Shreya Prasad – MA CLP

Psychology – Advanced Practical – PSYC624 A0403421488

Assignment – 2

Topic: JOB SATISFACTION SCALE

AIM: To find the job satisfaction of employees working in an organization with the help of job satisfaction
scale by Dr Amar Singh and Dr T.R Sharma.

Introduction:
Job: The term 'job' can mean:
• A full or low maintenance position of paid work.
• A piece of work, as a rule at a particular cost.
• A particular errand individuals do as business as usual of their occupation.
• An obligation or duty.
• An undertaking, as in 'The air terminal job required a year to finish.'
• The presentation or execution of an assignment, as in "She worked effectively. “Basically, it means the
regular work that a person does to earn money. A job, employment, work or occupation, is a person’s
role in society.

More specifically, a job is an activity, often regular and often performed in exchange for payment ("for a
living"). Many people have multiple jobs (e.g., parent, homemaker, and employee). A person can begin a job by
becoming an employee, volunteering starting a business, or becoming a parent. The duration of a job may range
from temporary (e.g., hourly odd jobs) to a lifetime (Davis,2004).

Job Satisfaction/ Employee Satisfaction:

Job satisfaction or employee satisfaction is a measure of workers' contentedness with their job, whether they
like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be
measured in cognitive (evaluative), affective (or emotional), and behavioral components. Researchers have also
noted that job satisfaction measures vary in the extent to which they measure feelings about the job (affective
job satisfaction). or cognitions about the job (cognitive job satisfaction) (John,2011).

Theories related to Job Satisfaction:

1) Frederick Herzberg Two Factor Theory-
According to Herzberg, there are two factors; ‘Motivators’ and ‘Hygiene factors. It is only the motivating
factors which generate job satisfaction. The very task/job and the outcomes of the job like recognition reward,
responsibility, promotion, and growth have potential to generate job satisfaction.

2) Locke’s Value Theory-

This theory was conceptualized by E.A. Locke. This theory states that job satisfaction occurs where job
outcomes an employee receives matches with those desired by him. Accordingly, the more the employee
receives as outcomes they value, the more they feel satisfied; the less they receive as outcome they value, the
less they feel satisfied.

3) Opponent Process Theory-

This theory was developed by F.J. Landy. The crux of this theory is that constant input does not result in
constant output. Initiating some change in the job may enhance worker’s satisfaction in general but may not
increase satisfaction consistently over a period. Landy applied this concept in goal setting theory. Employees
may resist the change aggressively in the initial stage. Consequently, job satisfaction declines. But pleasure
form the job increases progressively as an employee gains experience in goal setting exercises.

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4) Adam’s Equity Theory-
This theory was contributed by J.S. Adam. The basic postulate of this theory is that employees compare the
ratio of output to inputs with that of others. According to him inequity occurs where a person perceives that
ratio of his outcomes to inputs and the ratios of a relevant others outcome to inputs are unequal.

5) Mc Celland’s Achievement Motivation Theory-

According to McClelland, these motivators are learned (which is why this theory is sometimes called the
Learned Needs Theory). McClelland says that, regardless of our gender, culture, or age, we all have three
motivating drivers, and one of these will be our dominant motivating driver. This dominant motivator is largely
dependent on our culture and life experiences.

6) Mc Gregor’s X and Y Theory-

Theory X and Theory Y were first explained by McGregor in his book, "The Human Side of Enterprise," and
they refer to two styles of management – authoritarian (Theory X) and participative (Theory Y).
If you believe that your team members dislike their work and have little motivation, then, according to
McGregor, you'll likely use an authoritarian style of management. This approach is very "hands-on" and usually
involves micromanaging people's work to ensure that it gets done properly. McGregor called this Theory X.

Applications Of Job Satisfaction:

Application of this test can be to the fields of psychology, sociology, business, administration, law, trade-union,
and health care sector.
As a result of the test careful manipulation of the scale satisfaction/dissatisfaction of a worker (or workers) can
be seen on any factor/variable (or groups thereof) by administering the scale in full or in parts as desired and
then steps taken to enhance satisfaction by removing the irritants.
The scale is brief, reliable, valid, and has administrative facility. It is easily scorable. It can be administered to
any category of workers.

Review of Literature:
Amin (2021): Job satisfaction mirrors a good inclination towards the errand performed. Through this worth of
job satisfaction, a singular will feel certain and excited in each job attempted. The conversation of job
satisfaction, has been clarified in a few hypotheses that can be connected to a custom curriculum. This review
was directed to look at the past speculations identified with instructor job satisfaction which can be referred to
by educators.

