Archives of

1. Introduction
oday, the process of humanizing jobs in
such a way that the characteristics and
working conditions are compatible with the
psychological characteristics of employees
has been considered [1]. The science of ergonomics
in order to create a safe and efficient
work environment can create a balance between
employee characteristics and tasks [2, 3]. It can lead to
labor productivity, increased safety, physical and mental
well-being of the employee, and job satisfaction. Numerous
studies have shown the positive effect of applying
ergonomic principles in the design of the workplace,
machines, and tools. On the other hand, the motivational
design also leads to more employee efficiency and better
customer service [1-3]. The most important goal of any
organization is to achieve optimal productivity, one of the
efficient factors in productivity is human resources. Employees’
job performance is affected by several factors [4,
5]. Properly designed jobs will play an important role in
attracting and retaining a motivated workforce that is capable
of producing quality goods and services [1].
Job design is one of the significant concepts in ergonomics,
one of the impacts of occupational studies and
its analysis, and has received increasing attention in recent
decades [6, 7]. The basis of job design thinking is
the effect on employee motivation by creating a relationship
between the job and its conditions with the characteristics
of the individual and the environment [7]. The
general concept of job design or redesign means that
workers are motivated by job satisfaction to perform better.
In other words, this approach is to adjust the duties
and responsibilities in a job or a group of interdependent
jobs to achieve maximum efficiency and lead to satisfaction,
growth, progress, and ultimately improves employees’
quality of work life. Therefore, it can be said that job
design means job structuring to increase organizational
efficiency and increase job satisfaction [7, 8].
Job design is the effective combination of the components
of a job with the characteristics of the employees,
in such a way that during the process of defining and
reconstructing the duties, powers, responsibilities, way
of doing work, job relations, and working environment
conditions after job characteristics are adapted to employees’
talents, and abilities should be directed towards
meeting the goals and needs of the individual and the
organization [7]. After designing jobs, people with the
necessary skills and abilities to do the job should be considered,
and jobs are analyzed or re-examined to find out
to what extent the person has the required characteristics
of the job [9]. There are many goals in job design, the
most important of which is increasing employee motivation,
increasing productivity and quality of work-life, allowing
women to enter jobs that have traditionally been
considered masculine, jobs for older men, people with
disabilities, minorities, and indigenous peoples. Also,
efficiency and finding a way to produce a product or
provide services, more efficient use of human and material
resources, identification of the workforce, increasing
employee motivation, and fulfilling social responsibilities
of organization for employees by improving working
conditions are other job design goals. In general, it
can be said that the purpose of job design is to create
unity between job and employee [9-11].
Job redesign allows employees to grow and prosper
and allows people to increase their sense of competence
and personal worth [12]. For the organization to achieve
its goals, jobs must be organized and designed to have the
necessary efficiency in various ways [13]. Some of the
disadvantages, apathy and mental fatigue, are related to
the incompatibility of the job with the morale and needs
of employees, as well as repetitive, simple, and low work
context [7]. Job design is one of the factors affecting
stress, mental health, and wellness [13]. Employee efficiency
and satisfaction are the results of good job design.
Jobs that are not well-designed can lead to inefficiency,
absenteeism, complaints, vandalism, resignations, leaving
work, stress, reduced motivation and performance,
and other problems [14]. On the other hand, paying attention
to work context also helps design the job better
and is an essential factor [15]. In macro-ergonomic
theory, much attention has been paid to work context in
job design to predict and take into account the various
characteristics of the environment in the job [16].
Job Diagnostic Survey (JDS) and Job Design Questionnaire
(JDQ) are the two main tools for measuring
job design that can be used in different job groups. The
JDS questionnaire, which is based on the theory of job
characteristics, can be called the most widely used tool
in this regard [17]. However, this tool is based only on
job motivation characteristics and has problems in terms
of internal and structural consistency [18]. The JDQ created
better conditions than the previous tool regarding
the wide range of examined factors and their validity
and reliability. Various sources have introduced this questionnaire
as an acceptable and practical tool [17, 19-22].
