ArticleIndustrial health2022
Reliability and validity of the Chinese version of the New Brief Job Stress Questionnaire (New BJSQ) among workers in China.
Article in Industrial health, 2022. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 6 papers, 1 of them a synthesis that pooled it.
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Who cites it
6 citing papers in PubMed, 1 synthesis or guideline pooled it.
- Usage of the Brief Job Stress Questionnaire: A Systematic Review of a Comprehensive Job Stress Questionnaire in Japan from 2003 to 2021.International journal of environmental research and public health · 2023Pooled it
- Social Capital and Family Well-Being Among Immigrant Chinese and Native Japanese Families Raising Children in Japan: A Cross-Sectional Study.Healthcare (Basel, Switzerland) · 2025Article
- Reliability and validity of the Japanese version of the Overwork Climate Scale.Industrial health · 2025Article
- Impacts of sleep disturbance and work-related life stress on depression among Japanese and Chinese workers.PloS one · 2024Article
- Job stress in a multinational corporation: cross-country comparison between Japan and Vietnam.Environmental and occupational health practice · 2023Article
- Occupational stress and associated risk factors among 13,867 industrial workers in China.Frontiers in public health · 2022Article
Corrections and comments
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Authors and funding
5 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
This study aimed to develop the Chinese version of the New Brief Job Stress Questionnaire (New BJSQ) and investigate its reliability and validity. The survey was administered at two time-points separated by a two-week interval among Chinese workers. The Chinese version of the New BJSQ was developed according to the international guidelines. Cronbach's alpha, intra-class correlation coefficients (ICCs), and Pearson correlation coefficient were calculated to assess the reliability. A variance explained by the first factor was calculated to examine factor-based validity, and confirmatory factor analysis was performed (CFA) to determine the construct validity. Baseline and follow-up analyses included 516 and 52 workers, respectively. In most scales, sufficient internal consistency and test-retest reliability were observed, and principal component analyses demonstrated that the first factor explained more than 50% proportion of the variance. CFA showed that the four-factor model (Job demands, Task-level job resources, Workgroup-level job resources, and Organizational-level job resources) demonstrated a moderate fit, similar to the original version. The Chinese version of New BJSQ showed good reliability and moderate validity. Future studies should explore content and construct validities and the factor structure of the Chinese version of the New BJSQ in more detail.
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