WEMS – The Work Experience Measurement Scale

The Work Experience Measurement Scale (WEMS) contains 32 statements about experiences of work and one’s work situation that are divided into six different areas. The statements are developed based on theories that can be linked to, for example, sense of coherence, flow, regenerative work, demand-control-support and effort-reward. The content is activities-oriented and since the statements are positive, the result should be interpreted from a salutogenic perspective.

The six dimensions/areas of experiences of work that make up WEMS are:

  1. Supportive Working Conditions
  2. Internal Work Experience
  3. Autonomy
  4. Time Experience
  5. Leadership
  6. Process of Change.

Work Experience Measurement Scale – Survey form regarding work and workplace experiences (pdf, 98 kB)

Using WEMS in a questionnaire

WEMS’ six dimensions/areas are typically used in their entirety to obtain a comprehensive picture of the experiences of work, where the WEMS total can be calculated, or one points/index value per dimension. However, recent studies have also shown that in order to elucidate specific research questions parts of the WEMS have been combined with other forms. Irrespective of whether a total or specific dimensions/areas are used in a survey, the higher the value/points, the better the individual’s experience of the work.

Proceed as follows

For each individual, index values/points are calculated per dimension or for the total. Each question can give a maximum of 6 (in case of positive response) and at least a value of 1 (in case of negative response). For each index, the index value/point is calculated as the total of the responses to the input questions. Since there are different numbers of questions in each dimension/part, there will be different intervals of possible points totals/scores. For example, Supportive Working Conditions contains 7 questions, then the index value/points total a minimum of 7 (7x1=7) and a maximum of 42 (7x6=42). The range within which the respective index can be as follows:

  • Supportive Working Conditions (7 questions): 7­–42
  • Internal Work Experience (6 questions): 6–36
  • Autonomy (4 questions): 4–24
  • Time Experience (3 questions): 3–18
  • Leadership (6 questions): 6–36
  • Process of Change (6 questions): 6–36

Different groups can be compared by calculating the appropriate average and dispersion measures, such as mean and standard deviation, for each group respectively. In addition, the index value can of course be used for various more or less sophisticated statistical analyses. The index value can also be standardised so that it instead ranges from 0-100 percent. The standardisation is done by calculating 100* (index value - lowest possible index value) / (highest possible index value - lowest possible index value).

Threshold values for WEMS as a basis for dialogue at group-level

Index value (max. 100)

The score provides an overall picture of how employees feel about their work situation and can be used to compare over time and/or to compare different units with each other.

  1. (≤55.0)
    The score of the unit is at a level that indicates a less than good experience of one’s work situation. The situation has urgent areas for improvement in several aspects. To improve the score, you need to discuss the different aspects of the results and identify which factors and processes it is that make you get both good and less good values. You will then decide on the activities that are most urgent for the group to work on and that can help to improve your score.
  2. (55.1-65.0)
    The score of the unit is at a level that indicates that there are good preconditions for improving the experience of the work situation in several aspects. This situation needs to be addressed and rectified. To improve the score, you need to discuss the different aspects of the results and identify which factors and processes it is that make you get both good and less good values. Next, you will then decide on the activities feel most important for the group to work on and that can help improve your score.
  3. (65.1-75.0)
    The score of the unit is at a level that indicates that the work situation has potential for improvement in several aspects. To improve the score, you need to discuss the different aspects of the results and identify which factors and processes it is that make you get both good and less good values. Next, you will then decide on the activities feel most important for the group to work on and that can help improve your score.
  4. (>75.0)
    The value of the unit is at a level that indicates that the work situation is perceived as very good in several aspects. In order to maintain the score or improve it, you need to discuss the results and identify what factors and processes it is that make you get a good score. Possibly you have a somewhat low score and there is an improvement potential that you should also discuss. You will then decide on the activities that can help maintain or improve your good value.

Using WEMS for employee performance review or health promotion at the workplace

WEMS can also be used (by itself or in combination with SHIS) as a basis for employee performance review or health promotion at the workplace. A result can be used at the individual or group level to engage in a dialogue about how the employee(s) experience their work and their work situation. The person/group then fills in their estimate of the work experience by responding to the questions in the form. The total of the answers to the questions is regarded as a whole for the experience of work and the work situation as a whole, or that individual dimensions/parts are considered specifically in the dialogue.

The person/group’s response can be used as part of communication regarding personal development during employee performance review but also as proposals for improvement, which can be raised at the group level to propose health-promotive interventions or organisational changes at the management level.

At times talking about an individual’s specific experience with their work and work situation can be difficult from an ethical perspective. In this case, a work group’s overall WEMS results can instead serve as a basis for discussion in the individual employee performance review as well, whether the individual employee rates themselves higher or lower than the group’s overall and engage in a dialogue on that basis.

In workplace health promotion, the overall outcome is not only highlighted for discussion, and preferably with a focus on both factors and processes that are already working well and how they can be maintained, but also factors or processes that can be improved.