Minnesota satisfaction questionnaire: psychometric properties and validation in a population of portuguese hospital workers

2014 ◽  
Author(s):  
Helena Martins ◽  
Maria Teresa Proença
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Future Research ◽  
Short Version ◽  
Hospital Workers ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Job Descriptive Index ◽  
Health Care Context ◽  
Industrial Organizational Psychology

Job Satisfaction has been the focus of thousands of studies and published articles in industrial-organizational psychology (Resnick & Bond, 2001).In general, Job Satisfaction is defined as a positive emotional state resulting from the appraisal of one’s job and is linked to the characteristics of one’s work (Dressel, 1982; Butler, 1990; Arches, 1991, cit in Sari, 2004), that is to say Job Satisfaction is usually treated as a collection of feelings or affective responses associated with the job situation, or “simply how people feel about different aspects of their jobs” (Spector, 1997, p.2). In 1967, Weiss, Dawis, England & Lofquist developed the short version of the MSQ - Minnesota Satisfaction Questionnaire, a 5-point Likert-type scale with 20 items. This scale has been widely used in the literature being a well-known and stable over the time instrument (cf. Mathiew and Farr, 1991, Moorman, 1993, Hart, 1999, etc. cit in Fields, 2002); previous researches have been yielding coefficient alpha values ranging from .85 to .91. This instrument is also quite parsimonious, (in comparison with the 72 items of the JDI – Job Descriptive Index, for example). In this study we developed an exploratory factor analysis to assess the factor structure of this scale in a Hospital Workers sample, with N=140, recurring to IBM – PASW. Following this procedure, we conducted a Confirmatory Factor Analysis using AMOS, where our exploratory structure was compared with other structures found in previous studies, namely Martins (2008) and Sousa, Martins and Cruz (2011). This work aims at improving our understanding of the nature and assessment of Job Satisfaction in the Portuguese health care context, providing a more stable ground for future research in this area.

scholarly journals ANALISIS FAKTOR-FAKTOR DETERMINAN KEPUASAN KERJA WANITA SEBAGAI PENGEMUDI OJEK SYAR’I

2021 ◽  
Vol 8 (1) ◽  
pp. 97
Author(s):  
Tri Siwi Agustina ◽  
Iqraning Pratiwi Wulansari
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Descriptive Analysis ◽  
Research Subjects ◽  
Human Relations ◽  
Satisfaction Questionnaire ◽  
Taxi Drivers ◽  
Minnesota Satisfaction Questionnaire ◽  
Analysis Technique ◽  
Motorcycle Taxi

ABSTRAKSyarihub adalah pionir layanan transportasi online khusus wanita dan anak – anak di Indonesia. hadir dari keresahan masyarakat, khususnya wanita muslim yang merasakan sulitnya bermobilisasi dengan rasa aman, nyaman serta sekaligus dapat menjaga dirinya dari lawan jenis yang bukan mahrom. Penelitian ini bertujuan untuk mengetahui determinan faktor–faktor yang mempengaruhi kepuasaan kerja pada pengendara ojek online Syarihub. Penelitian ini adalah penelitian kuantitatif eksploratif dengan pengumpulan data menggunakan instrumen berupa kuesioner. Subyek penelitian ini adalah 50 orang pengemudi ojek online Syarihub di Kota Surabaya, Pengumpulan data menggunakan Minnesota Satisfaction Questionnaire (MSQ). Teknik analisa data yang digunakan dalam penelitian ini adalah teknik analisa faktor dengan tahap analisis deskriptif yaitu memberikan gambaran tentang data yang dimiliki. Hasil yang didapat menunjukkan bahwa faktor-faktor determinan kepuasaan kerja pengemudi ojek Syarihub terdiri dari faktor kompensasi, faktor Supervision Human Relations, faktor kondisi kerja, faktor kebijakan perusahaan dan implementasinya, faktor variasi, faktor status sosial. Keenam faktor variabel tersebut dapat dikatakan sebagai variabel baru yang berpengaruh terhadap kepuasaan kerja pengemudi ojek Syarihub. Kata kunci: Kepuasan kerja, Analisis Faktor, Pengemudi Ojek Online Syar’i. ABSTRACTSyarihub is the pioneer of Indonesia's online ride hailling service for women and children and hiring women riders. Syarihub comes from the need of society, especially muslim women who find it difficult to find a secure and comfortabel transportation that at the same time enable them to keep herself separated from the opposite gender. This study aims to find out determinant factors are influencing job satisfaction’s female online motorcycle taxi drivers who work in Syarihub. This study is an explorative quantitative research by collecting data using an instrument in the form of a questionnaire. The research subjects were online Syarihub motorcycle taxi drivers who work in Surabaya totaling 50 people.  Data collected using Minnesota Satisfaction Questionnaire (MSQ). The data analysis technique used in this study is a factor analysis technique with a descriptive analysis stage that provides an overview of the data held. The results showing that the determinants factors are influencing job satisfaction of Syarihub motorcycle taxi drivers consist of compensation factor, human relations supervisory factor, working conditions factor, corporate policy factors and implementation, variation factors, social status factors. The conclusion of the study illustrates that the optimal six factors will increase job satisfaction of Syarihub motorcycle taxi riders.Keywords: Job satisfaction, Factor Analysis, female online motorcycle taxi riders.

