{"paper_id":"3bca1269-b374-4233-b340-1929b14112e5","body_text":"Measuring Job Frustration in Omani Healthcare Workers: Development and Psychometric Validation of the OJFQ | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article Measuring Job Frustration in Omani Healthcare Workers: Development and Psychometric Validation of the OJFQ Asiya Al Zadjali, Yoke Yong Chen, Keng Sheng Chew, Rekaya V. Balang, and 3 more This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-8971850/v1 This work is licensed under a CC BY 4.0 License Status: Under Review Version 1 posted 13 You are reading this latest preprint version Abstract Background The western existing scales such as Copenhagen Burnout Inventory (CBI)to measure employee burnout are often critiqued in relation to cultural sensitivity while being implemented in non-western settings as evidenced within the limitations of the local study findings. Therefore, since Omani society values social stability while being integrated with employment, there is a demanding necessity for developing a culture-sensitive scale to measure occupational frustration among healthcare workers (HCWs). Objective This study aimed to develop and validate the Omani Job Frustration Questionnaire (OJFQ) , a culturally grounded instrument intended to assess job frustration and associated burnout factors among Omani HCWs. Methods The development of the scale was considered following a sequential mixed-methods approach. Set of six focus group discussions (FGDs) with 42 nurses in the mental health setting steered initial item generation guided by conceptual frameworks from the MARS model, and CBI. Expert reviews involving 16 professionals from Oman and Malaysia were conducted to refine the item pool ending up with a 45-item OJFQ. The newly developed scale was surveyed on 140 participants from mental health setting getting a response rate of 99.3%. The data analysis was conducted in presenting details of descriptive statistics, Cronbach’s alpha, exploratory factor analysis (EFA), item analysis and confirmatory factor analysis (CFA) to assess scale validity. Results The final scale included 37-item across five constructs after conducting EFA: (1) management and role clarity, (2) emotional intelligence and professional coping strategies, (3) career development and engagement, (4) workplace bureaucracy and social challenges, and (5) workplace resources and stability. The scale demonstrated strong internal consistency (Cronbach’s α = 0.841), the five constructs were significantly correlated with the total score, construct validity is confirmed through CFA with good model fit indices. In addition, there was no significant correlation with the CBI, indicating the measurement of a distinct construct. Conclusion The OJFQ is a psychometrically sound and culturally tailored instrument for assessing occupational frustration among HCWs in Oman. Its development addresses critical gaps in culturally relevant measurement tools in the region. Further validation across diverse healthcare disciplines and settings is recommended. Job frustration Healthcare workers Omani job frustration questionnaire Workplace well-being Cultural sensitivity scale Figures Figure 1 1. Introduction The western existing scales such as Copenhagen Burnout Inventory (CBI)to measure employee burnout are often critiqued in relation to cultural sensitivity while being implemented in non-western settings as evidenced within the limitations of the local study findings. Therefore, since Omani society values social stability while being integrated with employment, there is a demanding necessity for developing a culture-sensitive scale to measure occupational frustration among healthcare workers (HCWs). The most commonly used scale in assessing the level of burnout is Maslach burnout inventory (MBI) which was criticized by not being multidimensional outside work-related factors (Bianchi et al, 2014 ). It is believed that the social life domains are not apart from work related concerns specially in Arab regions (Elbarazi et al. 2017 ). In contrary, CBI had considered personal-related concerns as contributing facts to burnout, however, it is not culture-sensitive specially in non-western settings (Elbarazi et al. 2017 ). Elbarazi et al ( 2017 ) found that there are significant discrepancies in scoring of burnout among HCWs within Arab countries using the same scale which was MBI. In Oman, people value social life and financial security which are achieved through being employed. However, there is absence of locally developed and validated scale which is considered culturally sensitive to measure job related burnout and frustration constructs in Oman. The existing scales creates a gap in the accurate and relevant assessment guidance towards effective management of HCWs occupational frustration (Boateng et al., 2018 ; Elbarazi et al. 2017 ). Therefore, in concern to this highly significant valuable aspect to maintain social structure, job frustration and burnout arises due to personal and societal related constructs requiring a more culture-context instrument. This study aims to develop culturally appropriate measurement scale of occupational frustration among Omani HCWs through addressing this gap as well as specifically identifying the precipitating factors to occupational frustration. Grounded in the MARS model (McShane and Von Glinow, 2009) and informed by the theoretical conceptualizations of burnout originated from the Maslach burnout inventory (MBI) (Bianchi et al, 2014 ) and Copenhagen burnout inventory (CBI) (Kristensen et al., 2005; Demerouti et al., 2003; Schaufeli et al., 2009), this study developed and validated a new job frustration scale to assess the level of job frustration and burnout among HCWs in Oman. The approach followed in conducting this study is sequential to scale development and validation (Boateng et al., 2018 ). 2. Materials and Methods 2.1. Study Design and Sample Set of six FGDs were conducted as a requirement to draw out data with varying groups of nurses i.e. general nurses and nursing leaders counted as 42 nurses out of 400 total nursing workforces in one of the mental hospitals in Oman until there was no new thoughts are discussed. These nurses were purposively selected as convenient sample after getting their written consent to participate. The FGDs were guided by the theoretical dimensions of the MARS model (motivation, ability, role perception and situational factors) and informed by the conceptual domains underlying MBI (emotional exhaustion, depersonalization, personal accomplishment) and CBI (personal-related, work-related and client-related factors) to generate potential items to construct Omani Job Frustration Questionnaire (OJFQ). 2.2. Measures The initial scale items were gathered through the FGD participants with consideration of their demographic characteristics including age, gender, work experience and field of practice. The initial scale construction was started with literature review on relevant studies. The time period considered for data collection through FGDs was from February to May 2023. The purposively selected participants were invited to join 90-minutes interview. Set of six FGDs were conducted considering 42 total participants including 3 sessions for each group of nurses (general nurses and nursing leaders). The interviews were tape recorded, transcribed and later analysed using otter.ai software which resulted in finding 45-items. Content Validity Index (CVI) is conducted on 4-point Likert scale on both “relevance” and “recommended” each separately (where 1 = not relevant and not recommended, 2 = somewhat relevant and somewhat recommended, 3 = relevant and recommended and 4 = highly relevant and highly recommended). CVI is expert’s agreement on specific item’s relevance with scoring of 3 and 4. The CVI value of 0.49 and above was considered as per Yousff et al (2021) for inclusion with an inter-rater agreement value evaluation through modified kappa requiring to score above 0.40. Therefore, out of 16 experts (12 Omani and 4 Malaysian) divided in two phases where 8 experts allocated in each phase in this study. It is a good range of experts required to validate the instrument as per Lynn ( 1986 ). The selected experts are highly qualified and experienced in research who were 7 nurses (5 lecturers, 2 administrators), 8 doctors (2 emergency, 3 psychiatry, 1 epidemiology, 1 nephrology, 1 administration) and 1 psychologist among of which 4 were Malaysian (2 emergency doctors, a psychiatrist and a nurse lecturer) ho evaluated the items’ relevance and suitability in assessing job frustration of HCWs. Following the two phases of expert review, the 45-items were set on 7-points measurement (1 = strongly disagree, 2 = disagree, 3 = somewhat disagree, 4 = neutral, 5 = somewhat agree, 6 = agree, 7 = strongly agree) which was named as Omani Job Frustration Questionnaire (OJFQ). The 45-items considered for reverse scoring of 11 items (items 1, 2, 3, 5, 8, 11, 38, 39, 40, 41, 42) on basis of the higher the score the more the frustration and employee is. For reliability and validity check, the scale was pilot tested on 140 participants on basis of 3:1 ratio representing 1 item for 3 participants. 2.3. Analysis Using SPSS version 27 and Jamovi version 2.6 for Microsoft office, exploratory factor analysis (EFA) was conducted to extract number of factors and retain valid items being the most appropriate statistical approach for exploring underlying structure of scale (Shrestha, 2021 ). While considering the principle component analysis with varimax rotation, the fixed number of factors as seven and then as five were set to allow the distribution of items on these factors depending on the appearance of elbow in the scree plot (Cattell, 1978 ). This is because the first factor loading showed 13 factors with a lot of poor and negative values. Scree plotting of the factor was considered at eigenvalue greater than 1 to support the fixed number of factors. The loadings above 0.3 was considered for inclusion as it is indicated that lower loadings from 0.3 to 0.4 are slightly acceptable (Yousff et al 2017). The minimum ratio was considered due to the fact of repeatedly accessing the same sample for data collection may cause limited response. Therefore, 139 responses were received from nurses working in mental health setting through online formed questionnaire of 45-items being rated at 7-point Likert scale, where “1 = strongly disagree, 2 = disagree, 3 = somewhat disagree, 4 = neutral, 5 = somewhat agree, 6 = agree and 7 = strongly agree”. The KMO and Barlett’s test for sampling adequacy is performed to checked the overall significance value of the findings in terms of correlation matrix (Shrestha, 2021 ). The reliability of the scale as well as each construct and their correlation with the overall scale is measured. The retained data from were evaluated through confirmatory factor analysis (CFA). Jamovi version 2.6 software to find out construct validity through measurement of model fit indices of five factor model of the developed scale. As well as, path analysis will be conducted through structural equation modelling diagram. Prior ethical approval was obtained from the University Malaysia Sarawak (UNIMAS) Medical Research Ethics Committee (No.: FME/22/65) and the Research Approval Committee at MOH in Oman (No. Moh/CSR/22/25809). Informed consent was obtained from the purposively selected sample who agreed to participate in the study. 3. Results 3.1. Demographic Characteristics of the Participants The study was conducted in mental health setting in Oman where the questionnaire was distributed to 140 participants among which 139 participants responded (response rate of 99.3%). The detailed statistical analysis is shown in Table 1 representing age, gender, work experience and field of practice. Table 1 Demographic characteristics of the participants (N = 140) Item N (%) Mean SD Age (years) - 33.18 + 6.207 Work experience (years) - 9.72 + 5.803 Gender Male 67 (47.5%) Female 73 (51.8%) Field of practice Clinical 61 (43.3%) Leadership 77 (54.6%) 3.2. Item Analysis Item analysis represented that the average total score of SD was 179.1 ± 22.1 from all participants. The items with the highest scores were Q5 “I am stressed when there is lack of teamwork” with average total score of SD 5.7 ± 1.2, and Q32 “working on shift duty is affecting my social life” with average total score of 5.7 ± 1.4. Whereas, the items with lowest score were Q39 “My faith or religious beliefs provide me with strength to cope with work-related stress” with average total score of SD 2 ± 1, and Q40 “having strong support from my family helps to reduce my job dissatisfaction” with average total score of SD 2 ± 1. The skewness and kurtosis represented 0.205 and 0.407 respectively suggesting normality. A correlation coefficient between the total score of the scale and each item where some showed no significant correlation. However, they were included due to the good factor loading and representation to the construct with other significant scorings (Table 2 ). Table 2 Item analysis of OJFQ (N = 140) Items Mean SD Skewness Kurtosis t 95% CI Correlation with total score Statistic Std. Error Statistic Std. Error Lower Upper Total Score of Scale 179.0504 22.09608 − .222- .206 .322 .408 95.536 175.3446 182.7562 1 Q1 2.17 1.258 1.387 .205 2.114 .407 20.428 1.96 2.38 .168* Q2 2.09 1.042 1.297 .205 1.158 .407 23.680 1.91 2.26 .238** Q3 2.71 1.407 1.055 .205 .810 .407 22.773 2.47 2.94 .280** Q4 5.33 1.476 -1.020- .205 .489 .407 24.711 5.08 5.58 .411** Q5 5.70 1.216 -1.525- .205 2.808 .407 55.481 5.50 5.90 .107 Q6 3.16 1.576 .966 .205 .018 .407 23.757 2.90 3.43 .198* Q7 4.83 1.799 − .942- .205 − .241- .407 31.757 4.53 5.13 .136 Q8 2.06 1.051 1.431 .205 3.084 .407 23.159 1.88 2.23 .110 Q9 5.62 1.354 -1.293- .205 1.299 .407 49.114 5.40 5.85 .182* Q10 2.46 1.305 1.110 .205 .645 .407 22.277 2.24 2.68 − .036- Q11 5.13 1.559 − .980- .205 .162 .407 38.932 4.87 5.39 .322** Q12 5.36 1.425 -1.075- .205 .841 .407 44.528 5.13 5.60 .450** Q13 4.86 1.532 − .669- .205 − .263- .407 37.558 4.61 5.12 .583** Q14 4.92 1.532 − .622- .205 − .279- .407 38.016 4.67 5.18 .513** Q15 5.24 1.478 − .984- .205 .355 .407 41.965 5.00 5.49 .267** Q16 3.02 1.620 .963 .205 − .041- .407 22.064 2.75 3.29 .490** Q17 2.38 1.135 1.160 .205 1.135 .407 24.805 2.19 2.57 .502** Q18 2.86 1.447 .773 .205 − .296- .407 23.359 2.62 3.10 .656** Q19 4.44 1.855 − .391- .205 -1.141- .407 28.290 4.13 4.75 .649** Q20 4.64 1.734 − .450- .205 − .853- .407 31.673 4.35 4.93 .495** Q21 4.58 1.650 − .398- .205 − .869- .407 32.741 4.31 4.86 .257** Q22 4.28 1.957 − .252- .205 -1.260- .407 25.874 3.95 4.61 .519** Q23 5.10 1.416 − .581- .205 − .206 .407 42.624 4.86 5.34 .460** Q24 5.06 1.425 − .568- .205 − .187- .407 42.038 4.83 5.30 .364** Q25 4.89 1.455 − .638- .205 − .218- .407 39.737 4.64 5.13 .333** Q26 4.79 1.492 − .482- .205 − .476 .407 37.944 4.54 5.04 .392** Q27 4.26 1.922 − .229- .205 -1.306- .407 26.258 3.94 4.59 .320** Q28 5.05 1.538 − .832- .205 − .004- .407 38.859 4.79 5.31 .225** Q29 4.71 1.557 − .486- .205 − .535- .407 35.770 4.45 4.97 − .135- Q30 4.91 1.586 − .679- .205 − .443- .407 36.601 4.64 5.17 .310** Q31 5.26 1.506 − .858- .205 − .131- .407 41.362 5.01 5.52 .295** Q32 5.67 1.375 -1.122- .205 .917 .407 48.796 5.44 5.90 .268** Q33 5.48 1.486 -1.132- .205 .515 .407 43.623 5.23 5.73 .384** Q34 4.89 1.539 − .718 .205 − .468- .407 37.608 4.64 5.15 .299** Q35 4.23 1.715 − .223- .205 -1.005- .407 29.179 3.94 4.52 .266** Q36 2.65 1.175 1.172 .205 1.234 .407 26.689 2.45 2.85 .582** Q37 2.21 .973 .983 .205 1.119 .407 26.929 2.05 2.38 .583** Q38 2.31 1.150 1.361 .205 2.070 .407 23.740 2.11 2.50 .515** Q39 1.96 1.024 1.473 .205 2.602 .407 22.615 1.79 2.13 .636** Q40 1.96 1.045 1.507 .205 2.599 .407 22.164 1.78 2.13 .027 Q41 5.04 1.416 − .680- .205 − .104- .407 42.070 4.80 5.27 .119 Q42 2.94 1.358 .974 .205 .617 .407 25.575 2.71 3.16 .034 Q43 2.70 1.262 1.173 .205 1.295 .407 25.313 2.49 2.91 .087 Q44 2.81 1.267 .787 .205 − .034- .407 26.280 2.60 3.03 .288** Q45 2.34 1.174 1.197 .205 1.662 .407 23.615 2.15 2.54 .285** **. Correlation is significant at the 0.01 level (2-tailed). *. Correlation is significant at the 0.05 level (2-tailed). In reference to the factor analysis and loading, the factors identified and named as (1) “management and role clarity”, (2) “emotional intelligence and professional coping strategies”, (3) “career development and engagement”, (4) “workplace bureaucracy and social challenges” and (5) “Workplace resources and stability”. However, the elbow at scree plot shows a sharp decline from construct 1 to 3 and followed by steady flattening off until construct 5 suggesting the most significant factors. Therefore, the repeated analysis of factor loadings was considered with 5 fixed number of factors where the elbow of scree plot appeared with adjusted constructs. The review considered some changes in the items. To illustrated, in management and role clarity construct, item 21 was merged with item 22 as “I have fear of blame while making decision or writing incident reports” and item 29 was merged with item 31 as “I need to put more efforts to balance between professional and personal life” . Additionally, items 7 “I prefer to adapt to the current stressful environment rather than start from zero in another setting of healthcare practice” and 26 “There is a lack of autonomy, empowerment, and independence in management at first line level” were removed due to poor relevancy to factors. Items 3 “I can effectively reduce stress by openly discussing my concerns with my managers” , 9 “I get frustrated when colleagues mix up their job duties with their personal relationships with leaders” 33 “I am physically and mentally insecure by working in mental healthcare field” and 40 “Having strong support from my family helps to reduce my job dissatisfaction” were removed due to poor loading to any construct. 3.3. Exploratory Factor Analysis and Reliability The overall sampling adequacy was measured using KMO and Bartlett’s Test of sampling adequacy scoring 0.694 which showed significance value of < 0.001. This supports the suitability of the data to proceed on factor analysis. The reliability and validity statistical analysis was performed. Internal reliability through Cronbach’s Alpha and composite reliability (CR), construct validity through various fit indices. The extracted factors in this phase were further assessed in relation to factor loadings > 0.30, orthogonal rotation axis, eigenvalue > 1.0 and scree plot is referenced for the numbers of factors to be considered. As a result, five factors were extracted through principle component analysis (Table 3 ). The first factor contained ten items (Q14, Q19-Q21, Q23-Q25, Q27, Q32 and Q41) representing management and role clarity. The second factor contained eight items (Q1-Q2, Q5, Q8, Q10 and Q37-Q39) representing emotional intelligence and professional coping strategies. The third factor contained eight items (Q6, Q16-Q18 and Q42-Q45) representing career development and engagement. The fourth factor contained seven items (Q4, Q11-Q13, Q15 and Q30-Q31) representing workplace bureaucracy and social challenges. The fifth and last factor contained four items (Q28 and Q34-Q36) representing workplace resources and stability (Table 4 ). The level of cumulative explained variance of these five factors is 45.3% which is considered acceptable in psychological tool development indicating good representation of the factors within the dataset. Table 3 Rotated factors for principle component analysis of OJFQ Items Factor Loading I II III IV V Factor 1: Management and role clarity OJFQ 24 There is a waste of effort in succession planning since the selection of new healthcare leaders comes solely from top authorities. 0.745 OJFQ 25 My concerns are acknowledged by the top management, but no substantial actions are taken to address them. 0.713 OJFQ 23 There is extreme interference from top management in leaders’ tasks. 0.702 OJFQ 41 It is hard to change basic policies in the hospital to adapt to the dynamicity of technological advances 0.578 OJFQ 19 I am often blamed when a clinical-related adverse incident occurs 0.570 OJFQ 32 Working on shift duties is affecting my social life 0.521 OJFQ 21 Shift supervisors are reluctant to make clinical decisions without consulting their immediate manager 0.493 OJFQ 14 There is unclear delineation of roles among different members of the healthcare multidisciplinary team 0.477 OJFQ 20 If I accept extra work responsibilities, I will be blamed for the extra work not being done as required 0.476 OJFQ 27 I as a healthcare worker prefer to remain silent at work 0.474 Factor 2: Emotional intelligence and professional coping strategies OJFQ 8 My level of commitment to task is enhanced when I involve in decision-making 0.751 OJFQ 37 My resilience at work improves when I can effectively understand and manage emotions 0.712 OJFQ1 My emotional well-being significantly improves when a manager demonstrates empathy. 0.684 OJFQ 5 I am stressed when there is lack of teamwork 0.679 OJFQ 38 My ability to recognize emotions in myself and others improves my coping skills 0.618 OJFQ 2 My understanding of the stressors enhances my affective state 0.577 OJFQ 10 I feel less frustrated when the workload is distributed fairly in my workplace. 0.510 OJFQ 39 My faith or religious beliefs provide me with strength to cope with work-related stress 0.400 Factor 3: Career development and engagement OJFQ 44 My training materials are directly applicable to my daily tasks that reduce my job frustration 0.735 OJFQ 43 I am actively participating in own learning process to reduce my job frustration 0.730 OJFQ 42 I receive constructive feedback that help improving my skills, performance and learning that lead to less job frustration 0.705 OJFQ 16 My current working environment is safe for me to practice new skills 0.674 OJFQ 45 I feel that staying updated with the latest trends in healthcare helps me manage my job frustration 0.631 OJFQ 17 I am having a supportive relationship with my leader that reduce my job frustration and improves my performance 0.588 OJFQ 18 I am getting positive reinforcement and encouragement at work like everyone else 0.530 OJFQ 6 My performance improves with the presence of supervisors. 0.503 Factor 4: Workplace bureaucracy and social challenges OJFQ 12 I feel overwhelmed doing additional administrative responsibilities under unhelpful management policies. 0.674 OJFQ 30 There is gender stereotype in healthcare related fields that stressed me up 0.639 OJFQ 11 My frustration caused by unclear/ lack of policies and procedures 0.598 OJFQ 13 I am frustrated by the demanding administration works 0.547 OJFQ 31 I need to put more efforts to balance between professional and personal life 0.500 OJFQ 15 I feel lack of confidence due to poorly defined job descriptions and task allocations among different members of the healthcare multidisciplinary team 0.495 OJFQ 4 I feel that congested offices with a lack of privacy are not conducive to achieving tasks comfortably. 0.414 Factor 5: Workplace resources and stability OJFQ 35 Worries about losing my job make me less satisfied with my current position 0.794 OJFQ 28 I feel that congested offices with a lack of privacy are not conducive to achieving tasks comfortably. 0.576 OJFQ 36 My ability to tolerate crises greatly influences my stress levels at work 0.494 OJFQ 34 Lacking of expert in my field causing me stress 0.456 Table 4 Reliability of the OJFQ (N = 140) Components Mean SD Cronbach’s Alpha Correlation between 5 factors and total score a Total score of the questionnaire 179.05 22.096 0.774 Factor 1: Management and role clarity 48.64 9.781 0.820 .825** Factor 2: Emotional intelligence and professional coping strategies 20.95 4.688 0.821 .183* Factor 3: Career development and engagement 22.21 7.161 0.811 .437** Factor 4: Workplace bureaucracy and social challenges 36.10 6.793 0.785 .635** Factor 5: Workplace resources and stability 16.82 3.224 0.672 .347** a Spearman’s rank correlation coefficient, **p < 0.01. Among the five factors in the extracted findings within the EFA, “management and role clarity” factor represents the highest average score with 48.6 ± 9.8, followed by “workplace bureaucracy and social challenges” with average score of 36.1 ± 6.8. The internal consistency of the OJFQ as a whole measured with Cronbach’s alpha is 0.774 where all the sub-divisions of the scale presented excellent reliability and the lowest score was 0.672 for “workplace resources and stability” which is still considered as acceptable at the scale development phase (Table 4 ). 3.4. Confirmatory Factor Analysis for Construct Validity CFA was measured using structural equation modelling where the model was assessed using the unweighted least squares estimate. The overall goodness of fit was measured considering significant indices shown in Table 5 . The findings validated the effectiveness of five-factor model and acceptable goodness of fit of the newly developed scale OJFQ (Table 5 and Fig. 1 ). The scores of PGFI (0.607) and PNFI (0.475) showing acceptable range indicating a reasonable model complexity balance. However, the rest of the indices scores fell below the acceptable range which is 0.90. Since the Chi-square ratio indicates satisfactory fit, the refinement of the model structure may be suggested to enable better data capturing. Table 5 Construct validity of the OJFQ Five-Factor Model X2/df GFI AGFI NNFI NFI CFI IFI RFI PNFI PGFI Scale 1199/619 = 1.9 0.689 0.647 0.651 0.511 0.675 0.684 0.474 0.475 0.607 X2 = Chi-square, df = degrees of freedom. GFI = Goodness of fit index, AGFI = Adjusted goodness of fit index, NNFI = Non-normed fit index, NFI = Normed fit index, CFI = Comparative fit index, IFI = Incremental fit index, RFI = Relative fit index, PNFI = Parsimony normed fit index, PGFI = Parsimony goodness of fit index. 4. Discussion The scale validation study presented initially all the potential items disclosed by the sample which went under review by researchers and expert reviewers through EFA and CFA. As a result, 37-item Omani Job Frustration Questionnaire (OJFQ) was developed highlighting five factors which are: (1) “management and role clarity”, (2) “emotional intelligence and professional coping strategies”, (3) “career development and engagement”, (4) “workplace bureaucracy and social challenges”, and (5) “workplace resources and stability”. The traditional proverb says “you can’t manage well what you don’t measure” (Chew et al 2024). Therefore, in order to enhance the work commitment and employee well-being, it is required to consider frequent assessment of their job-related stressors which is evident to be multi-faceted. Additionally, the scale development and validation process indicated that the HCWs can tolerate the physical burden of role performance while psychological, social and environmental factors can disrupt the overall performance. Therefore, the focus on the precipitating factors can assist the managers to define the approach. Similarly, there is no difference in specialty of practice while limited reported items were traced addressing the nature of practice indicating that the scale can be applied in different field of healthcare practice with multidisciplinary professionals in healthcare settings in Oman. The factors which were found in this study had supported multidimensional, context-specific and alignment with local and GCC empirical trends by the researches’ conducted in Oman in the healthcare field (Durrah et al 2023 ; Durrah 2020 ; Al Badi 2014 ; Al-Balushi et al 2016; Al-Hashemi et al 2019 ; Al-Hosis et al 2023 ; Al-Khanjari and Al-Abri 2020 ; Al-Lawati and Al-Maskari 2017 ; Al-Mahrouqi and Alshekaili 2023 ; Al-Yaqoubi et al 2023 ; Khadhuri 2018 ) and other GCC research findings (Alsaqri 2014 ; Elbarazi et al 2017 ; Muldering 2013; Kapiszewski 2017 , Show et al 2000; Edrees et al 2017 ; Alkhraishi et al 2023 ; Alanazi and Yates 2022 ; ). The factor supported recommendations from evidences highlighting effects of demanding nature of work, limited career development or promotion opportunities, management support, reward system, work-life balance, inter-personal relationship, foreign HCWs sense of insecurity due to localization national policy and available coping measures. Therefore, unlike standardized available scales, the OJFQ is developed based on local narratives being culturally tailored, explores localized policy impact, context-specific, workplace structure relevance and highlights cultural related dynamics in the Omani context. The findings confirmed the statistical adequacy and psychometric soundness of the scale represented with P-value of < 0.001 as measured with KMO and Bartlett’s test. This had indicated that the data were suitable for factor analysis. Additionally, the Cronbach’s alpha score of most factors and CR values across most factors demonstrated good to moderate internal consistency and marginally acceptable reliability which is acceptable for an exploratory study developing a new scale. While some items displayed lower loadings, the multidimensional structure of the instrument persisted theoretically consistent. and linked to each other and the factors represented good loading to constructs. The instrument achieved good construct validity and acceptable model fit indices, supporting its use in culturally sensitive context with a recommendation for further validation. The findings represent psychometric strength of OJFQ with good Cronbach’s alpha (0.774). The score of the cumulative variance of the scale sub-divisions indicates good representation of the factors within the scale. The scale evaluation indicated that the reliable average score and excellent internal reliability shown in constructs representing social challenges, management and workplace bureaucracy. This is indicating a specific cultural sensitivity issue and context-relevancy to Oman. Therefore, the OJFQ is proved as valid assessment scale to be utilized within Oman and identical cultures. This scale would fill the cultural and contextual gap being the first culturally reliable and validated too to measure the job frustration and related burnout factors among Omani HCWs. It will further improve mental health support through implementing the assessment scale. This study is considered as baseline groundwork for regional and other relevant researches as well as would be considered as cross-cultural research contribution in non-western regions. Despite the significant insights and findings were addressed in this study, there are notable limitations acknowledged. Firstly, the study was cohort specific which was conducted in mental health setting among nursing professions only. Therefore, the sample representativeness issue arises limiting the generalizability to other healthcare team specialties or even other nursing specialties. A broader group of participants may be considered to improve applicability through cross-validation in different setting or group of HCWs with more sample size. Secondly, response bias may possibly be introduced due to the frequent encouragement from the researchers and data collectors to the participants to respond resulting in potential skewness of the findings. Thirdly, cultural inspiration affecting the response specially within the Arab cultural background where challenges are mostly underreported and may lead to social desirability bias. It is recommended to consider other data collection approaches such as anonymous one-to-one interview. Fourthly, recall bias as well as subjective interpretation may be imposed due to the reliance on self-reporting in groups requiring triangulation of the findings with for instance observation. 