JOB DESCRIPTIVE INDEX
Job Descriptive Index and related scales
The JDI and related scales are frequently used by academic researchers and workplace professionals as a means of measuring employee attitudes such as job satisfaction. These scales are easy to administer, easy to read, simple in format, and scores may be compared to those from a nationally-representative sample of United States workers.
Job Descriptive Index (JDI), Job In General (JIG), Stress In General (SIG), and Trust in Management (TIM).
About the scales
For more than 50 years, the Job Descriptive Index and related scales have been continually developed and refined by the university’s noted Job Descriptive Index Research Group. Comprised of numerous faculty members and Ph.D. students, members of the research group have used their expertise in psychology, scientific research methods, and organizational behavior to study workplace attitudes and behaviors using these scales.
The Job Descriptive Index is designed to measure employees' satisfaction with their jobs. The JDI is a “facet” measure of job satisfaction, meaning that participants are asked to think about specific facets of their job and rate their satisfaction with those specific facets. The JDI is comprised of five facets, including satisfaction with: coworkers, the work itself, pay, opportunities for promotion, and supervision.
The Job In General is also designed to measure employees’ satisfaction with their jobs. The JIG is a measure of global satisfaction, meaning that participants are asked to think about how satisfied they are with their job in a broad, overall sense.
WHAT IS JOB SATISFACTION?
Job satisfaction is generally viewed as positive feelings or emotions that a person might have with regard to their job. Some people feel very satisfied with their work, whereas others may feel very dissatisfied. Both workplace factors and within-person factors seem to play a role in determining how satisfied someone feels with their job. Several decades of research have demonstrated a relatively consistent link between job satisfaction and important organizational outcomes such as employee performance levels and turnover.
WHAT IS THE JDI?
The JDI is perhaps the most widely-used measure of job satisfaction. The measure was first published in 1969 by Smith, Kendall, and Hulin, in their classic book The Measurement of Satisfaction in Work and Retirement. The JDI is a “facet” measure of job satisfaction, meaning that employees are asked to think about specific facets of their job and rate their satisfaction with those specific facets. The JDI is comprised of five facets, including satisfaction with: coworkers, the work itself, pay, opportunities for promotion, and supervision.
The Abridged Job Descriptive Index and Abridged Job in General are shortened versions of the original scales. The abridged versions maintain adequate reliability, while reducing the administration time.
The Stress in General is designed to measure employees’ general level of workplace stress. Participants are asked to think about whether or not particular stress-related descriptors are characteristic of their job.
The Trust in Management is designed to measure employees’ feelings of trust toward senior management in their organization. Analysis of the scale revealed four factors (components) of trust: ability, benevolence, consistency, and integrity.
JDI and JIG norms
Development and determination of JDI and JIG nationally representative overall and subgroup norms is described in a forthcoming article (Gillespie, et al., in press).
The tables includes overall and subgroup norms for JDI-coworker, JDI-pay, JDI-promotion, JDI-supervisor, JDI-work, and JIG
These norm tables are provided in an effort to make the full revised measurement system widely available for use in research and practice. The norm tables are copyrighted by Bowling Green State University (2009) and can be referenced by the Journal of Managerial Psychology article.
Job Descriptive Index and related scales
The JDI and related scales are frequently used by academic researchers and workplace professionals as a means of measuring employee attitudes such as job satisfaction. These scales are easy to administer, easy to read, simple in format, and scores may be compared to those from a nationally-representative sample of United States workers.
Job Descriptive Index (JDI), Job In General (JIG), Stress In General (SIG), and Trust in Management (TIM).
About the scales
For more than 50 years, the Job Descriptive Index and related scales have been continually developed and refined by the university’s noted Job Descriptive Index Research Group. Comprised of numerous faculty members and Ph.D. students, members of the research group have used their expertise in psychology, scientific research methods, and organizational behavior to study workplace attitudes and behaviors using these scales.
The Job Descriptive Index is designed to measure employees' satisfaction with their jobs. The JDI is a “facet” measure of job satisfaction, meaning that participants are asked to think about specific facets of their job and rate their satisfaction with those specific facets. The JDI is comprised of five facets, including satisfaction with: coworkers, the work itself, pay, opportunities for promotion, and supervision.
The Job In General is also designed to measure employees’ satisfaction with their jobs. The JIG is a measure of global satisfaction, meaning that participants are asked to think about how satisfied they are with their job in a broad, overall sense.
WHAT IS JOB SATISFACTION?
Job satisfaction is generally viewed as positive feelings or emotions that a person might have with regard to their job. Some people feel very satisfied with their work, whereas others may feel very dissatisfied. Both workplace factors and within-person factors seem to play a role in determining how satisfied someone feels with their job. Several decades of research have demonstrated a relatively consistent link between job satisfaction and important organizational outcomes such as employee performance levels and turnover.
WHAT IS THE JDI?
The JDI is perhaps the most widely-used measure of job satisfaction. The measure was first published in 1969 by Smith, Kendall, and Hulin, in their classic book The Measurement of Satisfaction in Work and Retirement. The JDI is a “facet” measure of job satisfaction, meaning that employees are asked to think about specific facets of their job and rate their satisfaction with those specific facets. The JDI is comprised of five facets, including satisfaction with: coworkers, the work itself, pay, opportunities for promotion, and supervision.
The Abridged Job Descriptive Index and Abridged Job in General are shortened versions of the original scales. The abridged versions maintain adequate reliability, while reducing the administration time.
The Stress in General is designed to measure employees’ general level of workplace stress. Participants are asked to think about whether or not particular stress-related descriptors are characteristic of their job.
The Trust in Management is designed to measure employees’ feelings of trust toward senior management in their organization. Analysis of the scale revealed four factors (components) of trust: ability, benevolence, consistency, and integrity.
JDI and JIG norms
Development and determination of JDI and JIG nationally representative overall and subgroup norms is described in a forthcoming article (Gillespie, et al., in press).
The tables includes overall and subgroup norms for JDI-coworker, JDI-pay, JDI-promotion, JDI-supervisor, JDI-work, and JIG
These norm tables are provided in an effort to make the full revised measurement system widely available for use in research and practice. The norm tables are copyrighted by Bowling Green State University (2009) and can be referenced by the Journal of Managerial Psychology article.
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