This tool measures four factors [19]:
Motivational: job enrichment and expansion, intrinsic
work motivation, and socio-technical systems
T
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Mechanical: Arising from the scientific and engineering
management of classical industries and the importance
of specializing tasks, skill simplicity, and repetition
Biological: Biomechanics, work physiology, and ergonomics
and focus on the physical requirements of the
task, and environmental factors, such as light, temperature,
and noise
Perceptual: Derived from human factor engineering,
perceptual and cognitive skills, and information processing
This tool provides an integrated visualization of job
design and provides reliable data to analysts and information
on job requirements review [20]. Another advantage
of this questionnaire is its applicability in different
organizations, while some other questionnaires can only
be used in the field of information technology [23]. It
can also collect the necessary information on its own,
while some questionnaires are used only as part of the
study and to follow up on information previously obtained
in other ways, such as interviews [24]. Regarding
the work context questionnaire, it should be noted that
this tool has nine factors, including working with others,
management, time management, independence at work,
spatial organization, operational requirements, job diversity,
posture, and physical environment [25]. In addition,
compared to the tools provided by other researchers, it
has a broader scope and applicability in various industries
and organizations; for example, Lee et al. used it
in the health sector [26], Deutscher and Winther used it
in the construction industry [27], and Lee et al. used it in
gas transmission stations [28, 29]. Other questionnaires,
such as the psychological well-being at work (IPWBW),
which measures psychological well-being at work [30],
and the EACT, which measures the three components of
work organization, working conditions, and socio-occupational
relationships [31], have structural limitations as
opposed to Working Cognition Inventory (WCI).
Underlying and inherent occupational factors are
involved in health and physical problems, including
musculoskeletal injuries. Work-related musculoskeletal
disorders have been one of the major challenges to ergonomics
and occupational health in recent decades. In
addition to reducing working time, job restrictions or
changing jobs have detrimental effects on physical, mental,
and quality work-life health and social costs [32]. In
Iran, musculoskeletal disorders are the most common
disease and work-related injuries. The World Health Organization
has described these effects as a “silent epidemic”
[33]. Musculoskeletal disorders are the second
leading cause of absenteeism after respiratory problems;
they also cause employee dysfunction in work environments
and are one of the causes of occupational harm
and disabilities in industrialized and developing countries
[34, 35]. Various potential risk factors are involved
in occupational diseases, including physical, mental, and
organizational factors [34, 36].
The prevalence of musculoskeletal disorders reduces
the power and quality of work and increases treatment
costs, lost time, and premature disability [37]. Hence,
work context and job design evaluation can also be effective
in harm control. In the meantime, using the
right tools will also help achieve a more reliable result.
Morgeson and Campion’s [21] job design questionnaires
and Pignault and Houssemand’s [25] work context questionnaires
are the most common and valid tools used
in this field, which due to the lack of standardization in
Iran, there is a need to study their psychometric properties.
Therefore, the present study was designed to evaluate
the reliability and validity of job design and work
context questionnaires and then analyze their relationship
with musculoskeletal disorders among employees
working in the textile industry in Qom in 2019.
2. Methods
This research is a cross-sectional and analytical study.
The target population included employees working in
the textile industry of Qom, of whom 252 people were
included in the study using stratified sampling. The tools
used in this study were four standard questionnaires.
After explaining the purpose of the study, training, and
necessary information about the content of the questionnaires
how to complete and answer the relevant questions,
the questionnaires were distributed among individuals,
and the necessary data were collected. Inclusion
criteria were having at least one year of work experience
and not having a second job and chronic illness, and exclusion
criterion was the unwillingness of individuals
to continue participating in any stage of the study. The
demographic questionnaire included demographic information
about employees, including gender, age, marital
status, work system, and occupation.
