ValidationSoWell-VASNCT05871411
Validation of Visual Analog Scales to Measure SatisfactiOn and WELL-being at Work (SoWell-VAS)
An observational study of Validation and Visual Analogue Scale, run by University Hospital, Clermont-Ferrand at 1 site in France.
Trial summary
We spend a third of our life at work. Psychosocial risks (PSR) are a major issue in occupational health 1. Approaching the different dimensions of PSR calls on a dozen essential components: workload, autonomy, social support, burnout, anxiety, efforts made, rewards, work addiction, investment, etc. Read more about this study
- Who is it for?
- Ages 18 to 80 years
- Conditions the study is for
- Validation, Visual Analogue Scale, Occupational Stress
- How many people
- 120 participants
- Where
- 1 siteFrance
- Study dates
- 13 Jun 2023to Jun 2028
- Phase
- Observational
- Are there results?
- Not yet: the study is under way
Key requirements
Who can take part, as listed by the sponsor. Only the study team can confirm whether you are eligible, so take this list to your doctor.
- Ages 18 to 80 years
- All sexes
- Adult, Older adult
Study population: Adults with a professional activity
Who may be able to join
- All voluntary adults with a professional activity.
Who cannot join
- Minor
- Person not volunteer to participate.
- Protected adults (curatorship, guardianship, safeguard of justice)
Trial locations and contacts
1 site in 1 country. Contact the study team or a site near you to ask about taking part.
France1 site, 1 recruiting
- Recruiting
CHU clermont-ferrand
Clermont-Ferrand
Lise Laclautre
Frédéric Dutheil
About this study
We spend a third of our life at work. Psychosocial risks (PSR) are a major issue in occupational health 1. Approaching the different dimensions of PSR calls on a dozen essential components: workload, autonomy, social support, burnout, anxiety, efforts made, rewards, work addiction, investment, etc. a specific questionnaire which usually contains 20 to 30 questions, so that having an overall view of PSR using the current reference questionnaires (Karasek, Siegrist, etc.) represents a total of more than 300 questions. The response time is thus incompatible with current medical practice (passage in the waiting room before the occupational health medical examination) and leads to a majority of non-responses during anonymous questionnaires on the Internet. On the other hand, these validated questionnaires were carried out by different people and are very heterogeneous between them, including in their formulation, so that the respondents have the impression of disorganization and anarchy. There is therefore a need for short, quick and uniform questionnaires. EVAs offer the incredible advantage of meeting these criteria: speed, uniformity, precision. From a data analysis point of view, EVAs also have the advantage of offering a continuous quantitative response, allowing the use of all statistical approaches. If some questionnaires have already been validated in the form of EVA, such as the EVA stress versus the " Perceived Stress Scale " questionnaire (PSS), the EVA workload and EVA autonomy at work versus the Karasek questionnaire, the other reference questionnaires are not yet validated in EVA (burnout, anxiety, efforts / rewards, work addiction, etc.).
- Conditions
- Validation, Visual Analogue Scale, Occupational Stress
- Medical subject headings
- Occupational Stress
What is being measured
The primary outcome is the main question the study is designed to answer.
