The measurement of job control

Abstract

SummarySubjective or perceived control over job-related activities or events is a frequently measured construct in organizational stress research. Karasek (1985) assessed perceived control as both decision authority and skill discretion at work (job decision latitude). Ganster (1989b;Dwyer and Ganster, 1991) developed a multidimensional or general measure of worker control, as well as a speci®c measure of work predictability. Because little published psychometric data exist for these scales, we investigated the item-level measurement properties of Karasek's and Ganster's measures. We hypothesized two separate, two-factor solutions, decision authority and skill discretion, for the job decision latitude scale, and general control and predictability, for the work control scale. The dimensionality of both measures was assessed in multiple, independent samples using con®rmatory factor analyses (LISREL) with maximum likelihood estimation. Simultaneous solutions across samples were used to determine the ®t of the factor models to the data. The hypothesized two-factor solutions were con®rmed for both Karasek's and Ganster's scales, although item re®nement is indicated. We also investigated the relative independence between Karasek's and Ganster's scales and found a lack of independence between the general control and decision authority items in one sample. #

Job control mediates change in a work reorganization intervention for stress reduction.

“…Previous research by Smith, Tisak, Hahn, and Schmieder (1997) indicate that these scale items constitute a robust measure of job control. Time 1 and Time 2 alpha coefficients for job control were .74 and .80, respectively.…”

“…To help identify work organization factors over which our intervention could increase job control, we used the Sources of Stress scale (61 items, e.g., the extent to which "a lack of encouragement from superiors" is a source of stress et al, 1985). Previous research by Smith, Tisak, Hahn, and Schmieder (1997) indicate that these scale items constitute a robust measure of job control. Time 1 and Time 2 alpha coefficients for job control were .74 and .80, respectively.…”

Outcome-based contracts as new business model: The role of partnership and value-driven relational assets

“…Indeed, perceived control over job-related activities is a frequently-used construct in organisational behaviour and HRM (OBHRM) research (Smith et al, 1997). This is because humans have an essential need to control their work environment, and the desire for control arises because it is associated with positive outcome (White, 1959;Rodin, Rennert & Solomon, 1980).…”

“…Perceived Control (Smith et al 1997, White 1959, Rodin et al 1980, Karsek 1979, Ganster 1989, Dwyer and Ganster 1991 Q24. I feel that I have control over the decisions that affect my work Q25.…”

“…Building on organisational behaviour research (Smith et al, 1997;Spreitzer, 1995), we hypothesise that partnership inputs affect value-driven alignments through their effects on perceived control and empowerment (H7 & H8). The mediation hypotheses require the test of the following equations: (1) the effects of partnership inputs on value-driven alignments; (2) the combined effects of perceived control and empowerment and partnership inputs on value-driven alignments; and (3) the effects of partnership inputs on perceived control and empowerment.…”