Debra Lerner1, Carmela Benson, Hong Chang, William H Rogers, David Adler, Mercedes C Lyson, Susan K Parsons. 1. Tufts Medical Center Program on Health, Work and Productivity, and Sackler School of Graduate Biomedical Sciences, Tufts University, Boston, Massachusetts (Drs Lerner, Adler, Lyson); Janssen Scientific Affairs, LLC, Titusville, New Jersey (Ms Benson); Tufts Medical Center Program on Health, Work and Productivity, Sacker Graduate School of Biomedical Sciences, Tufts University, Boston, Massachusetts (Drs Chang, Rogers); Tufts Medical Center Program on Health, Work and Productivity, Boston, Massachusetts (Dr Lyson); and Tufts Medical Center, Institute for Clinical Research and Health Policy Studies, and Sackler Graduate School of Biomedical Sciences, Tufts University, Boston, Massachusetts (Dr Parsons).
Abstract
OBJECTIVE: The aim of this study was to test the reliability, validity, and responsiveness of the Caregiver Work Limitations Questionnaire (WLQ) for employed caregivers of individuals with schizophrenia and/or schizoaffective disorder. METHODS: A cross-sectional web-based survey with test/retest and responsiveness test components was administered to informal caregivers. Using data from employed caregivers, psychometric tests were performed of the questionnaire's four at-work limitation scales and work absence score. RESULTS: Of 1142 eligible caregivers, 710 (62.2%) were employed. On the basis of the 4-week recall period, caregivers were limited in performing work tasks approximately between 20% and 30% of the time on average and absent a mean of 2 to 3 days. With few exceptions, the Caregiver WLQ demonstrated scale homogeneity, test/retest reliability, construct validity, and responsiveness to change. CONCLUSION: The Caregiver WLQ provides new information about the impact of caregiving on employment.
OBJECTIVE: The aim of this study was to test the reliability, validity, and responsiveness of the Caregiver Work Limitations Questionnaire (WLQ) for employed caregivers of individuals with schizophrenia and/or schizoaffective disorder. METHODS: A cross-sectional web-based survey with test/retest and responsiveness test components was administered to informal caregivers. Using data from employed caregivers, psychometric tests were performed of the questionnaire's four at-work limitation scales and work absence score. RESULTS: Of 1142 eligible caregivers, 710 (62.2%) were employed. On the basis of the 4-week recall period, caregivers were limited in performing work tasks approximately between 20% and 30% of the time on average and absent a mean of 2 to 3 days. With few exceptions, the Caregiver WLQ demonstrated scale homogeneity, test/retest reliability, construct validity, and responsiveness to change. CONCLUSION: The Caregiver WLQ provides new information about the impact of caregiving on employment.
Authors: Debra Lerner; Tara A Lavelle; David Adler; Wing Chow; Hong Chang; Sean C Godar; William H Rogers Journal: J Occup Environ Med Date: 2020-09 Impact factor: 2.306