Abstract:
This research focused on how fatigue can be measured and managed in association with work characteristics to reduce individual/organisational problems. Ambiguity over howwork fatigue is operationalised Iead to the development of a Work Fatigue Index (WFI). Results supported the reliability and validity ofthe WFI. Exploratory factor analysis yielded two eightitem factors: Physical and Mental WFI with satisfactory internal reliabilities (α >. 7) across five different samples. However evidence suggested the summed total ofthe Physical and Mental scales as one-factor Global structure was more reliable across different samples. Test-retest reliability ofthe WFI was moderate (r>.8) to high (r>.9) and stronger in stable work environments than in unstable work environment indicating good discriminant validity for the scale. Associations between scores on the WFI with individual/organisational problems (tardiness, intention to leave and job satisfaction, performance, injury with no time off, sickness and fatigue presenteeism, near-misses and sickness absence), a pre-establish fatigue scale and decreased ability to maintain performance on objective performance assessments suggested good convergent validity for the WFI. WFI scores were linked directly with a number ofwork characteristics. Global WFI scores were shown in moderating and mediating models to operate with work characteristics (mental demands, co-worker and supervisor support) to predict individual/organisational problems, thereby highlighting these work characteristics as key targets for fatigue management interventions. Results have direct implications for the prediction of work fatigue and are intended to facilitate research and help organisations manage work fatigue and associated individual/organisational problems.
