± 17
Job satisfaction
33.325/ 100
Job satisfaction (domain: work-individual interface / individual level).
items 46
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
33.325
M = 65.3 ± 18.2
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
33.325
M = 62.5 ± 16
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
33.325
M = 64 ± 19
Meaning of work
37.5/ 100
Assesses the perceived meaning and utility of the work performed.
items 42, 43
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
37.5
M = 73.8 ± 15.8
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
37.5
M = 75.9 ± 17.7
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
37.5
M = 71 ± 18
Role conflict
50/ 100
Assesses conflicting demands or tasks deemed illegitimate assigned to the employee.
items 15, 16
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
50
M = 42 ± 16.6
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
50
M = 44.2 ± 19
Predictability
37.5/ 100
Assesses the extent to which employees are informed in advance about changes or expectations concerning them.
items 7, 8
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
37.5
M = 57.7 ± 20.9
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
37.5
M = 58.6 ± 19.5
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
37.5
M = 54 ± 20
Self-rated health
0/ 100
Self-rated health (individual-level dimension).
items 31
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
0
M = 66 ± 20.9
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
0
M = 58.3 ± 22.8
Workload
12.5/ 100
Quantitative demands at work: workload volume and time pressure.
items 1, 2
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
12.5
M = 40.2 ± 20.5
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
12.5
M = 36.3 ± 18.2
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
12.5
M = 46 ± 21
Opportunities for development
87.5/ 100
Assesses opportunities to learn new things and develop one's skills.
items 29, 30
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
87.5
M = 65.9 ± 17.6
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
87.5
M = 68.7 ± 17
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
87.5
M = 64 ± 19
Recognition
87.5/ 100
Recognition and appreciation received from supervisors and colleagues.
items 9, 10
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
87.5
M = 66.2 ± 19.9
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
87.5
M = 66.9 ± 19.2
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
87.5
M = 64 ± 20
Work pace
62.5/ 100
Assesses the intensity and speed required in the work (Work pace).
items 3, 4
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
62.5
M = 59.5 ± 19.1
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
62.5
M = 63.1 ± 19.2
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
62.5
M = 65 ± 19
Decision latitude
37.5/ 100
Employee influence over the organization and content of their work.
items 27, 28
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
37.5
M = 49.8 ± 21.2
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
37.5
M = 47.2 ± 19
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
37.5
M = 52 ± 19
Social support from colleagues
50/ 100
Assesses social support (instrumental and emotional) provided by peers and colleagues.
items 25, 26
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
50
M = 57.3 ± 19.7
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
50
M = 59.6 ± 21.9
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
50
M = 61 ± 20
Social support from supervisor
87.5/ 100
Assesses social support (instrumental and emotional) provided by management.
items 19, 20
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
87.5
M = 61.6 ± 22.4
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
87.5
M = 68.4 ± 19.2
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
87.5
M = 64 ± 23
Leadership quality of the supervisor
37.5/ 100
Assesses the quality of leadership (prioritization, planning, consideration).
items 17, 18
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
37.5
M = 55.3 ± 21.1
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
37.5
M = 64.6 ± 21.5
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
37.5
M = 61 ± 21
Trust among colleagues
62.5/ 100
Trust and cooperation among colleagues.
items 23, 24
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
62.5
M = 68.6 ± 16.9
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
62.5
M = 69 ± 16.6
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
62.5
M = 69 ± 17
Trust between employees and management
12.5/ 100
items 21, 22
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
12.5
M = 67 ± 17.7
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
12.5
M = 62.8 ± 18.2
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
12.5
M = 66 ± 21
Cognitive demands
50/ 100
Assesses the level of concentration, memory retention, and decision-making required by the work.
items 5, 6
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
50
M = 63.9 ± 18.7
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
50
M = 57 ± 18.4
Family / work conflict
50/ 100
Work-family conflict (domain: work-individual interface).
items 38, 39
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
50
M = 33.5 ± 24.3
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
50
M = 40 ± 26.7
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
50
M = 42 ± 29
Emotional demands
12.5/ 100
Emotional involvement required by the work, particularly with others.
items 36, 37
généralemixed · general population · Danish reference sample from the original COPSOQ II · employees · Denmark · n = 3517 · 2010 · Rosário et al. (2017)
0100
12.5
M = 40.7 ± 24.3
généralemixed · general population · Portuguese employees (long version validation study) · employees · Portugal · n = 745 · 2017 · Rosário et al. (2017)
0100
12.5
M = 54.9 ± 20.8
généralemixed · general population · validation sample of the French version (v2, 2010) · employees (large aerospace industry company, 10 sites; 23% women) · France · n = 3166 · 2012 · Dupret et al. (2012)
0100
12.5
M = 37 ± 20

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What the test measures

The COPSOQ evaluates the psychosocial work environment across multiple domains, capturing both the organizational constraints placed on the individual and the protective resources available to them.

