2008
Name of Company
Improving Quality of
Working Life
Year
Title of Report
Summary report and data analysis of the Quality of
Working Life Survey carried out December 2007 to
January 2008 for:
Type of Analysis
Cardiff University
Cardiff
Wales
UK
CF10 3XQ
STRICTLY CONFIDENTIAL
Prepared by
Portsmouth Applied Psychology Unit
Department of Psychology
King Henry 1st Street
Portsmouth, PO1 2DY, UK
www.qowl.co.uk
106729911
QoWL
PO Box 778
Portsmouth
P01 9DQ
United Kingdom
September, 2007
Executive Summary
QoWL Ltd
PO Box 778
Portsmouth
P01 9DQ
United Kingdom
www.qowl.co.uk
T: +44 (0)8454 75 76 95
Cardiff University
Quality of Working Life Survey (December 2007 to January, 2008)
What is Quality of Working Life?
Quality of working life (QoWL) is a measure of how good your work is for you.
Quality of working life is more than just job satisfaction or work happiness, but the widest
context in which an employee would evaluate their job.
The QoWL Survey and Data Set
The QoWL Survey tool encompasses three important questionnaires:
1. The WRQoL Scale, which looks at the six core factors associated with quality of working
life, such as job satisfaction, work-life balance, and working conditions.
2. The QoWL Workplace Wellbeing Outcome Scale, which provides data related to a
variety of specific outcomes related to quality of working life such as intention to stay,
perceived productivity, and pride in the organisation.
3. The HSE Work-Related Stress Scale, which provides feedback on the stressor categories
included in HSE’s Management Standards, such as demands, management support, and
relationships.
In addition, staff had the opportunity to suggest ways in which the University could improve staff
quality of working life by answering an open question.
Overall, the survey produced a rich and comprehensive data set, containing both quantitative
and qualitative data. A range of further analyses are available to assist in interpreting the data
and identifying appropriate strategies to foster quality of working life within the organisation.
This report provides an initial summary and broad overview of the results found.
Benchmarks Used
Two benchmarks were used in the preparation of this report. A University-sector QoWL
benchmark was used for both the WRQoL and QoWL Workplace Wellbeing Outcome scales
and HSE’s 2007 working population benchmark was used for the HSE Work-Related Stress
Scale.
Executive Summary - Results
Cardiff University: Quality of Working Life Survey
The QoWL Quality of Working Life Survey was undertaken by staff at Cardiff University between
December 2007 and January 2008. The survey incorporated the Work-Related Quality of Life and
the QoWL Workplace Wellbeing Outcome scales and the Health and Safety Executive’s (HSE)
Work-Related Stress Scale. Selected findings from the survey appear below.
Work-Related Quality of Life Scale
1. 60% of Cardiff University employees agreed that they are satisfied with their overall quality
of working life, which is the same as the average for the university sector.
2. Cardiff University employees report slightly lower levels of satisfaction with Home-Work
Interface (HWI) compared to the benchmark data. Analysis of individual question responses
suggests that this area would warrant further consideration.
3. Respondents reported greater satisfaction with Control at Work (CAW) in comparison to the
benchmark data.
4. Significantly more Cardiff staff felt they were involved in decisions that affect students in their
area of work when compared with the benchmark sample (Qn58).
Workplace Wellbeing Outcome Scale
1. 75% of Cardiff University staff reported that they get a sense of achievement from doing
their jobs (Qn75).
2. 72% of employees agree or strongly agree that their relationships with colleagues are as
good as they would wish them to be (Qn60).
3. Only 16% of workers agree or strongly agree that travelling to work is a problem for them
(Qn77).
4. 38% respondents were satisfied with communication with the organisation. This aspect
might warrant further consideration and analysis (Qn70).
HSE Work-Related Stress Scale
1. Cardiff University employees reported considerably greater sense of Control over how they
work than the HSE benchmark sample.
2. Respondents reported that they felt highly satisfied with the way the organisation promotes
avoidance of conflict and actively deals with unacceptable behaviour in the work setting
when compared with the benchmark sample, as measured in the Relationships factor.
3. The Role factor showed a lower level of satisfaction than was found in the HSE benchmark
data set. This aspect might warrant further consideration and analysis.
For further details of the survey, and/or to discuss further analysis and how to design
interventions to improve the quality of working life of employees, please contact QoWL on
08454 75 76 95, enquiries@qowl.co.uk.
Quality of Working Life (QoWL) survey – Cardiff University, 2008
p.1
Contents
1.
2.
3.
4.
5.
6.
7.
Introduction .......................................................................................................................... 2
Quality of Working Life Analysis .......................................................................................... 3
QoWL Work-Related Quality of Life question analysis....................................................... 10
QoWL Workplace Wellbeing Outcome question analysis .................................................. 11
HSE Management Standards Analysis .............................................................................. 12
HSE Analysis: summary of frequency questions ............................................................... 14
HSE Analysis: summary of agree questions ...................................................................... 15
Organisational Specific Questions ..................................................................................... 16
Organisational Specific questions continued. .................................................................... 17
Open Questions ................................................................................................................. 17
Full Reporting and Data Analysis ....................................................................................... 18
Action Planning .................................................................................................................. 19
Quality of Working Life (QoWL) survey – Cardiff University, 2008
1.
p.2
Introduction
This report provides an indicative summary and analysis of the 2008 Cardiff University Quality
of Working Life Survey. Please note that this document provides an overview and therefore
analyses only a small part of the rich data set gathered during the survey (see Section 6 for
details).
