Measures Of Overall Job Satisfaction Research Articles

Crowdsourcing Job Satisfaction Data: Examining the Construct Validity of Glassdoor.com Ratings

Researchers, practitioners, and job seekers now routinely use crowdsourced data about organizations for both decision-making and research purposes. Despite the popularity of such websites, empirical evidence regarding their validity is generally absent. In this study, we tackled this problem by combining two curated datasets: (a) the results of the 2017 Federal Employee Viewpoint Survey (FEVS), which contains facet-level job satisfaction ratings from 407,789 US federal employees, and which we aggregated to the agency level, and (b) current overall and facet ratings of job satisfaction of the federal agencies contained within FEVS from Glassdoor.com as scraped from the Glassdoor application programming interface (API) within a month of the FEVS survey’s administration. Using these data, we examined convergent validity, discriminant validity, and methods effects for the measurement of both overall and facet-level job satisfaction by analyzing a multitrait-multimethod matrix (MTMM). Most centrally, we provide evidence that overall Glassdoor ratings of satisfaction within US federal agencies correlate moderately with aggregated FEVS overall ratings (r = .516), supporting the validity of the overall Glassdoor rating as a measure of overall job satisfaction aggregated to the organizational level. In contrast, the validity of facet-level measurement was not well-supported. Overall, given varying strengths and weaknesses with both Glassdoor and survey data, we recommend the combined use of both traditional and crowdsourced data on organizational characteristics for both research and practice.

Rural health workers and their work environment: the role of inter-personal factors on job satisfaction of nurses in rural Papua New Guinea.

BackgroundJob satisfaction is an important focal attitude towards work. Understanding factors that relate to job satisfaction allows interventions to be developed to enhance work performance. Most research on job satisfaction among nurses has been conducted in acute care settings in industrialized countries. Factors that relate to rural nurses are different. This study examined inter-personal, intra-personal and extra-personal factors that influence job satisfaction among rural primary care nurses in a Low and Middle Income country (LMIC), Papua New Guinea.MethodsData was collected using self administered questionnaire from rural nurses attending a training program from 15 of the 20 provinces. Results of a total of 344 nurses were available for analysis. A measure of overall job satisfaction and measures for facets of job satisfaction was developed in the study based on literature and a qualitative study. Multi-variate analysis was used to test prediction models.ResultsThere was significant difference in the level of job satisfaction by age and years in the profession. Higher levels of overall job satisfaction and intrinsic satisfaction were seen in nurses employed by Church facilities compared to government facilities (P <0.01). Ownership of facility, work climate, supervisory support and community support predicted 35% (R2 =0.35) of the variation in job satisfaction. The factors contributing most were work climate (17%) and supervisory support (10%). None of these factors were predictive of an intention to leave.ConclusionsThis study provides empirical evidence that inter-personal relationships: work climate and supportive supervision are the most important influences of job satisfaction for rural nurses in a LMIC. These findings highlight that the provision of a conducive environment requires attention to human relations aspects. For PNG this is very important as this critical cadre provide the frontline of primary health care for more than 70% of the population of the country. Many LMIC are focusing on rural health, with most of the attention given to aspects of workforce numbers and distribution. Much less attention is given to improving the aspects of the working environment that enhances intrinsic satisfaction and work climate for rural health workers who are currently in place if they are to be satisfied in their job and productive.

Overall job satisfaction among dentists in Sweden and Denmark: A comparative study, measuring positive aspects of work

Objective. Human service work differs from industrial work, which should be considered when organizing work. Previous research has shown organizational differences in the perceptions of work, often with a focus on negative aspects. The aim of this study was to analyse the overall job satisfaction among private- and public-practising dentists in Sweden and Denmark. This also implied a description of the questionnaire Swedish and Danish Dentists' Perceptions of Good Work about opportunities and positive and rewarding aspects of work. Material and methods. A questionnaire covering the multidimensional concept of good work was developed. A total of 1835 dentists randomly sampled from the dental associations were sent a questionnaire in November 2008. A special non-response study was performed. Principal components analysis (PCA) was used to create a measure of overall job satisfaction, comparing four organizational subgroups. Results. The average net response rate was 68% (n = 1226). The special non-response study of the Danish private practitioners showed more males, managers and dentists with more working hours than the respondents. PCA of three satisfaction questions showed a stable one-factor solution. There were differences in job satisfaction, with Danish public dentists ranked highest in overall job satisfaction and Swedish public dentists lowest. Conclusions. There were organizational differences in the perception of job satisfaction. Further analysis of how the human service is organized in the different groups is needed.