The second questionnaire was the Job Design Questionnaire,
which was provided by Morgeson and Campion
and measures four subscales of motivational, mechanical,
biological, and perceptual. This questionnaire
consists of 50 questions with five-choice answers of the
Likert scale (strongly disagree (1) to strongly agree (5)).
Thus, a person’s score is in the range of 50 to 250 [21].
The work context questionnaire was the third questionnaire
used in this study; this questionnaire is in the form
Khandan M, et al. Persian Version of Job Design & Work Context Questionnaires. Arch Hyg Sci. 2022; 11(1):1-12
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of 9 factors and 36 questions and was provided by Pignault
and Houssemand. The answers come in five Likertscale
options (strongly disagree (1) to strongly agree (5)),
and the subscales include working with others, management,
time management, work independence, spatial
organization, operational requirements, work diversity,
posture, and physical environment. Thus, a person’s
score is in the range of 36 to 180 [25]. Also, to find out
which musculoskeletal disorders are more concentrated
in which organs of the body, we used the fourth questionnaire,
called the Body Map Questionnaire (BM),
which divides the human body into different anatomical
areas [38]. In this questionnaire, the staff measures the
severity of pain in areas of the body that have suffered
from musculoskeletal problems by selecting numbers
from 1 to 5, which indicate painless, low pain, moderate
pain, severe pain, and maximum pain, respectively. They
express themselves as a report [39].
The present study consisted of three stages. In the first
stage, work context and job design questionnaires for intercultural
compatibility were translated into Persian by
relevant experts and an English expert. After obtaining
a single translation based on consensus, a native English
person fluent in Persian translated questionnaires
back into English. Then, a Persian version of the questionnaires
was prepared by comparing the translated
version with the original version, examining its qualitative
compliance, and confirming its uniformity. In the
second stage, the validity and reliability characteristics
of the questionnaires were examined so that after distributing
and collecting the questionnaires among the
sample members, structural validity with exploratory
factor analysis among 60% of the sample members,
which were randomly selected, reviewed, and then the
Persian version of the questionnaires was confirmed using
confirmatory factor analysis on 40% sample members
who were not used in exploratory analysis. Also,
the above data were examined to evaluate the reliability
of the internal consistency of the questionnaire using
Cronbach’s alpha coefficient. In the third stage, a body
map questionnaire was distributed among the employees
to evaluate the musculoskeletal disorders variable, and
after completion, the required data were collected.
To analyze and test the simultaneous correlation of the
variables in this study, the Structural Equation Modeling
(SEM) multivariate analysis technique was used, during
which in order to evaluate the compatibility and appropriateness
of the measurement model and the structural
model with the sample data, the fit of the measurement
model and the reliability of the structures (questions
related to the questionnaires used in the research) the
factor loads and Cronbach’s alpha coefficient were assessed,
and the model composite reliability and validity
were also confirmed by calculating the average extracted
variance (AVE) and the convergence validity of the Fornell
and Larcker (1981) model. This study used Smart
PLS and SPSS software, v. 20 for data analysis.
3. Results
The results of descriptive statistical tests showed that
among 252 employees, 74.6% were male, and 25.4%
were female. The highest percentage of marital status
was related to married status with 68.3%. The level of
education of people with master’s degree and above,
bachelor’s degree, associate diploma, diploma and less
than diploma was equal to 6, 81, 6, 6.3, and 0.4%, respectively,
and 80.6% of employees had a shift work system
and 18.7% had a working day system.
The mean scores of the subjects in the questionnaires
used for the job design questionnaire were 153.3
(SD=22.3) and for the work context questionnaire was
113.4 (SD=19.2). The Mean±SD indices of the subjects’
scores in terms of subscales related to each of the job
design questionnaires and the job field questionnaire are
also presented in Table 1.