The survey incorporated the QoWL Work-Related Quality of Life Scale, the QoWL Workplace
Wellbeing Outcome Scale and the Health and Safety Executive’s (HSE) Work-Related Stress
Scale.
This combination of scales allows analysis of the important issues affecting the overall
employment experience of employees, and allows interpretation within the broader context of work
and individual related factors. Questions from the QoWL surveys have been used in employee
surveys for 10 years and the HSE questions are drawn from UK government programmes
targeting work-related stress.
The WRQoL scale assesses key issues in the workplace such as job satisfaction, work-life
balance and stress, and provides information about the wider individual, social and work contexts
in which these issues are evaluated, with the aim of identifying and thereby promoting best
practice within an organisation.
The HSE Management Standards Work-Related Stress Scale evaluates a number of factors
thought to influence perceived stress at work. This scale can be used to identify sources of
satisfaction as well as sources stress within the organisation. The HSE benchmarks which are
available allow comparison between members of the current organisation and over 30,000
employees from the general UK working population.
The Cardiff University QoWL survey (2008) was distributed electronically, with respondents using
a web link to enter the data in a specially commissioned website. Staff without access to
computers were sent hard copies of the questionnaire via the internal mail system at the
University. The survey was closed approximately 4 weeks after the first issue of the questionnaire.
This report is based on the 1,504 responses received from a total of approximately 3,000
employees, making a response rate of 50%.
For further details of the survey, or to discuss how to design interventions to improve
employees’ quality of working life, please contact: Dr Darren Van Laar, QoWL Director and
Chartered Psychologist (Tel: 0845 753 851, darren.van.laar@qowl.co.uk).
Privacy Policy
Please note that projects and research conducted by the employees and associates of QoWL adhere to the
professional ethical values of the British Psychological Society. Our non-research survey work adheres to the policies
of the Market Research Society. Storage of data adheres to the UK data protection act. The raw data resulting from
WRQoL surveys may be used to further our research and benchmarking data. At no point are data from individuals
reported, with reports arising from data analyses being limited to groups of a minimum of 10 people. For more details,
please see our website: www.qowl.co.uk/qowl_privacy_policy.html
p.3
Quality of Working Life (QoWL) survey – Cardiff University, 2008
2.
Quality of Working Life Analysis
The WRQoL scale provides an overview of the key factors which predict the perceived quality of
working life of employees such as job satisfaction, work-life balance and stress and provides
information about the wider individual, social and work contexts in which these issues are
evaluated, with the aim of finding best practice and communicating how this might be shared
within the organisation.
Six independent psychosocial factors have been identified as contributing to WRQoL. These
are: Job and Career Satisfaction (JCS), General Well-Being (GWB), Stress at Work (SAW),
Control at Work (CAW), Home-Work Interface (HWI) and Working Conditions (WCS). This
combination of sub-scales allows analysis of the most important issues affecting the overall
employment experience of employees to be interpreted in a wide context of work and individual
related factors. A further set of QoWL Workplace Wellbeing Outcome questions allow these six
factors to be related to employee beliefs about performance and commitment.
QoWL Overview: I am satisfied with the overall quality of my working life
Survey data
QoWL benchmark data
70
70
60%Agree
60
46.2
50
40
30
20.8
20
14.2
13.4
10
5.4
0
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
Percentage of respondents
Percentage of respondents
60%Agree
60
46.6
50
40
30
19.2
20
15.2
13.8
10
5.3
0
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
The overall satisfaction with the quality of working life of employees in the organisation is shown
above. The figures show the percentage of those responding who selected each of the possible
answers. The ‘Survey Data’ figure shows the data for your organisation, the ‘QoWL benchmark
data’ figure shows the data gathered from the responses of University sector workers.
Approximately 60% of employees responding to this question in this survey agreed or strongly
agreed that they were satisfied overall with their quality of working life, compared to 60% of the
benchmark sample.
Comment: The overall satisfaction reported by members of this organisation is typical
for the University sector, the profile being very similar indeed to the QoWL University
benchmark sample.
p.4
Quality of Working Life (QoWL) survey – Cardiff University, 2008
WRQoL Subscale details
QoWL: General-Well Being (GWB)
How much you agree you feel generally content with life as a whole.
General Well-Being (GWB) assesses the extent to which an individual feels good or content
within themselves. General well-being both influences, and is influenced by work. General WellBeing incorporates both broader psychological well-being as well as general aspects of physical
health.
Survey data
QoWL benchmark data
70
70
60
50
43.3
40
30
20
25.6
14.6
12.3
10
4.1
0
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
56%Agree
Percentage of respondents
Percentage of respondents
56%Agree
60
50
43.4
40
26.1
30
20
14.1
12.3
10
4.1
0
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
Approximately 56% of the respondents from this organisation strongly agreed or agreed that
they felt good or content in themselves, the same percentage as observed in the QoWL
benchmark sample (56%).
Comment: the overall pattern of responses very closely mirrors the university sector
benchmark group.