5. Conclusion The healthcare researches on employee job frustration in Oman are scarce and old. Most of these researches depend on international scales designed in western culture. The indications required to measure appropriately and accurately what we need to manage which is occupational frustration. Therefore, the need to develop a culturally relevant scale is set and put forward to help policy makers and manager to consider regular assessment of the mental state of employee towards their job. Although the values in this newly developed OJFQ doesn’t reflect perfection, it is considered an acceptably reliable and valid tool to be utilized requiring further refinement in future researches. Abbreviations OJFQ Omani Job Frustration Questionnaire UNIMAS Universiti Malaysia Sarawak CBI Copenhagen Burnout Inventory MBI Maslach Burnout Inventory HCWs Health Care Workers FGDs Focused Group Discussions EFA Exploratory Factor Analysis CFA Confirmatory Factor Analysis CVI Content Validity Index CR Composite Reliability SD Standard Deviation PGFI Parsimony goodness of fit index PNFI Parsimony normed of fit index Declarations Ethical Consideration Prior ethical approval was obtained from the University Malaysia Sarawak (UNIMAS) Medical Research Ethics Committee (No.: FME/22/65) and the Research Approval Committee at MOH in Oman (No. Moh/CSR/22/25809). The study was conducted in accordance with the principles of the Declaration of Helsinki. Informed consent was obtained from all participants prior to data collection. Consent for Publication: Agreed by all authors Conflict of Interest: The authors declare that they have no competing interests Funding details The Ministry of Higher Education, Malaysia, funded this research (Ref. no: UNI/F05/RISE/85804/2023) Author Contribution AZ contributed in study conception and design, data collection, data analysis and interpretation and drafting of the article. YY contributed in study conception and design, data analysis and interpretation, drafting of the article and critical revision of the article. KS contributed in study conception and design, data analysis and interpretation, drafting of the article and critical revision of the article. HH contributed in data collection and critical revision of the article. RC contributed in data analysis and interpretation, drafting of the article and critical revision of the article. RV contributed in data analysis and interpretation and critical revision of the article. MR contributed in critical revision of the article. Acknowledgement To the UNIMAS for supporting and funding the publication and Directorate General of Health Services-Muscat, Ministry of Health in Oman for providing support from proposal approval to the completion of the study. Data Availability The datasets used and/or analysed during the current study are available from the corresponding author on reasonable request. References Al Badi KS. The impact of motivation on aggregate resignation: A case study of the public health sector in Oman. Afr J Bus Manage. 2014;8(14):522. 10.5897/AJBM2013.7173 . Alanazi A, Yates C. Factors behind expatriates nurses job dissatisfaction in hail's public hospitals, Saudi Arabia. Saudi J Nurs Health Care. 2022;5(4):76–83. 10.36348/sjnhc.2022.v05i04.002 . Al-Hashemi T, Al-Huseini S, Al-Alawi M, Al-Balushi N, Al-Senawi H, Al-Balushi M, Jose S, Al-Adawi S. Burnout syndrome among primary care physicians in Oman. Oman Med J. 2019;34(3):205. 10.5001/omj.2019.40 . Al-Hosis MT, Al-Dhuhli MA, Al-Mekhlafi H. Job stress and coping strategies among healthcare workers in mental health settings: A study from Oman. Int J Ment Health Nurs. 2023;31(3):379–89. 10.1111/inm.12849 . Al-Khanjari Z, Al-Abri R. Mental health nurses' stress and coping mechanisms in Oman: A qualitative study. J Psychiatr Ment Health Nurs. 2020;27(1):12–9. Alkhraishi MY, Eivazzadeh N, Yeşiltaş M. The impact of burnout on turnover intention among nurses: The mediating role of job satisfaction. Hacettepe Sağlık İdaresi Dergisi. 2023;26(1):1–28. Al-Lawati JA, Al-Maskari A. Mental health in Oman: Public attitudes, knowledge, and beliefs. J Ment Health Policy Econ. 2017;20(1):15–22. Al-Mahrouqi SF, Alshekaili MM. Job satisfaction and burnout among healthcare professionals in Oman: A cross-sectional study. J Occup Health. 2023;65(1):e12457. 10.1002/1348-9585.12457 . Alsaqri SHK. (2014). A survey of intention to leave, job stress, burnout and job satisfaction among nurses employed in the Ha'il region's hospitals in Saudi Arabia (Doctoral dissertation, RMIT University). Al-Yaqoubi MA, Al-Sinani MK, Al-Hinai HB. Work-related stress and coping strategies among nurses in Oman: A cross-sectional study. J Nurs Health Sci. 2023;15(2):65–73. 10.1016/j.jnhs.2023.02.003 . Bianchi R, Truchot D, Laurent E, Brisson R, Schonfeld IS. Is burnout solely job-related? A critical comment. Scand J Psychol. 2014;55(4):357–61. doi.org/10.1111/sjop.12119 . Boateng GO, Neilands TB, Frongillo EA, Melgar-Quiñonez HR, Young SL. Best practices for developing and validating scales for health, social, and behavioral research: a primer. Front public health. 2018;6:149. Cattell R. The scientific use of factor analysis. New York: Plenum; 1978. DURRAH O. Injustice perception and work alienation: Exploring the mediating role of employee’s cynicism in healthcare sector. J Asian Finance Econ Bus. 2020;7(9):811–24. 10.13106/jafeb.2020.vol7.no9.811 . Durrah O, Alalyani WR, Allil K, Al Shehab A, Al Rawas S, Hubais A, Hannawi S. The Price of silence, isolation, and cynicism: The impact on occupational frustration. Heliyon. 2023;9(11). doi.org/10.1016/j.heliyon.2023.e22278 . Edrees HH, Ismail MNM, Kelly B, Goeschel CA, Berenholtz SM, Pronovost PJ, Weaver SJ. Examining influences on speaking up among critical care healthcare providers in the United Arab Emirates. Int J Qual Health Care. 2017;29(7):948–60. doi.org/10.1093/intqhc/mzx144 . Elbarazi I, Loney T, Yousef S, Elias A. Prevalence of and factors associated with burnout among health care professionals in Arab countries: a systematic review. BMC Health Serv Res. 2017;17:1–10. 10.1186/s12913-017-2319-8 . Kapiszewski A. Arab versus Asian migrant workers in the GCC countries. South Asian migration to gulf countries. Routledge India; 2017. pp. 46–70. Khadhuri A, Eid J. (2018). An examination of the predictors of work engagement of the health care workforce in OMAN and the UAE. Lynn MR. Determination and quantification of content validity. Nurs Res. 1986;35(6):382–6. Mulderig MC. An uncertain future. Youth frustration and the Arab Spring; 2013. Shaw JD, Duffy MK, Abdulla MHA, Singh R. The moderating role of positive affectivity: Empirical evidence from bank employees in the United Arab Emirates. J Manag. 2000;26(1):139–54. Shrestha N. Factor analysis as a tool for survey analysis. Am J Appl Math Stat. 2021;9(1):4–11. Yusoff MSB, Arifin WN, Hadie SNH. ABC of questionnaire development and validation for survey research. Educ Med J. 2021;13(1). doi.org/10.21315/eimj2021.13.1.10 . Additional Declarations No competing interests reported. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {\"props\":{\"pageProps\":{\"initialData\":{\"identity\":\"rs-8971850\",\"acceptedTermsAndConditions\":true,\"allowDirectSubmit\":false,\"archivedVersions\":[],\"articleType\":\"Research Article\",\"associatedPublications\":[],\"authors\":[{\"id\":601883760,\"identity\":\"50b33ed2-180b-413b-96e1-afbce6de5678\",\"order_by\":0,\"name\":\"Asiya Al Zadjali\",\"email\":\"\",\"orcid\":\"\",\"institution\":\"Universiti Malaysia Sarawak\",\"correspondingAuthor\":false,\"prefix\":\"\",\"firstName\":\"Asiya\",\"middleName\":\"Al\",\"lastName\":\"Zadjali\",\"suffix\":\"\"},{\"id\":601883761,\"identity\":\"c5fd644d-42c8-4f93-98fe-d600a3f704a2\",\"order_by\":1,\"name\":\"Yoke Yong Chen\",\"email\":\"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAAr0lEQVRIiWNgGAWjYHACNiC2YWBgJlFLGulaDpOg3uBG8rMHH3ecT9zOzp348QfDtsQGwlrSzA1nnrmduLOZd7M0D8NtYrTksEnztt1O3HCYd4M0A9Fa/radA2nZ/PMH0VoY2w6AtGyTIMphkmeemUn2tiUbg7RY8xjcNiaohe948jOJn212shvOn91880fFbVmCWhQuJKC4k8GRoBb5/gOoAvaEdIyCUTAKRsHIAwAuRUQpCxWn8wAAAABJRU5ErkJggg==\",\"orcid\":\"\",\"institution\":\"Universiti Malaysia Sarawak\",\"correspondingAuthor\":true,\"prefix\":\"\",\"firstName\":\"Yoke\",\"middleName\":\"Yong\",\"lastName\":\"Chen\",\"suffix\":\"\"},{\"id\":601883762,\"identity\":\"2edfdbbf-98d3-49d2-bd81-8ada0964ebf7\",\"order_by\":2,\"name\":\"Keng Sheng Chew\",\"email\":\"\",\"orcid\":\"\",\"institution\":\"Universiti Malaysia Sarawak\",\"correspondingAuthor\":false,\"prefix\":\"\",\"firstName\":\"Keng\",\"middleName\":\"Sheng\",\"lastName\":\"Chew\",\"suffix\":\"\"},{\"id\":601883763,\"identity\":\"d0fc79de-5aa6-4a4b-b4d0-a15eac3266fc\",\"order_by\":3,\"name\":\"Rekaya V. 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Introduction\",\"content\":\"\\u003cp\\u003eThe western existing scales such as Copenhagen Burnout Inventory (CBI)to measure employee burnout are often critiqued in relation to cultural sensitivity while being implemented in non-western settings as evidenced within the limitations of the local study findings. Therefore, since Omani society values social stability while being integrated with employment, there is a demanding necessity for developing a culture-sensitive scale to measure occupational frustration among healthcare workers (HCWs).\\u003c/p\\u003e \\u003cp\\u003eThe most commonly used scale in assessing the level of burnout is Maslach burnout inventory (MBI) which was criticized by not being multidimensional outside work-related factors (Bianchi et al, \\u003cspan citationid=\\\"CR11\\\" class=\\\"CitationRef\\\"\\u003e2014\\u003c/span\\u003e). It is believed that the social life domains are not apart from work related concerns specially in Arab regions (Elbarazi et al. \\u003cspan citationid=\\\"CR17\\\" class=\\\"CitationRef\\\"\\u003e2017\\u003c/span\\u003e). In contrary, CBI had considered personal-related concerns as contributing facts to burnout, however, it is not culture-sensitive specially in non-western settings (Elbarazi et al. \\u003cspan citationid=\\\"CR17\\\" class=\\\"CitationRef\\\"\\u003e2017\\u003c/span\\u003e). Elbarazi et al (\\u003cspan citationid=\\\"CR17\\\" class=\\\"CitationRef\\\"\\u003e2017\\u003c/span\\u003e) found that there are significant discrepancies in scoring of burnout among HCWs within Arab countries using the same scale which was MBI.\\u003c/p\\u003e \\u003cp\\u003eIn Oman, people value social life and financial security which are achieved through being employed. However, there is absence of locally developed and validated scale which is considered culturally sensitive to measure job related burnout and frustration constructs in Oman. The existing scales creates a gap in the accurate and relevant assessment guidance towards effective management of HCWs occupational frustration (Boateng et al., \\u003cspan citationid=\\\"CR12\\\" class=\\\"CitationRef\\\"\\u003e2018\\u003c/span\\u003e; Elbarazi et al. \\u003cspan citationid=\\\"CR17\\\" class=\\\"CitationRef\\\"\\u003e2017\\u003c/span\\u003e).\\u003c/p\\u003e \\u003cp\\u003eTherefore, in concern to this highly significant valuable aspect to maintain social structure, job frustration and burnout arises due to personal and societal related constructs requiring a more culture-context instrument. This study aims to develop culturally appropriate measurement scale of occupational frustration among Omani HCWs through addressing this gap as well as specifically identifying the precipitating factors to occupational frustration. Grounded in the MARS model (McShane and Von Glinow, 2009) and informed by the theoretical conceptualizations of burnout originated from the Maslach burnout inventory (MBI) (Bianchi et al, \\u003cspan citationid=\\\"CR11\\\" class=\\\"CitationRef\\\"\\u003e2014\\u003c/span\\u003e) and Copenhagen burnout inventory (CBI) (Kristensen et al., 2005; Demerouti et al., 2003; Schaufeli et al., 2009), this study developed and validated a new job frustration scale to assess the level of job frustration and burnout among HCWs in Oman. The approach followed in conducting this study is sequential to scale development and validation (Boateng et al., \\u003cspan citationid=\\\"CR12\\\" class=\\\"CitationRef\\\"\\u003e2018\\u003c/span\\u003e).\\u003c/p\\u003e\"},{\"header\":\"2. Materials and Methods\",\"content\":\"\\u003cdiv id=\\\"Sec3\\\" class=\\\"Section2\\\"\\u003e \\u003ch2\\u003e2.1. Study Design and Sample\\u003c/h2\\u003e \\u003cp\\u003eSet of six FGDs were conducted as a requirement to draw out data with varying groups of nurses i.e. general nurses and nursing leaders counted as 42 nurses out of 400 total nursing workforces in one of the mental hospitals in Oman until there was no new thoughts are discussed. These nurses were purposively selected as convenient sample after getting their written consent to participate. The FGDs were guided by the theoretical dimensions of the MARS model (motivation, ability, role perception and situational factors) and informed by the conceptual domains underlying MBI (emotional exhaustion, depersonalization, personal accomplishment) and CBI (personal-related, work-related and client-related factors) to generate potential items to construct Omani Job Frustration Questionnaire (OJFQ).