Career Satisfaction scale

Description

This measure (Career Satisfaction scale) was developed by Greenhaus, Parasuraman, and Wormley (1990). It measures satisfaction with career success, an internally generated and defined career outcome. Besides general satisfaction with career prog­ress, the measure assesses the extent to which an employee has made satis­ factory progress toward goals for income level, advancement, and develop­ment of skills.

Reliability

Coefficient alpha ranged from .83 to .89 (Aryee, Chay, & Tan, 1994; Greenhaus et al., 1990; Seibert, Crant, & Kraimer, 1999).

Validity

Career satisfaction correlated positively with having a job in general man­ agement, salary level, number of promotions received, perceptions of upward mobility, sponsorship within an organization, acceptance, job dis­ cretion, supervisory support, career strategies, perceived personal-organiza­ tion value congruence, presence of an internal labor market, and job perfor­ mance. It correlated negatively with having reached a career plateau (Aryee et al., 1994; Greenhaus et al., 1990; Seibert et al., 1999). Confirmatory factor analysis showed that general perceptions of career satisfaction are empiri­ cally distinct from financial success and hierarchical success in an organiza­ tion (Aryee et al., 1994).

Source

Items

Responses are obtained on a 5-point Likert-type scale where 5 = strongly disagree, 4 = disagree to some extent, 3 = uncertain, 2 = agree to some extent, and I = strongly agree.

1. I am satisfied with the success I have achieved in my career
2. I am satisfied with the progress I have made toward meeting my overall career goals
3. I am satisfied with the progress I have made toward meeting my goals for income
4. I am satisfied with the progress I have made toward meeting my goals for advancement
5. I am satisfied with the progress I have made toward meeting my goals for the development of new skills