Development of the Job Diagnostic Survey.

Describes the Job Diagnostic Survey (JDS) which is intended to (a) diagnose existing jobs to determine whether (and how) they might be redesigned to improve employee motivation and productivity and (b) evaluate the effects of job changes on employees. The instrument is based on a specific theory of how job design affects work motivation, and provides measures of (a) objective job dimensions, (b) individual psychological states resulting from these dimensions, (c) affective reactions of employees to the job and work setting, and (d) individual growth need strength (interpreted as the readiness of individuals to respond to "enriched" jobs). Reliability and validity data are summarized for 658 employees on 62 different jobs in 7 organizations who responded to a revised version of the instrument. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A test of the measurement equivalence of the revised Job Diagnostic Survey: Past problems and current solutions.

Studied the measurement equivalence of the revised Job Diagnostic Survey (JDS) across samples from 5 worker populations: workers at a printing plant, engineers, nurses and nurses' aides, dairy employees, and part-time workers. Data were analyzed according to J?reskog's model for simultaneous factor analysis in several populations ({sifasp}), revealing the 5 factors contained in Hackman and Oldham's theory of job characteristics. A 6th factor appeared that apparently resulted from the 2 different formats used. When data from each group were analyzed separately by principal axes factor analysis, 3-, 4-, and 5-factor solutions appeared. A Monte Carlo simulation was conducted. Matrices representing the a priori JDS factor loadings and a hypothetical, lengthened JDS with twice the number of items/factor were used with 3 sample sizes (Ns?=?75, 150, and 900). Results suggest that for scales like the JDS, sample sizes larger than those typically recommended are needed to consistently recover the true underlying structure. Simulation results indicate that the {sifasp} solution is preferable to the principal axes solution and that the JDS provides measurement equivalence across worker populations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Structure of Job Diagnostic Survey for public sector occupations.

Investigated the factor structure of the Job Diagnostic Survey (JDS) for 1,632 public sector employees. The JDS measured skill variety, task identity, task significance, autonomy, and feedback for state and county government employees who were administrators, professionals, technicians, paraprofessionals, clericals, and service and technical workers. In general, matrices supported the dimensionality of the JDS. However, for technicians and service and maintenance workers, 2 items designed to tap autonomy had higher loadings on the feedback, task identity, task significance, and skill variety factors. (14 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Confirmatory factor analysis of the Job Diagnostic Survey: Good news and bad news.

Conducted confirmatory tests of the factor structure of the Job Diagnostic Survey (JDS), using data obtained from 2,028 National Guard employees. Neither the Hackman-Oldham nor single-factor models provided acceptable fit until construct–irrelevant method variance factors were added. After incorporating method factors, the confirmatory factor analyses supported Hackman and Oldham's a priori structure; however, when a different goodness-of-fit measure was used, a general factor model was more parsimonious. (26 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Measurement of job characteristics: Comparison of the original and the revised Job Diagnostic Survey.

This study contrasted the original version of the Job Diagnostic Survey (JDS; Hackman & Oldham, 1975) with the revised version recently proposed by Idaszak and Drasgow (1987). A total of 224 dairy workers completed both versions of the JDS. Results of a confirmatory factor analysis showed that the revised JDS job characteristics items conformed more closely to the hypothesized five-factor structure than did the original JDS items. However, results of {lisrel} analyses indicated that the revised items did not improve the usefulness of the JDS in predicting several outcomes (e.g., satisfaction, internal motivation, and productivity). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The artifact as artifact: A reply to Epstein et al.

Comments on a study by Y. M. Epstein et al (see record 1973-31222-001) that attempted to identify the parameters of the S–experimenter contract and how violation of it affects experimental performance. Statistical and interpretive oversights in the 3rd stage of the experiment, which assessed the effect of experimenter lateness on Ss' performance, are noted. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Responses to the original and revised Job Diagnostic Survey: Is education a factor in responses to negatively worded items?