Burnout
Burnout on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: Inclusion
Burnout
Burnout on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: One week later
Burnout
Burnout using the Maslach Burn-out Inventory (MBI) questionnaire. MBI is composed of 22 items designed to assess the three components of the burn-out syndrome: emotional exhaustion (9 items), depersonalization (5 items) and reduced personal accomplishment (8 items). The items are written in the form of statements about personal feelings or attitudes. Items are made of a 7-point scale frequency of feelings, varying from "never" to "every day". The scores for each component of the burn-out syndrome are considered separately and are not combined into a single total score. If desired for participant feedback, each score can be coded as low, average, or high
Measured: Inclusion
Burnout
Burnout using the Maslach Burn-out Inventory (MBI) questionnaire. MBI is composed of 22 items designed to assess the three components of the burn-out syndrome: emotional exhaustion (9 items), depersonalization (5 items) and reduced personal accomplishment (8 items). The items are written in the form of statements about personal feelings or attitudes. Items are made of a 7-point scale frequency of feelings, varying from "never" to "every day". The scores for each component of the burn-out syndrome are considered separately and are not combined into a single total score. If desired for participant feedback, each score can be coded as low, average, or high
Measured: One week later
Anxiety
Anxiety on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: Inclusion
Anxiety
Anxiety on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: One week later
Anxiety
Anxiety using Hospital Anxiety and Depression (HAD) questionnaire. is a self-reported questionnaire composed of 14 items with a 4-point Likert scale assessing anxiety (7 items) and/or depressive (7 items) symptoms. For each subscale (anxiety and depression), total score ranges from 0 to 21. Higher scores indicate higher levels of anxiety or depressive symptoms. A score from 0 to 7 indicates the absence of disease, a score of 8-10 represents doubtful cases, and scores higher than 11 reflects the presence of a mood disorder.
Measured: Inclusion
Anxiety
Anxiety using Hospital Anxiety and Depression (HAD) questionnaire. is a self-reported questionnaire composed of 14 items with a 4-point Likert scale assessing anxiety (7 items) and/or depressive (7 items) symptoms. For each subscale (anxiety and depression), total score ranges from 0 to 21. Higher scores indicate higher levels of anxiety or depressive symptoms. A score from 0 to 7 indicates the absence of disease, a score of 8-10 represents doubtful cases, and scores higher than 11 reflects the presence of a mood disorder.
Measured: One week later
Job demand
Job demand on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: Inclusion
Job demand
Job demand on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: One week later
Job control
Job control on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: Inclusion
Job control
Job control on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: One week later
Social support
Social support on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: Inclusion
Social support
Social support on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: One week later
Job demand / job control / social support
Job demand / job control / social support using the Job Demand-Control-Support (JDSC) questionnaire of Karasek. JDSC assessed job demands, job control and social support through 26 items. The questionnaire measures nine items of job demands, nine items of job control and eight items of social support. Items of JDSC are scored on a four-point Likert-type scale, ranging from 1 = strongly disagree to 4 = strongly agree. Among the 26 items, five negative statements require reverse scoring. From French data, the job strain threshold is set for a demands score higher than 20 and a control score lower than 71; the isostrain threshold is determined from a combining score of job strain and social support lower than 24.
Measured: Inclusion
Job demand / job control / social support
Job demand / job control / social support using the Job Demand-Control-Support (JDSC) questionnaire of Karasek. JDSC assessed job demands, job control and social support through 26 items. The questionnaire measures nine items of job demands, nine items of job control and eight items of social support. Items of JDSC are scored on a four-point Likert-type scale, ranging from 1 = strongly disagree to 4 = strongly agree. Among the 26 items, five negative statements require reverse scoring. From French data, the job strain threshold is set for a demands score higher than 20 and a control score lower than 71; the isostrain threshold is determined from a combining score of job strain and social support lower than 24.questionnaire of Karasek
Measured: One week later
Effort-reward imbalance
Effort-reward imbalance on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: Inclusion
Effort-reward imbalance
Effort-reward imbalance on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: One week later
Effort-reward imbalance
Effort-reward imbalance using Effort-Reward Imbalance Questionnaire (ERI). ERI assessed psychological distress and health problems that may occur when there is an imbalance between the efforts required by the work and the rewards received. We used the 46 items of the French version of the ERI model exploring efforts (six items), over commitment (eleven items), and rewards (seventeen items). Items of ERI were scored on a five-point Likert-type scale, ranging from 1 = disagree to 5 = agree and very disturbed. A ratio extrinsic efforts and rewards can assess the imbalance between these two dimensions. A ratio greater than one defines employees exposed to an imbalance between efforts and rewards
Measured: Inclusion
Effort-reward imbalance
Effort-reward imbalance using Effort-Reward Imbalance Questionnaire (ERI). ERI assessed psychological distress and health problems that may occur when there is an imbalance between the efforts required by the work and the rewards received. We used the 46 items of the French version of the ERI model exploring efforts (six items), over commitment (eleven items), and rewards (seventeen items). Items of ERI were scored on a five-point Likert-type scale, ranging from 1 = disagree to 5 = agree and very disturbed. A ratio extrinsic efforts and rewards can assess the imbalance between these two dimensions. A ratio greater than one defines employees exposed to an imbalance between efforts and rewards
Measured: One week later
Work addiction
Work addiction on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: Inclusion
Work addiction
Work addiction on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: One week later
Work addiction
Work addiction using Work Addiction Risk Test (WART) questionnaire. The WART assesses 25 statements on a 4-point Likert scale from 1 - never true to 4 - always true. The total score ranged from 25 to 100, with higher scores reflecting higher work addiction. Scores from 25 to 56 were defined as low-risk of work addiction; from 57 to 66 as medium-risk and from 67 to 100 as high-risk .