Spirituality and job satisfaction among female Jewish Israeli hospital nurses

This paper is a report of a study conducted to examine the relationship between spirituality and hospital nurses' work satisfaction and to determine the unique contributions of various specific aspects of spirituality to their work satisfaction. Spirituality has been indicated as a possible contributor to nurses' job satisfaction. However, few researchers have examined the relationship between spirituality and nurses' job satisfaction. During 2007, 120 female Jewish Israeli hospital nurses responded to a questionnaire including a multidimensional measure of spirituality and a measure of overall job satisfaction. Correlation analysis indicated a positive relationship between life coherency aspects of spirituality and spiritual values with job satisfaction. Hierarchical regression analysis indicated the particular importance of an idealistic spiritual orientation (positive contribution) and a transcendent spiritual orientation (negative contribution) to the prediction of nurses' job satisfaction. The relationship between spirituality and nurses' job satisfaction is complex. Hospital managers may be able to enhance job satisfaction by providing opportunities for nurses to satisfy their spiritual needs (in particular, altruistic and ideological orientations) on the job. In addition, nurses with a strong transcendent orientation may be identified and given special attention to increase the likelihood of job satisfaction.

Are Workers Sufficiently Compensated for Being in a Dangerous Job? Evidence from the European Labor Market

This article tests whether or not workers are indifferent between risky and safe jobs in labor market equilibrium as long as wages serve as a utility equalizing device. Using a partial measure of overall job satisfaction - satisfaction with the job related risk - it examines whether or not the wage differentials act as a utility equalizing device on only one job characteristic: the job risk. It uses selectivity corrected models. It turns out that it is important to adjust for selectivity. Results show that wage differentials do not exclusively compensate for workers being in dangerous jobs.

Gender, Judging and Job Satisfaction

Though the overall numbers of women judges remain small, higher proportions of women have been appointed to many lower courts in common law, and particularly in civil law, countries. This paper investigates whether the experiences of judging and judicial work differ among women and men magistrates in Australia’s lower courts. The particular focus is satisfaction with their work as judges. In so doing, it helps build up a picture of the extent of the gendered nature of the judiciary as an occupation. Measures of overall job satisfaction identify few gender differences; more refined measures highlight areas of divergence between men and women magistrates, suggesting gendered experiences of judicial work which result from particular characteristics of the occupation, as presently constituted, rather than the nature of judging itself.

FACTORS EXPLAINING JOB SATISFACTION AMONG FACULTY

The purpose of this descriptive-correlational study was to describe the amount of variance in faculty member’s overall level of job satisfaction explained by Herzberg, Mausner, and Snyderman’s (1959) job motivator and hygiene factors. Additionally, the study sought to investigate the suitability of a one-item versus a multi-item measure of overall job satisfaction. The faculty were generally satisfied with their jobs. However, female faculty members were less satisfied than male faculty members. The factor “work itself” was the most motivating aspect for faculty. The least motivating aspect was “working conditions.” The demographic characteristics were negligibly related to overall job satisfaction. All of the job motivator and hygiene factors were moderately or substantially related to overall job satisfaction. The factors “recognition,” “supervision,” and “relationships” explained the variability among faculty members’ overall level of job satisfaction. The one-item measure of overall job satisfaction was not different from a multi-item measure of overall job satisfaction.

Single-Item Reliability: A Replication and Extension

The reliability of a single-item measure of student-rated college teaching effectiveness was estimated with two different methods and at two levels of analysis. The two methods are the correction for attenuation formula and factor analysis. The two levels of analysis are the group level (10, 682 classes) and the individual level (323, 262 students). Reliability estimates were higher using factor analysis (.88) than the correction for attenuation formula (.64), and they were higher using group-level data (.82) than individual-level data (.70). Based on the assumptions and limitations of each method used, the authors conclude that a minimum estimate of .80 for single-item reliability is reasonable for group-level data. The authors reaffirm a minimum reliability estimate of .70 for individual-level data, as previously concluded by Wanous, Reichers, and Hudy, who estimated single-item reliability for measures of overall job satisfaction using individual-level data.