Psychological well-being can affect an individual’s performance at work for better or for worse.
When people feel good, they work well and enjoy being at work more. On the other hand, when
people feel low, or anxious, or ill at ease, regardless of whether the distress springs from their
work or from difficulties at home, their work is likely to be adversely affected. In this way,
improving the general well-being of people at work is best tackled through a positive approach,
with attention being paid to prevention and health promotion rather than simply responding with
provision of help when problems arise.
It can be useful to review relevant policies and services, foster or maintain awareness and
clarify responsibilities, and ensure that monitoring is effective. A heightened awareness of this
aspect and its role in the overall quality of working life an individual experiences can serve to
help people consider more carefully what they can do to look after their own and others’ wellbeing, so helping people work well at work and feel well when working.
p.5
Quality of Working Life (QoWL) survey – Cardiff University, 2008
WRQoL: Home-Work Interface (HWI)
How far you agree that the organisation understands and tries to help you with pressures
outside of work.
Work-Life Balance is about people having a measure of control over when, where and how they
work. Within our model or employee quality of working life, the Home-Work Interface (HWI)
factor reflects the extent to which the employer is perceived to support employees’ family and
home life. Both the individual and the employer need to actively and continually monitor worklife balance, and make adjustments as required. Flexibility on both sides will often be needed,
with discussion and compromise within practical constraints fostering the identification of
solutions.
Survey data
QoWL benchmark data
70
70
59%Agree
60
Percentage of respondents
Percentage of respondents
54%Agree
50
38.2
40
26.4
30
20
16.0
14.1
10
5.3
60
50
42.4
40
30
20
24.8
17.0
11.8
10
4.1
0
0
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
54% of employees responding strongly agreed or agreed that the interface between work and
home issues was good. The score for this factor is slightly lower than the WRQoL benchmark
sample Agree average of 59%.
Comment: staff report slightly less satisfaction with their Home-Work interface than the
university sector benchmark group.
The issues relevant to the HWI include flexible hours, working from home, job rotation,
maternity and parental leave, child and dependent care. The key issues in HWI often change
over time and are often best identified, monitored and addressed through an ongoing
partnership between employees and the employer.
The consequences of HWI conflict can be both physical and psychological. For example, there
is evidence to suggest that negative HWI can be associated with an increase in physical health
symptoms, and higher levels of conflict associated with the HWI can predict depression,
physical health complaints and hypertension. Some researchers have found that conflict
between the home and work can be related to decreased job satisfaction. More positively, there
is some evidence that changes in workplace policies can lead to increases in work performance
and job satisfaction.
p.6
Quality of Working Life (QoWL) survey – Cardiff University, 2008
WRQoL: Job Career Satisfaction (JCS)
The extent to which you are content with your job and your prospects at work
Job and Career Satisfaction (JCS) represents the level to which the workplace provides a
person with the best things at work - the things that make them feel good, such as: sense of
achievement, high self esteem, fulfilment of potential, etc. In our research, the JCS factor is
often found to be the sub-scale most highly related to overall job satisfaction.
Survey data
QoWL benchmark data
70
70
56%Agree
60
Percentage of respondents
Percentage of respondents
57%Agree
50
42.2
40
30
20
22.7
14.9
14.0
6.2
10
60
50
42.5
40
30
20
24.2
13.8
13.3
6.2
10
0
0
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
The responses to these questions are very similar to the benchmark sample, with 57% of the
survey data and 56% of the sample data agreeing they were happy with their ability to do their
work.
Comment: the overall pattern of responses closely mirrors the University sector
benchmark group.
Research has indicated that the most important determinants of job satisfaction are employees’
interest in their work, good colleague relationships, high incomes, independent working and
clearly defined career opportunities. Some researchers have proposed that job satisfaction
depends, on one hand, on the individual characteristics of the person (such as the ability to use
initiative, relations with supervisors, or the work that the person actually performs), and on the
other hand, environment factors (e.g. pay, promotion and job security).
The rapidly changing nature of the workplace is becoming more demanding on the employee,
whereupon longer working hours, job insecurity, and demanding deadlines are trends that have
tended to challenge maintenance of employee satisfaction.
p.7
Quality of Working Life (QoWL) survey – Cardiff University, 2008
WRQoL: Control at Work (CAW)
How far you agree you feel you are involved in decisions that affect you at work.
Control at Work (CAW) reflects the level to which an employee feels they can exercise what
they consider to be an appropriate level of control within their work environment. That
perception of control might be linked to various aspects of work, including the opportunity to
contribute to the process of decision making that affect employees. Leading authors in the field
suggest that perception of personal control can strongly affect both an individuals’ experience of
stress and their health.
Survey data
QoWL benchmark data
70
70
52%Agree
60
50
41.2
40
30
20
23.6
14.8
14.6
5.9
10
0
Percentage of respondents
Percentage of respondents
56%Agree
60
50
39.2
40
30
20
25.1
16.0
12.8
6.8
10
0
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
The agreement for this factor overall (56%) is higher than for the benchmark data (52%), with a
similar profile of responses across the answer categories.
Comment: respondents were more likely to report that they felt involved in decisions that
affect them at work than the University sector benchmark group.
