An improved job dimension scale to measure job satisfaction in sales reps.ABSTRACT As part of a larger study exploring compensation systems, job attitudes, and performance among sales reps, an improved scale to measure job satisfaction in sales reps was developed. The new scale is based on the Job Dimension Scale (Schletzer, 1965, as modified by Lucas, Parasuraman, Davis, & Enis, 1987) which had been used in marketing research in spite of in opposition to all efforts of; in defiance or contempt of; notwithstanding. See also: Spite marginally acceptable measures of reliability. The improved scale has excellent reliability measures and is valid for measuring job satisfaction in sales reps. 1. INTRODUCTION Job satisfaction has been the subject of research at least since the Hawthorne studies of the 1920s (Roethlisberger & Dickson, 1939). Job satisfaction is defined as the "pleasurable pleas·ur·a·ble adj. Agreeable; gratifying. pleas  ur·a·bil or positive
emotional state resulting from the appraisal of one's job or job
experiences" (Locke, 1976 p. 1300). Churchill, Ford, & Walker
(1974 p. 225) define job satisfaction for salespeople sales·peo·ple pl.n. Persons who are employed to sell merchandise in a store or in a designated territory. as "all characteristics of the job itself and the work environment which salesmen find rewarding, fulfilling, and satisfying, or frustrating frus·trate tr.v. frus·trat·ed, frus·trat·ing, frus·trates 1. a. To prevent from accomplishing a purpose or fulfilling a desire; thwart: and unsatisfying ." An individual's attitude about his or her job should have meaningful implications about how he or she does it. Many human-relations era researchers sought to establish job satisfaction as a driver of performance (e. g. McGregor, 1960). Brayfield & Crockett (1955), however, cited conflicting research results and questioned this view. Porter & Lawler (1968) espoused the contrary view that performance leads to job satisfaction. This has become the generally accepted view. Even so, the strength of the relationship appears to be very weak (Iaffaldo & Muchinsky, 1985). Greater job satisfaction has also been generally related to reduced intent to leave the organization (Brayfield & Crockett, 1955; Mowday, Koberg, & McArthur, 1984) and with reduced rates of absenteeism ab·sen·tee·ism n. 1. Habitual failure to appear, especially for work or other regular duty. 2. The rate of occurrence of habitual absence from work or duty. (Porter & Steers, 1973). In addition, job satisfaction has been shown to be strongly related to organizational commitment In the study of organizational behavior and Industrial/Organizational Psychology, organizational commitment is, in a general sense, the employee's psychological attachment to the organization. (Porter, Steers, & Mowday, 1974) and to organizational citizenship behaviors Organizational Citizenship Behaviors (OCBs) are a special type of work behavior that are defined as individual behaviors that are beneficial to the organization and are discretionary, not directly or explicitly recognized by the formal reward system. (Smith, Organ, & Near, 1983; Organ, 1988). The importance of job satisfaction lies not in its relationship with performance but with its stabilizing stabilizing, v to hold a limb motionless in order to ground its energy; a standard isometric resistance technique, it releases tension and lengthens muscle fibers. effects (reducing tardiness Tardiness Dagwood comic strip character; chronically late at the office. [Comics: “Blondie” in Horn, 118] ten o’clock scholar schoolboy who habitually arrives late. [Nurs. , absenteeism, and turnover) and through its effects on cohesion cohesion: see adhesion and cohesion. Cohesion (physics) The tendency of atoms or molecules to coalesce into extended condensed states. This tendency is practically universal. (increasing organizational citizenship behaviors and organizational commitment). Job satisfaction appears to mediate MEDIATE, POWERS. Those incident to primary powers, given by a principal to his agent. For example, the general authority given to collect, receive and pay debts due by or to the principal is a primary power. the effects of in-role performance, role conflict, and job-induced tension on intent to leave and extra-role performance. Babakus, Cravens Cravens Railway Carriage and Wagon Company Limited was a railway car builder in Sheffield, England and supplier of the London Underground A60 Stock; and diesel multiple units and electric multiple units to British Railways. , Grant, Ingram, & LaForge, (1996), reviewed organizational variables related to job satisfaction. They concluded the salesperson's perception of fairness in the company's compensation program also affects the job satisfaction of salespeople. They postulated pos·tu·late tr.v. pos·tu·lat·ed, pos·tu·lat·ing, pos·tu·lates 1. To make claim for; demand. 