\\u003c/p\\u003e \\u003c/div\\u003e \\u003cdiv id=\\\"Sec4\\\" class=\\\"Section2\\\"\\u003e \\u003ch2\\u003e2.2. Measures\\u003c/h2\\u003e \\u003cp\\u003eThe initial scale items were gathered through the FGD participants with consideration of their demographic characteristics including age, gender, work experience and field of practice. The initial scale construction was started with literature review on relevant studies. The time period considered for data collection through FGDs was from February to May 2023. The purposively selected participants were invited to join 90-minutes interview. Set of six FGDs were conducted considering 42 total participants including 3 sessions for each group of nurses (general nurses and nursing leaders). The interviews were tape recorded, transcribed and later analysed using otter.ai software which resulted in finding 45-items.\\u003c/p\\u003e \\u003cp\\u003eContent Validity Index (CVI) is conducted on 4-point Likert scale on both \\u0026ldquo;relevance\\u0026rdquo; and \\u0026ldquo;recommended\\u0026rdquo; each separately (where 1\\u0026thinsp;=\\u0026thinsp;not relevant and not recommended, 2\\u0026thinsp;=\\u0026thinsp;somewhat relevant and somewhat recommended, 3\\u0026thinsp;=\\u0026thinsp;relevant and recommended and 4\\u0026thinsp;=\\u0026thinsp;highly relevant and highly recommended). CVI is expert\\u0026rsquo;s agreement on specific item\\u0026rsquo;s relevance with scoring of 3 and 4. The CVI value of 0.49 and above was considered as per Yousff et al (2021) for inclusion with an inter-rater agreement value evaluation through modified kappa requiring to score above 0.40. Therefore, out of 16 experts (12 Omani and 4 Malaysian) divided in two phases where 8 experts allocated in each phase in this study. It is a good range of experts required to validate the instrument as per Lynn (\\u003cspan citationid=\\\"CR20\\\" class=\\\"CitationRef\\\"\\u003e1986\\u003c/span\\u003e). The selected experts are highly qualified and experienced in research who were 7 nurses (5 lecturers, 2 administrators), 8 doctors (2 emergency, 3 psychiatry, 1 epidemiology, 1 nephrology, 1 administration) and 1 psychologist among of which 4 were Malaysian (2 emergency doctors, a psychiatrist and a nurse lecturer) ho evaluated the items\\u0026rsquo; relevance and suitability in assessing job frustration of HCWs. Following the two phases of expert review, the 45-items were set on 7-points measurement (1\\u0026thinsp;=\\u0026thinsp;strongly disagree, 2\\u0026thinsp;=\\u0026thinsp;disagree, 3\\u0026thinsp;=\\u0026thinsp;somewhat disagree, 4\\u0026thinsp;=\\u0026thinsp;neutral, 5\\u0026thinsp;=\\u0026thinsp;somewhat agree, 6\\u0026thinsp;=\\u0026thinsp;agree, 7\\u0026thinsp;=\\u0026thinsp;strongly agree) which was named as Omani Job Frustration Questionnaire (OJFQ). The 45-items considered for reverse scoring of 11 items (items 1, 2, 3, 5, 8, 11, 38, 39, 40, 41, 42) on basis of the higher the score the more the frustration and employee is. For reliability and validity check, the scale was pilot tested on 140 participants on basis of 3:1 ratio representing 1 item for 3 participants.\\u003c/p\\u003e \\u003c/div\\u003e \\u003cdiv id=\\\"Sec5\\\" class=\\\"Section2\\\"\\u003e \\u003ch2\\u003e2.3. Analysis\\u003c/h2\\u003e \\u003cp\\u003eUsing SPSS version 27 and Jamovi version 2.6 for Microsoft office, exploratory factor analysis (EFA) was conducted to extract number of factors and retain valid items being the most appropriate statistical approach for exploring underlying structure of scale (Shrestha, \\u003cspan citationid=\\\"CR23\\\" class=\\\"CitationRef\\\"\\u003e2021\\u003c/span\\u003e). While considering the principle component analysis with varimax rotation, the fixed number of factors as seven and then as five were set to allow the distribution of items on these factors depending on the appearance of elbow in the scree plot (Cattell, \\u003cspan citationid=\\\"CR13\\\" class=\\\"CitationRef\\\"\\u003e1978\\u003c/span\\u003e). This is because the first factor loading showed 13 factors with a lot of poor and negative values. Scree plotting of the factor was considered at eigenvalue greater than 1 to support the fixed number of factors. The loadings above 0.3 was considered for inclusion as it is indicated that lower loadings from 0.3 to 0.4 are slightly acceptable (Yousff et al 2017). The minimum ratio was considered due to the fact of repeatedly accessing the same sample for data collection may cause limited response. Therefore, 139 responses were received from nurses working in mental health setting through online formed questionnaire of 45-items being rated at 7-point Likert scale, where \\u0026ldquo;1\\u0026thinsp;=\\u0026thinsp;strongly disagree, 2\\u0026thinsp;=\\u0026thinsp;disagree, 3\\u0026thinsp;=\\u0026thinsp;somewhat disagree, 4\\u0026thinsp;=\\u0026thinsp;neutral, 5\\u0026thinsp;=\\u0026thinsp;somewhat agree, 6\\u0026thinsp;=\\u0026thinsp;agree and 7\\u0026thinsp;=\\u0026thinsp;strongly agree\\u0026rdquo;. The KMO and Barlett\\u0026rsquo;s test for sampling adequacy is performed to checked the overall significance value of the findings in terms of correlation matrix (Shrestha, \\u003cspan citationid=\\\"CR23\\\" class=\\\"CitationRef\\\"\\u003e2021\\u003c/span\\u003e). The reliability of the scale as well as each construct and their correlation with the overall scale is measured.\\u003c/p\\u003e \\u003cp\\u003eThe retained data from were evaluated through confirmatory factor analysis (CFA). Jamovi version 2.6 software to find out construct validity through measurement of model fit indices of five factor model of the developed scale. As well as, path analysis will be conducted through structural equation modelling diagram.\\u003c/p\\u003e \\u003cp\\u003ePrior ethical approval was obtained from the University Malaysia Sarawak (UNIMAS) Medical Research Ethics Committee (No.: FME/22/65) and the Research Approval Committee at MOH in Oman (No. Moh/CSR/22/25809). Informed consent was obtained from the purposively selected sample who agreed to participate in the study.\\u003c/p\\u003e \\u003c/div\\u003e\"},{\"header\":\"3. Results\",\"content\":\"\\u003cdiv id=\\\"Sec7\\\" class=\\\"Section2\\\"\\u003e \\u003ch2\\u003e3.1. Demographic Characteristics of the Participants\\u003c/h2\\u003e \\u003cp\\u003eThe study was conducted in mental health setting in Oman where the questionnaire was distributed to 140 participants among which 139 participants responded (response rate of 99.3%). The detailed statistical analysis is shown in Table\\u0026nbsp;\\u003cspan refid=\\\"Tab1\\\" class=\\\"InternalRef\\\"\\u003e1\\u003c/span\\u003e representing age, gender, work experience and field of practice.\\u003c/p\\u003e \\u003cp\\u003e \\u003cdiv class=\\\"gridtable\\\"\\u003e\\u003ctable float=\\\"Yes\\\" id=\\\"Tab1\\\" border=\\\"1\\\"\\u003e \\u003ccaption language=\\\"En\\\"\\u003e \\u003cdiv class=\\\"CaptionNumber\\\"\\u003eTable 1\\u003c/div\\u003e \\u003cdiv class=\\\"CaptionContent\\\"\\u003e \\u003cp\\u003eDemographic characteristics of the participants (N\\u0026thinsp;=\\u0026thinsp;140)\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/caption\\u003e \\u003ccolgroup cols=\\\"5\\\"\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c1\\\" colnum=\\\"1\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c2\\\" colnum=\\\"2\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c3\\\" colnum=\\\"3\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c4\\\" colnum=\\\"4\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c5\\\" colnum=\\\"5\\\"\\u003e\\u003c/div\\u003e \\u003cthead\\u003e \\u003ctr\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eItem\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003eN (%)\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003eMean\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003eSD\\u003c/p\\u003e \\u003c/th\\u003e \\u003c/tr\\u003e \\u003c/thead\\u003e \\u003ctbody\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eAge (years)\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e-\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e33.18\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cspan type=\\\"Underline\\\" class=\\\"Underline\\\" name=\\\"Emphasis\\\"\\u003e+\\u003c/span\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e6.207\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eWork experience (years)\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e-\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e9.72\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cspan type=\\\"Underline\\\" class=\\\"Underline\\\" name=\\\"Emphasis\\\"\\u003e+\\u003c/span\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e5.803\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eGender\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eMale\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e67 (47.5%)\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eFemale\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e73 (51.8%)\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eField of practice\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eClinical\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e61 (43.3%)\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eLeadership\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e77 (54.6%)\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003c/tbody\\u003e \\u003c/colgroup\\u003e \\u003c/table\\u003e\\u003c/div\\u003e \\u003c/p\\u003e \\u003c/div\\u003e \\u003cdiv id=\\\"Sec8\\\" class=\\\"Section2\\\"\\u003e \\u003ch2\\u003e3.2. Item Analysis\\u003c/h2\\u003e \\u003cp\\u003eItem analysis represented that the average total score of SD was 179.1\\u0026thinsp;\\u003cspan type=\\\"Underline\\\" class=\\\"Underline\\\" name=\\\"Emphasis\\\"\\u003e\\u0026plusmn;\\u003c/span\\u003e\\u0026thinsp;22.1 from all participants. The items with the highest scores were Q5 \\u0026ldquo;I am stressed when there is lack of teamwork\\u0026rdquo; with average total score of SD 5.7\\u0026thinsp;\\u003cspan type=\\\"Underline\\\" class=\\\"Underline\\\" name=\\\"Emphasis\\\"\\u003e\\u0026plusmn;\\u003c/span\\u003e\\u0026thinsp;1.2, and Q32 \\u0026ldquo;working on shift duty is affecting my social life\\u0026rdquo; with average total score of 5.7\\u0026thinsp;\\u003cspan type=\\\"Underline\\\" class=\\\"Underline\\\" name=\\\"Emphasis\\\"\\u003e\\u0026plusmn;\\u003c/span\\u003e\\u0026thinsp;1.4. Whereas, the items with lowest score were Q39 \\u0026ldquo;My faith or religious beliefs provide me with strength to cope with work-related stress\\u0026rdquo; with average total score of SD 2\\u0026thinsp;\\u003cspan type=\\\"Underline\\\" class=\\\"Underline\\\" name=\\\"Emphasis\\\"\\u003e\\u0026plusmn;\\u003c/span\\u003e\\u0026thinsp;1, and Q40 \\u0026ldquo;having strong support from my family helps to reduce my job dissatisfaction\\u0026rdquo; with average total score of SD 2\\u0026thinsp;\\u003cspan type=\\\"Underline\\\" class=\\\"Underline\\\" name=\\\"Emphasis\\\"\\u003e\\u0026plusmn;\\u003c/span\\u003e\\u0026thinsp;1. The skewness and kurtosis represented 0.205 and 0.407 respectively suggesting normality. A correlation coefficient between the total score of the scale and each item where some showed no significant correlation. However, they were included due to the good factor loading and representation to the construct with other significant scorings (Table \\u003cspan refid=\\\"Tab2\\\" class=\\\"InternalRef\\\"\\u003e2\\u003c/span\\u003e).\\u003c/p\\u003e \\u003cp\\u003e \\u003cdiv class=\\\"gridtable\\\"\\u003e\\u003ctable float=\\\"Yes\\\" id=\\\"Tab2\\\" border=\\\"1\\\"\\u003e \\u003ccaption language=\\\"En\\\"\\u003e \\u003cdiv class=\\\"CaptionNumber\\\"\\u003eTable 2\\u003c/div\\u003e \\u003cdiv class=\\\"CaptionContent\\\"\\u003e \\u003cp\\u003eItem analysis of OJFQ (N\\u0026thinsp;=\\u0026thinsp;140)\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/caption\\u003e \\u003ccolgroup cols=\\\"11\\\"\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c1\\\" colnum=\\\"1\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c2\\\" colnum=\\\"2\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c3\\\" colnum=\\\"3\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c4\\\" colnum=\\\"4\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c5\\\" colnum=\\\"5\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c6\\\" colnum=\\\"6\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c7\\\" colnum=\\\"7\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c8\\\" colnum=\\\"8\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c9\\\" colnum=\\\"9\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c10\\\" colnum=\\\"10\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c11\\\" colnum=\\\"11\\\"\\u003e\\u003c/div\\u003e \\u003cthead\\u003e \\u003ctr\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c1\\\" morerows=\\\"1\\\" rowspan=\\\"2\\\"\\u003e \\u003cp\\u003eItems\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c2\\\" morerows=\\\"1\\\" rowspan=\\\"2\\\"\\u003e \\u003cp\\u003eMean\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c3\\\" morerows=\\\"1\\\" rowspan=\\\"2\\\"\\u003e \\u003cp\\u003eSD\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colspan=\\\"2\\\" nameend=\\\"c5\\\" namest=\\\"c4\\\"\\u003e \\u003cp\\u003eSkewness\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colspan=\\\"2\\\" nameend=\\\"c7\\\" namest=\\\"c6\\\"\\u003e \\u003cp\\u003eKurtosis\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c8\\\" morerows=\\\"1\\\" rowspan=\\\"2\\\"\\u003e \\u003cp\\u003et\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colspan=\\\"2\\\" nameend=\\\"c10\\\" namest=\\\"c9\\\"\\u003e \\u003cp\\u003e95% CI\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c11\\\" morerows=\\\"1\\\" rowspan=\\\"2\\\"\\u003e \\u003cp\\u003eCorrelation with total score\\u003c/p\\u003e \\u003c/th\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003eStatistic\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003eStd. Error\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003eStatistic\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003eStd. Error\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003eLower\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003eUpper\\u003c/p\\u003e \\u003c/th\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eTotal Score of