The original and revised versions of the Job Diagnostic Survey (JDS) were administered to 3,044 public sector employees in a range of jobs, and results confirm earlier findings that a revised version of the JDS using only positively worded items better fits the 5-factor structure underlying the instrument. Evidence was obtained that respondents' education level is not the reason for the problems experienced with negatively worded items, nor does it appear that less educated workers are inherently less able to distinguish between job characteristics. Recommendations are made for the use of the revised JDS in future research and practice. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Hawthorne effect: A reconsideration of the methodological artifact.

Reviews the literature on the Hawthorne effect (HE) which originated out of the studies at the Hawthorne Works of the Western Electric Company. This effect is generally defined as the problem in field experiments that Ss' knowledge that they are in an experiment modifies their behavior from what it would have been without the knowledge. An examination of the Hawthorne studies conducted 50 yrs ago does not reveal this "effect" probably because there were so many uncontrolled variables. HE is inconsistently described in contemporary psychology textbooks, and there is lack of agreement on how the effect is mediated. Controls for the HE in current field research (mostly in education) took several forms, each designed for different purposes. In 13 studies designed to produce HEs, only 4 using adult Ss were successful. It is suggested that most persons in any clearly identified situation define the context for their behavior and respond accordingly; the necessity to ascertain Ss' view of the experiment requires different procedures than those typically used to control for HEs in the past. It is concluded that better articulation of how to adapt postexperimental questioning procedures to a diversity of experimental settings is needed. (68 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex differences in jealousy: Evolutionary mechanism or artifact of measurement?

Two studies are presented that challenge the evidentiary basis for the existence of evolved sex differences in jealousy. In opposition to the evolutionary view, Study 1 demonstrated that a sex difference in jealousy resulting from sexual versus emotional infidelity is observed only when judgments are recorded using a forced-choice response format. On all other measures, no sex differences were found, both men and women reported greater jealousy in response to sexual infidelity. A second study revealed that the sex difference on the forced-choice measure disappeared under conditions of cognitive constraint. These findings suggest that the sex difference used to support the evolutionary view of jealousy likely represents a measurement artifact resulting from a format-induced effortful decision strategy and not an automatic, sex-specific response shaped by evolution. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Measurement Equivalence of the German Job Satisfaction Survey Used in a Multinational Organization: Implications of Schwartz's Culture Model.

The authors tested measurement equivalence of the German Job Satisfaction Survey (GJSS) using structural equation modeling methodology. Employees from 18 countries and areas provided data on 5 job satisfaction facets. The effects of language and culture on measurement equivalence were examined. A cultural distance hypothesis, based on S. H. Schwartz's (1999) theory, was tested with 4 cultural groups: West Europe, English speaking, Latin America, and Far East. Findings indicated the robustness of the GJSS in terms of measurement equivalence across countries. The survey maintained high transportability across countries speaking the same language and countries sharing similar cultural backgrounds. Consistent with Schwartz's model, a cultural distance effect on scale transportability among scales used in maximally dissimilar cultures was detected. Scales used in the West Europe group showed greater equivalence to scales used in the English-speaking and Latin America groups than scales used in the Far East group. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Schedule-induced polydipsia: An artifact.

Conducted 6 experiments with 4 female rats in which they were allowed access to Noyes pellets for 1 hr/day with water freely available at all times. The food was presented either ad lib or in a lever-pressing situation on various interval schedules of reinforcement. The size of the individual reinforcements ("bites") was varied between experiments. Schedule-induced polydipsia was obtained when the S's meal consisted of a large number of very small bites. When the meal consisted of a smaller number of larger bites, polydipsia did not occur. The experiments collectively indicate that the amount of water consumed while eating is a function of the number of bites taken and independent of bite size or total food consumption. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The self-concept: Fact or artifact.

Research interest in the last 10 years has been sufficient enough so that it is now possible to ask whether the self is an objective reality or a nebulous abstraction. Assessment of the emipircal and theoretical foundations as well as the philosophical suggest that the self is an artifact which has been invented to explain experience. From Psyc Abstracts 36:01:3HJ25L. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Differential prediction: A methodological artifact?