2. To assume or assert the truth, reality, or necessity of, especially as a basis of an argument. 3. that the type of control system employed by management would influence job satisfaction, i.e., the greater the extent of compensation control or outcome control, the less job satisfaction experienced by sales representatives. Job satisfaction in salespeople has been measured and studied by numerous researchers (Bagozzi, 1978; Churchill, et al., 1974; Teas, 1983). Bagozzi (1978), using the Job-Related Tension Index developed by Kahn, Wolfe, Quinn, & Snoek snoek n. pl. snoek or snoeks A large, small-scaled marine food fish (Thyristes atun) of the family Gempylidae, widely distributed in the Southern Hemisphere. (1964) to measure role stress, found job-related tension significantly and negatively related to performance, generalized gen·er·al·ized adj. 1. Involving an entire organ, as when an epileptic seizure involves all parts of the brain. 2. Not specifically adapted to a particular environment or function; not specialized. 3. self-esteem, and job satisfaction. Gupta and Beehr (1979) demonstrated a positive relationship between job stress and withdrawal behaviors, which they suggested was mediated me·di·ate v. me·di·at·ed, me·di·at·ing, me·di·ates v.tr. 1. To resolve or settle (differences) by working with all the conflicting parties: by job dissatisfaction. These relationships illustrate the centrality of job satisfaction in a network including many of the most important constructs in organizational behavior and marketing. They will also serve as a validating val·i·date tr.v. val·i·dat·ed, val·i·dat·ing, val·i·dates 1. To declare or make legally valid. 2. To mark with an indication of official sanction. 3. network establishing nomological validity Nomological validity is a form of construct validity. It is the degree to which a construct behaves as it should within a system of related constructs called a nomological set. References
Herzberg (1966) found job dissatisfaction to result from hygienic hy·gien·ic adj. 1. Of or relating to hygiene. 2. Tending to promote or preserve health. 3. Sanitary. factors. Hygienic factors, however, are inherently extrinsic EVIDENCE, EXTRINSIC. External evidence, or that which is not contained in the body of an agreement, contract, and the like. 2. It is a general rule that extrinsic evidence cannot be admitted to contradict, explain, vary or change the terms of a contract or of a to the work; they are measured as extrinsic job satisfaction. In fact, the complement of extrinsic job satisfaction provides a measure of job dissatisfaction--directly following Herzberg's theoretical development. He also found that job satisfaction derives from the work itself; those factors intrinsic to the job provide the true satisfactions from the work. Of course, the intrinsic factors intrinsic factor n. A relatively small mucoprotein secreted by the parietal cells of gastric glands and required for adequate absorption of vitamin B12 for production of red blood cells. Also called Castle's intrinsic factor. (job satisfiers) and extrinsic factors extrinsic factor n. See vitamin B12. (job dissatisfiers) are not totally independent. There are some factors which seem to influence both, e.g. pay, promotions, coworkers. The measure of job satisfaction developed in this study included measures of intrinsic and extrinsic job satisfaction. Deci (1971, 1972) found that reward contingency may act to diminish intrinsic motivation; because the provision of incentives is necessarily extrinsic to the work itself, the relationship of each dimension to the other study variables may add to the understanding of the role incentives play. The basis for the improved two-dimensional job-satisfaction scale is the Job Dimension Scale (Schletzer, 1965) as modified by Lucas, Parasuraman, Davis, & Enis (1987). In their study, however, Lucas, et al., report marginally acceptable coefficient coefficient /co·ef·fi·cient/ (ko?ah-fish´int) 1. an expression of the change or effect produced by variation in certain factors, or of the ratio between two different quantities. 2. alphas of .612 for the intrinsic job satisfaction scale and .617 for the extrinsic job satisfaction scale. These scales, as all scales in this study, utilized a 7-point rating (from strongly disagree to strongly agree) for each item. Cronbach's alpha Cronbach's  (alpha) has an important use as a measure of the reliability of a psychometric instrument. It was first named as alpha by Cronbach (1951), as he had intended to continue with further instruments. is a measure of a scale's internal
consistency In statistics and research, internal consistency is a measure based on the correlations between different items on the same test (or the same subscale on a larger test). It measures whether several items that propose to measure the same general construct produce similar scores. , sometimes called a scale reliability coefficient.
