مجموعه پرسشنامه رضایت شغلی (خشنودی شغلی) به لاتین
11 پرسشنامه با موضوع سنجش رضایت شغلی همراه با ذکر عنوان منابع اصلی
معتبرترین پرسشنامه های بین المللی در زمینه رضایت شغلی
Global Job Satisfaction Quinn & Shepard (1974)
Global Job Satisfaction Warr, Cook, & Wall (1979)
Career Satisfaction Greenhaus, Parasuraman, & Wormley, (1990)
Job Diagnostic Survey (JDS), developed by Hackman & Oldham (1980)
Job Perception Scale by Hatfield, Robinson, & Huseman (1985)
Job Satisfaction Index BY Schreisheim & Tsui (1980)
Job Satisfaction Survey by Spector (1985)
McClelland’s Manifest Needs Theory Quiz
Overall Job Satisfaction by Brayfield and Rothe (1951)
Overall Job Satisfaction Judge, Boudreau, & Bretz (1994).
Overall Job Satisfaction Taylor & Bowers (1972)
این پرسشنامه ها گرچه قدیمی هستند از اصلی ترین و معتبرترین پرسشنامه های مربوط به مطالعات و نظریات رضایت شغلی هستند. این پرسشنامه ها منحصر بفرد و مربوط به محققان مطرح حوزه مدیریت و روانشناسی صنعتی سازمانی هستند، از جمله، پرسشنامه های اصلی هاکمن اولدهام، تیلور، مکلله لند، اسپکتور و دیگران. اگر در زمینه خشنودی شغلی در حال مطالعه یا انجام تحقیق هستید حتما به سوالات این پرسشنامه ها نگاهی بیاندازید….
***** لازم به توضیح است خرید این محصول 3 مزیت برای شما ایجاد می کند:
1- پرسشنامه های اصلی
2- آشنایی با معتبرترین پرسشنامه های مبتنی بر نظریه
3- رفرنس اصلی و شواهد روایی و پایایی هر پرسشنامه ذکر شده است.
- حجم فایل: 492KB
- رمز فایل: ioweb.ir
هزینه دریافتی این محصول صرفا جهت تایپ و تهیه پرسشنامه در فایل word می باشد.
نمونه از محصول:
- نمونه یک: توضیحات و سوالات مربوط به پرسشنامه کوئین شپرد:
Measure Global Job Satisfaction Quinn & Shepard (1974)
Description This measure was originally developed by Quinn & Shepard (1974) and subsequently modified by Pond & Geyer (1991) and Rice, Gentile, & McFarlin (1991). The measure uses six items to measure an employee’s general affective reaction to his/her job without reference to any specific facets. Other studies have used three of the items (Fields & Blum, 1997), four (Eisenberger, Cummings, Armeli, & Lynch, 1997; Taber & Alliger, 1995), and five of the items (Mossholder, Bennett, & Martin, 1998; McFarlin & Rice, 1992; Birnbaum & Somers, 1993; Williams, Gavin, & Williams, 1996). Rice, Gentile, & McFarlin (1991) substituted a revised sixth item.
Reliability Coefficient alpha for the six-item measure was .89 (Pond & Geyer, 1991). Coefficient alpha for the five-item measure ranged from .81 to .89 (Birnbaum & Somers, 1993; McFarlin & Rice, 1992; Mossholder, Bennett, & Martin, 1998; Williams, Gavin, & Williams, 1996). Coefficient alpha values for the four-item measure ranged from .75 to .85 (Eisenberger, Cummings, Armeli, & Lynch, 1997; Taber & Alliger, 1995). In Fields & Blum (1997), coefficient alpha for the three-item version was .78
Validity Global job satisfaction correlated positively with satisfaction with the facets of the job itself, supervision, promotion, pay, promotion, interactions with a boss, customer contact, job freedom, learning opportunities, amount of decision-making and satisfaction with co-workers (Fields & Blum, 1997; McFarlin & Rice, 1992; Pond & Geyer, 1991). It also correlated positively with affective commitment to an occupation and the organization, job involvement, the importance of interaction with a boss and the importance of customer contact (Birnbaum & Somers, 1993; McFarlin & Rice, 1992; Mossholder, Bennett, & Martin, 1998; Pond & Geyer, 1991). Global job satisfaction correlated negatively with continuance commitment to an occupation and an organization, the extent of perceived job alternatives, role conflict, role ambiguity, turnover, and the importance of pay and promotion (Birnbaum & Somers, 1993; McFarlin & Rice, 1992; Mossholder, Bennett, & Martin, 1998; Pond & Geyer, 1991).
Eisenberger, Cummings, Armeli, & Lynch (1997) performed a confirmatory factor analysis of the measure and found that perceived organizational support and overall job satisfaction were empirically distinct. In Rice, Gentile, & McFarlin (1991), multivariate analysis indicated that overall job satisfaction was empirically distinct from satisfaction with each of twelve job facets. In Williams, Gavin, & Williams (1996), exploratory and confirmatory factor analysis showed the measure had one dimension and was empirically distinct from organizational commitment, role ambiguity, role overload, role conflict, job complexity, and negative affectivity.
Source Pond, S. B. & Geyer, P. D. (1991) Differences in the relation between job satisfaction and perceived work alternatives among older and younger blue-collar workers. Journal of Vocational Behavior 39: 251-262.
© 1991 by Academic Press. Items are taken from text (p.254). Reprinted with permission.
Revised sixth item from Rice, R. W., Gentile, D. A. & McFarlin, D. B.(1991) Facet importance and job satisfaction. Journal of Applied Psychology, 76(1), 31-39. Item was taken from text, p. 33. Permission to reprint the item is pending.
Items Items and response scales .
The original wording of the items is in parentheses.
- (Knowing what you know now), If you had to decide all over again whether to take the job you now have, what would you decide?
Responses range from 1= definitely not take the job to 5= definitely take the job
- If a (good) friend asked if he/she should apply for a job like yours with your employer, what would you recommend?
Responses range from 1=not recommend at all to 5 = recommend strongly
- How does this job compare with your ideal job (job you would most like to have)?
- نمونه دو: توضیحات و سوالات مربوط به پرسشنامه رضایت شغلی اسپکتور:
Measure Job Satisfaction Survey by Spector (1985)
Description This measure, developed by Spector (1985), uses thirty-six items to describe nine job facets (4 items per facet). The job facets include pay, promotion, supervision, benefits, contingent rewards, operating procedures, co-workers, nature of work, and communication. It was originally developed to assess job satisfaction in human service, non-profit, and public organizations.
Reliability In Blau (1999), coefficient alpha was .89.
Validity In a longitudinal study, job satisfaction correlated positively with expected job utility and professional commitment in the previous year, and the extent of downsizing, shift assignment, and professional commitment in the current year (Blau, 1999). Spector (1997) found that the nine facets were all positively inter-correlated.
Source Spector, P. (1997). Job Satisfaction. Thousand Oaks, CA: Sage Publications. Items were taken from Appendix, pp. 75-76. Permission to reprint the items is pending.
Items Responses are obtained on a six point Likert-type scale where 1 = disagree very much, 2 = disagree moderately, 3 = disagree slightly, 4 = agree slightly, 5=Agree moderately, and 6=Agree very much.
Pay satisfaction items:
- I feel I am being paid a fair amount for the work I do
- Raises are too few and far between. (R)
- I am unappreciated by the organization when I think about what they pay me
معرفی محصول مشابه:
پرسشنامه سنجش خشنودی شغلی براساس انتظارات
پرسشنامه رضایت شغلی مینه سوتا