The civilian aviation centric Cockpit Management Attitude Questionnaire ( CMAQ; Gregorich et al., 1990) was adapted for naval aviation. It was necessary to change some of the language to ensure that it would make sense to naval aviators. A draft questionnaire was distributed to a group of 20 experienced naval aviators for comment. The comments from these aviators were used to develop the Naval Aviator Human Factors (NAHF) questionnaire. The NAHF consisted of 31 questions pertaining to five categories:
- My stress: 6 items. This scale emphasizes the consideration of- and...
The Operating Theatre human factors questionnaire is based upon the Naval Aviator Human Factors Questionnaire and a human factors knowledge questionnaire designed for U.S Naval aviation (also listed in MIDSS).
The questionnaire consists of 23 attitude items, and eight knowledge questions. The attitude items are divided into four scales: 'my stress’ (the consideration of, and possible compensation for, stressors in oneself), ‘stress of others’ (the consideration of, and possible compensation for, stressors in other team members), ‘communication ‘(encompasses communication of intent...
The 61 item Command Safety Assessment Survey (CSAS) were developed by researchers at the Naval Postgraduate School in Monterey, California. It is completed online periodically by U.S Naval aviators. The questionnaires were based upon a conceptual model of Organisational Safety Effectiveness (MOSE) that identified five major areas relevant to organizations in managing risk and developing a climate to reduce accidents in High Reliability Organisations. The five MOSE areas are:
- Process auditing – a system of ongoing checks to monitor hazardous conditions
- Reward system –...
The revised 22 item Naval Aviator Human Factors (NAHF) questionnaire (also listed in the MIDSS) was adapted for Surface Warfare Officers(SWOs). The questionnaire consisted of four proposed factors:
- My stress- emphasises the consideration of- and possible compensation for- stressors in oneself.
- Stress of others- emphasises the consideration of- and possible compensation for- stressors in other team members
- Communication- encompasses communication of intent and plans, delegation of tasks and assignment of responsibilities, and the monitoring of team...
The Offshore Attitude Questionnaire (OAQ) consisted of 30 items designed to elicit attitudes regarding decision making, situation awareness, communication, and personal limitations. It was based on the Cockpit Management Attitude Questionnaire (CMAQ) designed by Gregorich, Helmreich and Wilhelm (1990). It was used pre and post- crew resource management training to assess whether the training had an effect on the attitudes of participants.
This questionnaire consists of 47 items that elicit information on the respondent's job-task demands, organizational stressors that they may encounter, and their exposure to, or protection from, work-related stressors. It also collates information on psychological and physical symptoms, injuries, and near-miss incidents. It is founded on a stress-injury model and has been used to test whether work stressors could be related, either directly or indirectly through the mediating effects of physical or psychological symptoms/strain, to self-reported injuries or near miss incidents.
Personal growth initiative is a person's active and intentional involvement in changing and developing as a person. The PGIS consists of nine items that are rated on a Likert scale from 1 = Strongly Disagree to 6 = Strongly Agree. Item scores are summed to obtain a total PGI score. There is evidence that the PGIS is strongly positively related to psychological well-being and negatively related to psychological distress.
The Personal Growth Initiative Scale-II (PGIS-II), includes 4 subscales: Readiness for Change, Planfulness, Using Resources, and Intentional Behavior.
This self-administered questionnaire has been used with truck drivers, operators of road scrapers, tractor drivers, wheel loader operators, and maintenance operators. The variables assessed include the attitudes of supervisors, the attitudes of coworkers, the respondent's own attitudes, the respondent's own actions, the effects of feedback, the effects of knowledge and instructions, the effects of manner of instructing, the effects of judgement and attentiveness, the impact of errors of others, and the importance of one's own professional skills.
The questionnaire has been administered to both workers and supervisors in road maintenance, road and bridge construction, and central repair shops. It assesses safe work habits in production and performance, responsibility, indifference towards safety, individual communication, emphasizing cost-effectiveness or safety, and feedback. Extra items are provided for both supervisors and workers that assess giving and monitoring of instructions, clarity of instructions, safety inspections, diversity of work, importance of work, independence of work, discussions with workmates, personal...