Cronbach's alpha assesses the reliability of a rating scale by
summarizing the responses which attempt to measure some underlying
factor. Reliability is defined as the square of the correlation between
the measured scale and the underlying factor the scale was supposed to
measure. It is, in effect, the average inter-item correlation.Nunnally (1967) recommended a Cronbach's alpha equal to or greater than .60 as the minimum value sufficient for research purposes. Cronbach (1951) recommended an alpha equal to or greater than .70. SPSS A statistical package from SPSS, Inc., Chicago (www.spss.com) that runs on PCs, most mainframes and minis and is used extensively in marketing research. It provides over 50 statistical processes, including regression analysis, correlation and analysis of variance. , the statistical package used in this analysis, suggests that a reliability coefficient of .80 or higher is considered as "acceptable." The overall scale alphas of .612 and .617, even though marginally acceptable for research (Nunnally, 1967), would not generally be regarded as evidence of strong reliability. Even though scales with lower reliabilities are often used, the most common rule of thumb for the social sciences is that alphas should exceed .80. 2. SCALE DEVELOPMENT The development of a scale to measure intrinsic and extrinsic job satisfaction in sales reps began with a thorough literature search to locate accepted scales. This search identified one scale specifically developed for marketing applications (Job Dimension Scale, Schletzer, 1965 as modified by Lucas, Parasuraman, Davis, & Enis, 1987). The JDS See Java Desktop System. included four items to measure intrinsic job satisfaction and seven items to measure extrinsic job satisfaction (see Tables I and II, below). Following Churchill (1979/, the next step in scale development is to generate a more complete list of scale items. In doing this, two sources were specifically referenced: Herzberg (1966) and Deci (1985). In particular, Herzberg's list of job satisfiers and hygiene factors Hygiene factors are job factors that can cause dissatisfaction if missing but do not necessarily motivate employees if increased [1]. Hygiene factors have mostly to do with the job environment [2]. was instrumental in adding items to the scale. Deci's research, however, provided further clarification of these concepts. These scale items were included in a study involving sales personnel and compensation systems. This study generated a usable USable is a special idea contest to transfer US American ideas into practice in Germany. USable is initiated by the German Körber-Stiftung (foundation Körber). It is doted with 150,000 Euro and awarded every two years. sample of 271 completed questionnaires; Tables V, VI, and VII provide a summary of the sample characteristics. The sample was selected to represent sales personnel with differing levels of contingency in pay. The contingent compensation (commissions and bonuses) ranged from 0 to 100%. The median compensation contingency of this sample was nearly 50% of total compensation. More than half of the sample was male (65%); a majority was Caucasian (75.3%), and married (59.6%). The average income of the sample members was approximately $35,000; respondents In the context of marketing research, a representative sample drawn from a larger population of people from whom information is collected and used to develop or confirm marketing strategy. had an average of over 11 years of career tenure and a little more than 5 years of job tenure. Their mean scores for age (M = 40.78 years), education (M = 13.81 years), and number of dependents (M = 1.35) indicated that respondents were middle-aged, well educated, and responsible for others. In keeping with the Herzberg definitions, the intrinsic scale was expanded to ten items by including six additional items based on Herzberg (1966) and Deci (1985) (Table III, below). Similarly, the extrinsic scale was expanded to 12 items by including five additional items (see Table IV, below). These additional items more completely describe the constructs as defined by Herzberg (1966) and Deci (1985). 3. ANALYSIS SAMPLE Survey instruments were returned by 277 employees representing 31 firms operating at 41 locations. The resulting response rate was 61.8 percent. Several returned instruments were incomplete or were deemed unusable for other reasons. It addition, one manufacturing company was eliminated from analysis after it was determined that their employees did not receive any contingent or performance-based compensation and had no customer contact. Moreover, this company was the only participant from that industry. Sampling frame information is summarized in Table V. After eliminating unusable instruments and excluding the manufacturing company, the resulting sample included 28 companies with 255 employees, operating at 36 locations. This represents 56.9 percent of the sampling frame. The analytical analytical, analytic pertaining to or emanating from analysis. analytical control control of confounding by analysis of the results of a trial or test. sample information is presented in table VI. The analysis sample was comprised of approximately 60 percent sales representatives, 8 percent sales managers sales manager n → gerente m/f de ventas sales manager n → directeur commercial sales manager sale n → , 17 percent bank employees, 2 percent finance & insurance representatives (at auto dealerships), 10 percent technicians (auto mechanics An auto mechanic or motor mechanic in Australian English is a mechanic who specialises in automobile maintenance, repair, and sometimes modification. A mechanic may be knowledgeable in working on all parts of a variety of car makes or may specialize either in a specific area ), and 2 percent service managers. Slightly more than 1 percent could not be categorized cat·e·go·rize tr.v. cat·e·go·rized, cat·e·go·riz·ing, cat·e·go·riz·es To put into a category or categories; classify. cat . In this sample, approximately 28 percent (71) were salaried or hourly personnel (zero compensation contingency), 34 percent (87) were paid entirely by commission (100 % compensation contingency), with the remaining 38 percent (97) distributed between 1 percent and 85 percent compensation contingency. The mean compensation contingency was 47.6 percent. Seventy-seven percent of the sample were Caucasian, 14 percent were African-American, 5 percent were Hispanic, 1 percent were Asian/Pacific Islanders Islanders may refer to:
The sample was approximately 61 percent married, 22 percent single, 16 percent divorced, and 2 percent widowed (rounded). Reliability of measurement scales is a prerequisite pre·req·ui·site adj. Required or necessary as a prior condition: Competence is prerequisite to promotion. n. for the validity of measures. A comparative summary of scale reliabilities contrasting prior measures with those developed in this study is presented in Table VIII. All scale reliabilities, as measured by Cronbach's alpha, were greater than recommended by Cronbach (1951)i.e. > ~.70. 5. JOB SATISFACTION--DISTRIBUTION Job satisfaction was not normally distributed. The mean job satisfaction score was 5.55 with a standard deviation In statistics, the average amount a number varies from the average number in a series of numbers. (statistics) standard deviation - (SD) A measure of the range of values in a set of numbers. of 1.01. The mode was 6.59. The minimum job satisfaction score was 2.38; the maximum score was 7.00. Intrinsic job satisfaction had a mean of 5.88 with a standard deviation of 1.01. Extrinsic job satisfaction had a mean of 5.28 and a standard deviation of 1.14. Lucas, et al (1987) used a slightly shorter version of these scales in a study of sales force turnover. In two samples of insurance salespeople (1,412 and 1,045 sales representatives) they developed means of 5.32 and 5.52 for intrinsic job satisfaction and means of 4.81 and 5.08 for extrinsic job satisfaction (after converting to seven point scales). The standard deviations developed in their study were also similar to those in the present study: .87 and .75 for intrinsic job satisfaction and 1.88 and 1.77 for extrinsic job satisfaction. The weighted means for their combined scores were 5.07 and 4.82. The combined-scale mean of 5.55 in the present study would indicate a high level of job satisfaction. 6. JOB SATISFACTION FACTOR ANALYSIS It was decided to factor analyze Verb 1. factor analyze - to perform a factor analysis of correlational data factor analyse analyse, analyze - break down into components or essential features; "analyze today's financial market" the job satisfaction scale for at least three reasons. Because of the clear distinction made between intrinsic and extrinsic job satisfaction, because both scales were supplemented with extra items for this research, and because the implications drawn rely on the two distinct dimensions, factor analysis was utilized as a means of confirming the two dimensions. Table IX is the resulting pattern matrix for the factor analysis completed utilizing maximum likelihood extraction and an Oblimin rotation with Kaiser Normalization In relational database management, a process that breaks down data into record groups for efficient processing. There are six stages. By the third stage (third normal form), data are identified only by the key field in their record. . This factor analysis developed five factors from the twenty-two job satisfaction scale items. These factors have been labeled here: autonomy, pay & benefits, pride, working conditions, and growth. Autonomy, pride, and growth clearly are elements of intrinsic job satisfaction. Equally clearly, the two remaining factors, pay & benefits and working conditions, are elements of extrinsic job satisfaction. Noticeably, two items from the original scale: "the public's attitude toward my company is good" and "the company's attitude toward my career is good" which were coded as extrinsic job satisfaction items loaded onto the pride dimension of intrinsic job satisfaction. Moving these two items to intrinsic job satisfaction resulted in coefficient alphas of .88 for intrinsic job satisfaction, .88 for extrinsic job satisfaction and .93 for the combined job satisfaction scale. The means for the adjusted scales are 5.16 for extrinsic job satisfaction and 5.88 for intrinsic job satisfaction. 7. VALIDITY Reliability is necessary to ensure that a scale has the properties of internal consistency to ensure that measures consistently. Scale validity, however, is the determination that the scale measures what it purports to measure. Validity, therefore, is a matter of ensuring that the measures developed by the scale fit within the web of relationships with other constructs as the definition and research suggest, i.e., nomological validity. One approach to determining nomological validity it to show that the construct being measured relates to other constructs to which it is expected to relate (convergent validity Convergent validity is the degree to which an operation is similar to (converges on) other operations that it theoretically should also be similar to. For instance, to show the convergent validity of a test of mathematics skills, the scores on the test can be correlated with scores ) and that it does not relate to other contructs with which there is no theoretical connection. Referring to Appendix A, it can be seen that the constructs mentioned above as being correlated cor·re·late v. cor·re·lat·ed, cor·re·lat·ing, cor·re·lates v.tr. 1. To put or bring into causal, complementary, parallel, or reciprocal relation. 2. with job satisfaction show significant relationships are described (convergent validity). In addition, it can be seen that there is no correlation with constructs which have not been linked theoretically or empirically to job satisfaction. Here we used self monitoring This is an article about self-monitoring theory. Self-monitoring can also refer to monitoring competence or emotional self-regulation. Self-monitoring theory is a contribution to the psychology of personality, proposed by Mark Snyder in 1974. (sin), age, and altruism altruism (ăl`tr  ĭz`əm), concept in philosophy and psychology that holds that the interests of others, rather than of the self, can motivate an individual. (alt) to provide an attitude, an
