Job in General Scale

Description

This measure, (Job in General Scale) developed by Ironson, Smith, Brannick, Gibson, and Paul (1989), uses 18 items to describe global job satisfaction. The measure can be used alone or in conjunction with the Job Descriptive Index (JDI), which assesses satisfaction with five job facets. Because individuals may use dif­ ferent frames of reference when responding to questions about facet and overall job satisfaction, this measure was developed to assess global satis­ faction independent from satisfaction with facets.

Reliability

Coefficient alpha values ranged from .82 to .94 (Konovsky & Crapanzano, 1991; Long, 1993; Major, Kozlowski, Chao, & Gardner, 1995; Rowley, Rosse, & Harvey, 1992; Wanberg, 1995).

Validity

Global job satisfaction correlated positively with affective organizational commitment, trust in management, satisfaction with the job itself, tenure with a supervisor, pay satisfaction, satisfaction with supervision, satisfac­ tion with promotion prospects, and judgments about procedural and out­ come fairness (Crapanzano, James, & Konovsky, 1993; Konovsky & Crapanzano, 1991; Long, 1993; Major et al., 1995; Rowley et al., 1992). Global job satisfaction correlated negatively with turnover intentions (Crapanzano et al., 1993; Major et al., 1995).

Source

Ironson, G., Smith, P., Brannick, M., Gibson, M., & Paul, K. (1989). Con­ struction of a Job in General Scale: A comparison of global, composite and specific measures. Journal of Applied Psychology, 74, 193-200. Items were taken from Table 1, p. 195. Copyright© 1989 by the American Psychologi­cal Association. Reprinted with permission.

Items

Responses are obtained as “yes” if the employee agrees that the item describes his or her job in general, “no” if the item does not and “? if the employee is undecided.

Items denoted with (R) are reverse scored.