Research has also suggested that there can be a positive significant association between
personal control and job satisfaction and that poor health is more prevalent in jobs
characterised by high job demand and low job control. However, organisations can reduce job
strain by increasing worker control without reducing actual workload. Some organisations have
found that they were able to change their administrative structure to reduce employee stress
and protect employees’ mental health without adversely affecting productivity.
p.8
Quality of Working Life (QoWL) survey – Cardiff University, 2008
WRQoL: Working Conditions (WCS)
The extent you agree that you are happy with conditions in which you work.
Working Conditions (WCS) assesses the extent to which the employee is satisfied with various
aspects affecting their ability to work effectively, such as the fundamental resources provided at
work, the physical working environment, and security. Dissatisfaction with physical working
conditions such as health and safety, or work hygiene, for example, can have a significant
adverse effect on employee quality of working life.
Survey data
QoWL benchmark data
70
70
67%Agree
67%Agree
Percentage of respondents
Percentage of respondents
60
52.1
50
40
30
20
18.8
15.3
10.7
60
51.9
50
40
30
20
18.8
14.9
10.5
10
10
3.8
3.0
0
0
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
67% of respondents in this survey and 67% of the QoWL benchmark sample reported that they
were happy with conditions in which they work.
Comment: The survey indicated that employee satisfaction with WCS was typical of
university staff in the benchmark sample
The WCS factor is conceptually related to JCS in quality of working life. The JCS factor reflects
the degree to which the workplace provides an individual with the best things at work - the
things that make them feel good, such as: achieving personal development, goals, promotion
and recognition, etc. The WCS factor, by contrast, reflects the degree to which the workplace
meets an individual's basic requirements, and, in particular, their satisfaction with their physical
work environment. Whilst WCS aspects need to be addressed to counter possible
dissatisfaction at work, the JCS component assesses the degree to which an individual's
workplace offers opportunity for them to experience satisfaction in the workplace.
Therefore, satisfaction with WCS contributes to overall quality of working life, whilst
dissatisfaction with WCS can lead to problems in the workplace. There is evidence to suggest
that factors such as poor job design and working conditions may increase staff turnover. WCS
interventions can lead to a range of benefits, including reduced absenteeism, reduced staff
turnover, reduced sick pay costs, improved performance and improved job satisfaction.
p.9
Quality of Working Life (QoWL) survey – Cardiff University, 2008
WRQoL: Stress at Work (SAW)
How far you feel agree you experience stress at work.
The WRQoL SAW factor is determined by the extent to which an individual perceives they have
excessive pressures and feel stressed at work.
Survey data
QoWL benchmark data
70
70
43%Agree
50
40
28.9
30
20
25.7
23.1
14.1
8.2
10
45%Agree
Percentage of respondents
Percentage of respondents
60
60
50
40
31.4
30
20
25.5
23.5
13.7
5.9
10
0
0
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
Note that for the SAW questions higher agreement and a higher mean indicates more perceived
pressure or stress, and hence can adversely affect overall quality of working life. Approximately
43% of respondents agreed or strongly agreed that they experienced high levels of stress and
pressure at work. This average agreement is slightly lower than that for the QoWL benchmark
sample (45% agreed).
Comment: The overall pattern of responses from employees in this organisation closely
mirrors the university sector benchmark group.
A UK based survey found that nearly one-third of workers who participated experienced
relatively high levels of stress, and more than half considered that their stress levels over the
last five years had increased. Further, another study in the UK indicated that approximately
20% of workers in a random British working population reported very high levels of stress at
work, and approximately 43% indicated that their work was moderately stressful.
MIND, the mental health charity, suggests that 30-40% of sickness absence from work is
related to mental or emotional disturbance, whilst the Health and Safety Executive estimates
that at least 50% of workdays lost through ill health are associated with stress absence.
Research suggests that SAW is amenable to a range of interventions, ranging from the
individual level to the organisational level.
Qnum
Qn36
Qn37
Qn38
Qn39
Qn40
Qn41
Qn42*
Qn43
Qn44
Qn45
Qn46
Qn47
Qn48
Qn49
Qn50
Qn51
Qn52
Qn53
Qn54*
Qn55
Qn56
Qn57
Qn58
Question text
I have a clear set of goals and aims to enable me to do my job
I feel able to voice opinions and influence changes in my area of work
I have the opportunity to use my abilities at work
I feel well at the moment
The organisation provides adequate facilities and flexibility for me… my family life
My current working hours / patterns suit my personal circumstances
I often feel under pressure at work
When I have done a good job it is acknowledged by my line manager
Recently, I have been feeling unhappy and depressed
I am satisfied with my life
I am encouraged to develop new skills
I am involved in decisions that affect me in my own area of work
The organisation provides me with what I need to do my job effectively
My line manager actively promotes flexible working hours / patterns
In most ways my life is close to ideal
I work in a safe environment
Generally things work out well for me
I am satisfied with the career opportunities available for me at the organisation
I often feel excessive levels of stress at work
I am satisfied with the training I receive in order to perform my present job
Recently, I have been feeling reasonably happy all things considered
The working conditions are satisfactory
I am involved in decisions that affect students in my own area of work
% Agree
QBMARK
63.5
61.9
74.3
65.8
60.4
70.8
54.1
54.5
25.4
57.3
52.7
58.2
57.6
46.8
32.1
76.4
66.9
41.5
36.0
51.2
56.5
66.6
36.2
% Agree
Survey
63.5
62.1
74.5
65.1
54.3
71.4
50.7
55.3
24.8
56.9
52.3
58.3
54.3
36.9
32.3
79.8
66.7
41.8
35.2
55.0
57.0
68.3
47.4
% Agree
Difference
0.0
0.2
0.2
-0.6
-6.1
0.5
3.4
0.8
0.7
-0.5
-0.4
0.1
-3.3
-9.9
0.2
3.4
-0.2
0.3
0.8
3.8
0.6
1.8
11.3
Quality of Working Life (QoWL) survey – Cardiff University, 2008
QoWL Work-Related Quality of Life question analysis
% Agree = percentage of respondents agreeing or strongly agreeing to this question; %Agree QBMARK = percentage of QoWL benchmark sample agreeing or strongly
agreeing to this question. *Negatively phrased question, where more agreement indicates less quality of working life. ** reversed so that green = good.