The results of Cronbach’s alpha coefficient to determine
the internal consistency of the studied areas by
each work context and job design questionnaires in all
cases were close to 0.7 (Table 2). These results indicate
acceptable reliability. In order to complete the structural
reliability study, in addition to reporting Cronbach’s alpha
coefficients and composite reliability, the values of
factor loads were also evaluated, during which questions
with a factor load of less than 0.4, including questions 3
and 7 of the work context questionnaire and questions 1
2, 7, 9, 12, 14, 15, 16, 17, 18, 19, and 17 related to the job
design questionnaire were removed and after the mentioned
corrective action, all factor loads were obtained
higher than 0.4, which indicates the appropriateness of
this criterion (Figure 1).
AVE index was used to evaluate the convergence validity
of the questionnaires, which shows the correlation of
each structure with the obvious variables of the structure.
The results showed that AVE values for all structures except
the five areas of work context, job design, musculoskeletal
disorders (MSDs), biological and motivational
approach are higher than 0.4, which indicates that the
convergent validity is relatively acceptable (Table 2).
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The results of the values obtained from the cross-loading
coefficients in connection with the validity of the divergence
of the questionnaires showed that the correlation is
higher in almost all questions in the relevant area than in
other areas. R2 index was used to determine the effect of
the exogenous variable on an endogenous variable, and
the results with high values of 0.33 and 0.67 except PR,
PP, and PE areas for the work context variable (less than
0.19) shows the moderate and strong levels of the predictive
power of this model and its proper fit (Figure 2).
In the present study, the values of the Z coefficient to
determine the effect of exogenous variables of job design
and work context on the endogenous variable of musculoskeletal
disorders indicate the lack of significant effect
of work context variable on PE area of a work context
variable and musculos keletal disorders variable (P>
0.05). Also, regarding other exogenous variables on the
endogenous variable, considering that the values were
less than 1.96, the significance of their effect on each
other was proved (P<0.01) (Table 3).
The results of the body map questionnaire to determine
the location and severity of pain in 27 areas of the body
showed that employees reported the highest amount of
pain in the lower, middle and upper back with percentages
of 33.3, 24.6, and 21.1, respectively, painful and
very painful. The results for pain in other body areas are
also presented in Table 4. Concerning the Q2 standard
values, since the values for all structures are greater than
0.1, it indicates a good model prediction regarding the
structures (Table 5).
4. Discussion
This study aimed to investigate the Persian version of
job design and work context questionnaires’ psychometric
properties and their relationship with musculoskeletal
disorders among employees working in the textile industry
in Qom. The analysis results showed that the main
variables, i.e., work context and job design and their subscales,
have acceptable conditions in terms of reliability
[40]. Edwards et al. used the job design questionnaire,
and in addition to confirming its original form with four
Table 1. Mean and standard deviation of scores of subscales of work context and job design questionnaires
Variables Subscales Mean±SD Range of Scores
Work context
TM 13.6984±3.26217 56-159
WO 20.77±4.08 11-30
M 9.55±2.6 3-15
WM 13.34±2.96 4-20
A 18.32±5.07 6-30
SO 10.87±3.40 4-20
PR 9.88±2.86 3-15
PP 6.34±2.52 2-14
PE 10.59±3.65 3-15
Total 113.4±19.23 56-159
Job design
Mechanical approach 24.09±3.97 8-32
Motivational approach 45.23±9.71 19-84
Perceptual approach 35.44±7.34 11-76
Biological approach 48.58±8.83 19-65
Total 153.35±22.29 70-205
TM: Time Management; WO: Working with Others; M: Management; WV: Work Variety; A: Autonomy; SO: Spatial Organization; PR:
Performance Requirements; PP: Physical Posture; PE: Physical Environment.
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factors, they also approved the 10-factor model using exploratory
factor analysis. In addition, in this study, the reliability
of the tool was also expressed as acceptable [22].
In their study on the work context survey questionnaire
using exploratory factor analysis and the correlation of
its subscales, Pignault and Houssemand confirmed the
conditions of the tool [25].
