The process of cross-cultural adaptation of DCWS to the Brazilian Portuguese language was organized in six steps according to international recommendations for cross-cultural adaptation of instruments, to wit: translation, reconciliation of translations, back-translation to the original language, revision of the Portuguese version by an internal expert committee, pretest involving application to an expert panel, and final revision (11-13).
Next, two translators independently translated DCWS to the Brazilian Portuguese language.
This step resulted in a third Portuguese version of DCWS (14).
This step resulted in a fourth Portuguese version of DCWS.
The aim here was to rule out any flaw in the final Portuguese version of DCWS. This step resulted in the fifth version of DCWS, now renamed Questionario sobre as Dimensoes do Bem-Estar Corporativo (QDBC)--to wit, the adapted version semantically adequate for application in Brazil.
To ensure the semantic, idiomatic, empirical and conceptual equivalence of the Brazilian version of DCWS (15), the investigators responsible for this project performed a systematic process of translation and cross-cultural adaptation in compliance with international standards (11-13).
The result of this step was a third Portuguese version of DCWS.
The revision performed by the internal expert committee resulted in the fourth Portuguese version of DCWS. The equivalence of this to the original version is shown in Table 1, which summarizes the steps of the process of translation and cross-cultural adaptation of DCWS until the version administered to the expert panel was obtained.
Opinions regarding job security for CNAs and other DCWs were similarly positive.
The respondents describe the pay for CNAs and other DCWs as good, or at least better, than other entry-level service jobs.
Table 3 Count of Cases Mentioning Themes related to Job Characteristics Theme Case Count Pay 29 For CNAs and other DCWs 23 For nurses 10 For rural health care, in general 11 Job security 21 For CNAs and other DCWs 7 For nurses 8 For rural health care, in general 6 Job stability 19 Disliked unpredictability 15 Valued flexibility 4 Workplace stability 24 Unstable funding 6 Organizational changes 6 Fears of closures, layoffs, and 4 understaffing Felt workplace was stable 3
These are used primarily for DCW and RN floor positions.