Job Diagnostic Survey Research Articles

Validation of the JDS satisfaction scales applied to educational university environments

Purpose: The aim of this study is to review and summarize the main satisfaction scales used in publications about human Resource Management and educational research, in order to adapt the satisfaction scales of the Job Diagnostic Survey (JDS) to higher education and validate it with a sample of university students and to assess the concept of satisfaction in two different ways: as a single-item measure, with a global indicator and as a multi-item measure, analyzed as a global model and composed by several scales. Design/methodology/approach: Confirmatory factor analysis with maximum likelihood, using structural equations model, was employed to assess the model fit in 152 business management undergraduates. Findings and Originality/value: The satisfaction model measured as multi-item scale present an acceptable fit. Even though, some of the satisfaction scales did not present a satisfactory fit, they can be used and interpreted independently with carefulness. Nevertheless, the satisfaction single-item scale presents a better fit and has been validated as a simpler and less costly measure of satisfaction. Originality/value: In the current process of change that is taking place in universities according to the plan developed by the European Space of higher Education, validated instruments as the satisfaction scale of JDS, adapted to teaching, may facilitate this process through the diagnosis, and follow-up of changes in satisfaction levels in university classrooms.

The effects of job characteristics on work attitudes and behaviors in state-owned and private Iranian banks

This study examines the effects of selected job characteristics on state-owned and private Iranian banks employee performance and job satisfaction. Specifically, the study examines skill variety, task identity, task significance, autonomy, and feedback on intention to leave. The study uses a sample of state-owned and private banks employees in Tehran. In this study using the job diagnostic survey standard questionnaire (JDS) for estimate job characteristics and using the Corman alienation questionnaire for estimate the alienation in state-owned and private Iranian banks employees. The hypothesized relationships are tested using T test analysis, ANOVA, Correlation coefficient and Regression Analysis. The implications of the findings and avenues for future research are delineated in the study.

The Effects of Efficiency, Job Type and Gender on Job Alienation in State-Owned and Private Iranian Banks

This study examines the effects of selected individual characteristics on state-owned and private Iranian banks employee performance and job satisfaction. Specifically, the study examines effect of efficiency, job type and gender on job satisfaction; and the effects of performance and job satisfaction on intention to leave. The study uses a sample of state-owned and private banks employees in Tehran. In this study using the job diagnostic survey standard questionnaire (JDS) for estimate job characteristics and using the Corman alienation questionnaire for estimate the alienation in state-owned and private Iranian banks employees. The hypothesized relationships are tested using T test analysis, ANOVA, Correlation coefficient and Regression Analysis. The implications of the findings and avenues for future research are delineated in the study.

Validation of the work characteristics scales applied to educational university environments

Purpose: Present the adaptation of Job Diagnostic Survey (JDS) as a diagnostic tool in teaching methods in university classrooms and check the reliability and validity of the scales of the JDS model adapted to teaching, as well as its factor structure. Design/methodology/approach: We analyzed the data from a sample with 149 students from the faculty of business administration, a Spanish University, in 2008-2009, by conducting a confirmatory factor analysis using the multivariate technique of structural equations. Findings and Originality/value: The model has proven to be successful and may be an effective tool to evaluate the process of change towards new methodologies that are currently undergoing active universities. Research limitations/implications: In future research should be tested the predictive validity of this instrument compared to other variables of interest, such as student satisfaction. It would also be necessary to extend the analysis to different populations and at different university levels. Practical implications: Provides researchers a tool to measure the motivational profile of the position measurement model which is valid and reliable. Social implications: In the current process of change that is taking place in universities according to the plan developed by the European Space of Higher Education, validated tools such as JDS teaching adapted for facilitating this process through the diagnosis, implementation and required to track changes in university classrooms in both the methodologies used in class, as in the relation teacher - student. Originality/value: The JDS allows teachers to make an assessment of the perceptions of students in front of his teaching methodology and to their role as manager of the classroom.

Measuring the Quality of Life in the Workplace (QLW) Through Job Diagnostic Survey (JDS): Comparative Study on Two Legal Nature Differentiated Organizations

Measuring the Quality of Life in the Workplace (QLW) Through Job Diagnostic Survey (JDS): Comparative Study on Two Legal Nature Differentiated Organizations

MEASURING JOB CHARACTERISTICS OF AGRICULTURAL EXTENSION CENTERS' PERSONNEL IN ASSIUT GOVERNORATE USING HACKMAN AND OLDHAM’S MODEL

