A Digital Tool for Assessing Well-Being at the Workplace and in Personal Life: Development and Validation of the Quan Well-Being Index (Preprint)

<sec> <title>BACKGROUND</title> Quan is a workplace well-being digital platform that supports employees, teams, and organizations in measuring, understanding, and improving their well-being. It is important to develop a validated measurement instrument that enables users to assess and track their well-being over time. Currently, no digital measurement instrument comprehensively evaluates well-being across both personal and professional domains. </sec> <sec> <title>OBJECTIVE</title> We detail the development and validation of the Quan Well-being Index, a new digital self-report measure for assessing well-being in personal life and at the workplace. </sec> <sec> <title>METHODS</title> We performed 3 studies. The first study involved the conceptualization of 6 initial factors, the generation of 51 items, and the steps of face and content validity. In the second study, revised items were presented to a UK sample. In the third study, an independent UK sample completed the final assessment along with a battery of well-being and personality questionnaires. A subsample of participants from the third study retook the assessment approximately 2 weeks after initial completion. </sec> <sec> <title>RESULTS</title> In the first study, after face and content validity processes, the number of items was reduced to 45. In the second study, exploratory factor analysis on data from 1020 participants (age: mean 43.06, SD 12.98 years; 525 female participants) identified a 4-factor solution with 35 items (Kaiser-Meyer-Olkin value=0.98; Bartlett test: &lt;i&gt;χ&lt;/i&gt;&lt;sup&gt;2&lt;/sup&gt;&lt;sub&gt;990&lt;/sub&gt;=37063.54; &lt;i&gt;P&lt;/i&gt;&amp;lt;.001), accounting for 64% of variance. The 4 factors were &lt;i&gt;thrive and connect in personal life&lt;/i&gt;, &lt;i&gt;thrive and connect at work&lt;/i&gt;, &lt;i&gt;mental health&lt;/i&gt;, and &lt;i&gt;physical health&lt;/i&gt;. In the third study, confirmatory factor analysis on data from 966 participants (age: mean 44.4, SD 12.52 years; 480 female participants) tested 4 structural models. A hierarchical model (model 1) where the general factor influenced the 4 group factors demonstrated the best fit (&lt;i&gt;χ&lt;/i&gt;&lt;sup&gt;2&lt;/sup&gt;&lt;sub&gt;521&lt;/sub&gt;=3467.00; Bentler comparative fit index=0.906; Tucker-Lewis index=0.892; root mean square error of approximation=0.077; standardized root mean square residual=0.048; ΔAkaike information criterion=0.0; ΔBayesian information criterion=0.0). Internal reliability was high across subscales (Cronbach α=.88-.93; McDonald ω total=0.89-0.94; Guttman λ6=0.86-0.92). Convergent validity was demonstrated by strong correlations with the Warwick-Edinburgh Mental Well-being Scale (&lt;i&gt;r&lt;/i&gt;=0.45-0.85; &lt;i&gt;P&lt;/i&gt;&amp;lt;.001) and Flourishing-at-Work Scale (&lt;i&gt;r&lt;/i&gt;=0.80-0.84; &lt;i&gt;P&lt;/i&gt;&amp;lt;.001). Divergent validity was supported through weak or negative correlations with Big Five Personality Inventory traits (eg, neuroticism: &lt;i&gt;r&lt;/i&gt;=–0.29; &lt;i&gt;P&lt;/i&gt;&amp;lt;.001). Test-retest reliability assessed in a subset of 275 participants (age: mean 52.12, SD 9.56 years; 170 female participants) over a 2-week interval was strong to very strong across factors (&lt;i&gt;r&lt;/i&gt;=0.74-0.81; &lt;i&gt;P&lt;/i&gt;&amp;lt;.001). </sec> <sec> <title>CONCLUSIONS</title> The Quan Well-being Index provides a comprehensive assessment of well-being at the workplace and in personal life, and is anticipated to be a valuable digital tool, enabling individuals, teams, and organizations to gain insights, monitor progress, and implement appropriate interventions for a healthier workforce. </sec>