Abstract
The objectives of this study were to assess the construct equivalence of the Minnesota Job Satisfaction Questionnaire (MSQ), and to investigate the manifestation of job satisfaction at selected organisations in South Africa. A cross-sectional survey design with a random sample (N = 474) was used. The MSQ and a biographical questionnaire were administered. The results confirmed a two-factor model of job satisfaction, consisting of extrinsic job satisfaction and intrinsic job satisfaction. Exploratory factor analysis with target rotations conf rmed the construct equivalence of scales for the black and white groups. The results obtained from comparing job satisfaction levels of various demographic groups showed that practically significant differences existed between the job satisfaction of different age and race groups.
Highlights
Job satisfaction is an important research topic in industrial and organisational psychology. Warr (2007) regards job satisfaction as one important dimension of an individual’s happiness at work. Rothmann (2008) points out that job satisfaction is one component of the work-related well-being that should be included in diagnostic studies of people’s well-being in organisations.Much of the research regarding job satisfaction has been based on the assumption that job satisfaction is a potential determinant of absenteeism, turnover, in-role job performance and extra-role behaviours, and that the primary antecedents of job attitudes are within management’s ability to influence (Oshagbemi, 2003)
The first objective of this study was to determine the psychometric properties of the Minnesota Job Satisfaction (MSQ) for workers in selected organisations in South Africa
A simple principal component analysis was conducted on the 20 items of the Minnesota Satisfaction Questionnaire (MSQ) on the total sample of workers at selected organisations in South Africa
Summary
Job satisfaction is an important research topic in industrial and organisational psychology. Warr (2007) regards job satisfaction as one important dimension of an individual’s happiness at work. Rothmann (2008) points out that job satisfaction is one component of the work-related well-being that should be included in diagnostic studies of people’s well-being in organisations.Much of the research regarding job satisfaction has been based on the assumption that job satisfaction is a potential determinant of absenteeism, turnover, in-role job performance and extra-role behaviours, and that the primary antecedents of job attitudes are within management’s ability to influence (Oshagbemi, 2003). Job satisfaction is an important research topic in industrial and organisational psychology. Rothmann (2008) points out that job satisfaction is one component of the work-related well-being that should be included in diagnostic studies of people’s well-being in organisations. The topic of job satisfaction is important for individuals. Work is an important aspect of people’s lives and most people spend a large part of their time at work; job satisfaction shows significant associations with several variables (Yousef, 2000). It has positive associations with life satisfaction (Judge, Boudreau & Bretz, 1994) and organisational commitment (Fletcher & Williams, 1996)
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