Testing the Applicability of the JDI to Various Demographic Groupings

Golembiewski, Robert T.; Yeager, Samuel J.

doi:10.5465/255733

Cited by 7 publications

(8 citation statements)

References 11 publications

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“…The Job Description Index (JDI) developed by Smith, Kendall, and H u h (1969) was used to measure aspects of satisfaction including the work itself, the supervision, the co-workers, the pay, and promotion opportunities. The JDI has been shown to be applicable to employees with different demographic characteristics by Golembiewski and Yeager (1978), and to be valid and reliable by Smith, Smith, and Rollo (1975). For the present sample, coefficient alpha reliabilities were .79 for work, .89 for supervision, .90 for co-workers, .76 for pay, and .88 for promotion opportunities.…”

Section: Methodsmentioning

confidence: 99%

Decisional deprivation and its linkages: A Study of MBA program directors

Gomolka

1990

Behavioral Decision Making

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This study extends previous research on decisional participation by including additional variables for consideration, and by focusing on another occupational group. Seven hypotheses were formulated to assess the linkages of variables to decisional deprivation. Results from a survey of 256 MBA Directors indicate that the extent of decisional deprivation was strongly related to affective responses and stress reactions; moderately related to demographic, job characteristic, and organizational characteristic variables; but not related to career plans.

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Section: Methodsmentioning

confidence: 99%

Decisional deprivation and its linkages: A Study of MBA program directors

Gomolka

1990

Behavioral Decision Making

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“…The stability, reliability, and validity of this scale for measuring employee affective responses to the job has been well documented (Golembiewski & Yeager, 1978;Schneider & Dachler, 1978;Smith, Kendall, & Hulin, 1969). Satisfaction with each aspect was assessed, and the five scales were summed to determine overall job satisfaction.…”

Section: Procedures and Measuresmentioning

confidence: 96%

Role Stress in Working Women: Differential Effect on Selected Organizational Outcomes

Chassie¹,

Bhagat²

1980

Group & Organization Studies

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The differential effects of role stress experienced by women were examined in terms of commitment to the organization, overall job satisfaction, satisfaction with specific aspects of the job, and personal-life satisfaction. Role stress was significantly and negatively related to organizational commitment; overall job satisfaction; satisfaction with pay, work, co-workers, and supervision; and personal-life satisfaction. The t-tests analysis revealed significant mean differences between high and low role-stress groups on organizational commitment, overall job satisfaction, and satisfaction with extrinsic aspects of the job. The results are discussed in terms of their implications for role management in the integration of women into modern work organizations.Considerable research has been conducted on problems of role management among working women (Hall,1972(Hall, ,1976Hall & Gordon, 1973;Hrebriniak & Alutto, 1972; Hudis, 1976), and a distinct theme has been women's interrole conflict and job-related affective outcomes. As pointed out in an exhaustive review of the literature by Terborg (1977), as long as traditional familial and household duties fall primarily within the domain of the feminine role, working women may be expected to experience role-related stresses from attempts to fulfill disparate but demanding role-related responsibilities.Fulfillment of multiple role demands from relevant external sources (husband, family, or employer) or from internalized concepts of appropriate sex-role behavior may constitute two or more full-time jobs (Forisha, 1978). Compliance with a variety of role expectations has the potential to exhaust women physically and emotionally (Forisha, 1978).

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“…The questionnaire provided the respondents with a set of statement of five important facets of job satisfaction i.e., pay, promotion, supervisors, co-workers and work itself. JDI is a reliable facet measure overtime (Kinicki et al2002) and applicable across a variety of demographic groups (Golembiewski and Yeager 1978;Jung, Dalessio and Johnson 1986). The respondents were asked to read carefully all the answers to each of the questions related to five facets of job and then mark the response that come closest to their own feeling on a five-point Likert scale.…”

Section: Collection Of Data and Survey Instrumentmentioning

confidence: 99%

Satisfaction towards Banking Profession: A Comparative Study on Male and Female Executives

Uddin

Kabir

2016

IIUC Studies

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With the up-rising of the economy of Bangladesh, a dramatic change has been observed in service sectors. Particularly, the expansion in private banking business, along with customized service, has brought higher employment opportunities equally to both male and female graduates. This situation has created an urge to the bank policy makers to identify the basic reasons and brought them into consideration with job satisfaction issue. Job satisfaction is one of the most widely researched areas in organization behavior and human resource management (Okpara, 2006

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Testing the Applicability of the JDI to Various Demographic Groupings

Cited by 7 publications

References 11 publications

Decisional deprivation and its linkages: A Study of MBA program directors

Decisional deprivation and its linkages: A Study of MBA program directors

Role Stress in Working Women: Differential Effect on Selected Organizational Outcomes

Satisfaction towards Banking Profession: A Comparative Study on Male and Female Executives

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