JOB SATISFACTION SURVEY

Copyright Paul E. Spector 1994, All rights reserved Department of Psychology University of South Florida
Translated by Conrado Marion-Landais, 1993.
Totalmente de acuerdo Muy en acuerdo De acuerdo En desacuerdo Muy en desacuerdo Totalmente en desacuerdo

Por favor utilice la escala siguiente para contestar a cada pregunta, rodeando el nmero apropiado.

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Siento que me pagan una suma justa para el trabajo que hago. Realmente hay muy poca oportunidad de promocin en mi trabajo. Mi supervisor es bastante competente en la ejecucin de su trabajo No estoy satisfecho(a) con los beneficios que recibo. Cuando hago un buen trabajo, recibo el reconocimiento que debera recibir. Muchas de nuestras reglas y procedimientos dificultan el hacer un buen trabajo. Me gustan las personas con las cuales trabajo. A veces siento que mi trabajo no tiene sentido. La comunicacin aparenta ser buena en esta compaa. Los aumentos son demasiado pocos y muy distanciados entre s. Los que hacen bien su trabajo tienen una buena oportunidad de ser promovidos. Mi supervisor no es justo conmigo. Los beneficios que recibimos son tan buenos como los que ofrecen la mayora de las otras empresas. No siento que el trabajo que hago es apreciado. Mis esfuerzos para hacer un buen trabajo raramente son bloqueados por la burocrcia.

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Por favor utilice la escala siguiente para contestar a cada pregunta, rodeando el numero apropiado.

Totalmente de acuerdo Muy en acuerdo De acuerdo En desacuerdo Muy en desacuerdo Totalmente en desacuerdo

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Me siento despreciado por la empresa cuando pienso en lo que me pagan. Las personas adelantan aqu tan rpidamente como en otras empresas. Mi supervisor muestra muy poco inters en los sentimientos de sus subordinados. El conjunto de beneficios que tenemos es equitativo. Hay pocas recompensas para los que trabajan aqu. Tengo demasiado que hacer en el trabajo. Disfruto de mis compaeros de trabajo. A menudo siento que no s lo que est pasando con la compaa. Siento orgullo en hacer mi trabajo. Me siento satisfecho(a) con mis oportunidades de aumentos de sueldo. Hay beneficios que no tenemos, que deberamos tener. Me agrada mi supervisor. Tengo demasiado papeleo. Hay demasiadas discusiones y peleas en el trabajo. Mi trabajo es agradable. Las tareas asignadas no siempre son totalmente explicadas. No siento que mis esfuerzos son remunerados como deberan ser. Estoy satisfecho con mis oportunidades de promocin.

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Note: Item order is not the same as the English version.

JOB SATISFACTION SURVEY

Paul E. Spector Department of Psychology University of South Florida
Copyright Paul E. Spector 1994, All rights reserved.

Agree very much Agree moderately Agree slightly Disagree slightly Disagree moderately Disagree very much

PLEASE CIRCLE THE ONE NUMBER FOR EACH QUESTION THAT COMES CLOSEST TO REFLECTING YOUR OPINION ABOUT IT.

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I feel I am being paid a fair amount for the work I do. There is really too little chance for promotion on my job. My supervisor is quite competent in doing his/her job. I am not satisfied with the benefits I receive. When I do a good job, I receive the recognition for it that I should receive. Many of our rules and procedures make doing a good job difficult. I like the people I work with. I sometimes feel my job is meaningless. Communications seem good within this organization. Raises are too few and far between. Those who do well on the job stand a fair chance of being promoted. My supervisor is unfair to me. The benefits we receive are as good as most other organizations offer. I do not feel that the work I do is appreciated. My efforts to do a good job are seldom blocked by red tape. I find I have to work harder at my job because of the incompetence of people I work with. I like doing the things I do at work.

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Copyright Paul E. Spector 1994, All rights reserved.

Agree very much Agree moderately Agree slightly Disagree slightly Disagree moderately Disagree very mcuh

PLEASE CIRCLE THE ONE NUMBER FOR EACH QUESTION THAT COMES CLOSEST TO REFLECTING YOUR OPINION ABOUT IT.

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I feel unappreciated by the organization when I think about what they pay me. People get ahead as fast here as they do in other places. My supervisor shows too little interest in the feelings of subordinates. The benefit package we have is equitable. There are few rewards for those who work here. I have too much to do at work. I enjoy my coworkers. I often feel that I do not know what is going on with the organization. I feel a sense of pride in doing my job. I feel satisfied with my chances for salary increases. There are benefits we do not have which we should have. I like my supervisor. I have too much paperwork. I don't feel my efforts are rewarded the way they should be. I am satisfied with my chances for promotion. There is too much bickering and fighting at work. My job is enjoyable. Work assignments are not fully explained.