Measured: Inclusion
Work addiction
Work addiction using Work Addiction Risk Test (WART) questionnaire. The WART assesses 25 statements on a 4-point Likert scale from 1 - never true to 4 - always true. The total score ranged from 25 to 100, with higher scores reflecting higher work addiction. Scores from 25 to 56 were defined as low-risk of work addiction; from 57 to 66 as medium-risk and from 67 to 100 as high-risk .
Measured: One week later
Life satisfaction
Life satisfaction on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: Inclusion
Life satisfaction
Life satisfaction on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: One week later
Life satisfaction
Life satisfaction using the Minnesota Satisfaction Questionnaire (MSQ). MSQ is composed of 20 items designed to measure employee job satisfaction. Items are made of a 5-point scale of satisfaction, varying from 1 "Very dissatisfied" to 5 "Very satisfied". A percentile score of 75 or higher represent a high degree of satisfaction, a percentile score of 25 or lower represent a low degree of satisfaction and scores in the middle range of percentiles (26 to 74) indicated average satisfaction.
Measured: Inclusion
Life satisfaction
Life satisfaction using the Minnesota Satisfaction Questionnaire (MSQ). MSQ is composed of 20 items designed to measure employee job satisfaction. Items are made of a 5-point scale of satisfaction, varying from 1 "Very dissatisfied" to 5 "Very satisfied". A percentile score of 75 or higher represent a high degree of satisfaction, a percentile score of 25 or lower represent a low degree of satisfaction and scores in the middle range of percentiles (26 to 74) indicated average satisfaction.
Measured: One week later
Secondary outcomes (17)
Sociodemographic
age, gender, marital status, number of children, education level
Measured: Once at inclusion
Occupation
Question "What is your profession?"
Measured: Once at inclusion
Work hours per week
Number of hours worked per week
Measured: Once at inclusion
Night and weekend work
Do you work at night? Do you work weekends?
Measured: Once at inclusion
Alcohol consumption
Number of alcoholic drinks per week
Measured: Once at inclusion
Tabacco consumption
Number of cigarettes per day
Measured: Once at inclusion
Height
Height in cm
Measured: Once at inclusion
Weight
Weight in kg
Measured: Once at inclusion
Sedentary behavior
Number of hours sit per day
Measured: Once at inclusion
Physical activity
Number of hours of physical activity per day
Measured: Once at inclusion
Stress at work
stress at work level on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: Once at inclusion
Ethical conflicts
Ethical conflicts confrontation on a horizontal, non-calibrated line of 100 mm, ranging from never (0) to often(100)
Measured: Once at inclusion
Perceived health
Perceived health on a horizontal, non-calibrated line of 100 mm, ranging from bad(0) to excellent (100)
Measured: Once at inclusion
Stress at home
stress at home level on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: Once at inclusion
Fatigue
Fatigue level on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Measured: Once at inclusion
Sleep quality
Sleep quality level on a horizontal, non-calibrated line of 100 mm, ranging from bad(0) to excellent (100)
Measured: Once at inclusion
Mood
mood level on a horizontal, non-calibrated line of 100 mm, ranging from bad(0) to excellent (100)
Measured: Once at inclusion
Timeline
From the start of the study to its completion; the mark is today. Estimated dates are the sponsor’s plan.