Red = 5% or less than benchmark value; Green = 5% or more than benchmark value.
p.10i
The above table shows the percentage of respondents from the survey who agreed or strongly agreed with the WRQoL questions. The same
data from the QoWL WRQoL benchmark (QBMARK) survey is also shown, as is the difference between the two. In the difference column,
black text indicates a small difference between the samples (± 5%), green text shows the current survey had higher quality of working life
than the benchmark sample, and red text shows where current survey had lower quality of working life than the benchmark. The greatest
difference between the two samples (represented in green text) shows that employees consider they are involved in decisions that affect
students in their own areas of work (Qn58). However, questions 40 and 49 indicate that employees are less satisfied than the benchmark
sample with promotion of flexible working patterns and facilities relating to the home-work balance.
0%
Qn59
Qn60
Qn61
Qn62
Qn63
Qn64
Qn65
Qn66
Qn67
Qn68
Qn69
Qn70
Qn71
Qn72
Qn73*
Qn74
Qn75
Qn76
Qn77*
Qn78
Qn80
10%
11
I am paid fairly for the job I do, given my experience
Qn59
17
My relationships with other staff are as good as I would like them to be
Qn60
13
The quality of supervision is as good as I would want it to be
Qn61
19
My work is as interesting and varied as I would want it to be
Qn62
I intend to stay working for this organisation for at least the next 12 months Qn63
I feel my job is secure
21
Qn64
13
I am satisfied with the overall quality of my working life
Qn65
14
I am able to achieve a healthy balance between my work and home life
Qn66
I feel motivated to do my best in my current job
23
Qn67
I enjoy my work
22
Qn68
25
My family supports my work commitments
Qn69
The organisation communicates well with its employees
4
Qn70
I am proud to tell others that I am part of this organisation
21
Qn71
I am more productive than other people who do a similar job to me
15
Qn72
I tend to worry more than most other people
8
Qn73
I would recommend this organisation as a good one to work for
18
Qn74
I get a sense of achievement from doing my job
21
Qn75
In the last year I have performed well in my job
25
Qn76
Travelling to work is a problem for me
5
11
Qn77
I am able to get the sleep I need every night
9
Qn78
Overall, taking everything into consideration, I am satisfied with my job
16
Qn80
as a whole
* = negatively phrased question, where more agreement may indicate less quality of working life
20%
30%
40%
50%
60%
43
70%
80%
20
90%
18
55
8
14
42
12
22
18
39
15
17
13
17
5
7
12
51
17
5
7
55
30
4 0
23
8
20
34
4 2
44
28
7
32
27
48
6
15
2
14
35
30
31
22
27
49
20
Neutral
3
9
59
17
1
5
25
53
33
3
16
53
Agree
11
16
43
S Agree
5
14
19
34
4
5
21
45
6
15
38
46
2
16
45
37
100%
Disagree
9
12
4
Quality of Working Life (QoWL) survey – Cardiff University, 2008
Percentage of respondents
QoWL Workplace Wellbeing Outcome question analysis
S Disagree
The above figure shows the percentage of respondents who answered Strongly Agree to Strongly Disagree to the QoWL workplace outcome
questions. Please note that questions 73 and 77 are negatively phrased.
p.11i
Quality of Working Life (QoWL) survey – Cardiff University, 2008
3.
p.12
HSE Management Standards Analysis
HSE Scale Background
The Health and Safety Executive (HSE) Management Standards Work-Related Stress scale
contains 35 questions which together make up 7 subscales. The HSE has designed the
individual questions and subscales to determine the main source of stressors within an
organisation. The tables below illustrate the HSE Work-Related Stress scale as a percentage of
people agreeing or strongly agreeing (%Agree) with that subscale and the HSE benchmark
%Agree.