Examined 31 studies involving the validity of employment and training selection procedures for Blacks and Whites. Each pair of validity coefficients from these studies was determined to be based or not be based on each of the following desirable methodological practices: use of a total number of 50 or more for both Black and White subsamples, use of a criterion for research purposes only, and use of a predictor chosen for its potential relationship to the criterion being predicted. From these data, each study was scored for adherence to the 3 desirable practices. There was a significant relationship between the validity outcome of the studies and the methodological practices score. In addition, in studies in which some validity was obtained, those whose authors reported the study as supporting the differential validity concept received significantly lower methodological practices scores. It is concluded that reported findings of differential prediction can largely be regarded as methodological artifacts. (31 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job satisfaction and job performance: A meta-analysis.

Coded 9 variables in a meta-analysis of 74 empirical studies of job satisfaction–job performance. Aggregated studies had an S sample size of 12,192 and 217 satisfaction–performance correlations. Findings show that (1) the best estimate of the true population correlation between satisfaction and performance was relatively low (.17); (2) much of the variability in results obtained in previously research was due to the use of small sample sizes, while unreliable measurement of the satisfaction and performance constructs has contributed relatively little to this observed variability in correlations; and (3) the 9 variables coded (composite vs unidimensional criteria, longitudinal vs cross-sectional measurement of performance relative to satisfaction, the nature of the performance measure, self-reports vs other sources, use of specific performance measures, subjectivity or objectivity of measures, specific-facet satisfaction vs global satisfaction, well-documented vs researcher-developed measurement, and white-collar vs blue-collar) were only modestly related to the magnitude of the satisfaction–performance correlation. (3 p ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job satisfaction among school psychologists: A meta-analysis.

Meta-analytic techniques were used to analyze data from a collection of school psychologist job satisfaction studies that were conducted between 1982 and 1999. Eight studies, all of which used the Modified Minnesota Satisfaction Questionnaire (m-MSQ) to measure job satisfaction among school psychologists, were included in the analysis. Two national studies and six state studies totaling 2,116 participants were analyzed. Results indicated that nearly 85% of school psychologists were satisfied or very satisfied with their jobs. School psychologists were most satisfied with their relationships with coworkers, the opportunity to stay busy on the job, the opportunity to work independently, and the opportunity to be of service to others. School psychologists were least satisfied with compensation, school policies and practices, and advancement. Findings were generally consistent between state and national studies, and between 1980s and 1990s studies. Results offered some evidence that overall job satisfaction may be related to state school psychology organization membership and to the opportunity to expand and influence the role of the school psychologist. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

A modest proposal for a revision of strategies for counseling research.

Suggests that many of the problems of psychological research might be due to conceptions of what constitutes appropriate methodology and the restrictive notion of science that underlies many of these methods. Several recent developments in the philosophy of science point toward the possibility of a revised conception of the proper aims and goals of counseling research. A model of humans (the active agent model), which is poorly suited to investigation by accepted psychological research practices, is presented. The possibility of a science that can handle the action of active agents, including the influence of biographical/historical accidents on the individual, is considered as part of an expanded model for counseling research. An example of hermeneutic is presented, and the reintegration of objectivist and subjectivist views are discussed. It is concluded that the similarities between this new approach and the applied activities of counseling practitioners suggest research findings might be more easily translated into practice than has been true for traditional counseling research. (35 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job stressors and the pursuit of sport activities: A day-level perspective.

This article addresses the relation between day-specific experiences of job stressors and the pursuit of off-job activities. Following the limited-resources model of self-regulation, the authors proposed that job stressors and long working hours are negatively related to pursuit of sport activities after work because, after stressful days, employees have no resources left for initiating and persisting in effortful behaviors such as sport. Routines for off-job activities were hypothesized to be positively related to the pursuit of sport activities after work. Seventy-eight police employees completed a daily survey over 5 working days and indicated that they perceive sport to be highly useful for recovery. Random coefficient modeling showed that job stressors (particularly situational constraints) encountered on a specific day were negatively related to self-regulatory resources and to the amount of time spent on sport activities after work, whereas the relation with low-effort activities was positive. Thus, after a stressful day when an effective recovery activity such as sport is highly needed, persons tend to engage less in such an activity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)