Offshore Human Factors Questionnaire

Name: Offshore Human Factors Questionnaire
Rating: 5 (77 reviews)
Author: Mohammed looti

Mohammed looti

Offshore Human Factors Questionnaire

Table of Contents

Background:

The Offshore Attitude Questionnaire (OAQ) consisted of 30 items designed to elicit attitudes regarding decision making, situation awareness, communication, and personal limitations. It was based on the Cockpit Management Attitude Questionnaire (CMAQ) designed by Gregorich, Helmreich and Wilhelm (1990). It was used pre and post- crew resource management training to assess whether the training had an effect on the attitudes of participants.

Psychometrics:

An assessment was made of the internal reliability of the factors using Cronbach’s Alpha. A total of nine items were dropped from the OAQ to increase the Alpha levels of the factors. However, the Alpha scores for the decision making factor were negative, and dropping items was not found to have an effect.

Author of Tool:

O’Connor and Flin

Key references:

O’Connor, P. & Flin, R. (2003). Crew resource management training for offshore teams. Safety Science, 41(7), 591-609.

Primary use / Purpose:

To measure attitudes of offshore workers towards: decision making, situation awareness, communication, and personal limitations

Statement Strongly	Disagree	Neutral	Agree	Strongly agree
1. Team members should avoid disagreeing with others. 1	2	3	4	5
2. It is important to avoid negative comments about the 1	2	3	4	5
3. Before commencing a job, I consider potential 1 solve them.	2	3	4	5
4. I am more likely to make judgement errors when 1	2	3	4	5
5. Good communication and crew co-ordination are as 1	2	3	4	5
6. I do not always assume that those that are more 1	2	3	4	5
7. We should be aware of and sensitive to the personal 1	2	3	4	5
8. If I am interrupted while carrying out a procedure, I 1 that I have not made a mistake.	2	3	4	5
9. The OIM should take control and make all decisions 1	2	3	4	5
10. My performance is affected by working with others 1	2	3	4	5
11. Even if I am in a hurry, I try to listen and not 1	2	3	4	5
12. Team members should not question the decisions or 1 they threaten the safety of the operation.	2	3	4	5
13. Even when fatigued, I perform effectively during 1	2	3	4	5
14. I am embarrassed when I make a mistake in front of 1	2	3	4	5
15. A debriefing should not only focus on negative 1	2	3	4	5
16. I never take safety critical decisions of which I am 1	2	3	4	5
17. Team members should recognise fatigue and take 1	2	3	4	5
18. Supervisors who encourage suggestions from team 1	2	3	4	5

The Offshore Crew Resource Management Questionnaire

disagree

procedures and techniques of other team members. problems which may occur and think about how I could

working under pressure

important as technical proficiency.

senior, or have more experience than me, are correct and work-related problems of other team members.

will always back up a few steps or start again to ensure

in emergency and non-standard situations. less experienced or capable than me interrupt or “talk over” others

actions of the OIM or senior supervisor except when

critical phases of work. other workmates

outcomes, but should also include positives. not confident.

specific steps to help maintain team alertness members are weak leaders

Statement Strongly	Disagree	Neutral	Agree	Strongly agree
19. The individual in charge of a job should verbalise 1 understood and acknowledged by other team members.	2	3	4	5
20. Technical proficiency leads to successful 1	2	3	4	5
21. A truly professional individual, can leave personal 1	2	3	4	5
22. I periodically review, check, and if necessary 1	2	3	4	5
23. My decision-making ability is as good in abnormal 1	2	3	4	5
24. It is better to agree with other team members than to 1	2	3	4	5
25. When appropriate, I take the initiative and time to 1 this means that a task takes more time.	2	3	4	5
26. Team members share the responsibility for 1	2	3	4	5
27. If I perceive a problem with a task, I will speak up 1	2	3	4	5
28. If I am not entirely clear about a job, then I always 1	2	3	4	5
29. My concentration is as good in the middle of the 1	2	3	4	5
30. I let other team members know when my workload is 1	2	3	4	5

disagree

plans and should be sure that the information is

management.

problems behind when offshore. reassess the status during a job. situations as in routine daily operations. voice a different opinion

share my knowledge and experience with others, even if

prioritising activities in high workload situations regardless of who might be affected

check with a work colleague

afternoon as it is in the middle of the night. becoming excessive.

Could you please provide the following information to help us categorise the response patterns:

Department: Maintenance Production Other

Other comments

Cite this article

APAMLACHICAGOHARVARDIEEEAMA

Mohammed looti (2026). Offshore Human Factors Questionnaire. PSYCHOLOGICAL SCALES. Retrieved from https://scales.arabpsychology.com/s/offshore-human-factors-questionnaire-2/

Mohammed looti. "Offshore Human Factors Questionnaire." PSYCHOLOGICAL SCALES, 2 Apr. 2026, https://scales.arabpsychology.com/s/offshore-human-factors-questionnaire-2/.

Mohammed looti. "Offshore Human Factors Questionnaire." PSYCHOLOGICAL SCALES, 2026. https://scales.arabpsychology.com/s/offshore-human-factors-questionnaire-2/.

Mohammed looti (2026) 'Offshore Human Factors Questionnaire', PSYCHOLOGICAL SCALES. Available at: https://scales.arabpsychology.com/s/offshore-human-factors-questionnaire-2/.

[1] Mohammed looti, "Offshore Human Factors Questionnaire," PSYCHOLOGICAL SCALES, vol. X, no. Y, ص Z-Z, April, 2026.

Mohammed looti. Offshore Human Factors Questionnaire. PSYCHOLOGICAL SCALES. 2026;vol(issue):pages.

Offshore Human Factors Questionnaire

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Psychometrics:

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Primary use / Purpose:

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