The BJSQ consists of 57 items used to assess job stressors, psychological and physical stress responses, and buffering factors3) . The development of the BJSQ was based on the job stress model proposed by researchers from the US National Institute for Occupational Safety and Health8) . The BJSQ measures the following job stressors: quantitative job overload (3 items), qualitative job overload (3 items), physical demands (1 item), job control (3 items), skill utilization (1 item), interpersonal conflict (3 items), poor physical environment (1 item), suitable jobs (1 item), and intrinsic rewards (1 item). An 18-item scale measures five aspects of psychological response: lassitude (3 items), irritation (3 items), fatigue (3 items), anxiety (3 items), and depression (6 items). An 11-item scale measures physical stress responses. In addition, the scale measures the following buffering factors: supervisor support (3 items), coworker support (3 items), and support from family and friends (3 items). The BJSQ also measures job satisfaction and life satisfaction (1 item for each). All BJSQ scales have demonstrated acceptable or high levels of internal consistency reliability and factor-based validity3) . Item responses are measured on a four-point Likert-type scale [for the full questionnaire, see 9].
The program manual proposes criteria for defining high-stress employees based on the BJSQ1) . High stress is defined as the highest level of stress response (criterion A) or having a moderate or higher level of stress response, together with having the highest job stressors (or lowest social support in the workplace) (criterion B). The criteria were established based on expert consensus, and criterion B was included because the program aims to improve the psychosocial work environment and reduce psychosocial stress among high-stress employees.
To calculate stress response and job stressor scores, we simply summed the item scores of the 4-point Likert scale (1 = low stress to 4 = high stress). The scores for stress response and job stressors ranged from 29 to 116, and 26 to 104, respectively. Cronbach's α coefficients were 0.78, 0.66, 0.92, and 0.94 for the job demand, job control, workplace support, and stress response scale, respectively. The proposed cutoff points were 77 for the stress response score for criterion A, 76 for the job stressor score, and 63 for the stress response score for criterion B.
The program manual proposes criteria for defining high-stress employees based on the BJSQ1) . High stress is defined as the highest level of stress response (criterion A) or having a moderate or higher level of stress response, together with having the highest job stressors (or lowest social support in the workplace) (criterion B). The criteria were established based on expert consensus, and criterion B was included because the program aims to improve the psychosocial work environment and reduce psychosocial stress among high-stress employees.
To calculate stress response and job stressor scores, we simply summed the item scores of the 4-point Likert scale (1 = low stress to 4 = high stress). The scores for stress response and job stressors ranged from 29 to 116, and 26 to 104, respectively. Cronbach's α coefficients were 0.78, 0.66, 0.92, and 0.94 for the job demand, job control, workplace support, and stress response scale, respectively. The proposed cutoff points were 77 for the stress response score for criterion A, 76 for the job stressor score, and 63 for the stress response score for criterion B.
