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

2021 ◽  
Author(s):  
Indy Wijngaards ◽  
Martijn Burger ◽  
Job van Exel
Keyword(s):  
Job Satisfaction ◽  
Sentiment Analysis ◽  
Text Analysis ◽  
Discriminant Validity ◽  
Added Value ◽  
Information Richness ◽  
Convergent And Discriminant Validity ◽  
Computer Aided ◽  
Satisfaction Question ◽  
Open Question

AbstractDespite their suitability for mitigating survey biases and their potential for enhancing information richness, open and semi-open job satisfaction questions are rarely used in surveys. This is mostly due to the high costs associated with manual coding and difficulties that arise when validating text measures. Recently, advances in computer-aided text analysis have enabled researchers to rely less on manual coding to construct text measures. Yet, little is known about the validity of text measures generated by computer-aided text analysis software and only a handful of studies have attempted to demonstrate their added value. In light of this gap, drawing on a sample of 395 employees, we showed that the responses to a semi-open job satisfaction question can reliably and conveniently be converted into a text measure using two types of computer-aided sentiment analysis: SentimentR, and Linguistic Inquiry and Word Count (LIWC) 2015. Furthermore, the substantial convergence between the LIWC2015 and, in particular, SentimentR measure with a closed question measure of job satisfaction and logical associations with closed question measures of constructs that fall within and outside job satisfaction’s nomological network, suggest that a semi-open question has adequate convergent and discriminant validity. Finally, we illustrated that the responses to our semi-open question can be used to fine-tune the computer-aided sentiment analysis dictionaries and unravel antecedents of job satisfaction.

Job Satisfaction Scale: Adaptation and Validation Among Indian IT (Information Technology) Employees

2017 ◽  
Vol 18 (3) ◽  
pp. 703-718
Author(s):  
Praveen Kumar Sharma ◽  
Rajnish Kumar Misra ◽  
Prachee Mishra
Keyword(s):  
Job Satisfaction ◽  
Information Technology ◽  
Factor Analysis ◽  
Exploratory Factor Analysis ◽  
Discriminant Validity ◽  
Satisfaction Scale ◽  
Minnesota Satisfaction Questionnaire ◽  
Convergent And Discriminant Validity ◽  
Reliability Estimates ◽  
Initial Scale

Job satisfaction (JS) of employees has been studied in the past by various researchers beginning in the 1930s till date. Each of these research works went on to add a perspective to JS and its measurement. The measures of JS captured various dimensions from Minnesota satisfaction questionnaire to JS survey. Further, these measures have been standardized on working professionals in various domains except the emerging field of information technology (IT). The purpose of this study was to develop and adapt a scale measuring JS of IT employees in India. The facets of JS were identified through literature and verified through experts in IT domain. The initial scale consisting of 23 items identified from the existing scales was administered on 410 employees of three IT companies in India. The scale was standardized through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). It was used to determine the factor structure and convergent and discriminant validity. Exploratory factor analysis yielded six factors: pay, training, promotion, recognition, supervision and job security. A final standardized questionnaire consists of 23 items on JS. The reliability estimates were 0.92, and convergent and discriminant validity also met all the criteria respectively. The resultant scale can be used on IT professionals in India.

Convergent and discriminant validity for areas and methods of rating job satisfaction.

1964 ◽  
Vol 48 (5) ◽  
pp. 313-319 ◽  
Author(s):  
Edwin A. Locke ◽  
Patricia Cain Smith ◽  
Lorne M. Kendall ◽  
Charles L. Hulin ◽  
Anne M. Miller
Keyword(s):  
Job Satisfaction ◽  
Discriminant Validity ◽  
Convergent And Discriminant Validity

scholarly journals Individual differences in if-then planning: Insights from the development and application of the If-Then Planning Scale (ITPS)

2019 ◽  
Author(s):  
Maik Bieleke ◽  
Lucas Keller
Keyword(s):  
Academic Achievement ◽  
Socioeconomic Status ◽  
Individual Differences ◽  
Goal Attainment ◽  
Discriminant Validity ◽  
Self Regulation ◽  
Implementation Intention ◽  
Convergent And Discriminant Validity ◽  
Environmental Goals ◽  
Open Question

Making if-then plans is a self-regulation strategy that facilitates goal attainment. An open question is, however, whether there are individual differences in if-then planning. We, therefore, developed and validated the If-Then Planning Scale (ITPS) in three independent studies with more than 2,600 participants. The ITPS is conceptually grounded in implementation intention theory, measuring whether individuals identify critical situations (if-part) and plan goal-directed behaviors (then-part) in terms of opportunities and obstacles. We established the psychometric qualities of the ITPS in Studies 1a and 1b and its convergent and discriminant validity in Studies 2 and 3. Applying the ITPS, we showed that if-then planning is associated with the attainment of environmental goals (Studies 1a and 1b), socioeconomic status (Studies 1a, 1b, and 2), and academic achievement (Study 3). Our results demonstrate individual differences in if-then planning that can be efficiently and reliably measured with the ITPS, and reveal systematic associations between these individual differences and goal attainment.