objective measure, and a personality characteristic which have not been
linked to job satisfaction. They show no correlation to job satisfaction
thereby providing a measure of discriminant validity Discriminant validity describes the degree to which the operationalization is not similar to (diverges from) other operationalizations that it theoretically should not be similar to. .One other commonly used indication of nomological validity is predictive validity In psychometrics, predictive validity is the extent to which a scale predicts scores on some criterion measure. For example, the validity of a cognitive test for job performance is the correlation between test scores and, for example, supervisor performance ratings. , i.e., does the measure developed allow prediction of other construct measures. For example, if we tested the earlier results that job satisfaction and organizational commitment result in reduced intent-to-leave in this data set we find that: itl = 7.54 - .673 (oc - .317 (is) Interestingly, if we substitute the intrinsic job satisfaction (ijs) and extrinsic job satisfaction (ejs) measures for job sat, we obtain: itl = 7.78 - .670 (oc) - .343 (ijs). Noticeably, extrinsic job satisfaction lacks significance and drops out of the result. Extraction Method: Maximum Likelihood. Rotation Method: Oblimin with Kaiser Normalization. These are all significant at .000 and are in the predicted direction. Even though age, self monitoring and altruism were included, they were insignificant in the resulting regression regression, in psychology: see defense mechanism. regression In statistics, a process for determining a line or curve that best represents the general trend of a data set. . Testing the predictive of performance, age, altruism and self-monitoring for job satisfaction, we obtain the following results: js = 4.377 + .201 (perf) Again, self-monitoring, age, and altruism proved not to be significant in the relationship (and the size of the performance-job sat relationship is minimal; [r.sup.2] = .04). 8. CUSSION The Improved Job Dimension Scale is both reliable and valid. It has been greatly improved by the addition of factors suggested by the research of Herzberg (1966) and Deci (1972, 1985). It can be confidently used for measures of intrinsic, extrinsic, and overall job satisfaction. It is appropriate for both research purposes--establishing the relationships between job satisfaction and other constructs of interest--and for use as a management tool for determining job satisfaction levels among sales reps as part of a climate survey. Although the scale was specifically developed to measure job satisfaction in sales reps, it should be valid for use in other research calling for a measure of job satisfaction. With only minor modification of a few scales items it should be useful in samples involving individuals other than sales reps.
APPENDIX A: MEAN, STANDARD DEVIATION AND PEARSON ORRELATIONS
Mean Std Dev
EJS IJS JS
EJS 5.2624 1.1423 .88
IJS 5.8830 .9898 .727 ** .88
JS 5.5450 .9991 .951 ** .904 ** .93
PERF 5.9351 .8026 .122 .128 * 133 *
ITL 1.9874 1.3943 -- -- --
.476 ** .525 ** .533 **
0C 5.6593 .9448
.671 ** .719 ** .742 **
OCB 5.5564 .8272
.348 ** .472 ** .430 **
RA 2.8665 .9111 -- -- --
.509 ** .485 ** .536
RC 3.0482 .9220 -- -- --
.518 ** .437 ** .519 **
SE 6.1496 .7849
.245 ** .287 ** .282 **
SM 3.6763 .6139
-.018 -.066 -.041
AGE 40.48 .11.66
-.094 .002 -.058
ALT 4.2980 1.1195 .081 .098 .095
PERF ITL OC OCB RA
EJS
US
JS
PERF .88
ITL --
.176 ** .94
0C --
.165 ** .596 ** .86
OCB --
.370 ** .443 ** .495 ** .81
RA -- -- --
.227 ** .435 ** .541 577 ** .79
RC -- --
-.080 .435 ** .565 ** .446 ** .716 **
SE -- --
.283 ** .235 ** .340 ** .449 ** .428 **
SM
.036 .082 -.071 -.024 .104
AGE
.055 -.023 .006 .048 -.078
ALT .172 ** -.044 .065 .154 * -.036
RC SE SM AGE ALT
EJS
US
JS
PERF
ITL
0C
OCB
RA
RC
.79
SE --
.346 ** .81
SM --
.229 ** .008 .74
AGE --
-.112 .029 -.077 N/A
ALT -.005 .026 .179 ** .166 * .92
** Correlation is significant at the 0.01 level (2-tailed).
* Correlation is significant at the 0.05 level (2-tailed).
Cronbach alphas given on the diagonal
TABLE I: EXTRINSIC JOB SATISFACTION (SCHLETZER, 1965)
1e I am satisfied with the compensation plan under which I work.
2e I am satisfied with my earnings as an agent.
3e My earnings are fair in relation to the efforts expended.
4e I am satisfied with my probable earnings with this company.
5e The public's attitude toward my company is good.
6e I am satisfied with my benefit plan in general.
7e The public's attitude toward sales people is good.
TABLE II: INTRINSIC JOB SATISFACTION (SCHLETZER, 1965)
1i Our agency does a good job at encouraging professional growth.
2i I get a feeling of accomplishment from the work I am doing.
3i My job is an interesting one.
4i My firm offers opportunities for growth as a career underwriter.
TABLE III: INTRINSIC JOB SATISFACTION--ADDED ITEMS
5i My work here has real meaning.
6i I am proud to tell people what I do for a living.
7i If I perform well, I will have opportunity for promotion.
8i I am recognized here for doing a good job.
9i This job is challenging.
10i This job allows me to work without direct supervision.
TABLE IV: XTRINSIC JOB SATISFACTION--ADDED ITEMS
8e The policies of my employer make my job more difficult.
9e My job is secure.
