Description

The Health and Safety Executive Questionnaire (HSE-35) is an internationally recognized psychometric instrument developed by the UK Health and Safety Executive (HSE) to assess psychosocial working conditions and identify workplace factors associated with occupational stress, employee well-being, and organizational performance.

The questionnaire evaluates employees’ perceptions of their work environment and measures the extent to which organizational practices promote a healthy, safe, and supportive workplace. It is based on the HSE Management Standards for Work-Related Stress, a widely adopted evidence-based framework for identifying and managing psychosocial risks in organizations.

The HSE-35 assesses six core dimensions of the psychosocial work environment:

  • Demands – workload, work patterns, and work environment.
  • Control – the degree of autonomy employees have over their work.
  • Managerial and Peer Support – the availability of practical and emotional support from supervisors and colleagues.
  • Relationships – workplace relationships, conflict management, and prevention of unacceptable behaviors such as bullying and harassment.
  • Role – clarity regarding job responsibilities and organizational expectations.
  • Change – communication and management of organizational change.

The instrument is extensively used in occupational health, organizational psychology, human resource management, public health, healthcare organizations, educational institutions, and workplace well-being research to evaluate psychosocial risks and support evidence-based organizational interventions.

Data Analysis

Data collected using the HSE-35 are analyzed through established psychometric and statistical methods to evaluate both the reliability of the instrument and the psychosocial characteristics of the work environment.

Internal consistency is typically assessed using Cronbach’s alpha, while the factorial structure of the questionnaire may be examined through Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA). Construct validity is often evaluated by examining relationships with related constructs such as occupational stress, burnout, job satisfaction, organizational commitment, psychological well-being, and employee engagement.

Researchers frequently apply descriptive statistics, correlation analyses, independent-samples t-tests, ANOVA, multiple regression, logistic regression, multilevel modeling, and Structural Equation Modeling (SEM) to investigate how psychosocial work factors influence employee outcomes.

HSE-35 scores are commonly associated with variables including:

  • Occupational stress
  • Burnout
  • Job satisfaction
  • Employee engagement
  • Organizational commitment
  • Psychological well-being
  • Absenteeism
  • Presenteeism
  • Staff turnover intention
  • Work performance and productivity

Objective

The primary objective of the HSE-35 is to provide a reliable and valid assessment of psychosocial working conditions and identify organizational factors that contribute to work-related stress.

More specifically, the instrument aims to:

  • Evaluate employees’ perceptions of their working environment.
  • Identify psychosocial hazards associated with occupational stress.
  • Support organizational risk assessment and workplace health initiatives.
  • Assist employers in developing evidence-based interventions that promote employee well-being.
  • Evaluate the effectiveness of workplace health and safety policies and stress management programs.

Scoring

The HSE-35 is typically scored using a Likert-type response scale, in which participants indicate the frequency or extent to which each statement reflects their workplace experience.

Scores are calculated separately for each of the six Management Standards domains as well as for the overall questionnaire. Some items require reverse scoring before final scores are computed according to the official scoring guidelines.

Higher scores generally indicate more favorable psychosocial working conditions, greater organizational support, and a lower risk of work-related stress, whereas lower scores suggest areas requiring organizational attention and targeted intervention.

Interpretation

Interpretation of HSE-35 scores focuses primarily on organizational and group-level assessment rather than individual diagnosis. The questionnaire is designed to identify strengths and weaknesses within the psychosocial work environment and to guide workplace improvement strategies.

The findings can support occupational health professionals, organizational psychologists, managers, and policy-makers in designing interventions aimed at reducing work-related stress, improving organizational culture, strengthening employee well-being, and enhancing overall organizational effectiveness.

Because the HSE-35 evaluates psychosocial workplace conditions rather than individual mental disorders, its results should be interpreted alongside organizational indicators and other occupational health assessments.

References

Health and Safety Executive. (2023). Managing the Causes of Work-Related Stress: A Step-by-Step Approach Using the Management Standards. Health and Safety Executive, United Kingdom.

Health and Safety Executive. Management Standards Indicator Tool and Guidance. Health and Safety Executive.

Cousins, R., Mackay, C. J., Clarke, S. D., Kelly, C., Kelly, P. J., & McCaig, R. H. (2004). Management Standards and Work-Related Stress in the UK: Practical Development. Work & Stress, 18(2), 113–136.

Edwards, J. A., Webster, S., Van Laar, D., & Easton, S. (2008). Psychometric Analysis of the UK Health and Safety Executive’s Management Standards Indicator Tool. Work & Stress, 22(2), 96–107.