Job Descriptive Index reliability and validity
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VALIDATION OF THE SATISFACTION WITH WORK SCALE We validated the Satisfaction with Work Scale (SWWS) in four samples of workers in both English and French. Confirmatory factor analysis yielded a one-factor structure, which was shown invariant across languages and samples. The SWWS was positively related to inclusion of work in the self and negatively related to turnover intentions. The organizational behavior literature abounds with job satisfaction measures. The most popular ones are multidimensional, generally long, and use non-conventional formats that complicate modern statistical analyses. Many unidimensional instruments are single-item measures, which lack reliability and validity. Despite the large number of existing measures, none of the popular, well-validated measures capture people's cognitive evaluations of how their work brings them well-being. We adapted Diener, Emmons, Larsen, and Griffin's (1985) Satisfaction with Life Scale to the work context to obtain a short global work satisfaction measure, the Satisfaction with Work Scale (SWWS). This instrument differs from the most popular global job satisfaction scales because it focuses on the cognitive appraisal of a person's work situation, or a person's well-being in the work context. Work is an important life domain that has an impact on one's overall well-being (Vallerand, 1997). Kahneman (2006) found that work is the life domain in which Americans and French citizens report the lowest levels of well-being. In light of the need for research on mental health in the workplace (Kelloway & Day, 2005; McDaid, Curran, & Knapp, 2005; Turner, Barling, & Zacharatos, 2002), this new measure will be a useful indicator of work-related mental health. In addition, given the growing trend towards non-traditional work arrangements such as contract work and protean careers (Arthur, Khapova, & Wilderom, 2005; Hall & Moss, 1998), work satisfaction is highly relevant as it can be assessed within a particular organizational context, but also be used as a measure of one's satisfaction with a particular job or career. Therefore, we need an instrument that considers satisfaction with work rather than job satisfaction, which may be more appropriate for more stable, traditional jobs. We first review the most popular measures of job satisfaction and indicate their strengths and weaknesses. We then present the SWWS and demonstrate its reliability and validity. Show
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Instrument TypeQuestionnaire Occupation and Sector SpecificityOccupation(s): Generic Sector(s): Generic Name and Size of Work Organization and/or Workplace Psychosocial MeasuresCo-workers satisfaction (18 items) Opportunities for promotion (9 items) Pay satisfaction (9 items) Supervision satisfaction (18 items) Work itself satisfaction (18 items) Other Content Areas Included in the InstrumentOverall job satisfaction (job in general) (1 item) Developmental Status of the InstrumentInstrument used widely; well-defined properties. LanguagesOriginal: English Other: Spanish, Russian, Mongolian Reliability and Validity Information (or Relevant Citation)Reliability: Coefficient alpha: 0.86 to 0.91. Validity: Correlated with other measures of job satisfaction. Balzer WK, Kihm JA, Smith PC, Irwin JL, Bachiochi PD, Robie C, Sinar EF, Parra LF (1997) Users’ manual for the Job Descriptive Index (JDI: 1997 Rev). Selected ReferenceIronson GH, Smith PC, Brannick MT, Gibson WM, Paul KB (1989) Construction of a job in general scale: A comparison of global, composite and specific measures. Journal of Applied Psychology, 74:1-8. Accessibility of the InstrumentProprietary User FeesFees depend on what the measure will be used for. Those interested should contact the JDI office for fee information. Where to Obtain a Copy of the InstrumentJDI Office, Bowling Green State University, Department of Psychology, Bowling Green, OH 43403. Voice: (419) 372-8247, Fax: (419) 372-6013, Email: .
Meta-Analysis Assessing the construct validity of the job descriptive index: a review and meta-analysisAngelo J Kinicki et al. J Appl Psychol. 2002 Feb. AbstractThe construct validity of the Job Descriptive Index (JDI) was investigated by using a meta-analysis to summarize previous empirical studies that examined antecedents, correlates, and consequences of job satisfaction. In total, 79 unique correlates with a combined total of 1,863 correlations were associated with the JDI subdimensions. The construct validity of the JDI was supported by (a) acceptable estimates of internal consistency and test-retest reliability, (b) results that conform to a nomological network of job satisfaction relationships, and (c) demonstrated convergent and discriminant validity. Contrasting results with previous meta-analytic findings offered further support for the JDI's construct validity. Limitations of the JDI and suggestions for future research are discussed. Similar articles
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What does the job descriptive index measure?The Job Descriptive Index is designed to measure employees' satisfaction with their jobs. The JDI is a “facet” measure of job satisfaction, meaning that participants are asked to think about specific facets of their job and rate their satisfaction with those specific facets.
Which is an aspect of satisfaction that is measured by the job Descriptive Index?The Job Descriptive Index (JDI) is a 72-item instrument designed to measure five dimensions of job satisfaction: satisfaction with supervision, coworkers, pay, promotional opportunities, and the work itself.
What are the five scales used to measure job satisfaction?One of the most used scales for measuring job satisfaction is the Job Descriptive Index (JDI) which assesses five dimensions of job satisfaction: (a) satisfaction with work, (b) satisfaction with pay, (c) satisfaction with promotions, (d) satisfaction with supervision, and (e) satisfaction with coworkers.
What is job in General Scale?GAIL H. IRONSON. University of Miami. The Job Descriptive Index family of job attitude measures includes the Job in General (JIG) scale, a measure of global satisfaction with one's job. The scale was originally developed and validated by Ironson, Smith, Brannick, Gibson, and Paul.
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