10e The working conditions here make it easier to do a good job.
11e The people I work with make it easier to do a good job.
12e My supervisor is a real asset to me in doing my job.
TABLE V: SAMPLING FRAME
Industry Companies Locations Employees
New Car Dealership 6 7 165
Furniture Retail 8 16 131
Banking 2 2 50
Office Equip. Sales 7 7 43
Automobile Service 3 5 18
Insurance 3 3 16
Manufacturing 1 1 10
Department Store 1 1 8
Floor Covering 2 2 6
Industrial Supplies 1 1 1
Totals 34 45 448
TABLE VI: ANALYSIS SAMPLE
Industry Companies Locations Usable
Instruments
New Car Dealership 6 7 78
Furniture Retail 8 15 95
Banking 2 2 43
Office Equip. Sales 3 3 17
Automobile Service 3 3 5
Insurance 3 3 10
Department Store 1 1 5
Floor Covering 1 1 1
Industrial Supplies 1 1 1
Totals 28 36 255
TABLE VII: DESCRIPTIVE STATISTICS
N Minimum Maximum Mean Std. Deviation
Income 231 $16,000 $120,000 $35,092.74 $15,178.71
Career Tenure 215 0 45 11.34 8.92
Tenure w/ 225 0 45 5.35 6.02
company
Age 215 18 73 40.78 11.63
Compensation 254 .00 100.00% 47.58% 44.28
Contingency
Dependents 233 0 8 1.35 1.45
Education 232 9 18 13.81 1.87
TABLE VIII: SCALE RELIABILITIES CRONBACH'S ALPHA
Scale Prior measure Present Study Mean
Compensation Employer provided .99 47.63%
Contingency info over three
(contcom) time frames
Role Conflict (rc) .82 Rizzo, et al (1970) .79 3.03
.85 Johnston, et al (1990)
shortened scale
Job Induced .88 Frye, et al (1986) .84 2.72
Tension (jit) .82 Netemeyer, et al (1990)
Financial Anxiety New Scale .78 3.53
Scale (FAS)
Extrinsic Job .62 Lucas, et al (1987) .88 5.29
Satisfaction (ejs) (expanded
scale,
final)
Intrinsic Job .61 Lucas, et al (1987) .88 5.88
Satisfaction (ijs) (expanded
scale,
final)
Job Satisfaction Not Reported as combined .93 5.56
(js) (ejs, ijs
combined)
Organizational .88 Mowday, et al (1982) .86 5.69
Commitment (oc)
In-Role Performance .86 Oliver & .88 5.96
(erf) Anderson (1994)
Extra-Role .92 Podsakoff & .81 5.58
Performance (ocb) MacKenzie (1994)
Intent to Leave .84 Babakus (1996) .94 1.94
(itl)
TABLE IX: JOB SATISFACTION FACTOR ANALYSIS RESULTS
Autonomy Pay & Pride
Benefits
I am recognized here for doing a .262 .195 8.248E-02
good job.
This job is challenging. .887 -3.870E-02 .284
This job allows me to work without .337 4.965E-02 -2.841E-02
direct supervision.
I am satisfied with my -3.499E-02 .674 1.075E-03
compensation plan.
I am satisfied with my earnings. 2.627E-02 .916 1.382E-02
My earnings are fair in relation 6.595E-02 .881 -6.249E-02
to the efforts expended.
I am satisfied with my probable -1.437E-02 .765 .125
future earnings.
I am satisfied with my benefit 9.903E-03 .453 5.167E-02
plan in general.
I get a feeling of accomplishment 3.329E-02 3.152E-02 .795
from the work I am doing.
My job is an interesting one. .134 -6.794E-02 .735
My work has real meaning. -4.165E-02 6.009E-02 .813
I am proud to tell people what I 5.427E-02 9.868E-03 .816
do or a living.
The public's attitude toward my .128 1.837E-02 .502
company is good.
The public's attitude toward my -2.807E-02 7.398E-02 .544
career is good.
The policies of this company -3.789E-02 -5.964E-02 .125
make my job easier.
My job is secure. 1.804E-02 .182 8.079E-02
The working conditions here make 2.860E-02 .111 2.788E-02
it easier to do a good job.
The people I work with make it 3.632E-02 -1.953E-03 2.509E-02
easier to do a good job.
My supervisor is a real asset to .104 2.875E-02 -7.561E-02
me in doing my job.
This organization does a good job -2.657E-02 .225 .258
at encouraging professional
growth.
This company offers opportunities -7.232E-02 .218 .299
or growth.
If I perform well in this job, I 3.562E-02 .237 3.794E-02
will have opportunity for
promotion.
Working Growth
Conditions
I am recognized here for doing a .241 .204
good job.
This job is challenging. -.201 .176
This job allows me to work without .108 -.100
direct supervision.
I am satisfied with my 2.280E-02 .153
compensation plan.