In another study in Iran, evaluating the validity and
reliability of the Persian version of the Organizational
Diagnosis Questionnaire in small industries, methods,
such as confirmatory factor analysis, internal reliability,
and test-retest were used to analyze the validity and reliability
of tools in the Persian version. The results showed
that the Persian version of this questionnaire is suitable
for assessing the internal conditions in Persian language
organizations [41]. In this regard, Tabatabai et al. in their
study on the validity and reliability of the work context
questionnaire using Cronbach’s alpha and factor analysis,
which showed a structure similar to the original
structure of the questionnaire, found that the Persian version
of the tool has good conditions for use [42].
Chahardoli et al. investigated the relationship between
job design, performance, and job satisfaction in employees
of a bank in Hamadan. In this study, job design and
job satisfaction questionnaires and bank performance
index were used to collect data, and Spearman’s correlation
coefficient was used to determine the relationship
between the two variables. The study results showed
that the motivational approach, the least approach, and
the mechanical approach were the dominant approach,
and the majority of branches had a moderate position in
terms of job satisfaction. There is also a significant positive
correlation between job design (motivational approach
and perceptual approach) and job satisfaction and
also between job design (motivational approach) and job
satisfaction with performance [2]. Shahbazi et al. conducted
a descriptive correlational study to explain the relationship
between job design and teachers’ performance
[14]. The study results showed a significant relationship
between the three indicators of the existence of various
tasks in the job and independence and feedback and organizational
performance. There was no significant relationship
between the two indicators of task and task
identity significance and organizational performance
Table 2. Values of convergent reliability and validity indices of the questionnaires and studied areas
Variables Cronbach’s Alpha Composite Reliability Average Variance Extracted (AVE)
WC 0.906 0.915 0.263
PE 0.897 0.905 0.763
A 0.84 0.883 0.561
TM 0.813 0.889 0.727
PR 0.795 0.866 0.686
WO 0.777 0.848 0.531
M 0.735 0.853 0.664
PP 0.714 0.84 0.636
SO 0.692 0.813 0.521
WV 0.689 0.807 0.512
MSDs 0.894 0.857 0.121
Job Design 0.896 0.898 0.205
Perceptual approach 0.876 0.898 0.41
Motivational approach 0.806 0.839 0.345
Biological approach 0.801 0.844 0.355
Mechanistic approach 0.768 0.842 0.519
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Table 3. The values of t and p-value of the effect of variables on each other
Variable T Statistics P Values
WC -> PE 0.367 0.714
WC -> PR 4.61 0
WC -> PP 7.549 0
WC -> WV 11.304 0
WC -> TM 12.939 0
WC -> SO 21.941 0
WC -> WO 32.228 0
WC -> M 34.561 0
WC -> A 47.388 0
WC -> MSDs 0.346 0.73
Job Design -> Mechanistic approach 19.005 0
Job Design -> Motivational approach 27.497 0
Job Design -> Biological approach 51.828 0
Job Design -> Perceptual approach 44.123 0
Job Design -> MSDs 2.808 0.005
Figure 1. Performed model with factor load coefficients
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Table 4. Frequency percentages in 27 areas of the body by pain
Row Body part
Pain rate (%)
Painless Moderate Pain Painful Very painful
0 Upper part of the neck 38.5 39.3 14.3 7.1
1 Uower part of the neck 42.5 36.5 12.7 7.9
2 Left shoulder 57.5 24.2 12.7 5.2
3 Right shoulder 60.7 24.6 11.1 3.6
4 Left arm 80.6 13.5 4.4 1.6
5 Upper back 54.4 24.2 16.3 4.8
6 Right arm 79.4 13.5 5.6 1.2
7 Middle part of the waist 46 28.8 18.3 6.3
8 Lower part of the waist 37.3 28.6 23 10.3
9 Hip 74.6 14.7 6.7 3.8
10 Left elbow 84.5 11.5 2.8 0.8
11 Right elbow 86.1 10.3 3.2 0
12 Left forearm 82.1 12.7 4 1.2
13 Right forearm 81 13.1 4.8 1.2
14 Left wrist 65.9 21.8 7.9 3.2
15 Right wrist 59.1 28.2 8.7 4
