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Job Satisfaction Measurement
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.
What Makes a Measure of Job Satisfaction Useful?
Is It a Good Measure?
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., ...
- Foundations
- Changing Nature of Work and Organizations
- Affordable Care Act
- Armed Conflicts: Implications for Organizations
- Big Data: Implications for Organizations
- Changing Demographics: Implications for Organizations
- Climate Change: Implications for Organizations
- Cyberattacks: Implications for Organizations
- Emerging Markets and Globalization: Implications for Organizations
- Epidemics: Implications for Organizations
- Global Political Instability: Implications for Organizations
- Immigration: Implications for Organizations
- Political Polarization: Implications for Organizations
- Rise of Africa: Implications for Organizations
- Rise of China: Implications for Organizations
- Social Media: Implications for Organizations
- Space and Spaceflight: Implications for Organizations
- Sustainability: Implications for Organizations
- Terrorism and Work
- Terrorism: Implications for Organizations
- U.S. National Debt: Implications for Organizations
- History
- Army Alpha/Army Beta
- Campbell, John P.: Ninth Recipient, SIOP Distinguished Scientific Contributions Award
- Dunnette, Marvin D.: Third Recipient, SIOP Distinguished Scientific Contributions Award
- Founders of Industrial and Organizational Psychology
- Guion, Robert M: Fifth Recipient, SIOP Distinguished Scientific Contributions Award
- Hackman, J. Richard: Tenth Recipient, SIOP Distinguished Scientific Contributions Award
- Hawthorne Studies/Hawthorne Effect
- History of Industrial and Organizational Psychology in Africa
- History of Industrial and Organizational Psychology in Asia
- History of Industrial and Organizational Psychology in Chile
- History of Industrial and Organizational Psychology in Europe and the United Kingdom
- History of Industrial and Organizational Psychology in North America
- History of Industrial and Organizational Psychology in Other Parts of the World
- Human Relations Movement
- Katzell, Raymond A.: Sixth Recipient, SIOP Distinguished Scientific Contributions Award
- Lawler, Edward E., III: Eighth Recipient, SIOP Distinguished Scientific Contributions Award
- Mayflower Group
- McCormick, Ernest J.: Eighth Recipient, SIOP Distinguished Scientific Contributions Award
- Owens, William A.: First Recipient, SIOP Distinguished Scientific Contributions Award
- Porter, Lyman W.: Seventh Recipient, SIOP Distinguished Scientific Contributions Award
- Project A
- Scientific Management
- Smith, Patricia C.: Second Recipient, SIOP Distinguished Scientific Contributions Award
- Unions
- Individual and Organizational Ethics
- Coercive Citations
- Corporate Ethics
- Corporate Social Responsibility
- Enron Scandal
- Ethical Decision Making and Behavior, Promotion of
- Ethics in Industrial and Organizational Practice
- Ethics in Industrial and Organizational Publishing
- Ethics in Industrial and Organizational Research
- Ethics Scandals in Organizations
- Ethics Training
- Industrial and Organizational Psychology, Poverty Reduction, and Prosocial Initiatives
- Rational Decision Making Theory
- Registered Reports Publication Model
- Stakeholder Theory
- Triple Bottom Line
- Unethical Data Analytic Practices
- Related Fields
- Changing Nature of Work and Organizations
- I-O Psychology Research and Evidence-Based Approaches
- Measurement
- Classical Test Theory
- Construct
- Criterion Theory
- Differential Item Functioning
- Factor Analysis
- Generalizability Theory
- Interrater Reliability/Agreement
- Item Response Theory
- Measurement Invariance
- Measurement of Implicit Attitudes
- Measurement Scales
- Multitrait–Multimethod Matrix
- Nomological Networks
- Normative Versus Ipsative Measurement
- Reliability
- Qualitative Research Techniques
- Quantitative Research Techniques
- Big Data Techniques/Analytics and I-O Psychology
- Experience Sampling Technique
- Facilitating Survey Response
- Lens Model
- Linkage Research and Analyses
- Longitudinal Research
- Meta-Analysis
- Multilevel Modeling
- Online Survey Data Collection Methods: Leveraging Qualtrics and SurveyMonkey
- Organizational Surveys
- Policy Capturing Method
- Quantitative Research Approach
- Simulation, Computer Approach
- Social Relations Model
- Survey Approach
- Survey Nonresponse Bias
- Research Methodologies and Approaches
- Archival Data/Secondary Data Techniques
- Benchmarking
- Convenience Sampling
- Cross-Cultural Research Methods and Theory
- Crowdsourcing
- Experimental Designs
- Mixed-Methods Designs
- M-Turk Data Collection
- Nonexperimental Designs
- Program Evaluation
- Qualitative Research Approach
- Quantitative Research Approach
- Quasi-Experimental Designs
- Role of Theory in Research
- Sampling Techniques
- What Is Theory?