- First posted23 May 2023
- Study start13 Jun 2023
- Primary completionJun 2027 (estimated)
- Study completionJun 2028 (estimated)
Resources
- Official record on ClinicalTrials.govThe registry entry this page is built from, with its full change history.
- Publications (1)Papers the sponsor has linked to this study.
- Other trials for ValidationStudies of the same condition, open and under way.
- More trials run by University Hospital, Clermont-FerrandThe sponsor's other registered studies.
- What the trial phases meanHow a treatment moves from first tests in people to approval.
More details
For doctors and researchers: how the study is designed, who runs it, and its registry IDs.
Study design
- Study type
- Observational
- Observational model
- Cohort
- Time perspective
- Prospective
- Enrolment
- 120 participants (estimated)
Sponsor and investigators
- Lead sponsor
- University Hospital, Clermont-Ferrand
- Sponsor type
- University, hospital or other
- Responsible party
- Sponsor
- Investigators
- Frédéric Dutheil, Principal investigator, University Hospital, Clermont-Ferrand
IDs, dates and publications
- ClinicalTrials.gov ID
- NCT05871411
- Sponsor's protocol ID
- RNI 2022 DUTHEIL
- Other IDs
- 2022-A02450-43
- Acronym
- SoWell-VAS
- Status last verified
- Aug 2026
- First submitted
- 3 May 2023
- Last updated
- 7 Aug 2026
- Results posted
- No
- Data monitoring committee
- No
- FDA-regulated drug
- No
- FDA-regulated device
- No
Publications
Clinchamps M, Pereira B, Mermillod M, Charkhabi M, Zak M, Jiao J, Cole A, Bouillon-Minois JB, Dutheil F. Validation of visual analogue scales to assess occupational stress compared to the Karasek questionnaire: A cross sectional study. PLoS One. 2026 Feb 10;21(2):e0340209. doi: 10.1371/journal.pone.0340209. eCollection 2026.
PubMed 41666222
Study at a glance
From the registry record, last updated by the sponsor on 7 Aug 2026. Recruitment status is as the sponsor reported it: confirm with the study team.
- Official title
- Validation of Visual Analog Scales to Measure SatisfactiOn and WELL-being at Work (SoWell-VAS)
- ClinicalTrials.gov ID
- NCT05871411
- Acronym / sponsor ID
- SoWell-VAS / RNI 2022 DUTHEIL
- Conditions
- Validation, Visual Analogue Scale, Occupational Stress
- Study type
- Observational
- Recruitment status
- Recruiting
- Enrolment
- 120 participants (estimated)
- Lead sponsor
- University Hospital, Clermont-FerrandUniversity, hospital or other
- Study start
- 13 Jun 2023 (actual)
- Primary completion
- Jun 2027 (estimated)
- Study completion
- Jun 2028 (estimated)
- First posted
- 23 May 2023 (actual)
- Results
- Not posted in the source record
Clinical summary
The research question as the sponsor registered it. This describes what the study plans to test, not what it found.
We spend a third of our life at work. Psychosocial risks (PSR) are a major issue in occupational health 1. Approaching the different dimensions of PSR calls on a dozen essential components: workload, autonomy, social support, burnout, anxiety, efforts made, rewards, work addiction, investment, etc. a specific questionnaire which usually contains 20 to 30 questions, so that having an overall view of PSR using the current reference questionnaires (Karasek, Siegrist, etc.) represents a total of more than 300 questions. The response time is thus incompatible with current medical practice (passage in the waiting room before the occupational health medical examination) and leads to a majority of non-responses during anonymous questionnaires on the Internet. On the other hand, these validated questionnaires were carried out by different people and are very heterogeneous between them, including in their formulation, so that the respondents have the impression of disorganization and anarchy. There is therefore a need for short, quick and uniform questionnaires. EVAs offer the incredible advantage of meeting these criteria: speed, uniformity, precision. From a data analysis point of view, EVAs also have the advantage of offering a continuous quantitative response, allowing the use of all statistical approaches. If some questionnaires have already been validated in the form of EVA, such as the EVA stress versus the " Perceived Stress Scale " questionnaire (PSS), the EVA workload and EVA autonomy at work versus the Karasek questionnaire, the other reference questionnaires are not yet validated in EVA (burnout, anxiety, efforts / rewards, work addiction, etc.).