I am satisfied with my earnings. -3.767E-02 -.127
My earnings are fair in relation 4.360E-02 -5.313E-02
to the efforts expended.
I am satisfied with my probable 5.927E-02 1.612E-02
future earnings.
I am satisfied with my benefit -4.345E-02 .162
plan in general.
I get a feeling of accomplishment -2.872E-02 9.124E-02
from the work I am doing.
My job is an interesting one. -1.367E-02 .132
My work has real meaning. -1.817E-02 7.32E-02
I am proud to tell people what I 1.617E-03 -3.685E-02
do or a living.
The public's attitude toward my .223 -9.919E-02
company is good.
The public's attitude toward my .118 -.121
career is good.
The policies of this company .539 1.614E-02
make my job easier.
My job is secure. .370 -5.135E-02
The working conditions here make .788 -8.026E-02
it easier to do a good job.
The people I work with make it .745 1.664E-02
easier to do a good job.
My supervisor is a real asset to .499 .258
me in doing my job.
This organization does a good job .275 .361
at encouraging professional
growth.
This company offers opportunities 8.691E-02 .621
or growth.
If I perform well in this job, I .183 .527
will have opportunity for
promotion.
REFERENCES Babakus, Emin, David W. Cravens, Ken Grant, Thomas N. Ingram, & Raymond W. LaForge (1996). "Investigating the Relationships among Sales, Management Control, Sales Territory Design, Salesperson Performance, and Sales Organization Effectiveness." International Journal of Research in Marketing, 13,345-363. Bagozzi, Richard P. (1978). "Salesforce Performance and Satisfaction as a Function of Individual Difference, Interpersonal in·ter·per·son·al adj. 1. Of or relating to the interactions between individuals: interpersonal skills. 2. , and Situational Factors." Journal of Marketing Research, XV (November), 517-531. Brayfield,, A. H., & W. C. Crockett (1955). "Employee Attitudes and Employee Performance." Psychological Bulletin, (52), 5 396-424. Churchill, G. (1979). A Paradigm for Developing Better Measures for Marketing Constructs. Journal of Marketing Research, 16 (February), 64-73. Churchill, Gilbert, Neil Ford, Steven Hartley Steven Hartley (born in 1960 in Shipley, West Yorkshire) is a British actor, best known for playing Superintendent Tom Chandler in The Bill and Matthew Jackson in EastEnders from 1987-1989. , & Orville Walker. (1974). "Measuring the Job Satisfaction of Industrial Salesmen." Journal of Marketing Research, 11 (August), 254-260. Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. Psychometrika. 16, 297-334. Deci, Edward. L. (1971). "Effects of Externally Mediated Rewards on Intrinsic Motivation." Journal of Personality and Social Psychology The Journal of Personality and Social Psychology (often referred to as JPSP) is a monthly psychology journal of the American Psychological Association. It is considered one of the top journals in the fields of social and personality psychology. , 18, 105-115. Deci, Edward L. (1972). "Intrinsic Motivation, Extrinsic Reinforcement reinforcement /re·in·force·ment/ (-in-fors´ment) in behavioral science, the presentation of a stimulus following a response that increases the frequency of subsequent responses, whether positive to desirable events, or , and Inequity." Journal of Personality and Social Psychology, 22, 113-120. Deci, Edward L., & R. M. Ryan (1985). Intrinsic Motivation And Self-Determination In Human Behavior. New York New York, state, United States New York, Middle Atlantic state of the United States. It is bordered by Vermont, Massachusetts, Connecticut, and the Atlantic Ocean (E), New Jersey and Pennsylvania (S), Lakes Erie and Ontario and the Canadian province of : Plenum In a building, the space between the real ceiling and the dropped ceiling, which is often used as an air duct for heating and air conditioning. It is also filled with electrical, telephone and network wires. See plenum cable. Press. Gupta, Nina, & Terry A. Beehr (1979). "Job Stress and Employee Behaviors." Organizational Behavior and Human Performance, 23,373-387. Hertzberg, F. (1966). Work and the Nature of Man. World, Cleveland. laffaldo, Michelle T., & Paul M. Muchinsky (1985). "Job Satisfaction and Job Performance: A Meta-Analysis." Psychological Bulletin, Vol. 97, No. 2, 251-273. Kahn, Robert L., Donald M. Wolfe, Robert P. Quinn, & J. Diedrick Snoek (1964). Organizational Stress: Studies in Role Conflict and Ambiguity Ambiguity Delphic oracle ultimate authority in ancient Greece; often speaks in ambiguous terms. [Gk. Hist.: Leach, 305] Iseult’s vow pledge to husband has double meaning. [Arth. . New York: John Wiley John Wiley may refer to:
Locke, E. A. (1976). "The Nature and Causes of job Satisfaction." In M. D. Dunnette (Ed.), Hsandbook of Industrial and Organizational Psychology Industrial and organizational psychology (also known as I/O psychology, work psychology, work and organizational psychology, W-O psychology, occupational psychology, personnel psychology or talent assessment . Chicago: Rand McNally Rand McNally & Company is the preeminent American publisher of maps, atlases, and globes for travel, reference, commercial, and educational uses. It also provides online consumer street maps and directions, as well as commercial transportation routing software and mileage data. . Lucas, George Lucas, George (born May 14, 1944, Modesto, Calif., U.S.) Film director and producer. He studied filmmaking at the University of Southern California. His first feature film, THX 1138 (1971), was followed by the surprise success American Graffiti (1973). H., A. Parasuraman, Robert A. Davis, & Ben M. Enis (1987). "An Empirical Study of Salesforce Turnover." Journal of Marketing, 51 (July), 34-59. McGregor, D. (1960). The Human Side of Enterprise. New York: McGraw Hill. Mowday, Richard T., C. S. Koberg, & A. W. McArthur (1984). "The Psychology of the Withdrawal Process: A Cross-Validational Test of Mobley's Intermediate Linkages Model of Turnover in Two Samples, Academy of Management Journal, 27 (March 1984), 79-94. Nunnally, Jum C. (1978). Psychometric psy·cho·met·rics n. (used with a sing. verb) The branch of psychology that deals with the design, administration, and interpretation of quantitative tests for the measurement of psychological variables such as intelligence, aptitude, and Theory. New York: McGraw-Hill. Organ, Dennis W. (1988). Organizational Citizenship Behavior: The Good Soldier Syndrome. Lexington MA: Lexington Books. Porter, L. W., & E. E. Lawler (1968). Managerial Attitudes and Performance. Homewood, IL: Irwin. Porter, L. W., & R. M. Steers (1973). "Organizational, Work, and Personal Factors in Employee Turnover and Absenteeism." Psychological Bulletin, 80, 151-176. Porter, Lyman W., Richard M. Steers, & Richard T. Mowday (1974). "Organizational Commitment, Job Satisfaction, and Turnover among Psychiatric psy·chi·at·ric adj. Of or relating to psychiatry. psychiatric adjective Pertaining to psychiatry, mental disorders Technicians." Journal of Applied Psychology Journal of Applied Psychology is a publication of the APA. It has a high impact factor for its field. It typically publishes high quality empirical papers. www.apa. , 59 (5), 603-609. Roethlisberger, F. J., & W. J. Dickson (1939). Management and the Worker. Cambridge, MA, Harvard University Press The Harvard University Press is a publishing house, a division of Harvard University, that is highly respected in academic publishing. It was established on January 13, 1913. In 2005, it published 220 new titles. . Schletzer, V. (1965). "A Study of the Predictive Effectiveness of the Strong Vocational Interest Blank for Job Satisfaction." Unpublished Doctoral Dissertation dis·ser·ta·tion n. A lengthy, formal treatise, especially one written by a candidate for the doctoral degree at a university; a thesis. dissertation Noun 1. , University of Minnesota (body, education) University of Minnesota - The home of Gopher. http://umn.edu/. Address: Minneapolis, Minnesota, USA. . Smith, C. Ann, Dennis W. Organ, & Janet P. Near (1983). "Organizational Citizenship Behavior: Its Nature and Antecedents." Journal of Applied Psychology, 68, No. 4,653-663. Teas, R. Kenneth (1983). "Supervisory Behavior, Role Stress, and the Job Satisfaction of Industrial Salespeople." Journal of Marketing research, 20 (February), 84-91. Author Profiles: Dr. Jim Turner Jim Turner can refer to:
Morehead State University was originally founded as a private teacher's college in 1887, The Morehead Normal School. It is said to have been comprised of 13 buildings with a layout in the shape of a crescent moon for some period prior to 1922. in Morehead Ky. His interests include leadership, ethics ethics, in philosophy, the study and evaluation of human conduct in the light of moral principles. Moral principles may be viewed either as the standard of conduct that individuals have constructed for themselves or as the body of obligations and duties that a , and control systems. Dr. Gene Brown earned his PhD from the University of Alabama The University of Alabama (also known as Alabama, UA or colloquially as 'Bama) is a public coeducational university located in Tuscaloosa, Alabama, USA. Founded in 1831, UA is the flagship campus of the University of Alabama System. . He is the Valentine Valentine a true friend and constant lover. [Br. Lit.: Two Gentlemen of Verona] See : Faithfulness Radford professor of Marketing at the University of Missouri, Kansas City Kansas City, two adjacent cities of the same name, one (1990 pop. 149,767), seat of Wyandotte co., NE Kansas (inc. 1859), the other (1990 pop. 435,146), Clay, Jackson, and Platte counties, NW Mo. (inc. 1850). . His interests include personal selling and sales management Sales Management Role and Goal Importance of sales management is critical for any commercial organization. Expanding business in not possible without increasing sales volumes, and effective sales management goal is to organize sales team work in such a manner that ensures a . |
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