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Journal of Nursing Measurement
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Career Development for Exceptional Individuals
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Social Indicators Research - SOC INDIC RES
A new measure of QWL was developed based on need satisfaction and spillover theories. The measure was designed to capture the extent to which the work environment, job requirements, supervisory behavior, and ancillary programs in an organization are perceived to meet the needs of an employee. We identified seven major needs, each having several dimensions. These are: (a) health and safety needs (protection from ill health and injury at work and outside of work, and enhancement of good health), (b) economic and family needs (pay, job security, and other family needs), (c) social needs (collegiality at work and leisure time off work), (d) esteem needs (recognition and appreciation of work within the organization and outside the organization), (e) actualization needs (realization of one's potential within the organization and as a professional), (f) knowledge needs (learning to enhance job and professional skills), and (g) aesthetic needs (creativity at work as well as personal cr.
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VALIDATION OF THE SATISFACTION WITH WORK SCALE We validated the Satisfaction with Work Scale (SWWS) in four samples of workers in both English and French. Confirmatory factor analysis yielded a one-factor structure, which was shown invariant across languages and samples. The SWWS was positively related to inclusion of work in the self and negatively related to turnover intentions. The organizational behavior literature abounds with job satisfaction measures. The most popular ones are multidimensional, generally long, and use non-conventional formats that complicate modern statistical analyses. Many unidimensional instruments are single-item measures, which lack reliability and validity. Despite the large number of existing measures, none of the popular, well-validated measures capture people's cognitive evaluations of how their work brings them well-being. We adapted Diener, Emmons, Larsen, and Griffin's (1985) Satisfaction with Life Scale to the work context to obtain a short global work satisfaction measure, the Satisfaction with Work Scale (SWWS). This instrument differs from the most popular global job satisfaction scales because it focuses on the cognitive appraisal of a person's work situation, or a person's well-being in the work context. Work is an important life domain that has an impact on one's overall well-being (Vallerand, 1997). Kahneman (2006) found that work is the life domain in which Americans and French citizens report the lowest levels of well-being. In light of the need for research on mental health in the workplace (Kelloway & Day, 2005; McDaid, Curran, & Knapp, 2005; Turner, Barling, & Zacharatos, 2002), this new measure will be a useful indicator of work-related mental health. In addition, given the growing trend towards non-traditional work arrangements such as contract work and protean careers (Arthur, Khapova, & Wilderom, 2005; Hall & Moss, 1998), work satisfaction is highly relevant as it can be assessed within a particular organizational context, but also be used as a measure of one's satisfaction with a particular job or career. Therefore, we need an instrument that considers satisfaction with work rather than job satisfaction, which may be more appropriate for more stable, traditional jobs. We first review the most popular measures of job satisfaction and indicate their strengths and weaknesses. We then present the SWWS and demonstrate its reliability and validity.
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The purpose of this study is to develop and validate the Basic Psychological Needs at Work Scale (BPNWS). The BPNWS is a work-related self-report instrument designed to measure the degree to which the needs for autonomy, competence and relatedness, as identified by Self-Determination Theory (Deci & Ryan, 2000), are satisfied at work. Using exploratory and confirmatory factor analysis, the first study examines the structure of the BNPWS in a group of 271 workers. The second study tests the measurement invariance of the scale in a group of 851 teachers from two different cultures, Canada and France. Results support the three-factor structure and show adequate internal consistency, as well as nomological validity across samples. Abstract The purpose of this study is to develop and validate the Basic Psychological Needs at
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