scholarly journals The Relationship and Its Impact Between Organizational Health and Job Satisfaction

2019 ◽  
Vol 10 (5) ◽  
pp. 12
Author(s):  
Maysoon Abdulkareem ◽  
Khalaf R. Flayeh
Keyword(s):  
Job Satisfaction ◽  
Short Form ◽  
Organizational Health ◽  
Arabic Language ◽  
Individual Data ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Questionnaire Form ◽  
The Relationship ◽  
Statistical Results

The research aims to investigate the relationship between organizational Health and Job satisfaction beside and examine how a job satisfaction is affected by the state of health in an organization.The population includes (80) employees who work in different areas of Baghdad Mayoralty. Questionnaire form was used to collect a required data from sample of research. This questionnaire consists of three parts, First part concern with individual data while the second used to measure the level of health in a survey organization depending on (Karaguzel, 2012) characteristics' that involve (21) statements and the last part measured the degree of Job satisfaction based on (Minnesota Satisfaction Questionnaire-short form) which contain (20) phrases. The questionnaire upon distributed to respondents was translated to Arabic language. So, Acronbach's test using SPSS program for social science to determine the reliability of this instrument that it indicated to the respective value. As well as the statistical results were confirmed the research hypothesizes that refer to strong and significantly as such influence between organizational health and 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.

Factor Analysis of a Multiple-Choice Format for Job Satisfaction

1987 ◽  
Vol 61 (3) ◽  
pp. 747-750 ◽  
Author(s):  
Terry Gregson
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Factor Structure ◽  
Analytic Solution ◽  
Multiple Choice ◽  
Job Descriptive Index ◽  
Factor Analytic

This study examined the factor structure of a modified 30-question multiple-choice format for job satisfaction based on the Job Descriptive Index. The five-factor varimax factor analytic solution was the same as that obtained by Smith, Kendall, and Hulin (1969) for the original Job Descriptive Index. The measure of reliability was high. The results indicated that researchers can use a shorter multiple-choice format of job satisfaction based on the Job Descriptive Index without interfering with the dimensionality.

Job Satisfaction and Intentions to Turnover in Human Services Agencies Perceived as Stable or Nonstable

1998 ◽  
Vol 86 (1) ◽  
pp. 339-344 ◽  
Author(s):  
Karen O'Quin ◽  
Sandra LoTempio
Keyword(s):  
Job Satisfaction ◽  
Human Services ◽  
Turnover Intentions ◽  
Job Insecurity ◽  
Job Security ◽  
Need Satisfaction ◽  
Job Dissatisfaction ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Human Services Agencies

Questionnaires were completed by 91 respondents employed by two human services agencies: 63 employees of a stable (no layoffs in eight years) organization, and 28 employees of a nonstable organization (which had experienced recent layoffs, and in which many employees were supported by grant funding which varied from year to year). The questionnaire included respondents' perceptions of job security and satisfaction with pay (measured with subscales of the Minnesota Satisfaction Questionnaire), over-all job satisfaction (measured with the Porter Need Satisfaction Questionnaire), and additional measures of intention to turnover, absenteeism, productivity, etc. A 2 (agency) × 2 (high/low security) multivariate analysis of variance indicated that ratings of job insecurity were significantly related to job dissatisfaction in the agency perceived as nonstable but not in the agency perceived as stable. In both agencies, ratings of turnover intentions and pessimism about the future of the agency were higher among employees who reported feelings of insecurity. There were no differences in perceived absenteeism or productivity between employees of the two agencies.

scholarly journals Leadership style and job satisfaction: A developing economy perspective

2013 ◽  
Vol 10 (4) ◽  
pp. 390-399 ◽  
Author(s):  
Jeevarathnam Parthasarathy Govender ◽  
Hari Lall Garbharran ◽  
Roland Loganathan
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Styles ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Multifactor Leadership Questionnaire ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Multifactor Leadership ◽  
The Relationship