Descriptive Statistics for ‘HSE’ Subscales
Role: Whether people understand their role within the organisation
and whether the organisation ensures that the person does not have
conflicting roles
Peer Support: Includes the encouragement, sponsorship and
resources provided by colleagues
Relationshipsb: Includes promoting positive working to avoid
conflict and dealing with unacceptable behaviour
Managerial Support: Includes the encouragement, sponsorship
and resources provided by the organisation, line management
Demandb: Includes issues like workload, work patterns, and the
work environment
Control: How much say the person has in the way they do their
work
Change: How organisational change (large or small) is managed
and communicated in the organisation
Notes:
Survey
%Agreea
HSE
%Agreea
76%
82%
68%
68%
71%
55%
53%
52%
38%
32%
69%
52%
41%
36%
a
The percentage of who responded agree or strongly agree (or always or often) to this factor
The questions in the questionnaire for this factor are negatively phrased, but to help compare across the
other factors in this table the %Agree and mean scores been reversed so that a higher mean or agreement
in the table indicates less stress at work.
b
HSE subscale data comparison summary
Those employees of Cardiff University who responded to the survey indicated that, compared to
the HSE benchmark sample of over 30,000 employees in a general UK employee survey, their
mean ratings were substantially higher for understanding of their Relationships (+16%) Control
(+17%), and higher for Change (+5%) and Demand (+6%).
Employees indicated lower levels of satisfaction with Role aspects (-6%) than the benchmark
data.
Comment: Results for Relationships (+16%) Control (+17%) reflect areas of particular
strength. The lower level of satisfaction for Role factor than was found in the HSE
benchmark data set might warrant further consideration and analysis.
Quality of Working Life (QoWL) survey – Cardiff University, 2008
p.13
HSE Subscale details
HSE: Roles
76% of respondents Agreed (that is said they indicated they agreed or strongly agreed for agree
questions, or said Always, or Often in response to the frequency questions) that they
understood their role within the organisation or that the organisation ensures that they do not
experience role conflict. The mean reported is lower than for the HSE benchmark sample
(82%).
HSE: Peer Support
The HSE Peer Support factor assesses the encouragement, sponsorship and resources
provided by colleagues. 68% of Cardiff University employees responding to the survey agreed
or strongly agreed that they had good peer support. The mean for this factor is lower than that
reported in the HSE benchmark sample (68%). This may warrant further investigation and
monitoring.
HSE: Relationships
The HSE Relationships factor is concerned with the promotion of positive working to avoid
conflict and dealing with unacceptable behaviour. The scores in this factor were reversed.
When this is done, approximately 71% of respondents felt that the organisation promotes
positive working conditions to avoid conflict and deal with unacceptable behaviour. The mean
for this factor is substantially better than that reported in the HSE benchmark sample (55%).
HSE: Managerial Support
The HSE Management Support factor includes the encouragement, sponsorship and resources
provided by the organisation and line management. Of the respondents, 53% reported they
agreed that they are given good management support. The mean for this factor is very slightly
higher than that reported in the HSE benchmark sample (52%).
HSE: Demand
HSE Demand factor includes issues like workload, work patterns, and the work environment.
The scores on this factor are reversed in the analysis so that higher values indicate a more
positive response. 38% of respondents indicated they did not have excessive demands placed
on them at work. The mean for this factor is better than that reported in the HSE benchmark
sample (32%).
HSE: Control
The HSE Control factor is concerned with how much control employees say they have over
when and how they do their work. 69% of respondents agreed that they experienced good
control over their work. The mean for this factor is much higher than reported in the HSE
benchmark sample (52%), indicating that Cardiff University staff perceive they have much more
say in how and at what speed they work.
HSE: Change
The HSE Change factor is concerned with how organisational change is managed and
communicated in the organisation. 41% of respondents agreed that Cardiff University managed
change well. The mean for this factor was higher than that reported in the HSE benchmark
sample (36%).
The figure below shows the percentage of respondents who responded with the different possible answers (Never to Always) to the
frequency questions.
Percentage of respondents
0%
KEY
Qn1
I am clear what is expected of me at work
Qn2
I can decide when to take a break
Qn3*
Different groups at work demand things from me that are hard to combine
Qn4
I know how to go about getting my job done
Qn5*
I am subject to personal harassment in the form of unkind words or behaviour
Qn6*
I have unachievable deadlines
Qn7
If work gets difficult, my colleagues will help me
Qn8
I am given supportive feedback on the work I do
Qn9*
I have to work very intensively
Qn10
I have a say in my own work speed
Qn11
I am clear what my duties and responsibilities are
Qn12* I have to neglect some tasks because I have too much work to do
Qn13
I am clear about the goals and objectives for my department
Qn14* There is friction or anger between colleagues
Qn15
I have a choice in deciding how I do my work
Qn16* I am unable to take sufficient breaks
Qn17
I understand how my work fits into the overall aim of the organisation
Qn18* I am pressured to work long hours
Qn19
I have a choice in what I do at work
Qn20* I have to work very fast
Qn21* I am subject to bullying at work
Qn22* I have unrealistic time pressures
I can rely on my manager to help me with a work problem
Qn23
* = negatively phrased question, where more agreement indicates more stress
Qn1
Qn2
Qn3*
Qn4
Qn5*
Qn6*
Qn7
Qn8
Qn9*
Qn10
Qn11
Qn12*
Qn13
Qn14*
Qn15
Qn16*
Qn17
Qn18*
Qn19
Qn20*
Qn21*
Qn22*
Qn23
10%
20%
30%
40%
50%
60%
34
3
13
16
42
24
29
35
26
30
33
26
9
24
29
36
27
7
9
15
48
17
2
32
34
8
4 1
23
38
19
2
13
19
26
12
5
10
38
54
13
2
5 1
22
34
22
6
15
22
40
1
9
41
45
26
12
6
25
39
3
7
37
47
21
8
19
38
18
5
10
31
11
10
19
37
18
4
6
8
58
24
7
4 1
3 3
48
26
14
100%
14
42
12
90%
39
21
1 3
80%
46
41
6
70%
5
14
3
Quality of Working Life (QoWL) survey – Cardiff University, 2008
HSE Analysis: summary of frequency questions
73
13
33
31
29
26
Always
Often
Sometimes
19
23
Seldom
12
7
Never
Those questions which are not negatively phrased where the red and orange areas take up more than 50% of the responses may warrant
further investigation or consideration.
p.14i
The figure below shows the percentage of respondents who responded with the different possible answers (Strongly Disagree to Strongly
Agree) to the agree questions.