- Scale Creation
- Statistics
- Bayesian Statistics
- Bootstrapping
- Common Method Variance
- Confidence Intervals/Hypothesis Testing/Effect Sizes
- Data Mining
- Data Visualization
- Descriptive Statistics
- Dyadic Data Analysis
- Exogeneity
- Incremental Validity
- Inferential Statistics
- Machine Learning
- Measures of Association/Correlation Coefficient
- Mediating Variables
- Missing Data
- Moderated Mediation and Mediated Moderation Models
- Moderator Variables
- Multilevel Modeling Techniques
- Nonparametric Tests
- Regression Techniques
- Relative Importance
- Statistical Power
- Structural Equation Modeling
- Tests of Mean Differences
- Utility Analysis
- Measurement
- Industrial Psychology
- Employment and Staffing
- Dictionary of Occupational Titles
- Background Checks/Credit Checks
- Building a Talent Pipeline
- Compensation
- Electronic Human Resource Management
- Exit Survey (Exit Interview)
- Gainsharing and Profit Sharing
- Gravitational Hypothesis
- Human Capital
- Human Resource Information Systems
- Human Resource Strategy
- Job Advertisements
- Job Analysis
- Job Analysis Methods
- Job Choice
- Job Description
- Job Evaluation
- Job Search
- Job Typologies
- Nepotism
- Occupational Information Network (O*NET)
- Organizational Attraction
- Person–Environment Fit
- Person–Job Fit
- Person–Organization Fit
- Person–Vocation Fit
- Placement and Classification
- Realistic Job Preview
- Recruitment
- Recruitment Sources
- Strategic Talent Management
- Succession Planning
- Evaluation and Performance Management
- 360-Degree Feedback
- Assessment Center
- Assessment Center Methods
- Electronic Performance Monitoring
- Employee Performance Recognition
- Error Management Training
- Feedback
- Feedback Seeking
- Performance Appraisal
- Performance Appraisal, Objective Indices
- Performance Appraisal, Subjective Indices
- Performance Feedback
- Rater Training
- Rating Errors and Perceptual Biases
- Results-Only Work Environment
- Self-Fulfilling Prophecy: Pygmalion Effect
- Individual Differences
- Achievement Needs, Power Needs, Affiliation Needs, and Goal Orientation
- Affective Traits
- Ambition
- Attractiveness
- Big Five Taxonomy of Personality
- Biographical Data
- Cognitive Abilities
- Core Self-Evaluations
- Emotional Intelligence
- Executive Attention
- Genetics and Industrial and Organizational Psychology
- Hardiness
- HEXACO Model of Personality
- Individual Differences
- Interpersonal Skill
- Learning Agility
- Locus of Control
- Machiavellianism
- Narcissism
- Optimism and Pessimism
- Personality
- Political Skill
- Polychronicity
- Practical Intelligence
- Proactive Personality
- Prosocial Values
- Protestant Work Ethic
- Self-Esteem
- Stereotype Threat
- Trainability and Adaptability
- Type A/Type B Personality
- Work Values
- Legal Issues and Discrimination in the Workplace
- Adverse Impact/Disparate Treatment/Discrimination at Work
- Affirmative Action
- Age Discrimination in Employment Act
- Americans with Disabilities Act
- Bona Fide Occupational Qualifications
- Civil Rights Act of 1964, Civil Rights Act of 1991
- Comparable Worth
- Data Privacy
- Employment at Will
- Equal Pay Act of 1963
- Family and Medical Leave Act
- Gay Rights Laws and Legislation
- Glass Ceiling
- Glass Cliff
- Immigration Law and Work
- Labor Law
- National Institute for Occupational Safety and Health/Occupational Safety and Health Administration
- Physical Disabilities at Work
- Pregnancy Discrimination Act
- Race Norming
- Religious Discrimination
- Sexual Discrimination
- Sexual Harassment
- Stereotyping
- Test Security
- Uniform Guidelines on Employee Selection Procedures
- Workers’ Compensation Law
- Workplace Accommodations for People With Disabilities
- Selection and Assessment
- Applicant/Test-Taker Reactions
- Banding
- Cognitive Ability Tests
- Computer-/Web-Based Assessment/Computer Adaptive Testing
- Conditional Reasoning
- Credentialing
- Employee Selection
- Employment Interview
- Executive Selection
- Faking and Intentional Distortion
- Graphology
- High-Potential Identification
- Individual Psychological Assessment
- Integrity Testing
- Job Knowledge Testing
- Letters of Recommendation
- Multimodal Performance Measurement and Assessment
- Online Assessment
- Personality Assessment
- Physical Performance Assessment
- Prescreening Assessment Methods for Personnel Selection