Study design
- Observational model
- Cohort
- Time perspective
- Prospective
Who may qualify
- Ages
- 18 to 80 years
- Sex
- All
- Age groups
- Adult, Older adult
- Study population
- Adults with a professional activity
Key inclusion criteria (1 listed)
- All voluntary adults with a professional activity.
Key exclusion criteria (3 listed)
- Minor
- Person not volunteer to participate.
- Protected adults (curatorship, guardianship, safeguard of justice)
Eligibility is decided by the study team after screening; this overview does not establish that a patient qualifies. Full inclusion and exclusion criteria.
Primary outcome
Burnout
Time frame: Inclusion
Burnout on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Burnout
Time frame: One week later
Burnout on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Burnout
Time frame: Inclusion
Burnout using the Maslach Burn-out Inventory (MBI) questionnaire. MBI is composed of 22 items designed to assess the three components of the burn-out syndrome: emotional exhaustion (9 items), depersonalization (5 items) and reduced personal accomplishment (8 items). The items are written in the form of statements about personal feelings or attitudes. Items are made of a 7-point scale frequency of feelings, varying from "never" to "every day". The scores for each component of the burn-out syndrome are considered separately and are not combined into a single total score. If desired for participant feedback, each score can be coded as low, average, or high
Burnout
Time frame: One week later
Burnout using the Maslach Burn-out Inventory (MBI) questionnaire. MBI is composed of 22 items designed to assess the three components of the burn-out syndrome: emotional exhaustion (9 items), depersonalization (5 items) and reduced personal accomplishment (8 items). The items are written in the form of statements about personal feelings or attitudes. Items are made of a 7-point scale frequency of feelings, varying from "never" to "every day". The scores for each component of the burn-out syndrome are considered separately and are not combined into a single total score. If desired for participant feedback, each score can be coded as low, average, or high
Anxiety
Time frame: Inclusion
Anxiety on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Anxiety
Time frame: One week later
Anxiety on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Anxiety
Time frame: Inclusion
Anxiety using Hospital Anxiety and Depression (HAD) questionnaire. is a self-reported questionnaire composed of 14 items with a 4-point Likert scale assessing anxiety (7 items) and/or depressive (7 items) symptoms. For each subscale (anxiety and depression), total score ranges from 0 to 21. Higher scores indicate higher levels of anxiety or depressive symptoms. A score from 0 to 7 indicates the absence of disease, a score of 8-10 represents doubtful cases, and scores higher than 11 reflects the presence of a mood disorder.
Anxiety
Time frame: One week later
Anxiety using Hospital Anxiety and Depression (HAD) questionnaire. is a self-reported questionnaire composed of 14 items with a 4-point Likert scale assessing anxiety (7 items) and/or depressive (7 items) symptoms. For each subscale (anxiety and depression), total score ranges from 0 to 21. Higher scores indicate higher levels of anxiety or depressive symptoms. A score from 0 to 7 indicates the absence of disease, a score of 8-10 represents doubtful cases, and scores higher than 11 reflects the presence of a mood disorder.
Job demand
Time frame: Inclusion
Job demand on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Job demand
Time frame: One week later
Job demand on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Job control
Time frame: Inclusion
Job control on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Job control
Time frame: One week later
Job control on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Social support
Time frame: Inclusion
Social support on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Social support
Time frame: One week later
Social support on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Job demand / job control / social support
Time frame: Inclusion
Job demand / job control / social support using the Job Demand-Control-Support (JDSC) questionnaire of Karasek. JDSC assessed job demands, job control and social support through 26 items. The questionnaire measures nine items of job demands, nine items of job control and eight items of social support. Items of JDSC are scored on a four-point Likert-type scale, ranging from 1 = strongly disagree to 4 = strongly agree. Among the 26 items, five negative statements require reverse scoring. From French data, the job strain threshold is set for a demands score higher than 20 and a control score lower than 71; the isostrain threshold is determined from a combining score of job strain and social support lower than 24.