Scale\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e179.0504\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e22.09608\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u0026minus;\\u0026thinsp;.222-\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e.206\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e.322\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e.408\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e95.536\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e175.3446\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e182.7562\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e1\\u003c/p\\u003e \\u003c/th\\u003e \\u003c/tr\\u003e \\u003c/thead\\u003e \\u003ctbody\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ1\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.17\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.258\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.387\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.114\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e20.428\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.96\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.38\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.168*\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ2\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.09\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.042\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.297\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.158\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e23.680\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.91\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.26\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.238**\\u003c/b\\u003e\\u003c/p\\u003e 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align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.08\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.58\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.411**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ5\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.70\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.216\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e 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align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e31.757\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e4.53\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.13\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.136\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ8\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.06\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e 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align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.23\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.110\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ9\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.62\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.354\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e-1.293-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e 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colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e-1.075-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.841\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e44.528\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.13\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.60\\u003c/b\\u003e\\u003c/p\\u003e 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char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.263-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e37.558\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e4.61\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.12\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.583**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e 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colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.135\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e24.805\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.19\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.57\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.502**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e 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colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.855\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.391-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e-1.141-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e28.290\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e 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\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ22\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e4.28\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.957\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.252-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e-1.260-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e25.874\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e3.95\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e4.61\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.519**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ23\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.10\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.416\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.581-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.206\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e42.624\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e4.86\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.34\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.460**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ24\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.06\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.425\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.568-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.187-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e42.038\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e4.83\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.30\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.364**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ25\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e4.89\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.455\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e 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\\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.476\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e37.944\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e4.54\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.04\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.392**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ27\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e4.26\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.922\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.229-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e-1.306-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e26.258\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e3.94\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e4.59\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.320**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ28\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.05\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.538\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.832-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.004-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e 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\\u003cp\\u003e\\u003cb\\u003e1.557\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.486-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.535-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e35.770\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e4.45\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e4.97\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.135-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ30\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e4.91\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.586\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e 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\\u003cp\\u003e\\u003cb\\u003e5.17\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.310**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ31\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.26\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.506\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.858-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.131-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e41.362\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.01\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.52\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.295**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ32\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.67\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.375\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e-1.122-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.917\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e48.796\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.44\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.90\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.268**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ33\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.48\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.486\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e-1.132-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.515\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e43.623\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.23\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.73\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.384**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ34\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e4.89\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.539\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e 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char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.05\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.38\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.583**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ38\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.31\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.150\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e 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align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.515**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ39\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.96\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.024\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.473\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e 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\\u003cp\\u003e\\u003cb\\u003e4.80\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e5.27\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.119\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ42\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.94\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.358\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.974\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.617\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e25.575\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.71\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e3.16\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.034\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ43\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.70\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.262\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.173\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.295\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e25.313\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.49\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.91\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.087\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ44\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.81\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.267\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.787\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e\\u0026minus;\\u0026thinsp;.034-\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e26.280\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.60\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e3.03\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.288**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eQ45\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.34\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.174\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.197\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.205\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e1.662\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.407\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e23.615\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.15\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e2.54\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.285**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003c/tbody\\u003e \\u003c/colgroup\\u003e \\u003ctfoot\\u003e \\u003ctr\\u003e\\u003ctd colspan=\\\"11\\\"\\u003e\\u003cb\\u003e**. Correlation is significant at the 0.01 level (2-tailed).\\u003c/b\\u003e\\u003c/td\\u003e\\u003c/tr\\u003e \\u003ctr\\u003e\\u003ctd colspan=\\\"11\\\"\\u003e\\u003cb\\u003e*. Correlation is significant at the 0.05 level (2-tailed).\\u003c/b\\u003e\\u003c/td\\u003e\\u003c/tr\\u003e \\u003c/tfoot\\u003e \\u003c/table\\u003e\\u003c/div\\u003e \\u003c/p\\u003e \\u003cp\\u003eIn reference to the factor analysis and loading, the factors identified and named as (1) \\u0026ldquo;management and role clarity\\u0026rdquo;, (2) \\u0026ldquo;emotional intelligence and professional coping strategies\\u0026rdquo;, (3) \\u0026ldquo;career development and engagement\\u0026rdquo;, (4) \\u0026ldquo;workplace bureaucracy and social challenges\\u0026rdquo; and (5) \\u0026ldquo;Workplace resources and stability\\u0026rdquo;. However, the elbow at scree plot shows a sharp decline from construct 1 to 3 and followed by steady flattening off until construct 5 suggesting the most significant factors. Therefore, the repeated analysis of factor loadings was considered with 5 fixed number of factors where the elbow of scree plot appeared with adjusted constructs.