Employee Satisfaction With Influence and Ownership scale – ESIO
Measures perceived actual influence of non-managerial workers and satisfaction with an Employee Stock Ownership Plan (ESOP).
Scale Development & Technical Details
Scale Overview
The Employee Satisfaction With Influence and Ownership scale – ESIO was developed by Corey Rosen, Katherine Klein, and Karen Young (1986). It is designed to measure Employee influence and ESOP satisfaction. The scale is intended for use with Employees in companies with Employee Stock Ownership Plans (ESOPs).
Scale Structure
This instrument consists of 15 items organized into 2 factors/subscales: Influence, ESOP Satisfaction.
| Factor / Subscale | Items | N |
|---|---|---|
| Influence | 1,2,3,4,5,6,7 | 7 |
| ESOP Satisfaction | 8,9,10,11,12,13,14,15 | 8 |
Response Format
Respondents rate each item using a custom response format.
Response anchors: Influence 1 = Workers have no say, Influence 2 = Workers receive information, Influence 3 = Workers are asked for their opinion, Influence 4 = Workers decide with management, Influence 5 = Workers decide alone, Satisfaction 1 = Completely disagree, Satisfaction 7 = Completely agree.
The scale includes 1 reverse-scored items to reduce acquiescence bias.
Scoring
Items are scored by subscale, with each subscale sum representing a distinct dimension.
Total scores range from 8 to 56. Interpretation guidelines:
- Low ESOP Satisfaction: 8 – 24
- Moderate ESOP Satisfaction: 25 – 40
- High ESOP Satisfaction: 41 – 56
Psychometric Properties
Internal Consistency: The scale has demonstrated good to excellent internal consistency with reported Cronbach’s alpha values of Influence subscale alpha = .87; ESOP satisfaction subscale alpha = .86.
Administration
The scale is self-administered and typically takes approximately 5 minutes to complete. It can be administered individually or in group settings. No special training is required for administration.