 |
DISQ 2.1©
The DISC Questionnaire for measuring job demands and job resources in the DISC Model
In the domain of job stress, stressful stimuli can be categorized under two broad main categories; that is, job demands and job resources (Frese & Zapf, 1994; De Jonge & Dormann, 2006; Schaufeli & Bakker, 2004).
Job demands refer to the degree to which the work environment contains stimuli that require sustained cognitive, emotional and/or physical effort (cf. Jones & Fletcher, 1996). Job resources are conceptually similar to coping options; they can be broadly conceptualized as a kind of energetic reservoir that is tapped when the individual has to cope with stressful stimuli (cf. Hobfoll, 1989; 2002). However, although job resources “power up” stress responses, individuals — when confronted with job stress — strive to minimize net loss of resources. In addition, when workers are not confronted with job demands, they strive to develop resource surpluses in order to offset the possibility of future loss (“energy accumulating behaviour”; cf., Hobfoll, 1989).
As both job demands and job resources are multi-dimensional constructs, they may basically comprise cognitive, emotional and/or physical components. As far as job demands are concerned, three types can be distinguished: (1) cognitive demands that impinge primarily on the brain processes involved in information processing (Hockey, 2000); (2) emotional demands which refer primarily to the effort needed to deal with organizationally desired emotions during interpersonal transactions (Morris & Feldman, 1996); and (3) physical demands that are primarily associated with the musculo-skeletal system (i.e. motoric and physical aspects of behavior; cf. Hockey, 2000). Similarly, job resources may have a cognitive-informational component (e.g., colleagues providing information), an emotional component (e.g., colleagues providing sympathy and affection), and a physical component such as instrumental help of colleagues or ergonomic aids (cf. Cohen & Wills, 1985; Cutrona & Russell, 1990).
To measure job demands and job resources, a new instrument, called the DISQ, was developed, which is now available in
seven different languages, namely in Dutch, English, German,
French, Japanese, Polish and Italian language. The DISQ consists of 31
or 32 items with a 5-point rating scale. The DISQ 2.1© is copyrighted by the Eindhoven University of Technology, but is available for scientific (i.e., non-commercial) research, if the founding authors could use the data for further validation (please send the collected data to: j.dejonge@jandejonge.nl). Psychometric research is in progress, and will be published in the
Summer of 2010.
Shorter versions of DISQ 2.1©
(18 or 19 items)
are available from the author upon request.
The most recent versions of the DISQ (Dutch, German, English.
French and Japanese) are downloadable from Table 1 below (Word-documents):
Table 1 The DISC Questionnaires (DISQ 1.1©, 2.0©
and 2.1©)
* Please note that renewed versions of these questionnaires (with minor modifications) will be available on-line within due course.
Statistical procedures
To prepare the questionnaire data for first analyses, please use the following SPSS syntax file: Syntax_DISQ.sps.
To conduct statistical tests for investigating the Triple Match Principle, you may use the following SPSS syntax file: TMP_DISQ.sps.
|
|
