By Dail L. Fields
Organizational researchers and executives have by no means had a unmarried easy-to-use source for confirmed measures, frequently hoping on a range of magazine articles or improvised suggestions to satisfy instant wishes. Taking the degree of labor: A consultant to demonstrated Scales for Organizational examine and Diagnosis presents researchers, experts, managers, and organizational improvement experts verified and trustworthy how you can degree how staff view their paintings and their organization.
Read Online or Download Taking the Measure of Work: A Guide to Validated Scales for Organizational Research and Diagnosis PDF
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Extra resources for Taking the Measure of Work: A Guide to Validated Scales for Organizational Research and Diagnosis
The measure is particularly useful to assess the extent to which job stresses, role conflicts, or role ambiguities prevent job expectations from being met. , 1991). , 1991). , & Conley, S. (1991). Work-home conflict among nurses and engineers: Mediating the impact of role stress on burnout and satisfaction with work. Journal of Organizational Behavior, 12, 39-53. Items were taken from text, p. 45. Copyright © 1991. Reproduced by permission of John Wiley & Sons Limited. Items Responses are obtained using a 4-point Likert-type scale where 1 = very dissatisfied and 4 = very satisfied.
7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. The chance to work alone on the job The chance to do different things from time to time The chance to be "somebody" in the community The way my boss handles his men The competence of my supervisor in making decisions Being able to do things that don't go against my conscience The way my job provides for steady employment The chance to do things for other people The chance to tell people what to do The chance to do something that makes use of my abilities The way the company policies are put into practice The pay and the amount of work that I do The chance for advancement on this job The freedom to use my own judgment The chance to try my own methods of doing the job The working conditions The way my co-workers get along with each other The praise I get for doing a good job The feeling of accomplishment I get from the job Being able to keep busy all the time Chapter 1: Job Satisfaction 9 Job in General Scale Description This measure, developed by Ironson, Smith, Brannick, Gibson, and Paul (1989), uses 18 items to describe global job satisfaction.
Copyright © 1997 by Sage Publications, Inc. Items were taken from the appendix, pp. 75-76. Reprinted by permission of Sage Publications, Inc. Items Responses are obtained on a 6-point Likert-type scale where 1 = disagree very much, 2 = disagree moderately, 3 = disagree slightly, 4 = agree slightly, 5 = agree moderately, and 6 = agree very much. Pay satisfaction items: 1. I feel I am being paid a fair amount for the work I do 2. Raises are too few and far between (R) 3. I am unappreciated by the organization when I think about what they pay me (R) 4.