Professional Documents
Culture Documents
Job - Staisfaction Scale PDF
Job - Staisfaction Scale PDF
g: s,EeE .Ee
a
t
el
EEFeps;uaeEg
'j .,i c.i + r.t d .-
o E
ti ot
s E 6
o)
o
;t t - E E . F
E = 8 8 d 6
c' an - 6 i c . i + d
o)
o
a)
tr
."9 +
FF
9 b E
E € 5 E - E H E E
.!P
= 0 E a . 8 E ^ E E A
c
o
o
EEEET;a",qE
- c \ i r . t + r i < ;
c
.9 E
o
(tr
a!
E
4
a
(U
U)
EC'
*5 E s E-E-ga*g,!
=
C'
(D
.E
Y
9
;;sFFFgEEFg
; 6 i < ' t + r d < d N . d d o
o
F
o E
o s
!
(J
(5
(! 3p F F
()
o
'd'
ao iJ
E
:c
$e$,aE
* 6 i < . i + d
'-
ut - h g
fr. €Eg€
F
J <t)
d)
0
<)
FErFqa".5
; 6 i a t + d < r t
&
(,
0
c
- 3
3
: 6
.4 a € a
" ; e 9 .
5
<v
N 8 8 3
N E r ; E ^
5 r ; E - v
| . - E C
c ! a : . o
-.i
B E ' E P 9g
t!
e i g - i a
?i at)
9 s *
;a
. E F
E* FcgEEgg
E=sEF
.oB
9s .e
FE
,ttE
o T E
E e
( o E
q,
<0
E c
(D
f E . € P
E 4
a! .e 1r? E
eC. e
g i i l < =
c
o
c)
sa .: * 9 d < r r
= ( t I E ( | ,
q
a, o FfrEE
llJ
J
4
Y
.it
F E S F
dl
E
:.9
I
a 6
p E q : e
3s (!
<\l :CEE
A F . E
i/
E
(,
a!
E E B
!
.E
E .Ep
5
9 -EE
o
(9
9 E "
o
o -|p
E
= t 9 _ 8 <t)
Scott Macdonald and Peter Maclntyre J
METHOD
Inl992,a surveywas conductedon characteristics ofpeople'sjobs
and how they relate to alcohol and drug use.The resultspresentedin
this paperrelateto the development of a job satisfactionscale.
Sample Selection
The ResponseRate
Vqriables
Sleep: In the last month, how often did you have trouble
getting to sleepor stayingawake?
Worn out: In the pastmonth, how often were you wom out at
the end of your work day (or shift) to the extent
that you did not really enjoy your time away from
work?
Health: In general, compared to other personsyour age
would you say that your healthis good?
Happy: 11generalwould you say that you are happy?
Life Stress: Would you describeyour life as stressful?
RESALTS
Factor Analysis
dures that extracted two, three, four, and five factors using both
Principal Componentsand Maximum Likelihood extractionheth-
ods, as well as both VARIMAX (orthogonal) and OBLIMIN
(oblique) rotations.Theseprocedureswere followed to ensurethat
the factorswere stableacrossextractionand rotation methods.The
first factor was consistentlydefined by the sameset of variables.
When a threefactor solutionwasproduced,the first factorremained
intact while the secondfactor broke into two components.Similar-
ly, when four and five factor solutionswere produied,only the first
factor remainedintact. Thus, the first extraCtedfactor wai consid-
ered to be robust acrossextractionmethods,as reconunendedbv
4anis (1967),and thereforea reliablemeasureof a singleconstruci.
Two.itemswere subsequentlydroppedbecausethey appearedto be
nearly identical with two other variablesand did not iignificantly
add to the reliability or validity of the scale.
A description of the remaining l0 items that defined the first
factor are shown in Table 2 along with their factor loadings ob-
tained from a principal componentsanalysis.All of the loidings
were abovethe traditionalcut-offvalue of .30.Table2 alsopresents
TABLE2. ltemProperties
Loadlng Label
Workplace Variubles
Characteristics
ol theJob
lncome 19
# of hourswofied 10
(preslige)
Blishen 13
Workplace
Atlect
lsolaled -.54
Conlrol .31
Dangor -.19
Boredom - .41
Jobsecurily
General Reactions
Aflective
Happiness .97
Healthy .14
Lileslress -.15
problems
Sleep -.19
Feeling
wornoul -.26
Personal
Problems
overhealth
Conlrol .23
Getenoqhsleep .25
Worry
aboulthings
lellbelore
Nomoney PayDay
Children
need
counselling -.12
isinlrouble
Ma.riage -.11
Legal
difliculties -.08
D€sirs
counselling -.19
14 EMPLOYEEASSISTANCEQUARTERLY
DISCUSSION
The objectiveof this study was to introducea scaleofjob satis-
faction reievantto a wide rangeof occupationalgroups.The sample
used in this study was obtainedfrom a wide variety of employees.
