Job Interdependence Scale
Measures the degree of reciprocal interdependence and independence in an employee's job tasks.
Scale Development & Technical Details
Scale Overview
The Job Interdependence Scale was developed by Jone L. Pearce & Hal B. Gregersen (1991). It is designed to measure Job Interdependence. The scale is intended for use with Employees / Working adults.
Scale Structure
This instrument consists of 8 items organized into 2 factors/subscales: Interdependence, Independence.
| Factor / Subscale | Items | N |
|---|---|---|
| Interdependence | 1,2,3,4,5 | 5 |
| Independence | 6,7,8 | 3 |
Response Format
Respondents rate each item using a 5-point Likert scale (1 = Strongly Disagree to 5 = Strongly Agree).
Scoring
Items are scored by subscale, with each subscale sum representing a distinct dimension.
Total scores range from 8 to 40. Interpretation guidelines:
- Low Interdependence: 8 – 18
- Moderate Interdependence: 19 – 29
- High Interdependence: 30 – 40
Psychometric Properties
Internal Consistency: The scale has demonstrated good to excellent internal consistency with reported Cronbach’s alpha values of Alpha of .76 for interdependence, .61 for independence, and .85 for the combined scale..
Administration
The scale is self-administered and typically takes approximately 3 minutes to complete. It can be administered individually or in group settings. No special training is required for administration.