Shafie (2021): Working in a protected climate is the fantasy of each person. Having a sense of security and
agreeable at work can guarantee congruity and usefulness of work. A similar circumstance happens in the
instructive setting, particularly custom curriculum. Educators in the combination specialized curriculum
program (PPKI) face less supportive initiative, wary partners and even understudies with extraordinary
requirements of different classes. These things can represent a backhanded security danger. It is trusted that the
discoveries of this review will help future analysts in assessing this issue in more profundity.

Scanlan and Still (2019) conducted research on the relationship between burnout, turnover intention, job
satisfaction, job demand and job resources for mental health personnel in an Australian mental health service.
They used the Job Demands-Resources model as a foundation. The study took a cross-sectional survey
approach. The survey included demographic questions, measures of burnout, turnover intention, job
satisfaction, job demands and job resources. A total of 277 mental health personnel participated. Job
satisfaction, turnover intention and burnout were all strongly inter-correlated. The job resources of rewards and
recognition, job control, feedback and participation were associated with burnout, turnover intention and job
satisfaction. Additionally, the job demands of emotional demands, shift-work and work-home interference were
associated with the exhaustion component of burnout.

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Hariyati and Safril (2018) conducted research to identify the correlation between nurse's perception of the
continuing professional development (CPD) and the job satisfaction of nursing career ladder system (NCLS)
implementation. A non-experimental survey design was used for this study. The respondents were selected
using proportional random sampling technique with the total sample size of 149 nurses. Data were measured
using proportion, central tendency and Pearson product-moment correlation. The results show that there was a
moderate, positive correlation between the CPD and the NCLS job satisfaction (p= 0.0001).

Ayub and Rafif (2011) conducted a study that attempted to explore the relationship between work motivation
and job satisfaction. In this study, two hypotheses were formulated:
There will be a positive relationship between work motivation and job satisfaction, and
There will be a gender difference in the variable of work motivation and job satisfaction.
To assess job satisfaction, “Job Satisfaction Survey (JSS; Spector, 1997)”, and for motivation, “Motivation at
Work Scale (MAWS, Gagné, M., et.al, 2010)”, were used. The sample of the study consisted of 80 middle
managers (i.e., 46 males; 34 females) from different banks of Karachi, Pakistan. A Pearson Product Moment
Correlation Coefficient was calculated for the correlation between the work motivation and job satisfaction,
also in order to find out gender differences t-test was computed. The findings of the study suggest that there
was a positive correlation between work motivation and job satisfaction. Furthermore, there was a significant
gender difference in the variable of work motivation and job satisfaction.

DESCRIPTION OF THE TEST

About the test:
In this regard, there is a standard psychological test named Job Satisfaction Scale (JS SCALE), a five-point
rating test was employed to measure the levels of job satisfaction of respondents.
Edition: -First 1999, 2006 (English and Hindi version).
Author: - Dr. Amar Singh and Dr. T. R. Sharma. Patiala.
Publisher: - National psychological corporation 4/230, Kacheri Ghat, Agra-282004. The present scale is a test
useful to find the Job satisfaction of any category of employees in different walks of life. This scale was
motivated from the works of Hoppock (1935) to Muthaya (1984) and framed on almost all known factors of job
satisfaction such as work values and job rewards also.

Reliability:
The Test-retest reliability works out to be 0.978 with N =52 and a gap of 25 days.

Validity:
The scale compares favorably with Muthayya ‘s job satisfaction questionnaire giving a validity coefficient of
743.Moreover the satisfaction measures obtained from this scale have a close resemblance to the ratings given
to the employees on a3 point scale fully, satisfied, dissatisfied by the employers. The correlation was 812
(N=52).

METHODOLOGY
Subject Preliminary:
• Name – ADC
• Age – 24 years
• Educational Qualification – B.Tech.
• Gender – Female

Materials Required:
• Paper,
• Pencil,
• Questionnaire,
• Manual &
• Stopwatch.

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Rapport Formation:
The participant was made to sit comfortably. The participant was engaged in an informal conversation to make
them feel relaxed. Once it was ensured that they are comfortable, the test was introduced. The instructions for
the test were given to the participant. The participant was assured that their results would be kept confidential
and not shared with anyone. If the participant had any query, it was addressed, and the administration was
started.

Instructions:
Every job has its distinguishing features and provides opportunity for satisfaction of individual’s various needs.
The subject was asked to be comfortable. Then instruction was given to the subject. A questionnaire of 53
questions was given to the subject in which the subject had to trick the response. Every question contains five
responses. The subject has to tick one.

Administration of the test:

It is a self-administering scale appropriate for individual and group testing. Good rapport between testee and
tester is important in administering the test. Instructions to answer the items are printed on the title cover of the
test booklet. There is no limited time period for completion of the test items. It was administered on a college
student.

