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equivalence of the measure is taken into consideration, the validity of the
measures may not be met. Measures that have consistently met the condi-
tions of cultural relevance are those of the WHO ( World Health
Organization Quality of Life Group, 1998 ). Grassi and Riba (2012) and
others explain how competent interventions require culturally relevant
assessment instruments and inventories for effective delivery in a multicul-
tural workplace.
Previous studies have demonstrated the importance of measures that
accurately reflect distinctive cultural differences. Culturally grounded
assessment models are needed that emphasize a special awareness of the
client's culture. The WHOQOL Group (1998) has viewed QoL measures
as having the capacity of assessing various groups across cultures. The
Group provides an opportunity to conduct research in a number of
diverse workplaces and the results can then be compared between the dif-
ferent workplaces. By using a cultural perspective, more than standardized
questions can be used to identify a client's life satisfaction and subjective
well-being that is related to the workplace.
Culturally relevant QOLT assessment and treatment incorporates the
client's racial and ethnic perspective. In order to better assess the benefits of
an intervention in employment-related quality of life, it is important to
provide culturally appropriate evidence from the worker's perspective. For
example, quality of life may be perceived differently by the general culture
and other cultures. This may reflect different experiences and life-style
perspectives of a displaced worker's physical, emotional, and subjective
well-being.
In order to help address the issue of cultural relevance for reasons
outlined above, QOLT measures are primarily generic measures and have
been found to be appropriate constructs when related to workplace issues.
Many QoL measures are useful when addressing specific medical issues
but are not relevant when addressing generic QoL measures. An advan-
tage of QOLT is its potential to be used in partnership as part of a
supportive network of human services providers. Culturally relevant mea-
sures have wide applicability, which allows for comparisons of assessments
and treatments related to diverse settings such as the workplace. The
major downside of combining some generic measures is the lack of validity
and reliability.
QOLT ( Frisch, 1998a,b ) offers suitable area-specific treatment strate-
gies for the 16 areas of life that may constitute an individual's overall
QOL.
In addition to area-specific strategies, QOLT offers general
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