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Job Satisfaction Survey, JSS Paul E. Spector

The Job Satisfaction Survey, JSS is a 36 item, nine facet scale to assess employee attitudes about the job and aspects of the job. Each facet is assessed with four items, and a total score is computed from all items. A summated rating scale format is used, with six choices per item ranging from "strongly disagree" to "strongly agree". Items are written in both directions, so about half must be reverse scored. The nine facets are Pay, Promotion, Supervision, Fringe Benefits, Contingent Rewards (performance based rewards), Operating Procedures (required rules and procedures), Coworkers, Nature of Work, and Communication. Although the JSS was originally developed for use in human service organizations, it is applicable to all organizations. The norms provided on this website include a wide range of organization types in both private and public sector. Below are internal consistency reliabilities (coefficient alpha), based on a sample of 2,870.

Scale Pay Promotion Supervision Fringe Benefits Contingent Rewards Operating Procedures Coworkers Nature of Work Communication Total

Alpha .75 .73 .82 .73 .76 .62 .60 .78 .71 .91

Description Pay and remuneration Promotion opportunities Immediate supervisor Monetary and nonmonetary fringe benefits Appreciation, recognition, and rewards for good work Operating policies and procedures People you work with Job tasks themselves Communication within the organization Total of all facets

For more information about the development and psychometric properties of the JSS, consult the following sources: Spector, P. E. (1985). Measurement of human service staff satisfaction: Development of the Job Satisfaction Survey. American Journal of Community Psychology, 13, 693-713. Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences. Thousand Oaks, CA.: Sage. The JSS is provided free for noncommercial educational and research purposes. Job Satisfaction Survey, copyright Paul E. Spector, 1994, All rights reserved. October 8, 2001 Interpreting Satisfaction Scores with the Job Satisfaction Survey

I am frequently asked how to interpret scores on the Job Satisfaction Survey (JSS). The JSS assessess job satisfaction on a continuum from low (dissatisfied) to high (satisfied). There are no specific cut scores that determine whether an individual is satisfied or dissatisfied, in other words, we cannot confidently conclude that there is a particular score that is the dividing line between satisfaction and dissatisfaction. Where there is a need to draw conclusions about satisfaction versus dissatisfaction for samples or individuals, two approaches can be used. The normative approach would compare the target person/sample to the norms for the sample. My website provides norms for several different groups. One can reference the norms and describe given individuals/samples as being more satisfied, dissatisfied, or about the same as the norms. These norms are limited in three ways. First, there are a small number of occupations and organizations represented. Second, the norms are not from represenative samples, but rather are an accumulation of mostly convenience samples people send me. In other words, they are a convenience sample of convenience samples. Third, the norms are mainly from North AmericaCanada and the U.S. Mean levels of job satisfaction varies across countries, so one should not assume these norms are representative of other countries, particularly those that are culturally dissimilar from North America. The absolute approach picks some logical, if arbitrary cut scores to represent dissatisfaction versus satisfaction. Given the JSS uses 6-point agree-disagree response choices, we can assume that agreement with positively-worded items and disagreement with negatively-worded items would represent satisfaction, whereas disagreement with positive-worded items, and agreement with negative-worded items represents dissatisfaction. For the 4-item subscales, as well as the 36-item total score, this means that scores with a mean item response (after reverse scoring the negatively-worded items) of 4 or more represents satisfaction, whereas mean responses of 3 or less represents dissatisfaction. Mean scores between 3 and 4 are ambivalence. Translated into the summed scores, for the 4-item subscales with a range from 4 to 24, scores of 4 to 12 are dissatisfied, 16 to 24 are satisfied, and between 12 and 16 are ambivalent. For the 36-item total where possible scores range from 36 to 216, the ranges are 36 to 108 for dissatisfaction, 144 to 216 for satisfaction, and between 108 and 144 for ambivalent.

Job Satisfaction Survey, copyright Paul E. Spector, 1994, All rights reserved. This page last modified December 27, 2007.

JOB SATISFACTION SURVEY NORMS Norms for Private Sector US

FACET Mean Weighted Standard Deviation Mean of Sample Means 12.5 13.6 18.7 15.1 13.8 15.2 17.7 2.1 1.5 1.7 2.2 1.5 1.4 1.5

SALARY 13.7 PROMOTION 13.2 SUPERVISION 18.7 BENEFITS 15.5 CONT REWARDS 14.6 CONDITIONS 14.8 COWORKERS 17.9

WORK ITSELF 18.7 18.6 COMMUNICATION 14.5 14.6 TOTAL 141.2 139.4 NUMBER OF SAMPLES = 25

1.4 1.8 9.3 TOTAL SAMPLE SIZE = 8023

Norms for Higher Education US

FACET Mean Weighted Standard Deviation Mean of Sample Means

SALARY 11.9 12.3 1.8 PROMOTION 11.5 11.9 1.6 SUPERVISION 18.9 18.7 1.6 BENEFITS 15.3 15.1 1.4 CONT REWARDS 14.1 14.2 1.4 CONDITIONS 13.6 13.7 1.1 COWORKERS 18.1 18.2 1.5 WORK ITSELF 19.7 19.7 1.3 COMMUNICATION 14.6 14.6 2.1 TOTAL 137.2 137.2 8.1 NUMBER OF SAMPLES = 14 TOTAL SAMPLE SIZE = 3764