The purpose of this study is to measure the job characteristics of agricultural extension centers' personnel in Assiut governorate using Hackman and Oldham’s Model, and to examine the model fit with the current study. The job diagnostic survey was used as the assessment tool to measure the components of the job characteristics model. Data were collected from all of the agricultural extension centers' personnel in Assiut governorate (84 personnel) by questionnaire. The job characteristics model’s overall fit with the data was evaluated using common model goodness of fit measures estimated by AMOS. The results showed that dealing with others and feedback received the highest ratings; autonomy and skill variety received the lowest ratings from the core job characteristics. The moderate feelings towards the core job dimensions yielded a low motivating potential score. Knowledge of results yielded the highest rating and experienced responsibility yielded the lowest rating from the psychological states. Internal work motivation received the highest rating and growth satisfaction received the lowest rating from the personal/work outcomes. Stimulating work environment yielded the highest rating and pay satisfaction yielded the lowest rating from the moderators of the model. The various indices of overall goodness of fit for the model lent sufficient support for the results to be an acceptable representation of the job characteristics model.

Faculty: A success factor in improving quality of distance learning

The quality of the output (students) of any educational institution depends on many factors like curriculum, technology, infrastructure, assessment, students and its faculty. The most important of all these factors is faculty. If faculty members are satisfied, motivated and committed then students' learning is going to be much better. No matter how advanced technology and infrastructure may be, how well designed the curriculum is and how delicate the assessment mechanism is, faculty is a variable that supersedes all. Teaching, whether in conventional or distance learning, is the single variable that can be a decisive factor in students' learning. Teaching in distance mode, where there is no or very little teacher-student interaction may become a boring, routine and unattractive job. Too much research is being conducted on factors like technology and media, whereas the faculty of distance education remains a neglected area. In this study, the Job Characteristic Model developed by Hackman and Oldham (1976) has been used as the theoretical basis and the Job Diagnostic Survey has been used to collect data from teachers of distance learning and traditional universities by using an online link which was sent via email to all the faculty members. The purpose of the study was to gather empirical data about faculty satisfaction in both modes of teaching (traditional and distance learning), compare both modes and explore which factors are considered to be more important by the faculty members. The results show that faculty members in distance education and traditional education systems differ in their perceptions towards their jobs. Higher mean scores have been recorded for skill variety, task identity, autonomy, feedback from work, experienced meaningfulness, job security and growth satisfaction by faculty of the traditional education system as compared to distance education faculty.

Patient safety management in the health services- what do patients want?

Patient safety management in the health services- what do patients want?

Assessing knowledge-intensive work environment: General versus situation-specific instruments

The aim of the present study is to examine to what extent general and situation-specific work environment instruments capture the salient work characteristics in a knowledge-intensive context. We conducted qualitative open-ended interviews with 30 employees (24 men and six women) from a Norwegian university department. The information from the interviews was content-analysed and coded on the scales of five work environment instruments; two general instruments (the General Nordic Questionnaire for Psychological and Social Factors at Work [QPSNordic] and the Job Diagnostic Survey [JDS]) and three situation-specific instruments (Assessing the climate for creativity [KEYS], Situational Outlook Questionnaire [SOQ], and the Organizational Climate Measure [OCM]). The results showed that situation-specific work environment instruments covered significantly more statements about the work environment than the general instruments. More statements could be categorized on the organization and individual levels, compared to group and leadership levels. The situation-specific instruments covered more statements than general instruments at the organization level. These statements were mainly related to the organizational context, social and relational characteristics, and encouragement of creativity and organizational impediments to creativity. The findings support the value of situation-specific instruments for assessing the work environment in knowledge-intensive organizations.

The Relationship between Perceived Job Characteristics and Job Satisfaction Among Bank Employees

The current study investigated relationship between job characteristics and job satisfaction in bank employees who perform more routine work. A purposive sample of 62 male and female bank staff from three private banks of Jaffna district was selected randomly. Job diagnostic survey and Minnesota Satisfaction questionnaire were used for measuring job characteristics and job satisfaction respectively. Pearson correlation coefficient and descriptive statistics techniques were used to explain the relationship between independent and dependent variables. Two hypotheses were tested. The first hypothesis (H1) the higher the presence of job characteristics the higher will be the job satisfaction it was rejected whereas the second hypothesis (H2) There is a positive relationship between job characteristics and job satisfaction, it was accepted. The study found there is no strong relationship between job characteristics and job satisfaction of lower level bank staff.

