Dimensionality of the Job Descriptive Index

Yeager, Samuel J.

doi:10.5465/255836

Cited by 14 publications

(14 citation statements)

References 2 publications

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“…We therefore did not take norm values for our study but instead took the mean value of each dimension as points of reference. Yeager (1981) points out that the JDI is subject to variations unique to different samples, so we performed a confirmatory factor analysis before using the JDI. The scale on "work on present job" was clearly multi-factorial.…”

Section: European Studymentioning

confidence: 99%

Working Unusual Hours and Its Relationship to Job Satisfaction: A Study of European Maritime Pilots

2007

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Section: European Studymentioning

confidence: 99%

Working Unusual Hours and Its Relationship to Job Satisfaction: A Study of European Maritime Pilots

2007

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“…It continues to be a major dependent variable in industrial, organizational, and social psychology. The Job Descriptive Index (JDI; Smith, Kendall, & Hulin, 1969/1985 has been reported to be the most frequently used measure of job satisfaction (De Meuse, 1986;O'Connor, Peters, & Gordon, 1978;Yeager, 1981). A computerized library search of The Social Sciences Citation Index and Psychological Abstracts revealed 454 articles referring to the JDI between January 1977 and November 1987.…”

mentioning

confidence: 99%

Construction of a Job in General scale: A comparison of global, composite, and specific measures.

Ironson¹,

Smith

Brannick

et al. 1989

Journal of Applied Psychology

534

471

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We describe the construction of a Job in General (JIG) scale, a global scale to accompany the facet scales of the Job Descriptive Index. We applied both traditional and item response theory procedures for item analysis to data from three large heterogeneous samples (N = 1,149, 3,566, and 4,490). Alpha was .91 and above for the resulting 18-item scale in successive samples. Convergent and discriminant validity and differential response to treatments were demonstrated. Global scales are contrasted with composite and with facet scales in psychological measurement. We show that global scales are not equivalent to summated facet scales. Both facet and global scales were useful in another organization (N = 648). Some principles are suggested for choosing specific (facet), composite, or global measures for practical and theoretical problems. The correlations between global and facet scales suggest that work may be the most important facet in relation to general job satisfaction.

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“…Widely used in management studies (Yeager, 1981), the JDI allows for a comparison of VPSOs' job satisfaction with that of individuals in other occupations.…”

Section: Alaskan Village Public Safety Officers 333mentioning

confidence: 99%

A comparison of group‐administered and mail‐administered surveys of Alaskan village public safety officers

Wood

2003

Policing

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In order to maximize response rates, a survey of Alaskan village public safety officers was conducted using both group-administration methods (n = 32) and mail-administration methods (n = 29). Included in the survey were questions related to officer job satisfaction and stress. It was expected that officers who completed the group-administered survey would be more satisfied with their jobs and report less stress. Non-parametric analysis of variance techniques were used to compare the responses for each of the administration methods. No statistically significant differences between the responses of the two groups of officers were found.

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Dimensionality of the Job Descriptive Index

Cited by 14 publications

References 2 publications

Working Unusual Hours and Its Relationship to Job Satisfaction: A Study of European Maritime Pilots

Working Unusual Hours and Its Relationship to Job Satisfaction: A Study of European Maritime Pilots

Construction of a Job in General scale: A comparison of global, composite, and specific measures.

A comparison of group‐administered and mail‐administered surveys of Alaskan village public safety officers

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