Employee Satisfaction With Influence and Ownership scale (ESIO)

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 satisfaction and perceived influence in ESOP companies. The scale is intended for use with Employees in companies with employee stock ownership plans.

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 15 to 91. Interpretation guidelines:

• Low perceived influence and satisfaction: 15 – 45
• Moderate perceived influence and satisfaction: 46 – 75
• High perceived influence and satisfaction: 76 – 91

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.