Norms for Corrections US

FACET Mean Weighted Standard Deviation Mean of Sample Means

SALARY 11.1 12 2.3 PROMOTION 11.5 11.4 2.3 SUPERVISION 17.9 17.6 1.2 BENEFITS 12.6 12.8 0.8 CONT REWARDS 11.9 11.9 0.9 CONDITIONS 12.8 12.4 1.7 COWORKERS 16.3 16.4 1 WORK ITSELF 17.8 17.8 0.8 COMMUNICATION 13.7 13.4 1.4 TOTAL 125.6 125.8 6.8 NUMBER OF SAMPLES = 6 TOTAL SAMPLE SIZE = 1326 JOB SATISFACTION SURVEY NORMS

Norms for Manufacturing US

FACET Mean Weighted Standard Deviation Mean of Sample Means

SALARY 13.9 11.6 1.9 PROMOTION 13.2 12.3 0.7 SUPERVISION 19.1 18.8 0.9 BENEFITS 15.2 13.7 2 CONT REWARDS 14.2 12.8 1.8 CONDITIONS 15.2 14.9 0.6 COWORKERS 17.6 16.9 1.1 WORK ITSELF 18.7 17.8 1.1 COMMUNICATION 13.6 13.3 1.5 TOTAL 140.7 132.1 7.7 NUMBER OF SAMPLES = 5 TOTAL SAMPLE SIZE = 1902

Norms for Education Primary/Secondary

FACET

Mean

Weighted Standard Deviation Mean of Sample Means

SALARY 12 8.5 2.1 PROMOTION 11.7 10.8 2 SUPERVISION 19.1 19.5 2 BENEFITS 14.3 12.9 1.8 CONT REWARDS 13.6 12.3 1.6 CONDITIONS 12 11.6 2.5 COWORKERS 18.5 18.5 1.2 WORK ITSELF 19.4 19.8 1.5 COMMUNICATION 14.6 13.1 2.2 TOTAL 135 126.7 7.3 NUMBER OF SAMPLES = 8 TOTAL SAMPLE SIZE = 9507

Norms for Public Sector US

FACET Mean Weighted Standard Deviation Mean of Sample Means

SALARY 12.1 11 2.5 PROMOTION 11.9 11.6 1.9 SUPERVISION 19.1 19.1 1.5 BENEFITS 14.4 14 2 CONT REWARDS 13.5 12.8 1.8 CONDITIONS 12.9 12.1 2 COWORKERS 17.9 17.9 1.5 WORK ITSELF 18.9 19.1 1.7 COMMUNICATION 14.5 13.8 2.2 TOTAL 138.3 134.7 27.9 NUMBER OF SAMPLES = 72 TOTAL SAMPLE SIZE = 24750

Norms for Retail US

FACET Mean Weighted Mean Standard Deviation of Sample Means

SALARY 13.4 12.2 1.3 PROMOTION 14.1 14.4 1.1 SUPERVISION 19.1 19 1 BENEFITS 16.4 15.4 2.3 CONT REWARDS 14.9 14 1.4 CONDITIONS 16.4 16.2 0.9 COWORKERS 17.9 18 1.5 WORK ITSELF 17.8 18.6 1.1 COMMUNICATION 15.7 15.4 0.9 TOTAL 145.5 142.7 5.7 NUMBER OF SAMPLES = 5 TOTAL SAMPLE SIZE = 3841

Sharing of Results for Researchers Who Use My Scales

All of my scales are copyrighted. I allow free use under two conditions.

1. The use is for noncommercial educational or research purposes. This means no one is charging anyone a fee. If you are using any of my scales for consulting purposes, there is a fee. 2. You agree to share results with me. This is how I continue to update the norms and bibliography. What Results Do I Need? 1. Means per subscale and total score 2. Sample size 3. Brief description of sample, e.g., 220 hospital nurses. I don't need to know the organization name if it is sensitive. 4. Name of country where collected, and if outside of the U.S., the language used. I am especially interested in nonAmerican samples. 5. Standard deviations per subscale and total score (optional) 6. Coefficient alpha per subscale and total score (optional) I would love to see copies of research reports (thesis, dissertation, conference paper, journal article, etc.) in which you used the JSS. Summaries are fine for long documents (e.g., dissertation), and e-mailed documents are preferred (saves copy and mail costs). Be sure to indicate how you want the work cited in the bibliography. You can send the material to me via e-mail: pspector [at sign goes here] usf.edu or via regular mail: Paul Spector, Department of Psychology, PCD 4118, University of South Florida, Tampa, FL 33620 USA.
Last modified January 7, 2011.