\\u003c/p\\u003e \\u003cp\\u003eThe review considered some changes in the items. To illustrated, in management and role clarity construct, item 21 was merged with item 22 as \\u003cem\\u003e\\u0026ldquo;I have fear of blame while making decision or writing incident reports\\u0026rdquo;\\u003c/em\\u003e and item 29 was merged with item 31 as \\u003cem\\u003e\\u0026ldquo;I need to put more efforts to balance between professional and personal life\\u0026rdquo;\\u003c/em\\u003e. Additionally, items 7 \\u003cem\\u003e\\u0026ldquo;I prefer to adapt to the current stressful environment rather than start from zero in another setting of healthcare practice\\u0026rdquo;\\u003c/em\\u003e and 26 \\u003cem\\u003e\\u0026ldquo;There is a lack of autonomy, empowerment, and independence in management at first line level\\u0026rdquo;\\u003c/em\\u003e were removed due to poor relevancy to factors. Items 3 \\u003cem\\u003e\\u0026ldquo;I can effectively reduce stress by openly discussing my concerns with my managers\\u0026rdquo;\\u003c/em\\u003e, 9 \\u003cem\\u003e\\u0026ldquo;I get frustrated when colleagues mix up their job duties with their personal relationships with leaders\\u0026rdquo;\\u003c/em\\u003e 33\\u003cem\\u003e\\u0026ldquo;I am physically and mentally insecure by working in mental healthcare field\\u0026rdquo;\\u003c/em\\u003e and 40 \\u003cem\\u003e\\u0026ldquo;Having strong support from my family helps to reduce my job dissatisfaction\\u0026rdquo;\\u003c/em\\u003e were removed due to poor loading to any construct.\\u003c/p\\u003e \\u003c/div\\u003e \\u003cdiv id=\\\"Sec9\\\" class=\\\"Section2\\\"\\u003e \\u003ch2\\u003e3.3. Exploratory Factor Analysis and Reliability\\u003c/h2\\u003e \\u003cp\\u003eThe overall sampling adequacy was measured using KMO and Bartlett\\u0026rsquo;s Test of sampling adequacy scoring 0.694 which showed significance value of \\u0026lt;\\u0026thinsp;0.001. This supports the suitability of the data to proceed on factor analysis. The reliability and validity statistical analysis was performed. Internal reliability through Cronbach\\u0026rsquo;s Alpha and composite reliability (CR), construct validity through various fit indices. The extracted factors in this phase were further assessed in relation to factor loadings\\u0026thinsp;\\u0026gt;\\u0026thinsp;0.30, orthogonal rotation axis, eigenvalue\\u0026thinsp;\\u0026gt;\\u0026thinsp;1.0 and scree plot is referenced for the numbers of factors to be considered. As a result, five factors were extracted through principle component analysis (Table \\u003cspan refid=\\\"Tab3\\\" class=\\\"InternalRef\\\"\\u003e3\\u003c/span\\u003e). The first factor contained ten items (Q14, Q19-Q21, Q23-Q25, Q27, Q32 and Q41) representing management and role clarity. The second factor contained eight items (Q1-Q2, Q5, Q8, Q10 and Q37-Q39) representing emotional intelligence and professional coping strategies. The third factor contained eight items (Q6, Q16-Q18 and Q42-Q45) representing career development and engagement. The fourth factor contained seven items (Q4, Q11-Q13, Q15 and Q30-Q31) representing workplace bureaucracy and social challenges. The fifth and last factor contained four items (Q28 and Q34-Q36) representing workplace resources and stability (Table \\u003cspan refid=\\\"Tab4\\\" class=\\\"InternalRef\\\"\\u003e4\\u003c/span\\u003e). The level of cumulative explained variance of these five factors is 45.3% which is considered acceptable in psychological tool development indicating good representation of the factors within the dataset.\\u003c/p\\u003e \\u003cp\\u003e \\u003cdiv class=\\\"gridtable\\\"\\u003e\\u003ctable float=\\\"Yes\\\" id=\\\"Tab3\\\" border=\\\"1\\\"\\u003e \\u003ccaption language=\\\"En\\\"\\u003e \\u003cdiv class=\\\"CaptionNumber\\\"\\u003eTable 3\\u003c/div\\u003e \\u003cdiv class=\\\"CaptionContent\\\"\\u003e \\u003cp\\u003eRotated factors for principle component analysis of OJFQ\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/caption\\u003e \\u003ccolgroup cols=\\\"6\\\"\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c1\\\" colnum=\\\"1\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c2\\\" colnum=\\\"2\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c3\\\" colnum=\\\"3\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c4\\\" colnum=\\\"4\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c5\\\" colnum=\\\"5\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c6\\\" colnum=\\\"6\\\"\\u003e\\u003c/div\\u003e \\u003cthead\\u003e \\u003ctr\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c1\\\" morerows=\\\"1\\\" rowspan=\\\"2\\\"\\u003e \\u003cp\\u003eItems\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colspan=\\\"5\\\" nameend=\\\"c6\\\" namest=\\\"c2\\\"\\u003e \\u003cp\\u003eFactor Loading\\u003c/p\\u003e \\u003c/th\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003eI\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003eII\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003eIII\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003eIV\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003eV\\u003c/p\\u003e \\u003c/th\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eFactor 1: Management and role clarity\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/th\\u003e \\u003c/tr\\u003e \\u003c/thead\\u003e \\u003ctbody\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e24\\u003c/b\\u003e There is a waste of effort in succession planning since the selection of new healthcare leaders comes solely from top authorities.\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e0.745\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e25\\u003c/b\\u003e My concerns are acknowledged by the top management, but no substantial actions are taken to address them.\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e0.713\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e23\\u003c/b\\u003e There is extreme interference from top management in leaders\\u0026rsquo; tasks.\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e0.702\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e41\\u003c/b\\u003e It is hard to change basic policies in the hospital to adapt to the dynamicity of technological advances\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e0.578\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e19\\u003c/b\\u003e I am often blamed when a clinical-related adverse incident occurs\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e0.570\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e32\\u003c/b\\u003e Working on shift duties is affecting my social life\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e0.521\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e21\\u003c/b\\u003e Shift supervisors are reluctant to make clinical decisions without consulting their immediate manager\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e0.493\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ\\u003cb\\u003e14\\u003c/b\\u003e There is unclear delineation of roles among different members of the healthcare multidisciplinary team\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e0.477\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ\\u003cb\\u003e20\\u003c/b\\u003e If I accept extra work responsibilities, I will be blamed for the extra work not being done as required\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e0.476\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ\\u003cb\\u003e27\\u003c/b\\u003e I as a healthcare worker prefer to remain silent at work\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e0.474\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eFactor 2: Emotional intelligence and professional coping strategies\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e8\\u003c/b\\u003e My level of commitment to task is enhanced when I involve in decision-making\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.751\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e37\\u003c/b\\u003e My resilience at work improves when I can effectively understand and manage emotions\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.712\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ1 My emotional well-being significantly improves when a manager demonstrates empathy.\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.684\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e5\\u003c/b\\u003e I am stressed when there is lack of teamwork\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.679\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e38\\u003c/b\\u003e My ability to recognize emotions in myself and others improves my coping skills\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.618\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e2\\u003c/b\\u003e My understanding of the stressors enhances my affective state\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.577\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e10\\u003c/b\\u003e I feel less frustrated when the workload is distributed fairly in my workplace.\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.510\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e39\\u003c/b\\u003e My faith or religious beliefs provide me with strength to cope with work-related stress\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.400\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eFactor 3: Career development and engagement\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e44\\u003c/b\\u003e My training materials are directly applicable to my daily tasks that reduce my job frustration\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.735\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e43\\u003c/b\\u003e I am actively participating in own learning process to reduce my job frustration\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.730\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e42\\u003c/b\\u003e I receive constructive feedback that help improving my skills, performance and learning that lead to less job frustration\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.705\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e16\\u003c/b\\u003e My current working environment is safe for me to practice new skills\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.674\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e45\\u003c/b\\u003e I feel that staying updated with the latest trends in healthcare helps me manage my job frustration\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.631\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e17\\u003c/b\\u003e I am having a supportive relationship with my leader that reduce my job frustration and improves my performance\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.588\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e18\\u003c/b\\u003e I am getting positive reinforcement and encouragement at work like everyone else\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.530\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e6\\u003c/b\\u003e My performance improves with the presence of supervisors.\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.503\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eFactor 4: Workplace bureaucracy and social challenges\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e12\\u003c/b\\u003e I feel overwhelmed doing additional administrative responsibilities under unhelpful management policies.\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.674\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e30\\u003c/b\\u003e There is gender stereotype in healthcare related fields that stressed me up\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.639\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e11\\u003c/b\\u003e My frustration caused by unclear/ lack of policies and procedures\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.598\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e13\\u003c/b\\u003e I am frustrated by the demanding administration works\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.547\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e31\\u003c/b\\u003e I need to put more efforts to balance between professional and personal life\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.500\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e15\\u003c/b\\u003e I feel lack of confidence due to poorly defined job descriptions and task allocations among different members of the healthcare multidisciplinary team\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.495\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e4\\u003c/b\\u003e I feel that congested offices with a lack of privacy are not conducive to achieving tasks comfortably.\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.414\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eFactor 5: Workplace resources and stability\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e35\\u003c/b\\u003e Worries about losing my job make me less satisfied with my current position\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.794\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e28\\u003c/b\\u003e I feel that congested offices with a lack of privacy are not conducive to achieving tasks comfortably.\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.576\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e36\\u003c/b\\u003e My ability to tolerate crises greatly influences my stress levels at work\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.494\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eOJFQ \\u003cb\\u003e34\\u003c/b\\u003e Lacking of expert in my field causing me stress\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.456\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003c/tbody\\u003e \\u003c/colgroup\\u003e \\u003c/table\\u003e\\u003c/div\\u003e \\u003c/p\\u003e \\u003cp\\u003e \\u003cdiv class=\\\"gridtable\\\"\\u003e\\u003ctable float=\\\"Yes\\\" id=\\\"Tab4\\\" border=\\\"1\\\"\\u003e \\u003ccaption language=\\\"En\\\"\\u003e \\u003cdiv class=\\\"CaptionNumber\\\"\\u003eTable 4\\u003c/div\\u003e \\u003cdiv class=\\\"CaptionContent\\\"\\u003e \\u003cp\\u003eReliability of the OJFQ (N\\u0026thinsp;=\\u0026thinsp;140)\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/caption\\u003e \\u003ccolgroup cols=\\\"5\\\"\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c1\\\" colnum=\\\"1\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c2\\\" colnum=\\\"2\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c3\\\" colnum=\\\"3\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"char\\\" char=\\\".