MULTIDIMENSIONAL SCALE OF SUBJECTIVE WELL-BEING FOR EMPLOYED PERSONS: THEORETICAL MODEL AND STAGES OF DEVELOPMENT

The lack of theoretical models and comprehensive scientific tools to study employees' subjective well-being (SWB) has attracted much scientific attention.Therefore, there is a need for a multidimensional approach capable of measuring SWB at different levels in a reliable and standardized manner.This study aims to develop a theoretically valid and psychometrically tested Multidimensional Scale of Subjective Well-being for Employed Persons (MSWEP).Methods: The MSWEP was developed based on the conceptual model frameworks of the Organization for Economic Co-operation and Development (OECD), the World Health Organization (WHO), and the Job Demands-Resources (JD-R) for well-being research.4 organizations agreed to participate in the study: administration and services, healthcare, pharmaceutical, and energy sectors.200 online surveys were sent to personalized emails provided by the organizations.Principal component analysis (PCA) with Varimax rotation was used to determine the factor structure.The Kaiser-Meyer-Olkin (KMO) indicator was used to determine the sample size.Bartlett's test of sphericity assessed the correlation between variables.To test the psychometric properties of the scale, internal consistency scores (Cronbach's alpha and MacDonald's omega coefficient), difficulty, and discrimination index were calculated.Results: The Kaiser-Meyer-Olkin measure of sampling adequacy (KMO = 0.908).Bartlett's test showed a strong and statistically significant correlation (x = 19479.18,p < 0.001).The weight factor on the respective scale was |0.40|.The eigenvalue threshold for including items in the model was >1.After the PCA with 48 items, three items that did not fit into any factor structure were excluded from MSWEP.The final MSWEP consists of 45 items, grouped based on PCA results into 10 MSWEP determinants: subjective well-being, inclusion, social support, psychosocial risk, work intensity, psychosomatics, career development, health risks, financial security, and autonomy.The total variance explained by all factors is 62.39%.Cronbach's alpha indicated high internal consistency in 7 scales (0.797-0.925) and insufficient internal consistency in 3 scales (0.624-0.691).The difficulty index showed high values on three scales (5.05-5.69)and low values on one scale (1.57-1.74).The discrimination index scores comply with accepted scientific norms.Conclusions: This research led to the development of the MSWEP, a reliable and valid instrument for assessing the subjective well-being of employees.The final version consists of 45 items grouped into ten theoretically based factors, providing a comprehensive assessment of occupational well-being.However, insufficient internal consistency was found for some scales, such as psychosocial risk (0.691), psychosomatic (0.671), and financial security (0.624).At the same time, high difficulty index values were found for social support and job insecurity (5.40-5.69),while lower values were observed for psychosomatic health (1.57-1.74).These shortcomings point to the need to refine or delete individual items to improve the accuracy and internal consistency of the instrument.Further studies with larger samples are needed to fully validate the suitability of the MSWEP for different domains and cultures.