Utility of Facet Descriptions in the Prediction of Global Job Satisfaction

In this study, the immediate utility of facet descriptions was assessed over several global criteria directly and indirectly related to global job satisfaction. Nearly 20 000 subjects from a large military, organization were used. Meaningful and significant correlations of between 0.20 to 0.43 were obtained. Convergent and divergent validity was found since facet descriptions were more predictive of global criteria directly related to global job satisfaction (Enjoyment of the job and Organizational enjoyment) than indirect measures of job satisfaction (Enjoyment of off-duty life, Likelihood of leaving the service early and Likelihood of further service). Correlations were also generally consistent over time, and the factor structure was interpretable in a straightforward manner. It was concluded that facet descriptions seem to be simple and adequate measures of overall job satisfaction.

Overall job satisfaction: how good are single-item measures?

A meta-analysis of single-item measures of overall job satisfaction (28 correlations from 17 studies with 7,682 people) found an average uncorrected correlation of .63 (SD = .09) with scale measures of overall job satisfaction. The overall mean correlation (corrected only for reliability) is .67 (SD = .08), and it is moderated by the type of measurement scale used. The mean corrected correlation for the best group of scale measures (8 correlations, 1,735 people) is .72 (SD = .05). The correction for attenuation formula was used to estimate the minimum level of reliability for a single-item measure. These estimates range from .45 to .69, depending on the assumptions made.

A theoretical and empirical investigation of job satisfaction and intended turnover in the large CPA firm

This research reports on the development and test of a model of job satisfaction and intended turnover in the large CPA firm environment. On an overall basis, the model was generally supported. Satisfaction showed strong significance in a multiple regression equation predicting the probability of turnover. In addition, eleven dimensions of job satisfaction developed through factor analysis, as well as a “career preparation” variable, correlated positively with a measure of overall job satisfaction and negatively with a measure of the probability of turnover.

Cooperative and Competitive Relationships Between Leaders and Subordinates

It has been argued that leadership research questionnaires should be based upon a theoretical position that has considerable experimental support for its causal relationships. This study drew upon the experimentally supported theory of cooperation and competition to develop measures of three different kinds of leader orientation: cooperative, competitive, and individualistic. These measures were used by 310 medical laboratory technicians from 10 different hospitals to describe the specific job behaviors of their immediate supervisor. The leaders' orientation scores derived from these behavior descriptions were then correlated with measures of overall job satisfaction, satisfaction with supervision, the desire to perform well, and the desire to stay on the job. As predicted by theory, the correlations with dependent measures were strongly positive for a cooperative orientation and strongly negative for a competitive orientation. The correlations for an individualistic orientation were negative and larger than expected. These results, and previous experimental research, suggest that leaders can improve subordinate reactions to their leadership by emphasizing areas of overlap between their goals and subordinate goals, by helping subordinates work toward their goals, and by sharing the rewards of mutual effort.

JOB SATISFACTION: ARE ALL THE PARTS THERE?

Empirical data indicate that global measures of job satisfaction are not equivalent to the sum of the facet satisfactions. The purposes of this study were to explore the usefulness of single‐item global measures of job satisfaction for job satisfaction research and also to explore whether global assessments of job satisfaction include consideration of variables typically not measured by job satisfaction instruments. Subjects are 185 employees working within two research and development units of two multinational corporations. The short‐form Minnesota Satisfaction Questionnaire was used to obtain the sum of the facet satisfactions. Two single‐item global questions of overall satisfaction were also used. One required a yes‐no response and the second, a 1–5 rating response. Information about perceived determinants of job satisfaction, overall satisfaction with the job, satisfaction with occupational choice, career progress, and overall satisfaction with non‐job related events was obtained through semi‐structured interviews. Results indicate that defining overall job satisfaction as the sum of the evaluations of the discrete elements of which the job is composed, may lead to neglect of major determinants of job satisfaction. The “whole” appears to be more complex than the sum of the presently measured parts. Results also suggest that the 1–5 global rating of overall job satisfaction may be a more inclusive measure of overall job satisfaction than summation of many facet responses.

Overall Job Satisfaction: Is It a Linear Function of Facet Satisfaction?

This study investigates the relationship between overall job satisfaction and satisfaction with various job facets. Linear and nonlinear models for combining facets are examined. The results provide marginal support for an hypothesis that overall job satisfaction is a linear function of satisfaction with various job facets. Specifically, satisfaction with job facets explains 50%-60%o of overall job satisfaction based on a linear combination of facet satisfactions. The results also indicate that facetbased instruments used individually are not sufficient measures of overall job satisfaction. When facets from multiple facet-based instruments are combined, a marginally sufficient measure is obtained.

