The measurement of well-being and other aspects of mental health

New instruments iire described for the measurement of both job-related and non-job int-nta! health. These cover two axes of affective well-being, based upon dimensions of pleasure and arousal, and aLso reported competence, aspiration and negative job carry-over. Baseline data are presented from a sample of I6S6 job-holders, and earlier uses ot the well-being scales are summarized. The instruments appear to be psychomertilally acceptable, and are associated with demographic and occupational features in i-xpected ways For example, older employees report greater job-relaced well-being; occupational level ispositivcly correlated with job depressiiin enthusiasm burnegatively ;issociated with job anxiety-contentment; deprL-,ssion-cnthusiasm is mure predictable Irom (ow-to-medium opportunity for skill use and task variety, wiiereas anxietyI ontentment is more a funcrinn {)i wcjrkload or iinccTtainty. Many studies have examined the impact of work and careers on job-related and non-job mental health. Nevertheless, there is still a shortage of instruments whose psychometric properties have been determined through data from large samples of employees of both genders and several occupational levels. In particular, there is a need for measures which can provide information about atiective well-being, SLibjective competence and aspiration, through scores which can be compared with known means and standard deviations from appropriate demographic groups. This paper aims to address those deficiencies, by describing new instruments and summarizing values obtained from a large sample of British job-holders. The approach to affective well-being is through two principal axes ('anxiety-contentment' and 'deprcssion-enrhusiasm') which have emerged us important m non-ocrupacionaJ research, and which will be examined through parallel measures in both job-related and non-job settings. No other instruments are currently available which cover the full range of those axes in both types ol setting. The approach taken is one which emphasizes practicality as well as psychometric acceptability. Many occupational researchers are deterred by the length and cumbersome language ot some previous instruments, and are tempted to introduce their own miidihcations or creare new scales for one-off application. Such cjevelopments prevent the accumulation (jt comparative data and encourage an over-extensive range of instruments which all purport to tap the same construct. It is hoped that the straightforward nature of the stales introduced in this paper will be of value in many occupational settings.