\\\" class=\\\"colspec\\\" colname=\\\"c4\\\" colnum=\\\"4\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c5\\\" colnum=\\\"5\\\"\\u003e\\u003c/div\\u003e \\u003cthead\\u003e \\u003ctr\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eComponents\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003eMean\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003eSD\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003eCronbach\\u0026rsquo;s Alpha\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003eCorrelation\\u003c/p\\u003e \\u003cp\\u003ebetween 5 factors and total score\\u003csup\\u003ea\\u003c/sup\\u003e\\u003c/p\\u003e \\u003c/th\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eTotal score of the questionnaire\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e179.05\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e22.096\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e0.774\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c5\\\"\\u003e\\u0026nbsp;\\u003c/th\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eFactor 1: Management and role clarity\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e48.64\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e9.781\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e0.820\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e.825**\\u003c/p\\u003e \\u003c/th\\u003e \\u003c/tr\\u003e \\u003c/thead\\u003e \\u003ctbody\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eFactor 2: Emotional intelligence and professional coping strategies\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e20.95\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e4.688\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.821\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.183*\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eFactor 3: Career development and engagement\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e22.21\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e7.161\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.811\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.437**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eFactor 4: Workplace bureaucracy and social challenges\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e36.10\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e6.793\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.785\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.635**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eFactor 5: Workplace resources and stability\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e16.82\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e3.224\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"char\\\" char=\\\".\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e0.672\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003e.347**\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003c/tbody\\u003e \\u003c/colgroup\\u003e \\u003ctfoot\\u003e \\u003ctr\\u003e\\u003ctd colspan=\\\"5\\\"\\u003e\\u003csup\\u003e\\u003cb\\u003ea\\u003c/b\\u003e\\u003c/sup\\u003e \\u003cb\\u003eSpearman\\u0026rsquo;s rank correlation coefficient, **p\\u0026thinsp;\\u0026lt;\\u0026thinsp;0.01.\\u003c/b\\u003e\\u003c/td\\u003e\\u003c/tr\\u003e \\u003c/tfoot\\u003e \\u003c/table\\u003e\\u003c/div\\u003e \\u003c/p\\u003e \\u003cp\\u003eAmong the five factors in the extracted findings within the EFA, \\u0026ldquo;management and role clarity\\u0026rdquo; factor represents the highest average score with 48.6\\u0026thinsp;\\u003cspan type=\\\"Underline\\\" class=\\\"Underline\\\" name=\\\"Emphasis\\\"\\u003e\\u0026plusmn;\\u003c/span\\u003e\\u0026thinsp;9.8, followed by \\u0026ldquo;workplace bureaucracy and social challenges\\u0026rdquo; with average score of 36.1\\u0026thinsp;\\u003cspan type=\\\"Underline\\\" class=\\\"Underline\\\" name=\\\"Emphasis\\\"\\u003e\\u0026plusmn;\\u003c/span\\u003e\\u0026thinsp;6.8. The internal consistency of the OJFQ as a whole measured with Cronbach\\u0026rsquo;s alpha is 0.774 where all the sub-divisions of the scale presented excellent reliability and the lowest score was 0.672 for \\u0026ldquo;workplace resources and stability\\u0026rdquo; which is still considered as acceptable at the scale development phase (Table \\u003cspan refid=\\\"Tab4\\\" class=\\\"InternalRef\\\"\\u003e4\\u003c/span\\u003e).\\u003c/p\\u003e \\u003c/div\\u003e \\u003cdiv id=\\\"Sec10\\\" class=\\\"Section2\\\"\\u003e \\u003ch2\\u003e3.4. Confirmatory Factor Analysis for Construct Validity\\u003c/h2\\u003e \\u003cp\\u003eCFA was measured using structural equation modelling where the model was assessed using the unweighted least squares estimate. The overall goodness of fit was measured considering significant indices shown in Table\\u0026nbsp;\\u003cspan refid=\\\"Tab5\\\" class=\\\"InternalRef\\\"\\u003e5\\u003c/span\\u003e. The findings validated the effectiveness of five-factor model and acceptable goodness of fit of the newly developed scale OJFQ (Table \\u003cspan refid=\\\"Tab5\\\" class=\\\"InternalRef\\\"\\u003e5\\u003c/span\\u003e and Fig.\\u0026nbsp;\\u003cspan refid=\\\"Fig1\\\" class=\\\"InternalRef\\\"\\u003e1\\u003c/span\\u003e). The scores of PGFI (0.607) and PNFI (0.475) showing acceptable range indicating a reasonable model complexity balance. However, the rest of the indices scores fell below the acceptable range which is 0.90. Since the Chi-square ratio indicates satisfactory fit, the refinement of the model structure may be suggested to enable better data capturing.\\u003c/p\\u003e \\u003cp\\u003e \\u003cdiv class=\\\"gridtable\\\"\\u003e\\u003ctable float=\\\"Yes\\\" id=\\\"Tab5\\\" border=\\\"1\\\"\\u003e \\u003ccaption language=\\\"En\\\"\\u003e \\u003cdiv class=\\\"CaptionNumber\\\"\\u003eTable 5\\u003c/div\\u003e \\u003cdiv class=\\\"CaptionContent\\\"\\u003e \\u003cp\\u003eConstruct validity of the OJFQ\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/caption\\u003e \\u003ccolgroup cols=\\\"11\\\"\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c1\\\" colnum=\\\"1\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c2\\\" colnum=\\\"2\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c3\\\" colnum=\\\"3\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c4\\\" colnum=\\\"4\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c5\\\" colnum=\\\"5\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c6\\\" colnum=\\\"6\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c7\\\" colnum=\\\"7\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c8\\\" colnum=\\\"8\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c9\\\" colnum=\\\"9\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c10\\\" colnum=\\\"10\\\"\\u003e\\u003c/div\\u003e \\u003cdiv align=\\\"left\\\" class=\\\"colspec\\\" colname=\\\"c11\\\" colnum=\\\"11\\\"\\u003e\\u003c/div\\u003e \\u003cthead\\u003e \\u003ctr\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003eFive-Factor Model\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003eX2/df\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003eGFI\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003eAGFI\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003eNNFI\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003eNFI\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003eCFI\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003eIFI\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003eRFI\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003ePNFI\\u003c/p\\u003e \\u003c/th\\u003e \\u003cth align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003ePGFI\\u003c/p\\u003e \\u003c/th\\u003e \\u003c/tr\\u003e \\u003c/thead\\u003e \\u003ctbody\\u003e \\u003ctr\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c1\\\"\\u003e \\u003cp\\u003e\\u003cb\\u003eScale\\u003c/b\\u003e\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c2\\\"\\u003e \\u003cp\\u003e1199/619\\u0026thinsp;=\\u0026thinsp;1.9\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c3\\\"\\u003e \\u003cp\\u003e0.689\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c4\\\"\\u003e \\u003cp\\u003e0.647\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c5\\\"\\u003e \\u003cp\\u003e0.651\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c6\\\"\\u003e \\u003cp\\u003e0.511\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c7\\\"\\u003e \\u003cp\\u003e0.675\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c8\\\"\\u003e \\u003cp\\u003e0.684\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c9\\\"\\u003e \\u003cp\\u003e0.474\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c10\\\"\\u003e \\u003cp\\u003e0.475\\u003c/p\\u003e \\u003c/td\\u003e \\u003ctd align=\\\"left\\\" colname=\\\"c11\\\"\\u003e \\u003cp\\u003e0.607\\u003c/p\\u003e \\u003c/td\\u003e \\u003c/tr\\u003e \\u003c/tbody\\u003e \\u003c/colgroup\\u003e \\u003ctfoot\\u003e \\u003ctr\\u003e\\u003ctd colspan=\\\"11\\\"\\u003eX2\\u0026thinsp;=\\u0026thinsp;Chi-square, df\\u0026thinsp;=\\u0026thinsp;degrees of freedom. GFI\\u0026thinsp;=\\u0026thinsp;Goodness of fit index, AGFI\\u0026thinsp;=\\u0026thinsp;Adjusted goodness of fit index, NNFI\\u0026thinsp;=\\u0026thinsp;Non-normed fit\\u003c/td\\u003e\\u003c/tr\\u003e \\u003ctr\\u003e\\u003ctd colspan=\\\"11\\\"\\u003eindex, NFI\\u0026thinsp;=\\u0026thinsp;Normed fit index, CFI\\u0026thinsp;=\\u0026thinsp;Comparative fit index, IFI\\u0026thinsp;=\\u0026thinsp;Incremental fit index, RFI\\u0026thinsp;=\\u0026thinsp;Relative fit index, PNFI\\u0026thinsp;=\\u0026thinsp;Parsimony normed\\u003c/td\\u003e\\u003c/tr\\u003e \\u003ctr\\u003e\\u003ctd colspan=\\\"11\\\"\\u003efit index, PGFI\\u0026thinsp;=\\u0026thinsp;Parsimony goodness of fit index.\\u003c/td\\u003e\\u003c/tr\\u003e \\u003c/tfoot\\u003e \\u003c/table\\u003e\\u003c/div\\u003e \\u003c/p\\u003e \\u003cp\\u003e \\u003c/p\\u003e \\u003c/div\\u003e\"},{\"header\":\"4. Discussion\",\"content\":\"\\u003cp\\u003eThe scale validation study presented initially all the potential items disclosed by the sample which went under review by researchers and expert reviewers through EFA and CFA. As a result, 37-item Omani Job Frustration Questionnaire (OJFQ) was developed highlighting five factors which are: (1) \\u0026ldquo;management and role clarity\\u0026rdquo;, (2) \\u0026ldquo;emotional intelligence and professional coping strategies\\u0026rdquo;, (3) \\u0026ldquo;career development and engagement\\u0026rdquo;, (4) \\u0026ldquo;workplace bureaucracy and social challenges\\u0026rdquo;, and (5) \\u0026ldquo;workplace resources and stability\\u0026rdquo;.\\u003c/p\\u003e \\u003cp\\u003eThe traditional proverb says \\u0026ldquo;you can\\u0026rsquo;t manage well what you don\\u0026rsquo;t measure\\u0026rdquo; (Chew et al 2024). Therefore, in order to enhance the work commitment and employee well-being, it is required to consider frequent assessment of their job-related stressors which is evident to be multi-faceted. Additionally, the scale development and validation process indicated that the HCWs can tolerate the physical burden of role performance while psychological, social and environmental factors can disrupt the overall performance. Therefore, the focus on the precipitating factors can assist the managers to define the approach. Similarly, there is no difference in specialty of practice while limited reported items were traced addressing the nature of practice indicating that the scale can be applied in different field of healthcare practice with multidisciplinary professionals in healthcare settings in Oman.\\u003c/p\\u003e \\u003cp\\u003eThe factors which were found in this study had supported multidimensional, context-specific and alignment with local and GCC empirical trends by the researches\\u0026rsquo; conducted in Oman in the healthcare field (Durrah et al \\u003cspan citationid=\\\"CR15\\\" class=\\\"CitationRef\\\"\\u003e2023\\u003c/span\\u003e; Durrah \\u003cspan citationid=\\\"CR14\\\" class=\\\"CitationRef\\\"\\u003e2020\\u003c/span\\u003e; Al Badi \\u003cspan citationid=\\\"CR1\\\" class=\\\"CitationRef\\\"\\u003e2014\\u003c/span\\u003e; Al-Balushi et al 2016; Al-Hashemi et al \\u003cspan citationid=\\\"CR3\\\" class=\\\"CitationRef\\\"\\u003e2019\\u003c/span\\u003e; Al-Hosis et al \\u003cspan citationid=\\\"CR4\\\" class=\\\"CitationRef\\\"\\u003e2023\\u003c/span\\u003e; Al-Khanjari and Al-Abri \\u003cspan citationid=\\\"CR5\\\" class=\\\"CitationRef\\\"\\u003e2020\\u003c/span\\u003e; Al-Lawati and Al-Maskari \\u003cspan citationid=\\\"CR7\\\" class=\\\"CitationRef\\\"\\u003e2017\\u003c/span\\u003e; Al-Mahrouqi and Alshekaili \\u003cspan citationid=\\\"CR8\\\" class=\\\"CitationRef\\\"\\u003e2023\\u003c/span\\u003e; Al-Yaqoubi et al \\u003cspan citationid=\\\"CR10\\\" class=\\\"CitationRef\\\"\\u003e2023\\u003c/span\\u003e; Khadhuri \\u003cspan citationid=\\\"CR19\\\" class=\\\"CitationRef\\\"\\u003e2018\\u003c/span\\u003e) and other GCC research findings (Alsaqri \\u003cspan citationid=\\\"CR9\\\" class=\\\"CitationRef\\\"\\u003e2014\\u003c/span\\u003e; Elbarazi et al \\u003cspan citationid=\\\"CR17\\\" class=\\\"CitationRef\\\"\\u003e2017\\u003c/span\\u003e; Muldering 2013; Kapiszewski \\u003cspan citationid=\\\"CR18\\\" class=\\\"CitationRef\\\"\\u003e2017\\u003c/span\\u003e, Show et al 2000; Edrees et al \\u003cspan citationid=\\\"CR16\\\" class=\\\"CitationRef\\\"\\u003e2017\\u003c/span\\u003e; Alkhraishi et al \\u003cspan citationid=\\\"CR6\\\" class=\\\"CitationRef\\\"\\u003e2023\\u003c/span\\u003e; Alanazi and Yates \\u003cspan citationid=\\\"CR2\\\" class=\\\"CitationRef\\\"\\u003e2022\\u003c/span\\u003e; ). The factor supported recommendations from evidences highlighting effects of demanding nature of work, limited career development or promotion opportunities, management support, reward system, work-life balance, inter-personal relationship, foreign HCWs sense of insecurity due to localization national policy and available coping measures. Therefore, unlike standardized available scales, the OJFQ is developed based on local narratives being culturally tailored, explores localized policy impact, context-specific, workplace structure relevance and highlights cultural related dynamics in the Omani context.\\u003c/p\\u003e \\u003cp\\u003eThe findings confirmed the statistical adequacy and psychometric soundness of the scale represented with P-value of \\u0026lt;\\u0026thinsp;0.001 as measured with KMO and Bartlett\\u0026rsquo;s test. This had indicated that the data were suitable for factor analysis. Additionally, the Cronbach\\u0026rsquo;s alpha score of most factors and CR values across most factors demonstrated good to moderate internal consistency and marginally acceptable reliability which is acceptable for an exploratory study developing a new scale. While some items displayed lower loadings, the multidimensional structure of the instrument persisted theoretically consistent. and linked to each other and the factors represented good loading to constructs. The instrument achieved good construct validity and acceptable model fit indices, supporting its use in culturally sensitive context with a recommendation for further validation.