- Retesting
- Selection Strategies
- Selection: Occupational Tailoring
- Situational Judgment Tests
- Social Media in Selection
- Standardized Testing
- Work Samples
- Socializing, Developing, and Training Employees
- Developing Leadership Talent Through Multiple Experiences
- Distance Learning
- Diversity Training
- Employee Assistance Programs
- Executive Coaching
- High-Potential Initiatives
- Leadership Development
- New Employee Orientation
- Organizational Socialization
- Organizational Socialization Tactics
- Socialization, Employee Proactive Behaviors
- Stress Management Interventions
- Training
- Training Evaluation
- Training Methods
- Training Needs Assessment and Analysis
- Transfer of Training
- Employment and Staffing
- Organizational Psychology
- Careers, Identity, and Work–Life Issues
- Boomerang Employees
- Boundaryless Careers/Protean Mindset
- Career Development
- Career Success
- Career Transitions
- Careers
- Compressed Workweek
- Dependent Care Support
- Dual-Career Family Issues
- Employee Wellness Programs
- Expatriate Assignments
- Family Business
- Flexible Work Schedules
- Gay, Lesbian, and Bisexual Issues at Work
- Identity
- Identity Management Strategies
- Job Sharing
- Mentoring
- Motherhood Penalty/Fatherhood Bonus
- Older Worker Issues
- Part-Time Work
- Queen Bee Syndrome
- Retirement
- Shift Work
- Telecommuting
- Underemployment
- Veterans in Civilian Work
- Vocational Interests/Choice
- Work as a Calling
- Work–Life Balance
- Work–Life Conflict
- Work–Life Enrichment
- Counterproductive Employee Behavior and Withdrawal
- Abusive Supervision
- Bullying at Work
- Counterproductive Work Behaviors
- Counterproductive Work Behaviors, Interpersonal Deviance
- Counterproductive Work Behaviors, Organizational Deviance
- Cyberloafing at Work
- Microaggressions at Work
- Organizational Retaliatory Behavior
- Procrastination
- Theft at Work
- Victimization
- Violence at Work
- Withdrawal Behaviors, Absenteeism
- Withdrawal Behaviors, Lateness
- Withdrawal Behaviors, Turnover
- Workplace Exclusion
- Workplace Incivility
- Employee Engagement and Attitudes
- Affective Events Theory
- Attitudes and Beliefs
- Boredom at Work
- Emotions
- Engagement
- Flow
- Implicit Attitudes
- Job Involvement
- Job Satisfaction
- Job Satisfaction Measurement
- Mood
- Morale
- Organizational Commitment
- Organizational Cynicism
- Organizational Identification
- Organizational Justice
- Passion at Work
- Theory of Reasoned Action/Theory of Planned Behavior
- Union Commitment
- Employee Stressors, Health and Well-Being
- Dirty Work
- Emotional Burnout
- Emotional Labor
- Eustress
- Humor in the Workplace
- Illegitimate Tasks
- Job Demands–Control Theory
- Job Security/Insecurity
- Micro Breaks
- Mindfulness at Work
- Psychological Resilience
- Quality of Work Life
- Recovery From Work/Psychological Detachment
- Role Ambiguity
- Role Conflict
- Role Overload and Underload
- Stigma
- Stress and Physiological Indicators
- Stress, Consequences
- Stress, Coping and Management
- Stress, Models and Theories
- Workaholism
- Workplace Injuries
- Workplace Safety
- Groups, Teams and Interpersonal Interactions
- After Action Reviews
- Conflict at Work
- Conflict Management
- Diversity in the Workplace
- Employee Grievance Systems
- Employee Participation and Voice
- Faultlines
- Generational Issues in Working with Others
- Group Cohesiveness
- Group Decision-Making Quality and Performance
- Group Decision-Making Techniques
- Group Development
- Group Dynamics and Processes
- Groups
- Groupthink
- Guanxi
- Input–Process–Output Model of Team Effectiveness
- Intergroup Relations
- Interpersonal Communication
- Interpersonal Communication Styles
- Justice in Teams
- Meetings at Work
- Negotiation, Mediation, and Arbitration
- Networking
- Nonverbal Communication
- Online Support
- Social Comparison Theory
- Social Exchange Theory
- Social Loafing
- Social Norms and Conformity
- Social Support
- Status Characteristics Theory
- Team Building
- Team Mental Model
- Team-Based Rewards
- Teams, Creativity and Innovation
- Virtual Interactions
- Virtual Teams
- Workplace Romance
- Leadership and Management
- Behavioral Approach to Leadership
- Charismatic Leadership Theory
- Emergent Leadership
- Followership
- Global Leadership and Organizational Behavioral Effectiveness Project
