A meta-analytic examination of the construct validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale.
Another article in the most recent issue of JVB investigates the reliability and construct validity of a measure of Job Satisfaction. Bowling and Hammond use meta-analyses to examine the psychometric properties of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale (MOAQ-JSS). The MOAQ-JSS is a brief, face-valid measure of global job satisfaction that was developed to overcome some of the limitations of other job satisfaction measures. The advantages of the MOAQ-JSS include its length (3 items) and its focus on the affective component of job satisfaction. Researchers present a nomological network of the hypothesized causes, correlates, and consequences of job satisfaction. Hypothesized causes include job characteristics, work stressors, social and organizational support, and person-environment fit. Hypothesized correlates include job attitudes, organizational justice, psychological and physical strains, and life satisfaction. Hypothesized consequences include in-role performance, extra-role performance, and withdrawal behavior. The authors also compiled normative data for the MOAQ-JSS. Results indicated that the MOAQ-JSS demonstrates acceptable levels of reliability and provide evidence of construct validity based on a pattern of relationships consistent with that predicted by the nomological network. Consistent with past research, continuance commitment was the only job attitude found to be weakly related to the MOAQ-JSS. This research supports the use of the MOAQ-JSS as a construct- and face- valid measure of global, affective job satisfaction, especially in circumstances where questionnaire length is a concern.
View full abstract/get the article at:
http://www.sciencedirect.com/science/journal/00018791
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Reliability and Validity of a 3 Item Job Satisfaction Scale
More test items in the public domain
Development and initial validation of public domain Basic Interest Markers
In the most recent version of the Journal of Vocational Behavior (JVB), Liao, Armstrong, and Rounds developed and validated a pool of public domain vocational interest items. This research was inspired by Goldberg’s International Personality Item Pool (IPIP) – a widely-used public domain personality item pool developed to encourage personality research. Liao and colleagues contend that creating a pool of public-domain interest items would advance the science of interest measurement by making items instantly accessible at no cost for graduate students and others with limited financial means. They organized interest items into Basic Interest Scales called Basic Interest Markers (BIMs) based on research supporting the utility of this type of organizing structure. Basic Interest Scales group items according to homogeneous content areas that capture various related job titles. The study details the methods by which the 343 items and 31 BIM scales were generated and present validity evidence based on correlations with the Strong Interest Inventory (SII), and discriminant validity evidence based on the ability of BIMs to differentiate between 12 major fields of education and training programs. This work and the corresponding website:
https://netfiles.uiuc.edu/jrounds/IIP/home.htm
should serve to stimulate research in the career interest domain. However, it also has potential negative implications for test publishers who sell career interest measures. Specifically, some argue that these types of item pools have the potential to compromise the utility and integrity of published, commercially available tests.
View full abstract/get the article at:
https://netfiles.uiuc.edu/hliao/web/Liao_JVB_08inpress.pdf
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New EEOC Compliance Manual on Religious Discrimination
The EEOC recently released a new compliance manual section on religious discrimination in the workplace. This is accompanied by a best practices booklet and a Q&A fact sheet.
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