Job demand / job control / social support
Time frame: One week later
Job demand / job control / social support using the Job Demand-Control-Support (JDSC) questionnaire of Karasek. JDSC assessed job demands, job control and social support through 26 items. The questionnaire measures nine items of job demands, nine items of job control and eight items of social support. Items of JDSC are scored on a four-point Likert-type scale, ranging from 1 = strongly disagree to 4 = strongly agree. Among the 26 items, five negative statements require reverse scoring. From French data, the job strain threshold is set for a demands score higher than 20 and a control score lower than 71; the isostrain threshold is determined from a combining score of job strain and social support lower than 24.questionnaire of Karasek
Effort-reward imbalance
Time frame: Inclusion
Effort-reward imbalance on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Effort-reward imbalance
Time frame: One week later
Effort-reward imbalance on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Effort-reward imbalance
Time frame: Inclusion
Effort-reward imbalance using Effort-Reward Imbalance Questionnaire (ERI). ERI assessed psychological distress and health problems that may occur when there is an imbalance between the efforts required by the work and the rewards received. We used the 46 items of the French version of the ERI model exploring efforts (six items), over commitment (eleven items), and rewards (seventeen items). Items of ERI were scored on a five-point Likert-type scale, ranging from 1 = disagree to 5 = agree and very disturbed. A ratio extrinsic efforts and rewards can assess the imbalance between these two dimensions. A ratio greater than one defines employees exposed to an imbalance between efforts and rewards
Effort-reward imbalance
Time frame: One week later
Effort-reward imbalance using Effort-Reward Imbalance Questionnaire (ERI). ERI assessed psychological distress and health problems that may occur when there is an imbalance between the efforts required by the work and the rewards received. We used the 46 items of the French version of the ERI model exploring efforts (six items), over commitment (eleven items), and rewards (seventeen items). Items of ERI were scored on a five-point Likert-type scale, ranging from 1 = disagree to 5 = agree and very disturbed. A ratio extrinsic efforts and rewards can assess the imbalance between these two dimensions. A ratio greater than one defines employees exposed to an imbalance between efforts and rewards
Work addiction
Time frame: Inclusion
Work addiction on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Work addiction
Time frame: One week later
Work addiction on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Work addiction
Time frame: Inclusion
Work addiction using Work Addiction Risk Test (WART) questionnaire. The WART assesses 25 statements on a 4-point Likert scale from 1 - never true to 4 - always true. The total score ranged from 25 to 100, with higher scores reflecting higher work addiction. Scores from 25 to 56 were defined as low-risk of work addiction; from 57 to 66 as medium-risk and from 67 to 100 as high-risk .
Work addiction
Time frame: One week later
Work addiction using Work Addiction Risk Test (WART) questionnaire. The WART assesses 25 statements on a 4-point Likert scale from 1 - never true to 4 - always true. The total score ranged from 25 to 100, with higher scores reflecting higher work addiction. Scores from 25 to 56 were defined as low-risk of work addiction; from 57 to 66 as medium-risk and from 67 to 100 as high-risk .
Life satisfaction
Time frame: Inclusion
Life satisfaction on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Life satisfaction
Time frame: One week later
Life satisfaction on a horizontal, non-calibrated line of 100 mm, ranging from minimum (0) to maximum (100)
Life satisfaction
Time frame: Inclusion
Life satisfaction using the Minnesota Satisfaction Questionnaire (MSQ). MSQ is composed of 20 items designed to measure employee job satisfaction. Items are made of a 5-point scale of satisfaction, varying from 1 "Very dissatisfied" to 5 "Very satisfied". A percentile score of 75 or higher represent a high degree of satisfaction, a percentile score of 25 or lower represent a low degree of satisfaction and scores in the middle range of percentiles (26 to 74) indicated average satisfaction.
