IIUM Repository

Overall job satisfaction (OJS) questionnaire

Moey, Soo Foon (2019) Overall job satisfaction (OJS) questionnaire. LY2018007087.

[img] PDF - Published Version
Restricted to Repository staff only

Download (144kB) | Request a copy
[img] PDF
Restricted to Repository staff only

Download (194kB) | Request a copy


Overall Job Satisfaction (OJS) In this section, 12 items were used to measure the respondents’ overall job satisfaction. Respondents were required to self-report their responses regarding their level of attitude towards their job which was used to provide a useful job satisfaction index. The items were modified from previous study by Khadijah (2010) based on the attitude scale design by Brayfield and Rothe (1951). Each statement was accompanied by five possible responses indicated by the interval scale from “strongly disagree to “strongly agree”. Respondents were asked to rate the behaviors or attributes of their leaders that most reflected their perceptions of the constructs investigated. Table 1 shows the original questionnaire item and the modified items of the various dimensions of the constructs studied. The Overall Job Satisfaction (OJS) questionnaire was originally developed on studies carried out on female office employees and adult night school leavers. Subordinates’ overall job satisfaction was ascertained by using job satisfaction created by the authors. Their assumption is that the level of job satisfaction was imitative from the individuals’ attitude towards his/her work. The following desired attributes were indicated in the attitude scale design to provide a useful job satisfaction index: (i) It should provide an overall job satisfaction as opposed to that of specific aspects of the job. (ii) It should be applicable to a wide range of jobs. (iii) It should be sensitive to a wide range of attitude. (iv) The item should be interesting, realistic and varied and should invoke cooperation from both management and staff alike. (v) It should yield a reliable and valid index. (vi) It should be brief and easy to score Preliminary pilot studies for the creation of the Job Satisfaction Index (JSI) employed two different scaling techniques; Likert and Thurston scaling methods. The JSI consisted of 18 questions based on the individual’s attitude towards his/ her job. Items worded to indicate satisfaction; 1, 2, 5, 7, 9, 12, 13, 15 and 17 were awarded five points for “Strongly Agree to one point for “Strongly Disagree”. Contrary, items worded to indicate dissatisfaction; 3, 4, 6, 8, 10, 11, 14, 16 and 18 were awarded five points for “Strongly Disagree to one point for “Strongly Agree”. Therefore, the score could range from 18 to 90. A higher score was reflective of a more satisfied individual. The reliability coefficient of this instrument was .87 and high validity was dependent on the nature of the items, method of construction and its differentiating power (Khadijah, 2010). Modification of the wordings in the MLQ (5X) and OJS were undertaken to suit the local situation as well as to enable easy reading and understanding. This was carried out by randomly identifying ten nurse educators and seeking their opinion in the understanding of the questions. In ensuring that the modified items retained similar meaning, they were then checked by Mr. Michael Toh, TESOL lecturer from the Teachers’ Educational Institute, Batu Lintang Campus, Sarawak and Mr. Mohd. Razali Othman, the coordinator of the Masters’ Program in Human Resource Management, UNIMAS. The OJS was selected as it had previously been used in the public education setting in Malaysia (Abu Bakar, 1984; Anuar 2008; Khadijah 2010) and was found to be appropriate in eliciting respondents’ overall job satisfaction. This inventory was found to be empirically distinct from measures of organizational commitment and job involvement (Brooke, Russell and Price, 1998). This instrument was also found to be non-job specific and are phrased in generalized terms and thus suitable for all organizations as well as groups of employees. The OJS was reflected to embody excellent construct validity and hence had been used widely in organizations and successfully used as a measure of overall job satisfaction (Khadijah, 2010). The OJS was reported to correlate positively with the overall measure of job facets, distributive justice, autonomy, task significance supervisory support, sensitivity to equity as well as employee perceptions of job involvement and performance (Agho et al., 1993; Judge et al., 1998; O’ Neill & Mone, 1998). The underlying constructs had been sustained across a variety of studies and settings and continuous support had been generated for the instrument predictive and concurrent validity with the alpha Cronbach values for the entire inventory ranging from .88 to .91 (Moorman, 1991; Pillai et al., 1999). The characteristic and attitude scaling prevalent in the constructs indicate the following attributes to provide a useful job satisfaction index in the OJS was another reason the choice of use of this instrument. It should provide an overall job satisfaction as opposed to specific aspects of the job situation. The OJS had shown good reliability with an alpha Cronbach range of 0.88 to 0.91. Moreover, this value was obtained from studies conducted from a large group of respondents and lastly, the OJS could provide a global measure of job satisfaction, which is also applicable to a wide range of jobs.

Item Type: Patent
Additional Information: 7455/70743
Uncontrolled Keywords: Overall Job Satisfaction, OJS, Questionnaire
Subjects: H Social Sciences > H Social Sciences (General)
Kulliyyahs/Centres/Divisions/Institutes (Can select more than one option. Press CONTROL button): Kulliyyah of Allied Health Sciences
Depositing User: Dr Soo Foon Moey
Date Deposited: 02 Apr 2019 14:33
Last Modified: 02 Apr 2019 14:33
URI: http://irep.iium.edu.my/id/eprint/70743

Actions (login required)

View Item View Item


Downloads per month over past year