Response format of the Job Descriptive Index: Assessment of reliability and validity by the multitrait–multimethod matrix.

Johnson, Stephen M.; Smith, Patricia C.; Tucker, Susan

doi:10.1037/0021-9010.67.4.500

Cited by 92 publications

(71 citation statements)

References 17 publications

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“…Evidence of the scales' reliability and convergent and discriminant validity can be found in Johnson, Smith, and Tucker (1982). Five items were added to this scale to measure satisfaction with job security.…”

Section: Job Satisfactionmentioning

confidence: 99%

Turnover functionality versus turnover frequency: A note on work attitudes and organizational effectiveness.

Williams

Hollenbeck

1986

Journal of Applied Psychology

164

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Recent arguments by Dalton, Todor, and Krackhardt (1982) have highlighted the need to distinguish between turnover frequency (i.e., the number of separations) and turnover functionality (i.e., the nature of separations). Turnover functionality, which considers both turnover frequency and the performance level of leaven and stayers, is more critical to organizational effectiveness than is turnover frequency. We test whether work attitudes, widely praised as predictors of turnover frequency, are also useful predictors of turnover functionality. The results of our study, using a sample of 112 retail salespersons, indicate that (a) the traditional measure of turnover frequency overstates the detrimental effects of turnover on organizational effectiveness, in that 53% of the turnover was, in fact, functional, and (b) turnover functionality, which emphasizes the performance levels of stayers and leaven, is unrelated to work attitudes. The practical implications of these results and directions for future research are discussed.Copyright ©; 1986 American Psychological Association. This is a post-print version of an article originally published in Journal of Applied Psychology, 1986 Volume 71, Issue 4. The version of record is available through the American Psychological Association. "This article may not exactly replicate the final version published in the APA journal. It is not the copy of record." 2 During the past 40 years, a substantial amount of evidence in the field of applied psychology has refuted the notion that satisfaction leads to performance (Iaffaldano & Muchinsky, 1985;Lawler & Porter, 1967;Schwab & Cummings, 1970). As a result, applied psychologists have frequently justified the study of work attitudes by claiming that these attitudes are significantly related to turnover. Steers's (1984) statement that "Job attitudes affect organizational effectiveness to the extent they influence turnover" (p. 442) is common among textbook treatments of this issue. Indeed, a large volume of research supports this position (Mobley, Griffeth, Hand, & Meglino, 1979;Steel & Ovalle, 1984).A major assumption in the turnover-attitude literature is that turnover is an inherently bad occurrence and that turnover can be reduced by affecting attitudes toward the job. Hulin (1968), for example, was able to reduce turnover among clerical workers from 30% to 12% by increasing the level of job satisfaction. Recently however, many authors (Abelson & Baysinger, 1984;Dalton, Krackhardt, & Porter, 1981;Dalton & Todor, 1979Dalton, Todor, & Krackhardt, 1982;Mobley, 1982;Muchinsky & Tuttle, 1979;Porter & Steers, 1973;Staw, 1980) have suggested that the traditional treatment of turnover overstates the negative consequences associated with this behavior. Dalton and Tudor (1979), for example, argued that in many cases the individuals who leave an organization are poor performers, and that the separation of these individuals actually provides the organization with an opportunity to replace poor performers with more effective workers. Da...

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Section: Job Satisfactionmentioning

confidence: 99%

Turnover functionality versus turnover frequency: A note on work attitudes and organizational effectiveness.

Williams

Hollenbeck

1986

Journal of Applied Psychology

164

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“…The internal consistency coefficients were high for the Likert format with an alpha level of .87 [15] . The alternative scoring scheme, indicates little difference in providing an overall estimate of convergent validity.…”

Section: The Job Descriptive Index (Jdi)mentioning

confidence: 95%

A Method for Social Scientists to Adapt Instruments From One Culture to Another: The Case of the Job Descriptive Index

Nasser¹

2005

J. of Social Sciences

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This study outlined an adaptation procedure for the Job Descriptive Index Subscale of "type of work". The cross-translation or committee translation procedure asks two or more translators to translate a text from source to target language, and then an expert assesses the validity of these translations. Empirically, this method has three or more translators translate the instrument from English to Arabic and then an expert assesses the translations made by the three translators. A selection of 180 bilinguals attempt the source language and later attempt the target language instrument or the translated instrument supported by this method. The two versions are then compared through the ANOVA, correlation analyses and factor analyses. The results indicated a high reliability for the Arabic and English versions. The committee translation approach provides a valid method for translation, the results however, showed that the instrument in both languages do not show item-to-item similarity or equivalence.

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“…The validity of the JOI was assessed through four studies in different work settings involving approximately 400 participants. Factor analyses of these studies have demonstrated substantial support for the convergent and discriminant validity of the JOI (Johnson, Smith, & Tucker, 1982;Smith, Kendall, & Hulin, 1975).…”

Section: Instrumentsmentioning

confidence: 94%

Job Satisfaction of Married, Divorced, and Single Working Women in a Medical Setting

Lottinville

Scherman

1988

The Career Development Quart

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Response format of the Job Descriptive Index: Assessment of reliability and validity by the multitrait–multimethod matrix.

Cited by 92 publications

References 17 publications

Turnover functionality versus turnover frequency: A note on work attitudes and organizational effectiveness.

Turnover functionality versus turnover frequency: A note on work attitudes and organizational effectiveness.

A Method for Social Scientists to Adapt Instruments From One Culture to Another: The Case of the Job Descriptive Index

Job Satisfaction of Married, Divorced, and Single Working Women in a Medical Setting

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