Human Needs and Job Satisfaction: A Multidimensional Approach

Abstract

Francophone (n = 90) and Anglophone (n = 106) managers for a national consumer lending company in Canada responded to measures of human needs (Personality Research Form) and Job Satisfaction (Job Descriptive Index). Needs are transformed to remove multicollinearity and a multivariate model developed to account for variation in job satisfaction. A considerable amount of the variance in job satisfaction is accounted for by human needs that are highly independent of social desirability responding. There are differences in the explanatory variables of the two samples. Implications regarding job redesign are discussed. In particular, the normative orientation in the literature regarding appropriate needs for organizational research is questioned, and the importance of considering the multidimensional nature of need structure is stressed.

Job Satisfaction, Leisure Satisfaction, and Psychological Health

“…Because the LSM was based on needs theory (Beard & Ragheb, 1980) and the JDI provides at least some indication of needs fulfillment (Cawsey et al, 1982;Herr & Cramer, 1988), increases in both scores would seem to indicate an increase in needs satisfaction. Thus, as participants reported more of their needs being met through a combination oftheirjob and leisure activities, they experienced concomitant increases in psychological health.…”

“…In this study, the scores from all items were added together to produce an overall measure ofjob satisfaction. This scoring method is a well established practice (e.g., Cawsey, Reed, & Reddon, 1982;Quinn & Mangione, 1973;Wanous & Lawler, 1972). The reliability and validity of the JDI have been well established (Smith et al, 1969), and it is frequently used (Herr & Cramer, 1988).…”

Job values among future business leaders: the impact of gender and social background

“…Their operationalization is relatively standardized in that they have been used by a number of other researchers working within this field (cf. Haire, Ghiselli, & Porter, 1966;Cawsey, Reed, & Reddon, 1982;England, 1986;Adigun and Stephenson, 1992). To gauge responses to each individual item we decided to use a five-point Likert scale, ranging from ''not important at all'' (1) to ''very important'' (5).…”

Role Overload, Job Satisfaction, Leisure Satisfaction, and Psychological Health Among Employed Women

“…In this study, a total score was obtained by adding the scores from all items in each of the scales, resulting in possible scores from 0 to 216. This scoring method is an established practice (e.g., Cawsey, Reed, & Reddon, 1982), the reliability and validity of the JDI has been well established (Smith et al, 1969), and the JDI is frequently used (Herr et al, 2004). For the combined scores of items from all five scales, Wiener, Muczyk, and Martin (1992) reported an internal reliability coefficient of .86, Sekaran (1986) reported a Cronbach's alpha of .72, and the Cronbach's alpha computed for this sample was .90.…”