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that the overall areas or domains be assessed. It was found that concerns
of relevance were often found in areas that clients thought initially to be
irrelevant to their situation. For example, the work domain for many dis-
placed workers contained various areas of concern, such as discrimination
claims, interpersonal conflicts with co-workers, or disputes with bosses.
Other issues involved several workers' feelings about unfulfilling work
and excessive work demands. Overall, the QOLT Inventory revealed that
client life satisfaction was enhanced across unanticipated domains through
QOLT interventions.
The QOLT model provides a rationale for allowing clients to consider
any areas of life that they personally value. QOLT may also be helpful in
cases where several related problems beyond job loss for an individual may
exist, such as a chronically unhappy marriage, chronic illness, or an unsat-
isfactory work situation. Lewinsohn et al. (1991) and Frisch (2006) found
that QoL measures have been found to help identify those at risk for seri-
ous unanticipated mental health-related problems such as depression, so
that it may also be used as a referral or preventive measure ( Frisch, 2006 ).
In related studies, Baruffol, Gisle, and Corten (1995) found that low
life satisfaction contributes to the prediction of clinical depression. The
results of those studies were supported and extended in more recent studies
and practice. Findings have demonstrated that the Frisch QOL Inventory
(1994a,b), which measures low life satisfaction, significantly predicted the
onset of depression. Other studies found that low life satisfaction is a major
risk factor for several other forms of psychological disturbance.
These findings suggest that individuals at risk for losing or who have
lost employment should be routinely screened with QOLT assessments for
low life satisfaction. This may help identify those at risk for more severe
mental disorders to be more objectively evaluated. The characteristics of
different types of work have also been found to contribute to varying
degrees of satisfaction. For example, a person's degree of satisfaction with
work may involve the type of work, pay, relationships with co-workers and
managers, the work environment, work loss and job security. A person's
subjective perception of work or a workplace may include their self-
esteem, creativity, and goals, which could also influence their satisfaction
within the overall aspects of work ( Frisch, 1994a,b, 2006 ).
A central premise of QOL theory is that life satisfaction in highly
valued areas of life has a greater influence on evaluations of overall life
satisfaction than does that in areas of lesser importance. For example, a
person who is satisfied with both work and recreational pursuits but
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