Therefore,the scale should have relevanceto practically any oc-
cupation.The fact that no significantdifferencesin scaleaverages
were found among the occupationalgroupsor betweenmalesand
females indicatesthat the scale has relevancein a variety of em-
ployment settingswithout separatenorms for eachgroup. Further-
moie, overall siale meanswere consistentfor those betweenthe
*A of20 and60.
ages
secondgoal was to createa short scale(10 items) so that its
length would not be a detenent for practical applicationsin the
workplace and future research.For this reasonit was necessaryto
measurethe various facetsof job satisfactionwith single items in
order to cover the widest possibledomain.The resultsof this study
indicatethat this combinaiionofthe facetsapproachand the general
approachcan be successfulbecausethe model ofjob satisfaction
presentedhere focuseson the reaction to events rather than the
events themselves.Analysis showedthat objective characteristics
of a job accountfor only a small percentageof the variancein job
satisfaction.On the other hand, psychologicalreactionto the job
(such as isolation or boredom) was strongly associatedwith job
iatisfaction and accountedfor a substantialportion ofits variance'
An additional advantageof this type of model is that although
idiosyncrasiesin the individual or the workplace exist, the focus
rernuinson the respondent'sevaluationofhisiher satisfactionwith
thatjob. However,ihis scalecould be further improvedby applying
appropriateweights accordingto the level of importance.respon-
aints placeon eachfacet,as suggestedby Rice et al' (1991).
Rezultsshow that the genericjob satisfactionscaleis relatedto
variables external to the workplace. It is likely that job and life
satisfactioninfluence each other and the nature of that influence
may changefrom time to time. A crisis at work may causedisrup-
Scoil Macdonald and peter Maclntyre Is
REFERENCES
Barrick,
M.R.,& Mount,M.K.(1991).
TheBigFivepersonality
dimensions
and
job performance:A meta-analysis.personnelpsyc-hotog, 44, l-26.
Bell R.C.,& WcaveqJ.R.(198?).The dimensionality andscalingofjob satisfac_
tion: An internalvalidation ofthe Worker Opinion Survey.Joirnai of Occupa_
tional Psycholog), 60, 147- | 55.
chacko,T.l. (1983).Job and life satisfaction: A causalanalysisof their relation-
ships.Academyof ManagementJournal, 26, I 63-I 69.
Chemiss,C-, & Kane,J.S.(1987).public sectorprofessionals: Jobcharacteristics,
satisfaction' and aspirationsfor intrinsic fulfillment through work. Human
Relations,40, 125-136.
Cross,D. (1973). The worker opinion survey: A measureof shop-floor satisfac_
tion. Occupational Psychologt, 47, 193-208.
Elloy, D.F., & Terpening,WD. (1992). An empiricaldistincrionbetweenjob
involvement and work involvement: some additional evidence. canaiian
Journal of BusinessScience,24 (4),465-478.
Foumct,G.D., Distefano,M.K., & pryer,M.W. (1966).Job satisfaction andmen_
tal heafth. PersonnelPsycholog,t,19, I 65- I 83.
Gregsol'-Tr (1990). Measuringjob satisfactionwith a multiple-choiceformat of
thejob descriptivesindex.PsychologicalReports,66, 7g7-79J.
Hackman,J.R., & Oldham, C.R. (1975). Developmentof the job diagnostic
survey.Journal of Applied Psycholog,60, 159-170.
Harris, C.W. ( I 967), On factorsand factor scores,psychometrika,32, 363_379.
Khaleque,A, & Rahman, M.A (1987). perceivedimportanceofjo'b facetsand
overalljob satisfactionof industrialworkers.Humai Relarions,AO,qOlqrc.
Locke,E.A. (1976).The natureand causesofjob satisfaction. In M.D. Donnette
(ed.), Handbook of industrial and organiiational psychology. Chicago, IL:
Rand McNally.
Ramanathan,. C.S. (1991).Stressand job satisfaction:Implicationsfor occupa_
_. tional -socialwork. EmployeeAssistanceeuarterly 6 (2i,27-39.
Rhodes,S.R. (1983). Age-relateddifferencei in woik atiiiudes and behavior: A
psychologicalBultetin, 93.,329-367
_ . revlew and conceptualanalysis. .
Rice,R.W, Gentile,D.A., & McFarlin,D.B. (1991).Facetimportanceandjob
psychotoglt,T6 (l),31-39.
^ satisfaction.-/ournal of Applied
Scarpello,V., & Campbell, J.P.(1983). Job iatisfabtion: Are all the par.tsthere?
Personnel Psychologt, 36, 577-600.
16 EMPLOYEEASSISTANCEQUARTERLY
A P P E N D IA
X
Scale
JobSatislaction
I receiverecognition
tor a iob welldone 1 2 3 4 5
ffeefcloseto thepeopleat work 1 2 3 4 5
I leelgoodaboutworkingat lhiscompany 1 2 3 4 5
lleefsecureaboutmyiob 1 2 3 4 5
is concerned
I believemaragemenl
aboutmo 1 2 3 4 5
On lhe whole,I believeworkis goodlor
my physicalhealth 1 2 3 4 5
Mywagesaregood 1 2 3 4 5
Alf my talentsandskillsareusedat work 1 2 3 4 5
I get afongwithmy supervisors 1 2 3 4 5
ffeelgoodaboutmyiob 1 2 3 4 5
Addscores.Interpretalion: 42-50--veryhighi39-41-high;32-3&-average, 27-3l,-low'
1O-2$-very low.Thisscaleis moslaccuratelor employeesbetweenlhe agesof 25 and
60. Thoseunder25 tend to have lowerjob satislactionand those60 and over have
higherjob satisfaclion.The scale worksequallywell for malesand lemaleslrom all
occupattions. of highscorers{ewsleepingproblems,happyin personal
Characteristics
lile, don't leel worn out at end oi day, don't desirecounsellingand rarelyworry.Job
salisfaction refleclshowhappyyou are withyourjob.Job salislaction can be improved
by eitherchangingone'sattitirdetowardstheiob or changingto a newiob environment.