Five constructs of Fatigue

General Fatigue. This refers to the superordinate

experience of being tired or drained.

Visual Fatigue. This refers to an array of conditions or

how you perceived your vision or visual distress.

Social Fatigue. This refers to feeling of wanting to be

alone.

Motivational Fatigue. This refers to the motivation to

start an activity and feeling active.

Emotional Fatigue. This refers to feeling overwhelmed and

drained after having interactions with other people.

Work-Related Quality of Life (WRQoL) Scale

Work-related quality of life is a scale where it measures the

perceived quality of work life of employees as measured through
six independent psychosocial Subscales. The WRQoL scale is used
by individuals, organizations and consultants as well as
researchers as an aid to assessing and understanding the quality
of working life of working people.

WRQoL measures work and non-work QWL and also stress in the
workplace, expanding upon earlier

theoretical models. According to Van Laar and friends (2007) the

WRQoL scale is one of the most concise,

psychometrically valid and reliable QWL measures in the

literature. The scale is based on a UK healthcare workers

dataset and could be used in healthcare settings worldwide with

translation (Van Laar et al., 2007).

WRQoL measures work and non-work QWL and also stress in the
workplace, expanding upon earlier

theoretical models. According to Van Laar and friends (2007) the

WRQoL scale is one of the most concise,

psychometrically valid and reliable QWL measures in the

literature. The scale is based on a UK healthcare workers
dataset and could be used in healthcare settings worldwide with
translation (Van Laar et al., 2007).

WRQoL measures work and non-work QWL and also stress in the
workplace, expanding upon earlier

theoretical models. According to Van Laar and friends (2007) the

WRQoL scale is one of the most concise,

psychometrically valid and reliable QWL measures in the

literature. The scale is based on a UK healthcare workers

dataset and could be used in healthcare settings worldwide with

translation (Van Laar et al., 2007).

WRQoL measures work and non-work QWL and also stress in the
workplace, expanding upon earlier

theoretical models. According to Van Laar and friends (2007) the

WRQoL scale is one of the most concise,

psychometrically valid and reliable QWL measures in the

literature. The scale is based on a UK healthcare workers

dataset and could be used in healthcare settings worldwide with

translation (Van Laar et al., 2007).

WRQoL measures work and non-work QWL and also stress in the
workplace, expanding upon earlier

theoretical models. According to Van Laar and friends (2007) the

WRQoL scale is one of the most concise,

psychometrically valid and reliable QWL measures in the

literature. The scale is based on a UK healthcare workers

dataset and could be used in healthcare settings worldwide with

translation (Van Laar et al., 2007).

WRQoL measures work and non-work QWL and also stress in the
workplace, expanding upon earlier

theoretical models. According to Van Laar and friends (2007) the

WRQoL scale is one of the most concise,

psychometrically valid and reliable QWL measures in the

literature. The scale is based on a UK healthcare workers
dataset and could be used in healthcare settings worldwide with
translation (Van Laar et al., 2007).

WRQoL measures work and non-work QWL and also stress in the
workplace, expanding upon earlier theoretical models. According
to Van Laar and friends (2007) the WRQoL scale is one of the most
concise, psychometrically valid and reliable QWL measures in the
literature. The scale is based on a UK healthcare workers
dataset and could be used in healthcare settings worldwide with
translation. The WRQoL is widely used to measure the QWL of
healthcare professionals around the world (Van Laar et al.,
2007).

Six Independent Psychosocial Subscales

General Well-Being (GWB)

 Measures psychological Well-being and Distress of the

worker. One’s perception of GWB may be more or less
influenced by your current work. This scale measures how
individual feels about his/her “inner personal state”

 General is seen as affecting and being affected by work. As

a result, GWM encompasses both general psychological well-
being and general physical well-being.