The confirmatory factor analysis of the job diagnostic survey: the oncology nursing setting

To explore the factorial validity of the five-factor measurement model of the job diagnostic survey (JDS) in oncology settings. The research comes as a response to the lack of studies examining the factorial dimensions of the instrument in specific nursing populations. This was a cross-sectional, census survey design including all the oncology departments in Cyprus. The final sample included 398 oncology nurses. A confirmatory factor analytic model, based on previous research, was tested. A unidimensional model including all five job characteristics items was found to be the best explanation of the data. This model produced fair-to-good internal consistency estimates. The findings supported a shorter version of the JDS as a reliable and factorially valid instrument for use with the oncology nursing population. These promising results should pave the way for further research and the search for more conclusive evidence on the construct validity of the shorter version of the JDS. Nurse managers should use scales such as the JDS in order to evaluate the oncology nurses' job satisfaction, work attitudes and motivation and redesign the job accordingly.

Being satisfied at work does affect burnout among psychiatrists: A national follow-up study from New Zealand

Burnout and job satisfaction in psychiatrists has been an area of considerable interest. Longitudinal studies on the subject are lacking, rendering it difficult to establish whether burnout changes with time or whether low job satisfaction may predict high burnout with time in psychiatrists. This longitudinal study of burnout and job satisfaction in a cohort of New Zealand psychiatrists was conducted to examine if initial scores on the Job Diagnostic Survey (JDS) predicted scores on the Maslach Burnout Inventory (MBI) three years later and vice versa. Three questionnaires (a socio-demographic questionnaire, the JDS and the MBI) were sent to all registered psychiatrists in 2008, which included all those who had participated in a study three years earlier. Scores on these three questionnaires were compared for those who had participated in both studies. The overall number of psychiatrists reporting a high level of emotional exhaustion (EE) did not change across the two phases. The number of psychiatrists reporting high levels of depersonalization (DP) increased from 31 (13%) to 45 (20.2%); the mean DP score for the cohort significantly increased by 17.5% (p < .01). Those reporting reduced personal accomplishment (PA) increased from 90 (37.7%) to 98 (43.9%); the mean PA score for the cohort significantly reduced by 14.5% (p < .001). Low scores on skill variety, task Identity, and feedback of the JDS were significantly correlated with high EE scores three years later, whereas low scores on skill variety were significantly correlated with high scores on DP, and low scores on task significance and feedback were correlated with low scores on PA three years later. Paying attention to aspects of job satisfaction may assist us in developing specific interventions for psychiatrists who may score high on different dimensions of burnout.

Academic excellence as selection criteria among Malaysian employers

PurposeThe purpose of this paper is to examine whether or not performance of employees is determined by merit of their academic excellence, which is measured by cumulative grade point average (CGPA). This paper thus attempts to measure the variables that could possibly influence employees’ performance, such as job satisfaction, motivation and involvement in co‐curriculum activities.Design/methodology/approachAn adapted version of the questionnaire used by Sarmiento et al. was utilised to assess the perceived performance of employees. Ability construct was measured in terms of employee academic qualification and skills. A 13‐item scale based on Porter was used to measure motivation. A 14‐item scale based on Hackman and Oldham's Job Diagnostic Survey was used to measure job satisfaction. In total, 340 respondents from 87 companies participated in this study.FindingsThe findings revealed that there is a weak relationship between employees’ performance with CGPA. The findings also revealed that there is a weak relationship between employees’ performance and their job satisfaction, motivation and ability.Research limitations/implicationsIt would be meaningful for future research if actual performance appraisal report could be obtained.Practical implicationsCompany policy makers need to provide a wider employment opportunity to everyone and not merely to candidates based on merit of their academic excellence. Many graduates may be missing out on employment opportunities while they may be the right candidates.Originality/valueThis paper illustrates that academic excellence, which is the main selection criterion used by most employers, is not a determinant of employees’ performance.

Empowerment and Job Satisfaction in Associate Degree Nurse Educators

The purpose of this study was to examine empowerment, job satisfaction levels, and relationships among 139 associate degree nursing educators.The Conditions of Work Effectiveness II, Psychological Empowerment Scale, and Job Diagnostic Survey were used. Findings indicated that the majority of educators were satisfied with their jobs as nursing faculty and felt empowered in their workplaces. Psychological empowerment demonstrated the strongest positive correlation with job satisfaction. There were no significant differences in empowerment or job satisfaction based on educators' tenure status, educational level, evidence of scholarship, or academic rank. Based on the findings of this study, the authors recommend that deans use resources to provide faculty opportunities to expand their departmental influence and spend more time with students, as well as place faculty in positions that highlight their relevance to the college and nursing program.