16 Palm or left fingers 77.8 14.3 6.3 1.6
17 Palm or right fingers 77.8 15.5 5.6 1.2
18 Left thigh 77.8 14.7 5.6 2
19 Right thigh 79 12.7 6 2.4
20 Left knee 51.2 26.6 15.5 6.7
21 Right knee 52 28.2 14.7 5.2
22 Left leg 61.5 19.8 13.9 4.8
23 Right leg 61.1 22.2 12.7 4
24 Left ankle 67.1 17.9 10.3 4.8
25 Right ankle 68.3 18.7 10.7 2.4
26 Sole or the toes of the left foot 57.5 23.4 13.5 5.6
27 Sole or the toes of the right foot 58.3 23.4 13.5 4.8
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Table 5. Q2 criteria values of the research model
Examined variables Q²
MSDs 0.11
Mechanistic approach 0.265
Motivational approach 0.155
Perceptual approach 0.321
Biological approach 0.252
PE -0.011
A 0.423
PP 0.117
PR 0.067
M 0.449
SO 0.28
TM 0.362
WO 0.337
WV 0.186
[14] in a study conducted by Rezaei Kilidbari et al. on
the role of job redesign in employee competence and organizational
commitment of state-owned companies in
Guilan province. The results showed a positive and significant
relationship between job redesign and organizational
commitment of employees, between job redesign
and employee competence, and between employee competence
and organizational commitment [43]. The study
results showed that job diversity and nature among job
characteristics, job feedback, and freedom of action at
work had a significant relationship with job stress [44].
These job characteristics, which are a kind of work context,
can cause or aggravate musculoskeletal disorders
through the psychological factor of stress, which was
also found in the present study and have a significant relationship
with this type of disorder.
On the other hand, the prevalence of neck, shoulder,
arm, and back pain among full-time nurses at the National
Hospital of Japan was examined. The results showed
that nurses’ prevalence of musculoskeletal symptoms
was maximum in the waist and minimum in the arm.
Figure 2. Graph of R2 values for the studied variables
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There is no significant relationship between musculoskeletal
pain and work-related issues and demographic
conditions in Cox’s model. This study concluded that
musculoskeletal pain in hospital nurses is probably related
to the physical condition of the work and the work organization
[45]. The purpose of Caruso’s et al. research
on musculoskeletal disorders was to evaluate studies that
have examined musculoskeletal disorders; for example,
in these studies, it has been found that shift work, forced
overtime, work on holidays, or weekend work, which is
the work context and job design, are influential in the
development of musculoskeletal disorders [46].
5. Conclusion
The result of this study was to determine psychometric
properties of the two Persian versions of the questionnaire,
namely the work context questionnaire and the job
design questionnaire, which had good validity and reliability
and can be used to assess working conditions in
job environments, especially in Iranian industries. On the
other hand, it was found that job design can be effective
on musculoskeletal disorders and increase their incidence
and prevalence. As a result, managers can control these
disorders in the workplace by considering different approaches
in job design, such as motivation and biology.
Ethical Considerations
Compliance with ethical guidelines
The Vice-Chancellor for Research and Technology
of Qom University of Medical Sciences approved
and funded this study with the ethical code IR.MUQ.
REC.1399.025.
Funding
This research did not receive any grant from funding
agencies in the public, commercial, or non-profit sectors.
Authors' contributions
All authors equally contributed to preparing this article.
Conflict of interest
The authors declared no conflict of interest.
Acknowledgments
The authors consider it necessary to thank all the people
who helped implement this research, especially the
personnel and managers of the industry under study.
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