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. #

Employee resilience: considering both the social side and the economic side of leader-follower exchanges in conjunction with the dark side of followers’ personality

“…They ensure that followers are motivated to generate outcomes, rather than just bonding socially. Our finding is in line with prior research indicating that clear, economic agreements are beneficial for satisfaction and performance at work (Dwyer & Ganster, 1991;Smith, Tisak, Hahn, & Schmieder, 1997). In conceptualizing SLMX and ELMX relationships as interdependent aspects, the present study indicates that exchange relationshipsin combination, rather than one or the other alonehave the potential to neutralize the disadvantages associated with high socio-emotional aspects such as emotional exhaustion, or the pursuit of self-interest in case of high ELMX, thus increasing the extent to which followers simultaneously feel an obligation to reciprocate and feel able and are motivated to perform by way of their employee resilience.…”

Psychometric Properties of the Thai Version of the 22-Item and 45-Item Karasek Job Content Questionnaire

“…The operationalioperationalization of items in decision latitude has been criticized for reflecting job autonomy/control as well as the complexity or difficulty of the task. Thus, too much skill discretion/ decision authority can also be a source of stress [39][40][41]. According to the international study by Karasek [17], the most troublesome item consistently found was 'repetitive comparison with any studies could not be made since most validation studies rarely included a job security scale.…”

Dimensional structure of the demand control support questionnaire: a Brazilian context

“…Validation studies with JCQ corroborated the same dimensional structure (Kawakami and Fujigaki 1996;Smith et al 1997;Karasek et al 1998;Schreurs and Taris 1998;Niedhammer 2002). Consistent with several JCQ studies, repetitive work showed a nonsignificant loading (Karasek 1979;Smith et al 1997;Karasek et al 1998;Escriba-Aguir et al 2001;Niedhammer 2002;Li et al 2004;Niedhammer et al 2006;Eum et al 2007).…”