Percentage of respondents
KEY
Qn24
I get help and support I need from my colleagues
Qn25
I have some say over the way I work
Qn26
I have sufficient opportunities to question managers about change at work
Qn27
I receive the respect at work I deserve from my colleagues
Qn28
Staff are always consulted about change at work
Qn29
I can talk to my line manager about something that has upset or annoyed
Qn30
My working time can be flexible
Qn31
My colleagues are willing to listen to my work-related problems
Qn32
When changes are made at work, I am clear how they will work out
Qn33
I am supported through emotionally demanding work
Qn34* Relationships at work are strained
Qn35
My line manager encourages me at work
* = negatively phrased question, where more agreement indicates more stress
0%
10%
Qn24
50%
60%
22
9
Qn33
4
51
36
22
6
Agree
17
7
20
24
Neutral
Disagree
2
7
38
36
S Agree
6
21
23
6
12
20
36
31
14
11
18
30
3
11
15
41
20
6
7
10
24
40
24
1
3 1
16
33
28
Qn30
7
20
26
100%
9
49
Qn29
90%
18
42
6
Qn31
80%
59
17
Qn28
70%
51
13
Qn27
Qn35
40%
28
Qn26
Qn34*
30%
23
Qn25
Qn32
20%
11
7
S Disagree
Those questions where the red and orange areas take up more than 50% of the responses may warrant further investigation or consideration.
In some cases unless 50% of the responses are green or dark green, it may be appropriate to investigate this area further.
Quality of Working Life (QoWL) survey – Cardiff University, 2008
HSE Analysis: summary of agree questions
p.15i
Quality of Working Life (QoWL) survey – Cardiff University, 2008
4.
p.16
Organisational Specific Questions
Are you aware of these personal support services for staff at Cardiff University?
Percentage of respondents
0%
10%
20%
30%
40%
Occupational Health Services
50%
60%
70%
80%
90%
87
Sports facilities
100%
13
93
Staff Counselling
7
74
26
57
Stress training by HR or OH
Stress Management website
43
25
75
Yes
No
Would you use these university support services?
Percentage of respondents
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
79
Occupational Health Services
20
64
Sports facilities
36
Staff Counselling
56
44
Stress training by HR or OH
55
44
65
Stress Management website
100%
34
Yes
No
NA
Have you used any of these university personal support services?
Percentage of respondents
0%
10%
20%
30%
40%
50%
60%
70%
36
Occupational Health Services
90%
100%
90%
100%
63
45
Sports facilities
80%
55
Staff Counselling
6
94
Stress training by HR or OH
7
93
Stress Management website
6
94
Yes
No
NA
If you have used the university personal support services, how helpful were they?
Percentage of respondents
0%
10%
20%
30%
40%
60%
70%
65
Occupational Health Services
64
Sports facilities
45
Staff Counselling
15
Stress training by HR or OH
23
28
Stress Management website
22
29
Helpful
106729911
50%
Somewhat helpful
8
22
8
27
3
32
15
34
13
Not helpful
80%
36
NA
5
7
Quality of Working Life (QoWL) survey – Cardiff University, 2008
p.17
Organisational Specific questions continued.
Q80. I often feel excessive levels of stress outside of work
Percentage of respondents
0%
Qn79
10%
4
20%
30%
16
40%
50%
60%
25
S Agree
70%
80%
90%
38
Agree
Neutral
Disagree
100%
17
S Disagree
Which of these areas of difficulty would you consider seeking help from the university support
services?
Percentage of respondents
0%
10%
Areas of difficulty to seek help for
24
20%
30%
3
Work-related stress
5.
40%
50%
60%
70%
41
Non-work stress
80%
90%
100%
32
Both
None
Open Questions
596 out of 1504 people (approx 40%) gave contributed comments when asked the question
‘What could your University do to improve staff Quality of Working Life?’. Many employees
contributed multiple comments and suggestions.
The data was not fully analysed for this summary report but key themes from a preliminary
analysis included: contracts, flexible working, admin support, management training and parking.
A thematic analysis of comments would provide useful qualitative analysis of quality of working
life at Cardiff University and will enable identification of the key issues as perceived by
University staff. This is included in a full report (see Section 6)
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Quality of Working Life (QoWL) survey – Cardiff University, 2008
6.
p.18
Full Reporting and Data Analysis
The survey of Quality of Working Life at Cardiff University produced a rich and comprehensive
data set (containing both quantitative and qualitative data). Whilst the present document
provides an overview of the key factors involved, it is possible to produce a detailed analysis of
all data gathered.
