Table of Contents
This measure was originally developed by Quinn and Shepard (1974) and subsequently modified by Pond and Geyer (1991) and Rice et al. (1991). It uses six items to measure an employee’s general affective reaction to his or her job without reference to any specific facets. Other studies have used three of the items (Fields & Blum, 1997), four (Eisenberger, Cummings, Armeli, & Lynch, 1997; Taber & Alliger, 1995), and five of the items (Birnbaum & Somers, 1993; McFarlin & Rice, 1992; Mossholder, Bennett, & Martin, 1998; Williams, Gavin, & Williams, 1996). Rice et al. (1991) sub stituted a revised sixth item.
Coefficient alpha for the six-item measure was .89 (Pond & Geyer, 1991). Coefficient alpha for the five-item measure ranged from .81 to .89 (Birnbaum & Somers, 1993; Mcfarlin & Rice, 1992; Mossholder, Bennett, & Martin, 1998; Williams et al., 1996). Coefficient alpha values for the four item measure ranged from .75 to .85 (Eisenberger et al., 1997; Martin & Roman, 1996; Taber & Alliger, 1995). In Fields and Blum (1997), coeffi cient alpha for the three-item version was .78.
Global job satisfaction correlated positively with satisfaction with the facets of the job itself, supervision, promotion, pay, interactions with a boss, cus tomer contact, job freedom, learning opportunities, amount of decision making, and satisfaction with co-workers (Fields & Blum, 1997; McFarlin & Rice, 1992; Pond & Geyer, 1991). It also correlated positively with affec tive commitment to an occupation and the organization, job involvement, the importance of interaction with a boss, and the importance of customer contact (Birnbaum & Somers, 1993; Mcfarlin & Rice, 1992; Mossholder, Bennett, & Martin, 1998; Pond & Geyer, 1991). Global job satisfaction cor related negatively with continuance commitment to an occupation and an organization, the extent of perceived job alternatives, role conflict, role ambiguity, turnover, and the importance of pay and promotion (Birnbaum & Somers, 1993; McFarlin & Rice, 1992; Mossholder, Bennett, & Martin, 1998; Pond & Geyer, 1991).
Eisenberger et al. (1997) performed a confirmatory factor analysis of the measure and found that perceived organizational support and overall job satisfaction were empirically distinct. In Rice et al. (1991), multivariate analysis indicated that overall job satisfaction was empirically distinct from satisfaction with each of 12 job facets. In Williams et al. (1996), exploratory and confirmatory factor analysis showed the measure had one dimension and was empirically distinct from organizational commitment, role ambigu ity, role overload, role conflict, job complexity, and negative affectivity.
Pond, S. B., & Geyer, P. D. (1991). Differences in the relation between job satisfaction and perceived work alternatives among older and younger blue collar workers. Journal of Vocational Behavior, 39, 251-262. Items were taken from text, p. 254. Copyright© 1991 by Academic Press. Reprinted with permission.
Revised sixth item from Rice, R. W., Gentile, D. A., & Mcfarlin, D. B. (1991). Facet importance and job satisfaction. Journal of Applied Psychol ogy, 76(1), 31-39. Item was taken from text, p. 33. Copyright© 1991 by the American Psychological Association. Reprinted with permission.
Items and response scales:
The original wording of the items is in parentheses.
- (Knowing what you know now), If you had to decide all over again whether to take the job you now have, what would you decide?
Responses range from 1 = definitely not take the job to 5 = definitely take the job.
- If a (good) friend asked if he/she should apply for a job like yours with your employer, what would you recommend?
Responses range from 1 = not recommend at all to 5 = recommend strongly.
- How does this job compare with your ideal job (job you would most like to have)?
Responses range from 1= very far from ideal to 5= very close to ideal.
- (In general) how does your job measure up to the sort of job you wanted when you took it?
Responses range from 1 = not at all like I wanted to 5 = just like what I wanted.
- All (in all) things considered, how satisfied are you with your current job?
Responses range from 1 = not at all satisfied to 5 = completely satisfied.
- In general, how much do you like your job? Responses range from 1 = not at all to 5 = a great deal. Revised sixth item from Rice et (1991):
How do you feel about your job overall?
Possible responses are 1 = terrible, 2 = unhappy, 3 = mostly dissatisfied, 4= mixed ( about equally dissatisfied and satisfied), 5= mostly satisfied, 6 = pleased, and 7 = delighted.
This content is licensed under a CC-BY license. The CC-BY licenses grant rights of use the scales in your studies (the measurement instrument and its documentation), but do not replace copyright. This remains with the copyright holder, and you have to cite us as the source.
Mohammed Looti, PSYCHOLOGICAL SCALES (2023) Global Job Satisfaction scale. Retrieved from https://scales.arabpsychology.com/s/global-job-satisfaction/. DOI: 10.13140/RG.2.2.31575.96163