Life satisfaction
Time frame: One week later
Life satisfaction using the Minnesota Satisfaction Questionnaire (MSQ). MSQ is composed of 20 items designed to measure employee job satisfaction. Items are made of a 5-point scale of satisfaction, varying from 1 "Very dissatisfied" to 5 "Very satisfied". A percentile score of 75 or higher represent a high degree of satisfaction, a percentile score of 25 or lower represent a low degree of satisfaction and scores in the middle range of percentiles (26 to 74) indicated average satisfaction.
17 secondary outcomes
Sociodemographic
Time frame: Once at inclusion
Occupation
Time frame: Once at inclusion
Work hours per week
Time frame: Once at inclusion
Night and weekend work
Time frame: Once at inclusion
Alcohol consumption
Time frame: Once at inclusion
Tabacco consumption
Time frame: Once at inclusion
Height
Time frame: Once at inclusion
Weight
Time frame: Once at inclusion
Sedentary behavior
Time frame: Once at inclusion
Physical activity
Time frame: Once at inclusion
Stress at work
Time frame: Once at inclusion
Ethical conflicts
Time frame: Once at inclusion
Perceived health
Time frame: Once at inclusion
Stress at home
Time frame: Once at inclusion
Fatigue
Time frame: Once at inclusion
Sleep quality
Time frame: Once at inclusion
Mood
Time frame: Once at inclusion
Results and safety
This study is still under way. Results are not available in the source record yet.
Research links
- Official record on ClinicalTrials.govLast updated by the sponsor 7 Aug 2026.
- Results publication: PubMed 41666222Clinchamps M, Pereira B, Mermillod M, Charkhabi M, Zak M, Jiao J, Cole A, Bouillon-Minois JB, Dutheil F. Validation of visual analogue scales to assess occupational stress compared to the Karasek questionnaire: A cross sectional study. PLoS One. 2026 Feb 10;21(2):e0340209. doi: 10.1371/journal.pone.0340209. eCollection 2026.
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Referral and contact
AzTrials does not enrol participants or take referrals. Contact the study team or a site listed below; they decide who can take part.
Frédéric Dutheil principal investigator
University Hospital, Clermont-Ferrand
1 site in 1 country: see every site and its status.
Questions about this trial
What is this clinical trial studying?
An observational study of Validation and Visual Analogue Scale, run by University Hospital, Clermont-Ferrand at 1 site in France.
The full registered description is in the About this study section and the official record.
Who may be eligible to take part?
The sponsor lists 1 inclusion and 3 exclusion criteria. Eligibility is decided by the study team after screening, so read the full criteria and contact a listed site.
Is this clinical trial currently recruiting?
The record says: looking for participants now, as of the sponsor's last update on 7 Aug 2026. Status can change between updates, so confirm with the study contact before making plans.
Where is the study taking place?
The record lists 1 site in France. Whether a site is taking part right now should be confirmed with that site. See every site.
What are the possible benefits and risks?
They depend on the study and the treatment, and no study can promise a benefit. The study team explains the known risks during informed consent, before anyone joins; the record itself does not list them.
Are results available for this study?
This study is still under way. Results are not available in the source record yet.
How can a doctor refer a patient or contact the research team?
Contact Lise Laclautre (334.73.754.963, promo_interne_drci@chu-clermontferrand.fr), or a site near the patient. AzTrials does not enrol participants or take referrals.
What does the primary outcome measure?
Burnout (time frame: Inclusion). The study lists 28 primary outcomes in all. It is what the study was designed to measure, not a finding.
Where can I read the original study information?
On the ClinicalTrials.gov record for NCT05871411, which also lists 1 linked publication.
Does a listing mean the treatment is approved or proven to work?
No. A listing means the study is registered. It does not show that the treatment is safe, works, or is approved by a regulator.
How often is this information updated?
AzTrials copies changed records from ClinicalTrials.gov every night and reloads the whole registry every week. The sponsor last updated this record on 7 Aug 2026.