Employee Satisfaction With Influence and Ownership scale


This measure, (Employee Satisfaction with Influence and Ownership) developed by Rosen, Klein, and Young (1986), contains two subscales that measure influence due to ownership associated with holding stock through an employee stock ownership program (ESOP) and satisfac­tion with the ESOP. The influence subscale has been used to measure work­ ers’ perceived actual amount of influence and desired amount of influence by changing item wording to should (Buchko, 1992).


In Buchko (1992), the ESOP satisfaction subscale had a coefficient alpha of .86 and the influence subscale had a coefficient alpha of .87.


In Buchko (1992), perceived influence and ESOP satisfaction correlated positively with organizational commitment, job involvement, and overall job satisfaction. Both measures correlated negatively with turnover inten­ tions and unionization. ESOP satisfaction also correlated positively with ESOP participation.


Rosen, C., Klein, K., & Young, K. (1986). Employee ownership in America: The equity solution. Lexington, MA: D. C. Heath. Items were taken from Appendix 6-A, pp. 139-140. Copyright© 1986 by Corey Rosen. Repro­duced with permission.

Influence subscale instructions and items:

How much say or influence do non-managerial workers in your company actually have over the following areas? (Possible responses are 1 = workers

have no say, 2 = workers receive information, 3 = workers are asked for their opinion, 4 = workers decide with management, and 5 = workers decide


  1. Social events
  2. Working conditions
  3. The way workers perform their own jobs.
  4. Pay and other compensation.
  5. Hiring, firing, and other personnel decisions
  6. Selection of supervisors and management
  7. Company policy (investment in new equipment, planning for the company future)

ESOP satisfaction subscale items:

(Responses are obtained on a 7-point Likert-type scale where 1 = completely disagree and 7 = completely agree)

  1. Because of employee ownership, my work is more satisfying.
  2. I really don’t care about the employee ownership plan in this company (R)
  3. I’m proud to own stock in this company.
  4. Employee ownership at this company makes my day-to-day work more enjoyable.
  5. Owning stock in this company makes me want to stay with this company longer than I would if I did not own stock.
  6. It is very important to me that this company has an employee stock ownership plan.
  7. Owning stock in this company makes me more interested in the company’s financial success.
  8. Employee ownership at this company gives me a greater share in the company profit.

Items denoted with (R) are reverse scored.