Adaptation of the Work-Related Quality of Life-2 Scale (WRQoL-2) among Portuguese Workers

Abstract

In the present study we aimed to fulfill two main goals. The first was to adapt the WRQoL-2 Scale among Portuguese workers and the second was to verify the associations between WRQoL-2 dimensions and perceived organizational performance dimensions (e.g., social and economic). To reach our research goals, we used a sample of 635 Portuguese workers. The WRQoL Scale has been widely used for academic and practical ends and comprises six dimensions: Job and Career Satisfaction, Control atWork, GeneralWell-Being, Home–Work Interface, Stress atWork, andWorking Conditions. Recently, the authors proposed a revised measure—WRQoL-2—in which they added a seventh dimension—Employee Engagement. As this second version had not yet been translated into the Portuguese language for Portugal, this was our first goal. By performing a set of statistical analyses such as EFA, CFA, reliability, convergent and discriminant validity, and invariant analysis, the results suggested a six-factor structure where the dimensions of Job and Career Satisfaction and Employee Engagement were united. The final structure suggested good reliability as well as convergent and discriminant validity as it showcased invariance according to gender and sector. Because there is a lack of studies focusing on the links between quality of work life and organizational performance, we then tested the interplay between WRQoL-2 and perceived organizational performance dimensions, and we verified that, although most are significantly associated, the results suggest a low intensity. This work also presents several theoretical and practical implications.