Research has suggested a relationship between leadership style and job satisfaction. This paper examines this relationship in the context of a developing country, viz., South Africa. The objective of the paper is to assess the relationship between the two variables as well as the influence of biographical variables on leadership style and job satisfaction. The survey was based on the Minnesota Satisfaction Questionnaire and the Multifactor Leadership Questionnaire. The results suggest a significant correlation between the three leadership styles, viz., transformational leadership, transactional leadership and laissez-faire leadership, and job satisfaction. There were no significant differences between the biographical variables and the three leadership styles.

scholarly journals Impact of Tangible or Intangible incentives on job satisfaction among workers

2016 ◽  
Vol 7 (3) ◽  
pp. 841-845
Author(s):  
Syeda Ayat-e-Zainab Ali ◽  
Maryam Afridi ◽  
Marrium Shafi ◽  
Huda Munawar ◽  
Mahmood Alvi
Keyword(s):  
Social Sciences ◽  
Job Satisfaction ◽  
Sampling Technique ◽  
Reward System ◽  
Satisfaction Questionnaire ◽  
Purposive Sampling ◽  
Minnesota Satisfaction Questionnaire ◽  
Work Settings ◽  
The Relationship

Incentives either tangible or intangible are the most important or convenient resources that became the basis of workers satisfaction with their jobs. The study attempts to explore the relationship between tangible or intangible incentives and job satisfaction among workers. To achieve the objective, a sample of 100 workers were selected from Pakistan Ordinance Factory, Wah Cantt, Pakistan on basis of purposive sampling technique. Data is collected through the use of reward system questionnaire and Minnesota Satisfaction questionnaire. Statistical Package for social sciences (version, 21) was used for the analyses of data. Results showed that both tangible or intangible incentives are positively related to job satisfaction among workers. Thus, at work settings the rise in the use of incentives is associated with high job satisfaction.

scholarly journals Portability of the job involvement and job satisfaction constructs between the United States of America and South Africa

1998 ◽  
Vol 1 (1) ◽  
pp. 73-84 ◽  
Author(s):  
A. B. Boshoff ◽  
C. Hoole
Keyword(s):  
United States ◽  
South Africa ◽  
Job Satisfaction ◽  
United States Of America ◽  
Job Involvement ◽  
The United States ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Psychometric Instruments ◽  
Unites States

The notion of portability of constructs measured by psychometric instruments is introduced. Psychometric investigations by means of Principal Components Analyses, Item Analyses and calculation of Cronbach Alpha on the items of two generally used instruments are described. The results indicate that the constructs measured by the Kanungo Job Involvement Questionnaire and the Minnesota Satisfaction Questionnaire as well as the instruments themselves seem to be robust as far as portability between the Unites States of America and South Africa is concerned.

Commitment in Different Relationships Statuses: Validation Study of the Personal Commitment Scale

2015 ◽  
Vol 18 ◽  
Author(s):  
Ana Pego Monteiro ◽  
Susana Costa-Ramalho ◽  
Maria Teresa Ribeiro ◽  
Alexandra Marques Pinto
Keyword(s):  
Factor Analysis ◽  
Short Form ◽  
Demographic Variables ◽  
Dimensional Structure ◽  
Future Research ◽  
Short Version ◽  
Portuguese Version ◽  
Personal Commitment ◽  
Confirmatory Factor ◽  
Good Internal Consistency

AbstractThis study presents the validation process of the Portuguese version of the short-form Dedication Scale (Rhoades, Stanley, & Markman, 2006; Stanley, 1986), with a sample of 924 participants in different relationship statutes. With 14 items, this short version is recommended by the authors for its simple use, when wanting to measure commitment in romantic relationships. Confirmatory factor analysis showed that the instrument did not have a totally acceptable fit with the data so an exploratory factor analysis was conducted. This revealed a one-dimensional structure of the scale, and led to the exclusion of two items, which relate to a distinct meta-commitment dimension. In sum, the Portuguese version (ECP - Personal Commitment Scale) has 12 items, with good internal consistency (α = .82), correlations item-total between .36 and .60, and good criteria validity (p < .001). Its use for research is therefore appropriate. In a second study, significant differences were found between the participants' four relationship statuses (dating non-cohabiting and cohabiting relationships, formal unions and marriage) (p < .001; η2p = .03). Results showed that married participants were more committed than those in a formal union, even when controlling for several relational and socio-demographic variables. No differences were found between cohabiting and non-cohabiting dating participants. Men reported higher levels of commitment than women (p < .001; η2p = .02). Implications and suggestions for future research are discussed.

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