Introspective Report:
The subject said, “I really enjoyed doing it. At first, I was curious and anxious but later I could understand what
was going on. I am eagerly waiting for my results.”

Observation Report:
The subject was a bit hesitant but after rapport formation was done and she started doing the test she got very
comfortable and was also very cooperative.

Scoring:
A rating sheet has been devised for SSCT which bring together, under each attitude the four- stimulus item and
the subject responses to them for example in attitude towards father, question 1,16,31 and 46 were observed and
then a score was given from range (2-0) as mentioned in the manual. A rating is then made of the respondent’s
degree of disturbance in that area according to the following scales-
2- Severely Disturbed: Appears to require therapeutic aid in handling emotional conflicts in this area.
1- Mildly disturbed: Has emotional conflicts in this area, but appears able to handle them without therapeutic
aid.
0- No significant disturbance noted in this area.
X- Unknown. Insufficient evidence.

RESULT

Table 2.1: Showing the result table.

Overall
Factor Total
Factors Sub-Factors Score Interpretation Degree of
Score Score
Satisfaction
Job Concrete 14 Average satisfied 30
Job Intrinsic
Job Abstract 16 Average satisfied
Psycho-social 21 Satisfied 50
Highly
Economic 12 Average satisfied 80
Satisfied
Job Extrinsic Community
nation 17 Average satisfied
building

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 Graph 2.1: Showing the raw scores of all the sub-factors.

Graph 2.2: Showing the raw scores of all the factors.

DISCUSSION
To find the job satisfaction of employees working in an organization with the help of job satisfaction scale by
Dr Amar Singh and Dr T.R Sharma.
There are two factors one is job intrinsic and the another is job extrinsic. Under job intrinsic there are two sub
factors or dimensions one is Job concrete and another is job abstract and in job extrinsic there are three sub
factors psychosocial, economic and community nation building.
• In the 1st sub factor Job concrete the subject score 14 which is average satisfied which means the work
includes the following basic processes: preparation of the concrete mix; delivery of the mix to the
construction site; feeding, distribution, and compaction of the mix in the formwork (molds).

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 • In the 2nd sub factor Job Abstract the subject score 16 which is average satisfied which means that he is
satisfied with the functioning of the workplace.

• In the 3rd sub factor Psycho social which means intelligence, social life etc. .in this the subject score 21
which means the subject is fully satisfied with it.

• In the 4th sub factor economic which include the salary, allowance etc. in this the subject score 12 which
means average satisfied. This means the person is getting what he/she wants.

• In the 5th sub factor the community/national growth such as quality of life, national economy in this the
person scores 17 which I s average satisfied score.

The total raw score was 80 which means satisfied. This means that the employee is satisfied with the job or the
organization is doing things up to the satisfaction level of the employee. She is getting which she wants.

On the similar lines in a nutshell, we can say the same using a study by, Loan (2020) the organization culture
effect on employee performance on west countries and nonwestern countries. A sample size of 547 employees
was taken for this study. The result prove hypothesis. The organization culture is responsible for employee’s
performance. The strength of the relation between organizational commitment and job performance was
significantly reduced when job satisfaction was added to the model, suggesting the mediating role of job
satisfaction.

Conclusion:
The total raw score was 80 which means highly-satisfied. This means that the employee is satisfied with the job or
the organization is doing things up to the satisfaction level of the employee. She is getting which she wants.

REFERENCES
Amin, F. A. B. M. (2021). A Review Of The Job Satisfaction Theory For Special Education Perspective.
Turkish Journal of Computer and Mathematics Education (TURCOMAT), 12(11), 5224-5228.
Ayub, N., and Rafif, S. (2011). The relationship between work motivation and job satisfaction.
Pakistan Business Review, 13(2), 332-347.
Hariyati, S., and Safril, S. (2018). The relationship between nurses’ job satisfaction and continuing professional
development. Enfermeria Clinica, 28, 144-148.
Loan, L. (2020). The influence of organizational commitment on employees’ job performance: The mediating
role of job satisfaction. Management Science Letters, 10(14), 3307-3312.
Scanlan, J. N., and Still, M. (2019). Relationships between burnout, turnover intention, job satisfaction, job
demands and job resources for mental health personnel in an Australian mental health service. BMC Health
Services Research, 19(1), 1-11.
Shafie, A. S. B. (2021). Elements of Safety In Job Satisfaction Of Special Education Teachers In Malaysia.
Turkish Journal of Computer and Mathematics Education (TURCOMAT), 12(11), 5274-5278.

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Appendix

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