Taking Organizational Measurements
Job Attitudes, Measure & Change
Dr. Rebekah Cardenas
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Taking Organizational Measurements
Measure of job satisfaction, organizational commitment, and job involvement in the
organization is a significant indicator of a person's decision to leave their job. It is becoming
more popular to think about how to keep health workers in both high and low-income countries.
However, the factors that influence job satisfaction, organizational commitment, and job
involvement vary depending on the context. Thus, it is critical to employ appropriate
measurement methods for the situation (Hora et al., 2018). Therefore, this paper will summarize
job attitudes to be measured, instruments of measurement, and the psychometric properties of the
instruments.
The job attitudes to be measured
Our behavior at work often depends on how we feel about being there. Therefore, making
sense of how people behave depends on understanding their work attitudes.0Job attitude such as
mood change at work will form part of measurement item in the organization. In reference to
Hora et al. (2018) people with a positive affective disposition (those who experience pleasant
moods more frequently than negative moods) appear to be more satisfied with their work and
committed to their firms, whereas those with a negative affective disposition appear to be less
satisfied and committed.
Employees appear to be more satisfied and committed when specific characteristics are
present. Job attributes linked to workplace satisfaction and dedication include using a variety of
abilities, having autonomy at work, obtaining job feedback, and executing a critical task. The
presence of these factors, on the other hand, is not necessary for everyone. Some people have a
vital requirement for growth. They anticipate that their work will enable them to learn new skills
and advance careers. When these attributes are present in their jobs, they are more fulfilled.
The three instruments used to measure job satisfaction, organizational commitment, and
job involvement
The three instruments I might use to measure job satisfaction, organizational commitment,
and job involvement in the organization are; the 36-item Job Satisfaction Survey, The
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Professional Quality of Life Scale (ProQOL) was constructed by Stamm (2010) and Scale of
Emotional Habitual Subjective Well-Being (SEHP).
Justification of these instruments.
The Job Satisfaction Survey (JSS) assesses nine different aspects of satisfaction that
should be chosen following a thorough examination of the literature. Among these dimensions
are pay, promotion, supervision, benefits, contingent rewards, operational procedures,
coworkers, type of job, and communication. The JSS asks respondents to rate their level of
agreement with 36 statements across nine areas.
On the other hand, Scale of Professional Quality of Life (ProQOL-5) Compassion
satisfaction (the pleasure that comes from performing a good job), compassion fatigue, burnout
(exhaustion, frustration, rage, and sadness), and secondary trauma (motivated by fear and work-
related trauma) are all aspects of professional quality of life (Stamm, 2010). The ProQOL-5 is a
questionnaire with ranking scores on a Likert scale ranging from one to five, with one meaning
"never" and five meaning "very often." Compassion fulfillment is good, but compassion
weariness, burnout, and secondary trauma are bad things. Finally, Scale of Emotional Habitual
Subjective Well-Being (SEHP) represents a simple, timesaving tool for measuring emotional
subjective well-being.
The psychometric properties of the instruments
The 36-item Job Satisfaction Survey can gauge employee satisfaction (JSS, Spector,
1985). The original English edition of the Job Satisfaction Survey has nine scales. Each scale has
four different objects. The subscales are Pay, Promotion, Supervision, Fringe Benefits,
Contingent Rewards, Working Conditions, Coworkers, Nature of Work, and Communication. A
summated rating scale answer type is used in the JSS, with six alternatives for agreeing or
disagreeing (disagree very much, disagree moderately, disagree slightly, agree slightly, agree
moderately, and agree very much). On a scale of one to six, these response choice intervals are
graded. Total satisfaction is calculated using the sum of all item values. Both positive and
negative self-descriptive statements are included in the JSS. Items that are stated negatively
receive a lower score. This scale was translated into Slovak by native English speakers using
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forward and reverse translation procedures. We refined and assessed these translations with the
help of professionals, specifically psychologists (Van Saane, 2003).
Stamm created the Professional Quality of Life Scale (ProQOL) (2010). This measure is
commonly used in studies to assess the benefits and drawbacks of dealing with persons who have
been through severely traumatic circumstances. It's a 30-item measure that asks how often the
respondent has had adverse outcomes due to assisting such persons. The ProQOL has been
translated into various languages since it was first established in English. It has three subscales:
the first is compassion satisfaction, which is defined as the satisfaction derived from providing
compassion and assistance and the enjoyment derived from one's profession. The second scale is
used to assess burnout, hopelessness, and work-related issues. Compassion fatigue is measured
on the third subscale. Cronbach's alpha values for the compassion pleasure subscale are 0.78, and
for the compassion fatigue subscale, they range from 0.80 to 0.72. (Stamm, 2008). This self-
report approach was translated assessment of trait optimism vs. pessimism in the same way as
the scale mentioned above. Three of the 10 items are used to gauge optimism, three gauge
pessimism, and four are used as fillers. Each statement is rated on a five-point bipolar scale from
0 (strongly disagree) to 4 (strongly agree) (strongly agree). To adapt the English version of the
LOT-R for Slovak respondents, the exact translation procedures were used as with the other
techniques.
Hora et al. (2018) established the Scale of Emotional Habitual Subjective Well-Being.
(SEHP). A happy mood is described by four nouns (joy, happiness, enjoyment, and bodily
freshness), while a bad mood is described by six words (fear, shame, sadness, guilt, rage, and
pain). On a six-point scale, respondents rate the frequency of their feelings from "nearly always"
to "almost never." The SEHP was written in Slovak at the time of its creation. Therefore, it did
not require any additional adaption for the application.
Specific items and the scoring method for a separate diagnostic survey
The specific items and the scoring method I might use as part of a separate diagnostic
survey include; I feel the amount I am paid for work I do is fair, many of our organizational rules
make work satisfaction difficult and I enjoy the interaction and engaging my fellow employee at
work.
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References
Chen, S., Yang, C., Shiau, J., & Wang, H. (2006). The development of an employee satisfaction
model for higher education. TQM Mag. 18(5), 484–500. doi:
10.1108/09544780610685467
Hora, G. P., Júnior, R. R., & Souza, M. A. (2018). State of the art of job satisfaction measures: A
systematic review. Temas em Psicologia, 26(2), 987-1002.
https://doi.org/10.9788/tp2018.2-16en
Stamm, B.H. (2010). The Concise ProQOL Manual, 2nd Ed. Pocatello, ID: ProQOL.org.
Retrieved from: http://proqol. org/uploads/ProQOL_Concise_2ndEd_12-2010.pdf
(2015, May 16).
Van Saane, N. (2003). Reliability and validity of instruments measuring job satisfaction--a
systematic review. Occupational Medicine, 53(3), 191-200.
https://doi.org/10.1093/occmed/kqg038
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