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Naval Aviator Human Factors Questionnaire
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...
Operating theatre human factors questionnaire
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...
Command Safety Assessment Survey (CSAS)
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 –...
Nuclear Teamskills Taxonomy
The purpose was to identify the team skills required by nuclear power plant operations team members. An initial domain familiarization consisted of a review of company documentation; observations in the control room, on-plant and in the simulator; and role interviews. In the second phase, Critical Incident Technique (CIT) interviews were carried out with 38 operations team members on three British nuclear power plants. A total of 314 statements concerned with teamworking skills were identified from the interview data and used to develop the nuclear team skills taxonomy. The...
Nontechnical skills taxonomy for Officers of the Deck
The Officer of the Deck (OOD) of a U.S. Navy ship is in charge of the safe and proper operation of the ship, and accountable to the Commanding Officer for every event that occurs during his or her OOD watch. An initial set of 17 categories of nontechnical skills were identified from a literature review. A focus group with four qualified OODs used the skills identified from the literature review to develop an initial taxonomy of five categories, each with two or three corresponding behavioral elements. This taxonomy was then used to classify 149 statements concerned with the nontechnical...
Surface Warfare Officer Human Factors Attitudes Questionnaire
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...
Offshore Human Factors Questionnaire
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.
Stressors and Injury for Construction Workers
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 Scale (PGIS)
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.
Personal Growth Initiative Scale II (PGIS-II)
The Personal Growth Initiative Scale-II (PGIS-II), includes 4 subscales: Readiness for Change, Planfulness, Using Resources, and Intentional Behavior.