Benefits of Full Reporting



A full report enables a detailed and accurate picture of quality of working life across the
organisation, which is benchmarked against the average for the sector.
Full breakdowns by staff category enables the identification of areas of excellence where
quality of working life is high and the identification of areas where quality of working life
could be improved.
Qualitative, thematic analysis of comments and suggestions provided by staff enables
feedback on key quality of working life issues as perceived by employees themselves.
Summary of Full Report Contents







Analysis of overall quality of working life and associated factors. An overall picture
of quality of working life is provided. We provide feedback on the factors, first the WorkRelated Quality of Life factors and then the HSE Stress Management Standard factors.
For each of the factors, we provide benchmarked feedback on the results for the
organisation as a whole, then breakdowns by staff group for that factor.
Full, benchmarked analysis of responses to individual questions. This section
provides feedback on all of the questions asked in the three scales included in the
survey. An example is provided below based on Cardiff University’s results for q65: “I am
satisfied with the overall quality of my working life”.
Feedback on sample size data and graphs each biographical category question
e.g. gender, ethnicity, age, disability etc as well as your staff categories. This provides an
full demographic picture of responses to the survey and provides survey validation data.
Summary tables for counts and percentages for each question. Three tables are
provided, one for each scale in the survey. In each table questions are ranked in terms of
percentage agreement. Four statistics are provided for each question: percentage
agreement, mean, standard deviation, and number of respondents to the question.
Advanced analysis section. A statistical analysis (multiple regression) of the factors
that most strongly predict responses to the overall quality of working life question.
Thematic Analysis of open question responses. Comments are coded and
categorised according to Work-Related Quality of Life (WRQoL) factors and grouped into
themes so that individuals cannot be identified. The thematic analysis is fed back in
simple tabular format, with percentages provided for each theme. The percentage
score provided represents the proportion of those providing comments who commented
on that issue.
Executive Summary (provided separately). The Executive Summary contains our
impressions of: General findings; Specific findings related to staff categories; High
variability in answers to specific questions; Factors predicting quality of working life, and;
Recommendations in light of these findings. The Executive Summary remains a working
document until after a consultancy visit to discuss the findings of the survey so that we
can come and discuss our impressions with you, then make changes to the Executive
summary if necessary in light of your feedback and insight into the local context.
106729911
Quality of Working Life (QoWL) survey – Cardiff University, 2008
7.
p.19
Action Planning
Our interdisciplinary consultancy team, comprising Chartered Psychologists (Occupational,
Clinical and Health), Management Consultants and Ergonomists can provide expert support
with action planning and design of interventions to enable improvements to the Quality of
Working Life at your organisation. Your QoWL contact can answer any questions you have
about Action Planning or consultancy.
For further details of the survey, and/or to discuss further analysis and how to design
interventions to improve employees’ quality of working life, please contact QoWL on 08454 75
76 95, enquiries@qowl.co.uk.
106729911
Quality of Working Life (QoWL) survey – Cardiff University, 2008
p.20
QoWL Question 65: I am satisfied with the overall quality of my working life
Percent agreeing (SA+A) = 60
Strongly Agree
Mean = 3.48
Agree
All Universities Benchmk
Neutral
14%
0%
Percent answering = 85
Disagree
Strongly Disagree
47%
10%
20%
30%
19%
40%
50%
60%
15%
70%
80%
5%
90%
100%
Percent
Cardiff University
13%
0%
46%
10%
20%
30%
21%
40%
50%
60%
14%
70%
80%
5%
90%
100%
What part of the organisation do you work in?
Percent
13%
Cardiff Business School
46%
22%
Cardiff School of Biosciences
Cardiff School of Engineering
18%
31%
29%
48%
3%
18%
62%
Cardiff School of Psychology
18%
62%
11%
24%
6%
Welsh School of Pharmacy
45%
12%
Other (School)
41%
9%
Other (Directorate)
0%
20%
50%
5% 3%
17%
19%
40%
60%
3%
15%
23%
30%
5%
21%
52%
10%
5%
16%
12%
7%
15%
70%
…
12%
16%
50%
2
%
6%
21%
57%
26%
10%
18%
26%
23%
University Library Service
13%
9%
47%
Residences and Catering Division
7%
12%
42%
…
Registry
5%
12%
26%
Cardiff School of Nursing & M.S.
Cardiff School of Social Sciences
18%
80%
5%
90%
100%
What is your MAIN role at work?
Percent
Managerial Staff
15%
Academic Staff
15%
Research Staff
15%
Academic Support Staff
11%
Admin. and Clerical Staff
11%
Faculty Support Staff
Other
0%
44%
21%
39%
23%
47%
16%
50%
23%
50%
9%
15%
50%
10%
17%
20%
54%
20%
20%
30%
16%
9%
40%
50%
60%
7%
12%
7%
14%
6%
12%
4%
12%
4%
18%
70%
80%
14%
90%
Percent
EXAMPLE Question x Category page illustrating question category analysis
106729911
3%
100%
2008
106729911
QoWL Ltd
PO Box 778
Portsmouth, P01 9DQ
United Kingdom
+ (0) 44 845 475 76 95
enquiries@qowl.co.uk