Table 6. Confirmatory factor analysis of 34 BJSQ and New BJSQ psychosocial work environment scales: factor loading for each scale in the four-factor structure (i.e., job demands and task-, workgroup-, and organizational-level job resources) †.

Scales	Job demands	Task-level job resources	Workgroup-level job resources	Organizational-level job resources
1. Quantitative job overload	0.600***
2. Qualitative job overload	0.481***
3. Physical demands	0.318***
4. Interpersonal conflict	0.627***
5. Poor physical environment	0.364***
6. Emotional demands	0.706***
7. Role conflict	0.750***
8. Work-self balance (negative)	0.599***
9. Job control		0.411***
10. Suitable jobs		0.580***
11. Skill utilization		0.438***
12. Meaningfulness of work		0.758***
13. Role clarity		0.463***
14. Career opportunity		0.772***
15. Novelty		–0.238***
16. Predictability		0.340***
17. Supervisor support			0.689***
18. Coworker support			0.459***
20. Monetary/status reward			0.582***
21. Esteem reward			0.693***
22. Job security			0.477***
23. Leadership			0.778***
24. Interactional justice			0.804***
25. Workplace where people compliment each other			0.787***
26. Workplace where mistakes are acceptable			0.707***
27. Collective efficacy			0.564***
28. Trust with management				0.733***
29. Preparedness for change				0.773***
30. Procedural justice				0.751***
31. Respect for individuals				0.794***
32. Fair personnel evaluation				0.792***
33. Diversity				0.613***
34. Career development				0.812***
35. Work-self balance (positive)				0.543***

***p<0.001. † Data from 1,442 respondents who completed 34 scales from a national representative survey of employees of Japan in 2010/2011. “19. Support from family and friends” scale was excluded from the analysis because of non-work environment. Maximum likelihood method was used to estimate factor loadings. A blank indicates that there was no path from a factor to a job demands/resources scale (i.e., zero factor loading) as hypothetically defined in the model³⁸⁾.