JOB SATISFACTION, BEHAVIORAL INTENTION, AND ABSENTEEISM AS PREDICTORS OF TURNOVER

Measures of overall job satisfaction, intention about remaining with the company, and frequency of absences were correlated with termination over two one-year periods for a sample of female clerical employees. A step-wise multiple regression indicated that both intent to remain with the company and frequency of absences added to the prediction of turnover during both one-year periods. Job satisfaction did not add to the prediction for either year.

Single-question measures of overall job satisfaction: A comment on Quinn, Staines and McCullough

A survey of national sample of workers finds differences in percentages of workers reporting job dissatisfaction as a function of the wording of six questions used to measure overall job satisfaction. These results are compared with a local sample of production workers who answered a job satisfaction questionnaire employing the same six questions. There is a statistically significant difference between the national sample and the local sample. The differences obtained suggest that the employees' work and life situation are at least as influential in changing questionnaire responses as the wording of questions is. Implications for practice are discussed.

AN EMPIRICAL EXAMINATION OF SEVERAL JOB ATTRACTION MEASURES.

Recently, an increasing amount of job satisfaction research has been devoted to examining the relative usefulness of different ways of combining job facet satisfaction scores. However, Wanous and Lawler [16] have suggested that it may be more fruitful to examine various operational definitions of job attraction. This study presents an initial attempt in that direction by formulating nine operational definitions of job attraction and by providing a first set of empirical evidence for a conceptual framework of job attraction. The purposes of the study summarized here were to: (a) formulate nine operational definitions of job attraction; (b) examine the relationship of seven of these measures with a measure of overall job attraction and two traditional measures of overall job satisfaction; (c) consider whether a corresponding set of seven definitions of job satisfaction yield empirically more comparable measures; and (d) perform a multi-trait-multimethod matrix analysis to determine if it is possible to validly measure individual's attraction to their jobs. A recent review [16] of various operational definitions of job satisfaction revealed that: (a) while it is possible to validly measure people's satisfaction with different facets of their jobs, (b) the operational definitions considered do not yield empirically comparable measures of satisfaction, and (c) job attraction may be a better predictor of turnover and absenteeism than is job satisfaction. As over 3,000 articles concerning job satisfaction have appeared in the literature over the past 30 years [10] and job satisfaction measures have not always been strongly related to absenteeism and turnover [2; 14; 15], it is important at this point to explore not only the relationship between job attraction and satisfaction, but also to consider several operational definitions of job attraction. Since apparently no studies have measured job attraction in more than one way and compared the results, it is not at all clear whether several conceptual definitions of attraction that can be formulated do, in fact, measure the same thing. The purposes of the study summarized here were to: (a) formulate nine operational definitions of job attraction; (b) examine the relationship of seven of these measures with a measure of overall job attraction and two traditional measures of overall job satisfaction; (c) consider whether a corresponding set of seven definitions of job satisfaction yield empirically more comparable measures; and (d) perform a multi- trait-multimethod matrix analysis to determine if it is possible to validly measure individuals' attraction to their jobs.

Evaluating weighted models of measuring job satisfaction: A cinderella story

Data obtained from a national probability sample of 1533 American workers were used to assess the validity of ten methods of weighting job satisfaction ratings by importance ratings. The methods varied systematically in terms of the input they employed, scale treatment, and the types of mathematical operations used for weighting. Each method was evaluated with data from two subsamples of workers who differed in terms of the magnitude of their intraindividual correlations between satisfaction and importance ratings. The four criterion variables used to evaluate the weighting methods were measures of overall job satisfaction, job-related tension, likelihood of leaving one's present job, and mental health. The data not only failed to support the hypothesis that the validity of job satisfaction ratings may be increased by weighting them by importance ratings but indicated, on the contrary, that importance-weighting actually reduced the validity of satisfaction ratings. This reduction was attributed to several statistical problems, principally the failure of satisfaction and importance ratings to meet the demanding scaling assumptions of weighting models. An inconsistency was pointed out between the research activities necessary for providing an ideal test of a weighting model and those necessary for developing a generally useful measure of job satisfaction based on the model.