- Implicit Theory of Leadership
- Judgment and Decision-Making Process
- Judgment and Decision-Making Process: Advice Giving and Taking
- Judgment and Decision-Making Process: Heuristics, Cognitive Biases, and Contextual Influences
- Leader–Member Exchange Theory
- Leadership and Gender
- Leadership and Neuroscience
- Leadership and Supervision
- Leadership Circumplex
- Least Preferred Coworker Theory
- Managing Talent in China
- Managing Talent in Global Organizations
- Normative Models of Decision Making and Leadership
- Prospect Theory
- Servant Leadership
- Shared Leadership
- Situational Approach to Leadership
- Situational Leadership Theory
- Theory X/Y
- Trait Approach to Leadership
- Transformational and Transactional Leadership
- Trust
- Volunteer Management
- Workplace Spirituality and Spiritual Leadership
- Motivation and Job Design
- Action Regulation Theory
- Action–State Orientation
- Approach–Avoidance Motivation and Regulatory Focus
- Control Theory
- Employee and Leader Self-Talk
- Empowerment
- Equity Theory
- Expectancy Theory of Work Motivation
- Gamification at Work
- Goal Orientation
- Goal-Setting Theory
- Human–Computer Interaction
- Incentives
- Intrinsic and Extrinsic Work Motivation
- Job Characteristics Theory
- Job Crafting
- Job Design
- Job Rotation
- Motivational Traits
- Need Theories of Work Motivation
- Path–Goal Theory
- Positive Psychology Applied to Work
- Privacy at Work
- Psychological Contract
- Reinforcement Theory of Work Motivation
- Self-Concept Theory of Work Motivation
- Self-Determination Theory
- Self-Efficacy
- Self-Leadership Theory
- Self-Regulation Theory
- Social Cognitive Theory
- Subconscious Motivation
- Theory of Work Adjustment
- Two-Factor Theory
- Work Motivation
- Organizational Climate and Culture
- Organizational Success, Structure, Design, and Change
- Automation/Advanced Manufacturing Technology/Computer-Based Integrated Technology
- Balanced Scorecard
- Dispositional Resistance to Change
- Downsizing
- Furloughs
- High-Performance Organization Model
- High-Reliability Organizations
- Institutional Theory
- Knowledge Management
- Learning Organizations
- Mergers, Acquisitions, and Strategic Alliances
- Open Systems Theory
- Organizational Behavior Management
- Organizational Change
- Organizational Change, Resistance to
- Organizational Communication, Formal
- Organizational Communication, Informal
- Organizational Development
- Organizational Image
- Organizational Structure
- Outsourcing and Temporary Work
- Sociotechnical Approach
- Strategic Planning
- Survivor Syndrome
- Theory of Action
- Total Quality Management
- Virtual Organizations
- Productive Employee Behavior and Performance
- Careers, Identity, and Work–Life Issues
- A Career in I-O Psychology
- Becoming and Being an I-O Psychologist
- Academic Careers in Industrial and Organizational Psychology
- Careers for Industrial and Organizational Psychologists
- Funding Sources for Industrial and Organizational Psychology Research
- Practice Careers in Industrial and Organizational Psychology: External Consulting Roles
- Practice Careers in Industrial and Organizational Psychology: Internal Roles
- Preparing for Academic Careers in Industrial and Organizational Psychology
- Preparing for Careers in Industrial and Organizational Psychology Practice
- Scientist–Practitioner Model
- Succeeding in Academic Careers in Industrial and Organizational Psychology
- Succeeding in Careers in Industrial and Organizational Psychology Practice
- Tips for Applying to Industrial and Organizational Psychology Graduate School
- Tips for Creating a Consulting Practice
- Tips for Getting an Internship
- Professional Organizations and Journals for I-O Psychologists
- Journal of Applied Psychology
- Personnel Psychology
- Academy of Management
- Alliance for Organizational Psychology
- American Psychological Association, Association for Psychological Science
- European Association of Work and Organizational Psychology
- Human Factors and Ergonomics Society
- Industrial and Organizational Psychology Journals
- International Association of Applied Psychology
- Society for Human Resource Management
- Society for Industrial and Organizational Psychology
- Becoming and Being an I-O Psychologist
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