This instrument is intended for working adults across all occupational sectors to systematically map their psychosocial working conditions.

When and why to use it

Clinicians utilize the COPSOQ to systematically assess and document the impact of occupational stressors on a client's mental health, shifting from vague work-related complaints to a structured clinical formulation.

  • Intake baseline: To establish a comprehensive profile of a client's psychosocial working conditions at the beginning of treatment.
  • Identifying burnout drivers: To map exactly which organizational factors are directly contributing to emotional exhaustion.
  • Monitoring change: To track shifts in perceived work environment and stress levels over time, especially after job adjustments or role changes where tools like the Eisenhower Urgency-Importance Matrix: PDF Worksheet, Tools and Exercises are implemented.
  • Differential support: To distinguish between individual psychological vulnerabilities and structural workplace deficits, guiding targeted advocacy or Assertive Communication: PDF Worksheet, Tools and Exercises training.

Using a validated measure provides a structured, objective framework that enhances clinical impression alone, allowing the clinician and client to pinpoint specific occupational risks and protective resources.

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The questions

  1. This questionnaire is about your current job and how you experience it. For each question, check the answer that best matches your situation. There are no right or wrong answers: only your personal assessment matters. Answer all questions as spontaneously as possible.
    1. Do you fall behind in your work?
    Probes the individual's experience of struggling to keep up with their workload.
    • Always
    • Often
    • Sometimes
    • Rarely
    • Almost never/Never
  2. 2. Do you have enough time to complete your work tasks?
    Evaluates whether the person is granted adequate time to complete assigned duties.
    • Always
    • Often
    • Sometimes
    • Rarely
    • Almost never/Never
  3. 3. Do you work at a high pace throughout the day?
    Assesses the intensity and continuity of the required working speed.
    • Always
    • Often
    • Sometimes
    • Rarely
    • Almost never/Never
  4. 4. Is it necessary to maintain a fast pace at work?
    Measures the perceived necessity to maintain rapid execution during working hours.
    • Always
    • Often
    • Sometimes
    • Rarely
    • Almost never/Never
  5. 5. Do you have to keep track of many things at work?
    Evaluates the degree of sustained visual or attentional monitoring required by the job.
    • Always
    • Often
    • Sometimes
    • Rarely
    • Almost never/Never
  6. 6. Does your work require you to remember many things?
    Assesses the cognitive load related to working memory demands.
    • Always
    • Often
    • Sometimes
    • Rarely
    • Almost never/Never
  7. 7. At work, are you informed well enough in advance about, for example, important decisions, changes, or future plans?
    Probes the level of autonomy and decision-making power the individual holds.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  8. 8. Do you receive all the information you need to do your job well?
    Measures the ability to exert control over interpersonal collaborations.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  9. 9. Is your work recognized and appreciated by management?
    Assesses the opportunities for skill acquisition and intellectual growth on the job.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  10. 10. Are you treated fairly at work?
    Evaluates whether the role actively utilizes the person's existing qualifications.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  11. 11. Are conflicts resolved fairly?
    Probes the predictability of the work environment regarding upcoming changes.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  12. 12. Is the work distributed fairly?
    Assesses the adequacy of information flow necessary for task execution.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  13. 13. Does your work have clear objectives?
    Measures the perception of being valued and acknowledged by leadership.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  14. 14. Do you know exactly what is expected of you at work?
    Evaluates the overall sense of fairness and equitable treatment in the workplace.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  15. 15. Do you face conflicting demands at work?
    Assesses the perceived justice in how interpersonal disputes are handled.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  16. 16. Do you sometimes have to do things that should have been done differently?
    Probes the equity in task allocation among team members.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  17. 17. To what extent would you say that your line manager gives high priority to job satisfaction?
    Evaluates the clarity of the goals and targets associated with the role.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  18. 18. To what extent would you say that your line manager is competent in planning the work?
    Measures how well the individual understands management's expectations of them.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  19. 19. How often is your line manager willing to listen to you about your problems at work?
    Assesses exposure to conflicting instructions or incompatible task requirements.
    • Always
    • Often
    • Sometimes
    • Rarely
    • Almost never/Never
  20. 20. How often do you receive help and support from your line manager?
