Domain	Dimension	Name	Definition
Demands at Work	Quantitative Demands	QD	Quantitative Demands deal with how much one has to achieve in ones work. Quantitative Demands can be assessed as an incongruity between the amount of tasks and the time available to perform these tasks in a satisfactory manner.
	Work Pace	WP	Work Pace deals with the speed at which tasks have to be performed. Work Pace is a measure of the intensity of work.
	Cognitive Demands	CD	Cognitive Demands deal with demands involving the cognitive abilities of the worker
	Emotional Demands	ED	Emotional Demands occur when the worker has to deal with or is confronted with other people's feelings at work. Other people comprise both people who are not employed at the workplace, e.g., customers, clients, or pupils, and people employed at the workplace, such as colleagues, superiors, or subordinates.
	Demands for Hiding Emotions	HE	Demands for Hiding Emotions occur when the worker has to conceal her or his own feelings at work from other people. Other people comprise both people who are not employed at the workplace, e.g., customers, clients, or pupils, and people employed at the workplace, such as colleagues, superiors, or subordinates.
Work Organization and Job Contents	Influence at Work	IN	Influence at Work deals with the degree to which the employee can influence aspects of work itself, ranging from, e.g., planning of work to e.g., the order of tasks.
	Possibilities for Development	PD	Possibilities for Development deal with if the tasks are challenging for the employee and if tasks provide opportunities for learning, and thus provide opportunities for development not only in the job but also at the personal level. Lack of development can create apathy, helplessness, and passivity.
	Variation of Work	VA	Variation of Work deals with the degree to which work (tasks, work process) is varied or not, that is, if tasks are not repetitive or repetitive.
	Control over Working Time	CT	Control over Working Time deals with the degree to which the employee can influence conditions surrounding work, e.g., breaks, length of the working day, or work schedules.
	Meaning of Work	MW	Meaning of Work concerns both the meaning of the aim of work tasks and the meaning of the context of work tasks. The aim is “vertical”, i.e., that the work or product is related to a more general purpose, such as healing the sick or to produce useful products. The context is “horizontal”, i.e., that one can see how ones' own work contributes to the overall product of the organization.
Interpersonal Relations and Leadership	Predictability	PR	Predictability deals with the means to avoid uncertainty and insecurity. This is achieved if the employees receive the relevant information at the right time.
	Recognition	RE	Recognition deals with the recognition by the management of your effort at work.
	Role Clarity	CL	Role Clarity deals with the employee's understanding of her or his role at work, i.e., content of the tasks, expectations to be met, and her or his responsibilities.
	Role Conflicts	CO	Role Conflicts stem from two sources. The first source is about possible inherent conflicting demands within a specific task. The second source is about possible conflicts when prioritizing different tasks.
	Illegitimate Tasks	IT	Illegitimate Tasks cover tasks that violate norms about what an employee can properly be expected to do because they are perceived as unnecessary or unreasonable; they imply a threat to one's professional identity.
	Quality of Leadership	QL	Quality of Leadership deals with the next higher managers' leadership in different contexts and domains.
	Social Support from Colleagues	SC	Social Support from Colleagues deals with the employees' impression of the possibility to obtain support from colleagues if one should need it.
	Social Support from Supervisors	SS	Social Support from Supervisors deals with the employees' impression of the possibility to obtain support from the immediate superior if one should need it.
	Sense of Community at Work	SW	Sense of Community at Work concerns whether there is a feeling of being part of the group of employees at the workplace, e.g., if employees relations are good and if they work well together.
Work–Individual Interface	Commitment to the Workplace	CW	Commitment to the Workplace deals with the degree to which one experiences being committed to ones' workplace. It is not the work by itself or the work group that is the focus here, but the organization in which one is employed.
	Work Engagement	WE	This dimension deals with the attachment you feel to the task independently of how you experience your workplace [69].
	Job Insecurity	JI	Job Insecurity deals with aspects of security of the employment of the employee, e.g., regarding the risk of being fired or the certainty of being reemployed if fired.
	Insecurity over Working Conditions	IW	Insecurity over Working Conditions deals with aspects of security of working conditions such as the content of work, e.g., if one is reallocated within the company, change of working hours, or deterioration of pay.
	Quality of Work	QW	Quality of Work deals with the employee's experience of the immediate output of one's work, e.g., the product made, the service accomplished, etc.
	Job Satisfaction	JS	Job Satisfaction––satisfaction with work––deals with the employees' experience of satisfaction with various aspects of work.
	Work Life Conflict	WF	Work Life Conflict deals with the possible consequences of work on privacy or on personal and family life and includes conflict regarding energy (mental and physical energy) and conflict regarding time.
Social Capital	Vertical Trust	TM	Vertical Trust deals with whether the employees can trust the management and vice versa. Vertical Trust can be observed in the communication between the management and the employees.
	Horizontal Trust	TE	Horizontal Trust deals with whether the employees can trust each other in daily work or not. Trust can be observed in the communication in the workplace; e.g., if one can freely express attitudes and feelings without fear of negative reactions.
	Organizational Justice	JU	Justice and respect in the workplace is about if workers are treated fairly. Four aspects are considered: First the distribution of tasks and recognition, second the process of sharing, third the handling of conflicts and fourth the handling of suggestions from the employees.
Conflicts and offensive behavior		COB	Conflicts and offensive behavior cover on the one hand being subjected to negative acts such as bullying and Threats of Violence at the workplace and on the other hand conflicts between people at the workplace.
	Gossip and Slander	GS	Gossip and Slander is in this context if one has experienced this at the workplace.
	Conflicts and Quarrels	CQ	Conflicts and Quarrels are in this context if one has been involved in such occurrences at the workplace.
	Unpleasant Teasing	UT	Unpleasant Teasing is in this context if one has experienced this at the workplace.
	Cyber Bullying	HSM	Cyber Bullying is in this context if one has been subjected to work-related harassment in the social media.
	Sexual Harassment	SH	Sexual Harassment is in this context if one has experienced this at the workplace.
	Threats of Violence	TV	Threats of Violence is in this context if one has experienced this at the workplace.
	Physical Violence	PV	Physical Violence is in this context if one has experienced this act at the workplace.
	Bullying	BU	Bullying is in this context if one has experienced this act at the workplace. Bullying is defined as being exposed repeatedly over a longer period to unpleasant or degrading treatment and not being able to defend himself or herself against this treatment
Health and well-being	Self-rated Health	GH	Self-rated/perceived health is the person's assessment of her or his own general health.
	Sleeping Troubles	SL	Sleeping Troubles deal with sleep length, determined by e.g., sleeping in, waking up and interruptions of sleep, and quality of sleep.
	Burnout	BO	Burnout concerns the degree of physical and mental fatigue/exhaustion of the employee.
	Stress	ST	Stress here is defined as a reaction of the individual. Stress is here defined as a combination of tension and displeasure. As elevated stress levels over a longer period are detrimental to health, it is necessary to determine long-term states of stress.
	Somatic Stress	SO	Somatic Stress is here defined as a physical health indicator of a sustained stress reaction of the individual.
	Cognitive Stress	CS	Cognitive Stress is here defined as cognitive indicators of a sustained stress reaction of the individual.
	Depressive Symptoms	DS	Depressive Symptoms cover aspects which together indicate depression.
Personality	Self-Efficacy	SE	Self-Efficacy is the extent of one's belief in one's own ability to complete tasks and reach goals. Here self-efficacy is understood as global self-efficacy not distinguishing between specific domains of life.

COPSOQ = Copenhagen Psychosocial Questionnaire.