Construct Validity of the French Shirom-Melamed Vigor Measure (F-SMVM)

2020 ◽  
Vol 36 (2) ◽  
pp. 372-386 ◽  
Author(s):  
Sandrine Isoard-Gautheur ◽  
Clément Ginoux ◽  
Jean-Philippe Heuzé ◽  
Damien Tessier ◽  
David Trouilloud ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Construct Validity ◽  
Work Engagement ◽  
Concurrent Validity ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Work Motivation ◽  
Convergent And Discriminant Validity ◽  
Confirmatory Factor ◽  
Abstract Work

Abstract. Work vigor is defined by cognitive, affective, and behavioral components. The purpose of this multi-study paper was to develop a French version of the Shirom-Melamed Vigor Measure (F-SMVM), and test its (a) construct validity (i.e., factorial structure and internal consistency), (b) convergent and discriminant validity with the Utrecht Work Engagement Scale (UWES-9), and (c) concurrent validity with work motivation and job satisfaction. Six hundred and forty (61.72% female) employees participated in the three present studies. Convergent and discriminant construct validity of the F-SMVM were examined with a confirmatory factor analysis (CFA) and a multitrait-multimethod (MTMM) analysis. Concurrent validity was examined through correlations and regressions with work motivation and job satisfaction. Overall, the results supported the reliability and the construct validity of the F-SMVM. They also showed evidence of convergent validity between the F-SMVM and the UWES-9, as well as evidence of concurrent validity with work motivation and job satisfaction. The F-SMVM represents a valid measure assessing three interrelated dimensions representing physical, cognitive, and emotional components of work engagement.

Measurement of Salespeople's Job Satisfaction: Convergent and Discriminant Validity of Corresponding INDSALES and Job Descriptive Index Scales

1979 ◽  
Vol 16 (4) ◽  
pp. 594-597 ◽  
Author(s):  
Charles M. Futrell
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Discriminant Validity ◽  
Health Care Industry ◽  
National Sample ◽  
Job Descriptive Index ◽  
Care Industry ◽  
Convergent And Discriminant Validity

The satisfaction scales for work, coworkers, supervision, pay, and promotion of the INDSALES and Job Descriptive Index (JDI) were obtained from a national sample of 209 salesmen in the health care industry. Convergent and discriminant validity were examined by using the criteria of Campbell and Fiske.

scholarly journals Rapid and sound assessment of well-being within a multi-dimensional approach: The Well-being Numerical Rating Scales (WB-NRSs)

PLoS ONE ◽  
2021 ◽  
Vol 16 (6) ◽  
pp. e0252709
Author(s):  
Andrea Bonacchi ◽  
Francesca Chiesi ◽  
Chloe Lau ◽  
Georgia Marunic ◽  
Donald H. Saklofske ◽  
...  
Keyword(s):  
Undergraduate Students ◽  
Discriminant Validity ◽  
Rating Scales ◽  
Reliability And Validity ◽  
Well Being ◽  
Self Report ◽  
Added Value ◽  
Convergent And Discriminant Validity ◽  
Numerical Rating ◽  
Discriminant Ability

The assessment of well-being remains an important topic for many disciplines including medical, psychological, social, educational, and economic fields. The present study assesses the reliability and validity of a five-item instrument for evaluating physical, psychological, spiritual, relational, and general well-being. This measure uniquely utilizes a segmented numeric version of the visual analog scale in which a respondent selects a whole number that best reflects the intensity of the investigated characteristic. In study one, 939 clinical (i.e., diagnosed with cancer and liver disease with cirrhosis) and non-clinical (i.e., undergraduate students and their family and acquaintances) participants between the ages of 18 to 87 years (M = 47.20 years, SD = 19.62, 54% males) were recruited. Results showed items have strong discriminant ability and the spread of threshold parameters attests to the appropriateness of the response categories. Moreover, convergent and discriminant validity were found with other self-report measures (e.g., depression, anxiety, optimism, well-being) and the measure showed responsiveness to two separate interventions for clinical populations. In study two, 287 Canadian (ages ranged from 18 to 30 years; M = 20.78, SD = 3.32; 23% males) and 342 Italian undergraduate psychology students (age ranged from 18 to 29 years, M = 21.21 years, SD = 1.73, 38% males) were recruited to complete self-report questionnaires. IRT-based differential item functioning analyses provided evidence that the item properties were similar for the Italian and English versions of the scale. Additionally, the validity results obtained in study one were replicated and similar relationships between criterion variables were found when comparing the Italian- and the English-speaking samples. Overall, the current study provides evidence that the Italian and English versions of the WB-NRSs offer added value in research focused on well-being and in assessing well-being changes prompted by intervention programs.

What Does the Implicit Association Test Measure? A Test of the Convergent and Discriminant Validity of Prejudice-Related IATs

2002 ◽  
Vol 49 (3) ◽  
pp. 171-180 ◽  
Author(s):  
Bertram Gawronski
Keyword(s):  
Implicit Association Test ◽  
Discriminant Validity ◽  
Association Test ◽  
Recent Criticism ◽  
Implicit Association ◽  
East Asians ◽  
Student Sample ◽  
Convergent And Discriminant Validity ◽  
Explicit Prejudice ◽  
Turkish People

Abstract. Drawing on recent criticism of the Implicit Association Test (IAT), the present study tested the convergent and discriminant validity of two prejudice-related IATs to corresponding explicit prejudice measures in a German student sample (N = 61). Confirming convergent validity, (a) an IAT designed to assess negative associations related to Turkish people was significantly related to the explicit endorsement of prejudiced beliefs about Turkish people, and (b) an IAT designed to assess negative associations related to East Asians was significantly related to explicit prejudice against East Asians. Moreover, confirming discriminant validity, (c) the Asian IAT was unrelated to the explicit endorsement of prejudiced beliefs about Turkish people, and (d) the Turkish IAT was unrelated to explicit prejudice against Asian people. These results further corroborate the assumption that the IAT is a valid method to assess the strength of evaluative associations in the domain of prejudice and stereotypes.

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