    Probes the frustration of executing tasks in suboptimal ways due to systemic constraints.
    • Always
    • Often
    • Sometimes
    • Rarely
    • Almost never/Never
  21. 21. Does management trust employees to do their job well?
    Evaluates the supervisor's perceived commitment to employee well-being.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  22. 22. Can you trust the information coming from management?
    Assesses the managerial competence in organizing and structuring work.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  23. 23. Is there good cooperation between colleagues at work?
    Measures the availability of the supervisor for discussing occupational difficulties.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  24. 24. Overall, do employees trust each other?
    Evaluates the frequency of concrete assistance provided by leadership.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  25. 25. How often do you receive help and support from your colleagues?
    Probes the level of confidence management displays toward the workforce.
    • Always
    • Often
    • Sometimes
    • Rarely
    • Almost never/Never
  26. 26. How often are your colleagues willing to listen to your problems at work?
    Assesses the credibility and reliability of top-down communication.
    • Always
    • Often
    • Sometimes
    • Rarely
    • Almost never/Never
  27. 27. Do you have a lot of leeway in your work?
    Evaluates the general climate of trust and psychological safety among peers.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  28. 28. Can you influence the amount of work assigned to you?
    Measures the presence of detrimental competitive behaviors such as hoarding information.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  29. 29. Does your work require you to take initiative?
    Assesses the willingness of peers to provide a listening ear for work issues.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  30. 30. Does your work give you the opportunity to learn new things?
    Evaluates the frequency of practical assistance received from peers.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  31. 31. In general, would you say your health is:
    Probes the subjective sense of purpose derived from the occupational role.
    • Excellent/Very good
    • Good
    • Fairly good
    • Rather poor
    • Poor
  32. 32. How often have you been irritable?
    Assesses the level of intrinsic motivation and engagement experienced.
    • All the time
    • Very often
    • Sometimes
    • Very rarely
    • Never
  33. 33. How often have you been stressed?
    Evaluates the individual's pride in their organization as shared externally.
    • All the time
    • Very often
    • Sometimes
    • Very rarely
    • Never
  34. 34. How often have you felt exhausted?
    Measures institutional loyalty and perceived workplace quality.
    • All the time
    • Very often
    • Sometimes
    • Very rarely
    • Never
  35. 35. How often have you been emotionally exhausted?
    Assesses the global level of contentment with the current occupational situation.
    • All the time
    • Very often
    • Sometimes
    • Very rarely
    • Never
  36. 36. Does your work put you in emotionally unsettling situations?
    Probes satisfaction with future career trajectories and advancement opportunities.
    • Always
    • Often
    • Sometimes
    • Rarely
    • Almost never/Never
  37. 37. Is your work emotionally demanding?
    A single-item measure of subjective physical and mental health.
    • Always
    • Often
    • Sometimes
    • Rarely
    • Almost never/Never
  38. 38. Do you feel that your work takes so much of your energy that it has a negative impact on your private life?
    Assesses the frequency of generalized stress symptoms over the past month.
    • Yes, definitely
    • Yes, to a certain extent
    • Yes, but just a little
    • No, not at all
  39. 39. Do you feel that your work takes up so much of your time that it has a negative impact on your private life?
    Evaluates the presence of irritability or physical tension recently experienced.
    • Yes, definitely
    • Yes, to a certain extent
    • Yes, but just a little
    • No, not at all
  40. 40. Are you worried about losing your job?
    Measures signs of psychological depletion characteristic of burnout.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  41. 41. Do you fear being transferred to another position against your will?
    Probes the physical manifestation of chronic occupational fatigue.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  42. 42. Is your work meaningful to you?
    Evaluates the inherent affective burden required to perform the job.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  43. 43. Do you feel that the work you do is important?
    Assesses the degree to which the individual absorbs the emotional weight of their tasks.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  44. 44. Would you recommend to a close friend that they apply for a job at your company?
    Measures how occupational energy depletion spills over into personal life.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  45. 45. Do you consider your company to be very important to you?
    Probes the impact of excessive working hours on the individual's personal time.
    • To a very great extent
    • To a great extent
    • More or less
    • To a small extent
    • To a very small extent
  46. 46. How satisfied are you with your job as a whole, taking all aspects into consideration?
    Assesses the presence of anxiety related to precarious employment.
    • Very satisfied
    • Satisfied
    • Dissatisfied
    • Very dissatisfied
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