Job Satisfaction Measurement

William K. Balzer & Jennifer Z. Gillespie

Job satisfaction may be measured for a variety of reasons. For example, a company may measure job satisfaction over time to assess trends in employee attitudes or reactions to a new policy or organizational intervention. Assessing job satisfaction might also serve a diagnostic purpose, identifying those aspects of the job with which employees are dissatisfied. As a last example, companies might measure job satisfaction to predict other important attitudes or behaviors (e.g., job turnover). In all instances, a useful measure is important. Good measures are reliable (i.e., levels of job satisfaction that are in fact consistent over time demonstrate similar satisfaction scores), valid (i.e., the measure provides a pure measure of job satisfaction), discriminating (i.e., the measure of job satisfaction is equally sensitive to low and high reported levels), and comparable (i.e., the measure allows you to compare job satisfaction scores across groups). Developing a good measure requires significant expertise ...

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