\\u003c/p\\u003e \\u003cp\\u003eThe findings represent psychometric strength of OJFQ with good Cronbach\\u0026rsquo;s alpha (0.774). The score of the cumulative variance of the scale sub-divisions indicates good representation of the factors within the scale. The scale evaluation indicated that the reliable average score and excellent internal reliability shown in constructs representing social challenges, management and workplace bureaucracy. This is indicating a specific cultural sensitivity issue and context-relevancy to Oman. Therefore, the OJFQ is proved as valid assessment scale to be utilized within Oman and identical cultures.\\u003c/p\\u003e \\u003cp\\u003eThis scale would fill the cultural and contextual gap being the first culturally reliable and validated too to measure the job frustration and related burnout factors among Omani HCWs. It will further improve mental health support through implementing the assessment scale. This study is considered as baseline groundwork for regional and other relevant researches as well as would be considered as cross-cultural research contribution in non-western regions.\\u003c/p\\u003e \\u003cp\\u003eDespite the significant insights and findings were addressed in this study, there are notable limitations acknowledged. Firstly, the study was cohort specific which was conducted in mental health setting among nursing professions only. Therefore, the sample representativeness issue arises limiting the generalizability to other healthcare team specialties or even other nursing specialties. A broader group of participants may be considered to improve applicability through cross-validation in different setting or group of HCWs with more sample size. Secondly, response bias may possibly be introduced due to the frequent encouragement from the researchers and data collectors to the participants to respond resulting in potential skewness of the findings. Thirdly, cultural inspiration affecting the response specially within the Arab cultural background where challenges are mostly underreported and may lead to social desirability bias. It is recommended to consider other data collection approaches such as anonymous one-to-one interview. Fourthly, recall bias as well as subjective interpretation may be imposed due to the reliance on self-reporting in groups requiring triangulation of the findings with for instance observation.\\u003c/p\\u003e\"},{\"header\":\"5. Conclusion\",\"content\":\"\\u003cp\\u003eThe healthcare researches on employee job frustration in Oman are scarce and old. Most of these researches depend on international scales designed in western culture. The indications required to measure appropriately and accurately what we need to manage which is occupational frustration. Therefore, the need to develop a culturally relevant scale is set and put forward to help policy makers and manager to consider regular assessment of the mental state of employee towards their job. Although the values in this newly developed OJFQ doesn\\u0026rsquo;t reflect perfection, it is considered an acceptably reliable and valid tool to be utilized requiring further refinement in future researches.\\u003c/p\\u003e\"},{\"header\":\"Abbreviations\",\"content\":\"\\u003cdiv class=\\\"DefinitionList\\\"\\u003e \\u003cdiv class=\\\"DefinitionListEntry\\\"\\u003e \\u003cdiv class=\\\"Term\\\"\\u003eOJFQ\\u003c/div\\u003e \\u003cdiv class=\\\"Description\\\"\\u003e \\u003cp\\u003eOmani Job Frustration Questionnaire\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/div\\u003e \\u003cdiv class=\\\"DefinitionListEntry\\\"\\u003e \\u003cdiv class=\\\"Term\\\"\\u003eUNIMAS\\u003c/div\\u003e \\u003cdiv class=\\\"Description\\\"\\u003e \\u003cp\\u003eUniversiti Malaysia Sarawak\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/div\\u003e \\u003cdiv class=\\\"DefinitionListEntry\\\"\\u003e \\u003cdiv class=\\\"Term\\\"\\u003eCBI\\u003c/div\\u003e \\u003cdiv class=\\\"Description\\\"\\u003e \\u003cp\\u003eCopenhagen Burnout Inventory\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/div\\u003e \\u003cdiv class=\\\"DefinitionListEntry\\\"\\u003e \\u003cdiv class=\\\"Term\\\"\\u003eMBI\\u003c/div\\u003e \\u003cdiv class=\\\"Description\\\"\\u003e \\u003cp\\u003eMaslach Burnout Inventory\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/div\\u003e \\u003cdiv class=\\\"DefinitionListEntry\\\"\\u003e \\u003cdiv class=\\\"Term\\\"\\u003eHCWs\\u003c/div\\u003e \\u003cdiv class=\\\"Description\\\"\\u003e \\u003cp\\u003eHealth Care Workers\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/div\\u003e \\u003cdiv class=\\\"DefinitionListEntry\\\"\\u003e \\u003cdiv class=\\\"Term\\\"\\u003eFGDs\\u003c/div\\u003e \\u003cdiv class=\\\"Description\\\"\\u003e \\u003cp\\u003eFocused Group Discussions\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/div\\u003e \\u003cdiv class=\\\"DefinitionListEntry\\\"\\u003e \\u003cdiv class=\\\"Term\\\"\\u003eEFA\\u003c/div\\u003e \\u003cdiv class=\\\"Description\\\"\\u003e \\u003cp\\u003eExploratory Factor Analysis\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/div\\u003e \\u003cdiv class=\\\"DefinitionListEntry\\\"\\u003e \\u003cdiv class=\\\"Term\\\"\\u003eCFA\\u003c/div\\u003e \\u003cdiv class=\\\"Description\\\"\\u003e \\u003cp\\u003eConfirmatory Factor Analysis\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/div\\u003e \\u003cdiv class=\\\"DefinitionListEntry\\\"\\u003e \\u003cdiv class=\\\"Term\\\"\\u003eCVI\\u003c/div\\u003e \\u003cdiv class=\\\"Description\\\"\\u003e \\u003cp\\u003eContent Validity Index\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/div\\u003e \\u003cdiv class=\\\"DefinitionListEntry\\\"\\u003e \\u003cdiv class=\\\"Term\\\"\\u003eCR\\u003c/div\\u003e \\u003cdiv class=\\\"Description\\\"\\u003e \\u003cp\\u003eComposite Reliability\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/div\\u003e \\u003cdiv class=\\\"DefinitionListEntry\\\"\\u003e \\u003cdiv class=\\\"Term\\\"\\u003eSD\\u003c/div\\u003e \\u003cdiv class=\\\"Description\\\"\\u003e \\u003cp\\u003eStandard Deviation\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/div\\u003e \\u003cdiv class=\\\"DefinitionListEntry\\\"\\u003e \\u003cdiv class=\\\"Term\\\"\\u003ePGFI\\u003c/div\\u003e \\u003cdiv class=\\\"Description\\\"\\u003e \\u003cp\\u003eParsimony goodness of fit index\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/div\\u003e \\u003cdiv class=\\\"DefinitionListEntry\\\"\\u003e \\u003cdiv class=\\\"Term\\\"\\u003ePNFI\\u003c/div\\u003e \\u003cdiv class=\\\"Description\\\"\\u003e \\u003cp\\u003eParsimony normed of fit index\\u003c/p\\u003e \\u003c/div\\u003e \\u003c/div\\u003e \\u003c/div\\u003e\"},{\"header\":\"Declarations\",\"content\":\" \\u003cp\\u003e \\u003cb\\u003eEthical Consideration\\u003c/b\\u003e \\u003c/p\\u003e \\u003cp\\u003ePrior ethical approval was obtained from the University Malaysia Sarawak (UNIMAS) Medical Research Ethics Committee (No.: FME/22/65) and the Research Approval Committee at MOH in Oman (No. Moh/CSR/22/25809). The study was conducted in accordance with the principles of the Declaration of Helsinki. Informed consent was obtained from all participants prior to data collection.\\u003c/p\\u003e \\u003cp\\u003e \\u003cstrong\\u003eConsent for Publication:\\u003c/strong\\u003e \\u003cp\\u003eAgreed by all authors\\u003c/p\\u003e \\u003ch2\\u003eConflict of Interest:\\u003c/h2\\u003e \\u003cp\\u003eThe authors declare that they have no competing interests\\u003c/p\\u003e \\u003ch2\\u003eFunding details\\u003c/h2\\u003e \\u003cp\\u003e \\u003cb\\u003e\\u003c/b\\u003eThe Ministry of Higher Education, Malaysia, funded this research (Ref. no: UNI/F05/RISE/85804/2023)\\u003c/p\\u003e\\u003ch2\\u003eAuthor Contribution\\u003c/h2\\u003e\\u003cp\\u003eAZ contributed in study conception and design, data collection, data analysis and interpretation and drafting of the article. YY contributed in study conception and design, data analysis and interpretation, drafting of the article and critical revision of the article. KS contributed in study conception and design, data analysis and interpretation, drafting of the article and critical revision of the article. HH contributed in data collection and critical revision of the article. RC contributed in data analysis and interpretation, drafting of the article and critical revision of the article. RV contributed in data analysis and interpretation and critical revision of the article. MR contributed in critical revision of the article.\\u003c/p\\u003e\\u003ch2\\u003eAcknowledgement\\u003c/h2\\u003e\\u003cp\\u003eTo the UNIMAS for supporting and funding the publication and Directorate General of Health Services-Muscat, Ministry of Health in Oman for providing support from proposal approval to the completion of the study.\\u003c/p\\u003e\\u003ch2\\u003eData Availability\\u003c/h2\\u003e\\u003cp\\u003eThe datasets used and/or analysed during the current study are available from the corresponding author on reasonable request.\\u003c/p\\u003e\"},{\"header\":\"References\",\"content\":\"\\u003col\\u003e\\u003cli\\u003e\\u003cspan\\u003eAl Badi KS. The impact of motivation on aggregate resignation: A case study of the public health sector in Oman. 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Arab versus Asian migrant workers in the GCC countries. South Asian migration to gulf countries. Routledge India; 2017. pp. 46\\u0026ndash;70.\\u003c/span\\u003e\\u003c/li\\u003e \\u003cli\\u003e\\u003cspan\\u003eKhadhuri A, Eid J. (2018). An examination of the predictors of work engagement of the health care workforce in OMAN and the UAE.\\u003c/span\\u003e\\u003c/li\\u003e \\u003cli\\u003e\\u003cspan\\u003eLynn MR. Determination and quantification of content validity. Nurs Res. 1986;35(6):382\\u0026ndash;6.\\u003c/span\\u003e\\u003c/li\\u003e \\u003cli\\u003e\\u003cspan\\u003eMulderig MC. An uncertain future. Youth frustration and the Arab Spring; 2013.\\u003c/span\\u003e\\u003c/li\\u003e \\u003cli\\u003e\\u003cspan\\u003eShaw JD, Duffy MK, Abdulla MHA, Singh R. The moderating role of positive affectivity: Empirical evidence from bank employees in the United Arab Emirates. J Manag. 2000;26(1):139\\u0026ndash;54.\\u003c/span\\u003e\\u003c/li\\u003e \\u003cli\\u003e\\u003cspan\\u003eShrestha N. Factor analysis as a tool for survey analysis. Am J Appl Math Stat. 2021;9(1):4\\u0026ndash;11.\\u003c/span\\u003e\\u003c/li\\u003e \\u003cli\\u003e\\u003cspan\\u003eYusoff MSB, Arifin WN, Hadie SNH. ABC of questionnaire development and validation for survey research. Educ Med J. 2021;13(1). \\u003cspan class=\\\"ExternalRef\\\"\\u003e\\u003cspan class=\\\"RefSource\\\"\\u003edoi.org/10.21315/eimj2021.13.1.10\\u003c/span\\u003e\\u003cspan address=\\\"10.21315/eimj2021.13.1.10\\\" targettype=\\\"DOI\\\" class=\\\"RefTarget\\\"\\u003e\\u003c/span\\u003e\\u003c/span\\u003e.\\u003c/span\\u003e\\u003c/li\\u003e\\u003c/ol\\u003e\"}],\"fulltextSource\":\"\",\"fullText\":\"\",\"funders\":[],\"hasAdminPriorityOnWorkflow\":false,\"hasManuscriptDocX\":true,\"hasOptedInToPreprint\":true,\"hasPassedJournalQc\":\"\",\"hasAnyPriority\":false,\"hideJournal\":false,\"highlight\":\"\",\"institution\":\"\",\"isAcceptedByJournal\":true,\"isAuthorSuppliedPdf\":false,\"isDeskRejected\":\"\",\"isHiddenFromSearch\":false,\"isInQc\":false,\"isInWorkflow\":false,\"isPdf\":false,\"isPdfUpToDate\":true,\"isWithdrawnOrRetracted\":false,\"journal\":{\"display\":true,\"email\":\"info@researchsquare.com\",\"identity\":\"bmc-psychology\",\"isNatureJournal\":false,\"hasQc\":true,\"allowDirectSubmit\":false,\"externalIdentity\":\"psyo\",\"sideBox\":\"Learn more about [BMC Psychology](http://bmcpsychology.biomedcentral.com/)\",\"snPcode\":\"\",\"submissionUrl\":\"\",\"title\":\"BMC Psychology\",\"twitterHandle\":\"BMC_series\",\"acdcEnabled\":true,\"dfaEnabled\":true,\"editorialSystem\":\"stoa\",\"reportingPortfolio\":\"BMC Series\",\"inReviewEnabled\":true,\"inReviewRevisionsEnabled\":true},\"keywords\":\"Job frustration, Healthcare workers, Omani job frustration questionnaire, Workplace well-being, Cultural sensitivity scale\",\"lastPublishedDoi\":\"10.21203/rs.3.rs-8971850/v1\",\"lastPublishedDoiUrl\":\"https://doi.org/10.21203/rs.3.rs-8971850/v1\",\"license\":{\"name\":\"CC BY 4.0\",\"url\":\"https://creativecommons.org/licenses/by/4.0/\"},\"manuscriptAbstract\":\"\\u003ch2\\u003eBackground\\u003c/h2\\u003e \\u003cp\\u003eThe western existing scales such as Copenhagen Burnout Inventory (CBI)to measure employee burnout are often critiqued in relation to cultural sensitivity while being implemented in non-western settings as evidenced within the limitations of the local study findings. Therefore, since Omani society values social stability while being integrated with employment, there is a demanding necessity for developing a culture-sensitive scale to measure occupational frustration among healthcare workers (HCWs).\\u003c/p\\u003e\\u003ch2\\u003eObjective\\u003c/h2\\u003e \\u003cp\\u003eThis study aimed to develop and validate the \\u003cb\\u003eOmani Job Frustration Questionnaire (OJFQ)\\u003c/b\\u003e, a culturally grounded instrument intended to assess job frustration and associated burnout factors among Omani HCWs.\\u003c/p\\u003e\\u003ch2\\u003eMethods\\u003c/h2\\u003e \\u003cp\\u003eThe development of the scale was considered following a sequential mixed-methods approach. Set of six focus group discussions (FGDs) with 42 nurses in the mental health setting steered initial item generation guided by conceptual frameworks from the MARS model, and CBI. Expert reviews involving 16 professionals from Oman and Malaysia were conducted to refine the item pool ending up with a 45-item OJFQ. The newly developed scale was surveyed on 140 participants from mental health setting getting a response rate of 99.3%. The data analysis was conducted in presenting details of descriptive statistics, Cronbach\\u0026rsquo;s alpha, exploratory factor analysis (EFA), item analysis and confirmatory factor analysis (CFA) to assess scale validity.\\u003c/p\\u003e\\u003ch2\\u003eResults\\u003c/h2\\u003e \\u003cp\\u003eThe final scale included 37-item across five constructs after conducting EFA: (1) management and role clarity, (2) emotional intelligence and professional coping strategies, (3) career development and engagement, (4) workplace bureaucracy and social challenges, and (5) workplace resources and stability. The scale demonstrated strong internal consistency (Cronbach\\u0026rsquo;s α\\u0026thinsp;=\\u0026thinsp;0.841), the five constructs were significantly correlated with the total score, construct validity is confirmed through CFA with good model fit indices. In addition, there was no significant correlation with the CBI, indicating the measurement of a distinct construct.\\u003c/p\\u003e\\u003ch2\\u003eConclusion\\u003c/h2\\u003e \\u003cp\\u003eThe OJFQ is a psychometrically sound and culturally tailored instrument for assessing occupational frustration among HCWs in Oman. Its development addresses critical gaps in culturally relevant measurement tools in the region. 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