Unpacking the Quantifying and Qualifying Potential of Semi-Open Job Satisfaction Questions through Computer-Aided Sentiment Analysis

Wijngaards, Indy; Burger, Martijn; Exel, Job van

doi:10.1007/s41543-021-00040-w

Cited by 5 publications

(6 citation statements)

References 112 publications

(135 reference statements)

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“…Obtrusive, reaction-based word measures have also been used, for example, open and semi-open questions about job satisfaction (Borg and Zuell 2012;Gilles et al 2017;Poncheri et al 2008;Taber 1991;Wijngaards et al 2019;2021;Young and Gavade 2018). Job satisfaction has also been inferred from unobtrusive textual data sources such as job review websites (Jung and Suh 2019;Moniz and Jong 2014) and social media (Hernandez et al 2015).…”

Section: Job Satisfactionmentioning

confidence: 99%

Worker Well-Being: What it Is, and how it Should Be Measured

Wijngaards

King

Burger

et al. 2021

Applied Research Quality Life

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Worker well-being is a hot topic in organizations, consultancy and academia. However, too often, the buzz about worker well-being, enthusiasm for new programs to promote it and interest to research it, have not been accompanied by universal enthusiasm for scientific measurement. Aim to bridge this gap, we address three questions. To address the question ‘What is worker well-being?’, we explain that worker well-being is a multi-facetted concept and that it can be operationalized in a variety of constructs. We propose a four-dimensional taxonomy of worker well-being constructs to illustrate the concept’s complexity and classify ten constructs within this taxonomy. To answer the question ‘How can worker well-being constructs be measured?’, we present two aspects of measures: measure obtrusiveness (i.e., the extent to which obtaining a measure interferes with workers’ experiences) and measure type (i.e., closed question survey, word, behavioral and physiological). We illustrate the diversity of measures across our taxonomy and uncover some hitherto under-appreciated avenues for measuring worker well-being. Finally, we address the question ‘How should a worker well-being measure be selected?’ by discussing conceptual, methodological, practical and ethical considerations when selecting a measure. We summarize these considerations in a short checklist. It is our hope that with this study researchers – working in organizations, in academia or both – will feel more competent to find effective strategies for the measurement worker well-being and eventually make policies and choices with a better understanding of what drives worker well-being.

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Section: Job Satisfactionmentioning

confidence: 99%

Worker Well-Being: What it Is, and how it Should Be Measured

Wijngaards

King

Burger

et al. 2021

Applied Research Quality Life

Self Cite

View full text Add to dashboard Cite

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“…Sentiment analysis assess the overall “sentiment score” of open-ended natural-language comments, and is thus a general measure of the respondent’s emotional or affective state. The addition of a sentiment question to a structured survey can support the quantification of job satisfaction and verify quantitative results (Wijngaards et al, 2021). In addition, sentiment analysis may generate data that is theoretically consistent with the concept of “morale,” which is an affective (emotional) assessment, in contrast to structured job satisfaction data that reflect primarily cognitive evaluation (Organ & Near, 1985).…”

Section: Conceptual Frameworkmentioning

confidence: 99%

Assessing the Job Satisfaction of Registered Nurses Using Sentiment Analysis and Clustering Analysis

2021

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Job satisfaction is a critical component of the professional work environment and is often ascertained through surveys that include structured or open-ended questions. Using data from 24,543 respondents to California Board of Registered Nursing biennial surveys, this study examines the job satisfaction of registered nurses (RNs) by applying clustering analysis to structured job satisfaction items and sentiment analysis to free-text comments. The clustering analysis identified three job satisfaction groups (low, medium, and high satisfaction). Sentiment analysis scores were significantly associated with the job satisfaction groups in both bivariate and multivariate analyses. Differences between the job satisfaction clusters were mostly driven by satisfaction with workload, adequacy of the clerical support services, adequacy of the number of RN staff, and skills of RN colleagues. In addition, there was dispersion in satisfaction related to involvement in management and policy decisions, recognition for a job well done, and opportunities for professional development.

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“…Various studies [ 27 , 28 , 29 , 30 ] analyzed factors associated with life satisfaction and well-being and investigated what makes people happy [ 31 ]. The effect of age and body composition of office employees was examined [ 32 ], as well as stress and resilience potential [ 33 ] in different professions [ 34 ].…”

Section: Introductionmentioning

confidence: 99%

Correlation between Employee Performance, Well-Being, Job Satisfaction, and Life Satisfaction in Sedentary Jobs in Slovenian Enterprises

Kosec

Sekulić

Wilson-Gahan

et al. 2022

IJERPH

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The purpose of this study was to explore the relationship between employees’ work performance and their well-being, job satisfaction, and life satisfaction in sedentary jobs in Slovenian enterprises using a mixed-methods research design. The quantitative component of the research included the responses to four selected questionnaires of 120 employees in 22 identified enterprises (out of 81), with more than 20 employees, having more than 85 percent sedentary jobs. Each of four questionnaires was chosen to cover one area of enquiry under the research foci of work performance, job satisfaction, life satisfaction and well-being. The statistical program STATA was used for data analyses. The analysis shows statistically significant positive correlations between employee performance and job satisfaction (r = 0.35), employee performance and life satisfaction (r = 0.28), life satisfaction and well-being (r = 0.33), and job satisfaction and well-being, whereas the correlation between well-being and work performance did not prove to be statistically significant. The qualitative component of the mixed-methods research design included systematic observation combined with one-to-one discussions. The results indicated that job satisfaction and life satisfaction are more significant in determining work performance in sedentary jobs than employee well-being and that being unwell is still considered a sign of weakness; therefore, employees who are unwell do not want to expose themselves and refuse to cooperate in activities and studies about well-being. Further research examining the impact on work performance of organizational climate measurements in sedentary jobs is recommended.

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Unpacking the Quantifying and Qualifying Potential of Semi-Open Job Satisfaction Questions through Computer-Aided Sentiment Analysis

Cited by 5 publications

References 112 publications

Worker Well-Being: What it Is, and how it Should Be Measured

Worker Well-Being: What it Is, and how it Should Be Measured

Assessing the Job Satisfaction of Registered Nurses Using Sentiment Analysis and Clustering Analysis

Correlation between Employee Performance, Well-Being, Job Satisfaction, and Life Satisfaction in Sedentary Jobs in Slovenian Enterprises

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