Table of Contents
Description
This measure, (Perceived Ability-Job Fit) developed by Abdel-Halim (1981), uses five items to assess an employee’s perceived ability-job fit. According to the person environment fit model of stress, whether a given level of job demands is stressful to a jobholder is determined by his or her ability (or perceived ability) to perform the job (Xie, 1996). Xie and Johns (1995) found that employees with lower perceived ability-job fit are affected to a greater degree by job demands than those who have higher job-ability fit.
Reliability
Coefficient alpha values ranged from .73 to .74 (Xie, 1996; Xie & Johns, 1995).
Validity
Xie (1996) found through factor analysis that perceived ability-job fit, deci sion latitude, and job demands were empirically distinct. Perceived ability job fit correlated positively with job demands, control, job satisfaction, life satisfaction, age, adequacy of income, and tenure. Ability-job fit correlated negatively with anxiety and depression (Xie, 1996).
Source
Xie, J. L. (1996). Karasek’s model in the People’s Republic of China: Effects of job demands, control, and individual differences. Academy of Management Journal, 39(6), 1594-1619. © 1996 by Academy of Management. Items were taken from text, p. 1603. Reproduced with permission of Academy of Management in the format textbook via Copyright Clearance Center.
Items
Responses are obtained on a 5-point Likert-type scale where 1 = strongly disagree and 5 = strongly agree.
- I feel that my work utilizes my full abilities
- I feel competent and fully able to handle my job
- My job gives me a chance to do the things I feel I do best
- I feel that my job and I are well matched
- I feel I have adequate preparation for the job I now hold