A meta-analytic examination of the construct validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale

Bowling, Nathan A.; Hammond, Gregory D.

doi:10.1016/j.jvb.2008.01.004

Cited by 267 publications

(221 citation statements)

References 135 publications

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“…Participants indicate the extent to which they agree with each item on a 7-point scale (1 = strongly disagree, 7 = strongly agree). Studies have supported the validity of the scale (e.g., Bowling and Hammond 2008). In the present study, internal consistency was high (α = 0.90).…”

Section: Workplace Well-beingsupporting

confidence: 71%

Workplace Well-Being: The Role of Job Crafting and Autonomy Support

2015

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Section: Workplace Well-beingsupporting

confidence: 71%

Workplace Well-Being: The Role of Job Crafting and Autonomy Support

2015

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“…This eight-item scale was originally designed to help professional counselors understand the change process in clients [28], but it has gained acceptance as a standard for measuring hope in organizational research [34,35]. The survey asks respondents to indicate their thoughts regarding their ability to direct their energy and focus towards planning and meeting goals [47]. The Cronbach's alpha for hope was 0.87.…”

Section: Methodsmentioning

confidence: 99%

Mediating Organizational Cynicism: Exploring the Role of Hope Theory on Job Satisfaction

Kudo¹,

Sakuda²,

Tsuru³

2016

ujm

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The majority of research on groups and organizations has focused on the negative consequences of organizational life, but few studies have focused on how positive traits and qualities, such as hope, may impact groups. In this study we examined the relationship between hope, organizational cynicism and global job performance. All full-time employees (n = 95) of an educational institution were surveyed using existing scales for organizational cynicism (alpha = 0.94), hope (alpha = 0.87), and global job satisfaction (alpha = 0.87). Hierarchical regression confirmed existing research and suggested a negative relationship between organizational cynicism and job satisfaction (p < 0.001), and also provided evidence of a positive relationship between hope and job satisfaction (p < 0.05). Follow-up analysis showed hope partially mediated the negative relationship between organizational cynicism and global job satisfaction (p < 0.01). This study contributes to the existing literature by discovering a positive relationship between hope and job satisfaction, as well as evidence of partial mediation in regards to organizational cynicism. Hope, which has been characterized as both a state of mind and a personal trait, appears to counter the negative effects of organizational cynicism. This suggests hope may allow individuals a means to address negative workplace attitudes and conditions.

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“…The MOAQ correlates strongly with the Job Affective Well-being Scale (Van Katwyk, Spector, & Kelloway, 2000). In addition, a meta-analysis on the MOAQ reports the measure correlating strongly with several affective-oriented variables (e.g., affective commitment, frustration, depression, anxiety; Bowling & Hammond, 2008). Second, it could be argued that the measure of job satisfaction and job cognitions were assessing the same construct.…”

Section: Neutral Objects Satisfaction Questionnaire 36mentioning

confidence: 99%