 Lower range of GWB indicates poor satisfaction on overall

Well-being and physical condition due to work life. (severe
Distress)

 Average range of GWB indicates mid-range wherein you are not

satisfied nor dissatisfied. (moderate Distress)

 Higher Range of GWB indicates High satisfaction on overall

wellbeing and physical Condition. (Positive Well-Being)

Home-Work Interface (HWI)

 The intersection of work and personal life. The scale

measures how the organization understand and give assistance
with the demands outside of your work.
  The degree to which workers believe they have power over
when, where, and how they work is measured by work-life
balance. It can represent a person's perspective of a
fulfilled life both in and out of paid work, to the common
benefit of the individual, company, and society.

 Lower Range of HWI indicates poor assistance of the

organization to the current demands outside of your work.

 Average Range of HWI indicates intermediate or occasional

assistance of the organization to the current demands
outside of your work

 Higher Range of HWI indicates assistance all of the time

when demands are present outside of your work

Job and Career Satisfaction (JCS)

 This scale measures the satisfaction and contentment with

your job.

 Job and Career Satisfaction (JCS) refers to the extent to

which a person's workplace provides them with the best
aspects of their job - the things that make them feel good,
such as a sense of accomplishment, high self-esteem, and
future fulfillment. The JCS component is the most strongly
correlated sub-scale when the WRQoL scale is combined with
measures of work satisfaction.

 Lower Range of JCS indicates poor satisfaction of your

current Job

 Average Range of JCS indicates Mid-Range Wherein you are not

satisfied nor dissatisfied of your Job

 Higher Range of JCS indicates High satisfaction and

contented with your current job

Control at Work (CAW)

  This scale measures how you feel which involves decision-
making that influence your current work.

 reflects the level to which an employee feels they can

control their work through the freedom to express their
opinions and being involved in decisions at work.

 Perceived control at work is being increasingly recognized

as a central concept in the understanding of relationships
between stressful experiences, behavior and health. Control
at work within the current QoWL model is influenced by
issues of communication at work, decision making and
decision control.

 Lower Range of CAW indicates poor involvement with the

decision-making that affects your work.

 Average Range of CAW indicates often involvement with the

decision-making that affects your work.

 Higher Range of CAW indicates Active involvement with the

decision-making that affects your work.

Working Condition (WCS)

 The Scale measures satisfaction on the overall physical

working environment that influence perceptions of employee
health and safety would affect employee QoWL.

 Assess the extent to which the employee is satisfied with

the fundamental resources, working conditions and security
necessary to do their job effectively.

 It is perhaps obvious that physical working conditions that

influence perceptions of employee health and safety would
affect employee QoWL Less obvious may the link between the
resources you get to complete your job, so-called work
hygiene and QoWL

 Lower Range of WCS indicates poor satisfaction on working

condition of your work
  Average Range of WCS indicates Mid-range wherein you are not
satisfied nor dissatisfied with the working condition of
your work

 Higher Range of WCS indicates High satisfaction on working

condition of your work

Stress at Work (SAW)

 The scale measures the scope on which you see your work
pressures and demands as acceptable and not stressful

 determined by the extent to which an individual perceives

they have excessive pressures and feel stressed at work.

 Workplace stress in now considered one of the top five job-

related health problems in the U.S. The QoWL SAW factor is
assessed through items dealing with demand and perception of
stress and actual demand overload.

 Lower Range of SAW indicates how poor you handle the demands
of your work which causes stress.

 Average Range of SAW indicates How you handle the demands of

your work which causes occasional stress.

 Higher Range of SAW indicates how Good you handle the

demands of your work wherein stress is not present.

Researches

Duyan, Aytac, Akyildiz & Van Laar (2013) Measuring Work Related
Quality of Life and Affective

Well -being in Turkey.

https://core.ac.uk/download/pdf/52397884.pdf

Easton, Van Laar & Edwards (2007) The Work-Related Quality of

Life (WRQoL) scale for healthcare Workers.
https://www.researchgate.net/publication/5937157_The_Work-
Related_Quality_of_Life_WRQoL_scale_for_healthcare_workers

Kongsin, chaiear, thanomseing, & Boonjaraspinyo (2020) Validation

of the Brief Thai Version of the
 Work-Related quality of life scale.
https://www.mdpi.com/1660-4601/17/5/1503/htm