Cross-Cultural Adaptation, Psychometric Properties and Measurement Invariance of the Italian Version of the Job Satisfaction Scale

Abstract

The JSS is based on the theoretical position that job satisfaction represented an affective or attitudinal reaction to a job, and today is one of the most popular instruments used in I-O psychology. This paper discusses the contribution to the validation of an Italian adaptation of the Job Satisfaction Survey. Five hundred and twenty-seven participants (258 men, 269 women) were enrolled to participate in this study, aged between 19 and 65 (Mage = 36.0, SD = 11.7). The sample mostly worked in public administration, in health care, and in the educational sector. A self-report questionnaire is used to investigate the psychometric properties of this scale, also measuring other variables. A back-translation procedure is used. The results pinpointed the goodness of the scale and the normality distribution. Confirmative factor analyses and multigroup confirmative factor analyses were performed to verify the factorial structure of the scale. The results confirmed the same factorial structure of the original version, suggesting a nine higher-order factor structure. The results from the multigroup confirmatory factor analysis showed that this factor solution was invariant across gender (men vs. women) and found evidence for metric invariance, uniqueness invariance, and scalar and structural invariance. The findings confirmed the applicability in the Italian context.

Health Occupation and Job Satisfaction: The Impact of Psychological Capital in the Management of Clinical Psychological Stressors of Healthcare Workers in the COVID-19 Era

“…The construct of job satisfaction was examined with the Job Satisfaction Scale, the Italian version for which was constructed by Platania et al [73]. The scale, composed of 36 items, measures the construct from a multidimensional perspective, taking into account the following nine aspects of organisational life: Pay, Promotion, Supervision, Fringe Benefits, Contingent Rewards, Operating Conditions, Employees, Nature of Work and Communication (e.g., My efforts to do a good job are seldom blocked by red tape; I find I have to work harder at my job because of the incompetence of people I work with).…”

The Individual Work Performance Questionnaire: Psychometric Properties of the Italian Version

“…Convergent validity also suggests an important and significant correlation with constructs that predict individual performance, such as work engagement, job satisfaction, and presenteeism [46]. These three constructs determine and confirm how individual performance is related not only to work-related operational paradigms but also to the daily relationship the worker establishes with his or her work.…”

“…The Job Satisfaction Survey developed by Spector [45] (JSS) and validated and adapted in the Italian context by Platania et al [46] was identified and used to measure job satisfaction. The scale, consisting of 36 items, specifically measures nine different factors, representing nine subscales: Pay, Promotion, Supervision, Fringe Benefits, Contingent Rewards, Operating Conditions, Co-workers, Nature of Work, and Communication.…”

Dispositional Resilience as Mediator in Psychological Stress on Healthcare Workers: A Multi-Group Analysis of Frontline and Non-Frontline Workers

“…Furthermore, resilience had a greater impact on compassion satisfaction in less risky situations, while it had less impact on secondary traumatic stress and burnout in higher risk settings. This result is very interesting, as it emphasises the importance of caring and concern for frontline healthcare workers in order to improve their quality of life, satisfaction [ 86 , 87 ] and also have positive impacts on the quality of service and care provided [ 88 , 89 , 90 ].…”