The Dimensions of Job Characteristics: A Validation Study in a Malaysian Context

Ths study attempts to examine the psychometric properties of the job characteristics constmct which integrates 5 subscales-skill variety, task identity, task significance, autonomy and feedback using a Malay language version of the Job Diagnostic Survey (IDS). A priori proposition was made that job characteristics could be explained by the 5 aforementioned factors. SPSS version 14 and AMOS 16 were used to analyze the data.The results supported the hypothesis of the study that job characteristics can be measured by the 5 theorized factors. The findngs also showed acceptable internal consistency reliability for the overall and the 5 specific subscales of job characteristics factor.Based on the results, it can be concluded that the Malay translated version of JDS can be a useful instnunent in assessing the job characteristics comtruct.

Nurse’s Roles and the Mediating Effects of Stress on Job Performance in Low and Developing Economies

The role of nursing is observed to have been associated with multiple and conflicting demands. This study was designed to examine nurse’s roles and the mediating effects of stress on job performance in low and developing economies. Participants were hospital-based Nurses (n = 373) measured with “Maslach Burnout Inventory- General Survey, Job Autonomy Questionnaire, Questionnaire on Organizational Stress-Doetinchem and Job Diagnostic Survey”. The role of work-home interference (WHI) and home-work interference (HWI) with respect to work characteristics, burnout, and gender were analyzed, using SPSS 15.01 version. No gender differences in burnout levels; WHI and HWI were found to mediate the relationship between work characteristics and burnout. Lack of significant gender difference regarding burnout might be due to the fact that men and women in Nigeria have similar working conditions. High workload and home roles seem contributory to high levels of exhaustion. Evidence indicate the need to lower the pace of work and number of patients per Nurse, to decrease workload thereby reducing emotional exhaustion. There is sufficient evidence to believe that work stress is a factor among health care personnel. To derive a better understanding of stress and burnout in the workplace, studies need to move beyond the tendency of using descriptive designs. Such studies would aid understanding the effect of stress and burnout on patient safety (outcomes).

The Relationships between Technology and Different Teaching Role Attributes of Instructors in Malaysia

The present study seeks to examine the influence of technology on these four roles. Two hundred and ninety two lecturers teaching in Malaysian tertiary educations were involved in this study. They were using different level of technologies for teaching. Questionnaires were used to solicit their responses which were distributed using various means; online, personal visits and regular mails. The measurement items were mainly adapted from Job Diagnostic Survey developed by Hackman and Oldham. The results from the findings revealed that technology was found giving significant positive impacts on technical and managerial roles. There is no evidence to support the significant influence of technology on the other two roles. The significant findings suggest that lecturers perceive their roles in managing the course and dealing with technical aspect of the job have been enhanced with the use of technology. However, the insignificant findings imply several major issues that are worth contemplating. The main implications of the study are discussed in terms of lecturers’ teaching job design, training and performance appraisals.

Burnout in Nonhospital Psychiatric Residential Facilities

This study evaluated levels and risk factors of burnout in a sample of mental health professionals employed in nonhospital psychiatric residential facilities of northern Italy. Nurses, nurse assistants, and educators completed a questionnaire evaluating demographic variables, burnout (Maslach Burnout Inventory), job characteristics (Job Diagnostic Survey), workload, relationships with colleagues, and support from supervising coordinators. A total of 202 (83% response rate) questionnaires were analyzed. Logistic linear regressions were used to estimate predictors of burnout dimensions. Burnout risk was widespread. Low feedback about job performance, poor support from coordinators, and young age predicted emotional exhaustion. Low feedback about job performance predicted feelings of depersonalization. Low task identity and young age predicted reduced feelings of personal accomplishment. Interventions to prevent burnout among employees should be developed. These include providing feedback about performance, clearly identifying the tasks of the job, and providing support.

Burnout in Nonhospital Psychiatric Residential Facilities

This study evaluated levels and risk factors of burnout in a sample of mental health professionals employed in nonhospital psychiatric residential facilities of northern Italy.Nurses, nurse assistants, and educators completed a questionnaire evaluating demographic variables, burnout (Maslach Burnout Inventory), job characteristics (Job Diagnostic Survey), workload, relationships with colleagues, and support from supervising coordinators. A total of 202 (83% response rate) questionnaires were analyzed. Logistic linear regressions were used to estimate predictors of burnout dimensions.Burnout risk was widespread. Low feedback about job performance, poor support from coordinators, and young age predicted emotional exhaustion. Low feedback about job performance predicted feelings of depersonalization. Low task identity and young age predicted reduced feelings of personal accomplishment.Interventions to prevent burnout among employees should be developed. These include providing feedback about performance, clearly identifying the tasks of the job, and providing support.

Burnout Among Psychiatrists in Milan: A Multicenter Survey

Burnout Among Psychiatrists in Milan: A Multicenter Survey