General Scale of job satisfaction

"In response to how you feel about different aspects in the field of your work, several options are presented (from very dissatisfied to very satisfied) among which you will position yourself, marking with an X that box that best represents your opinion"

The General Scale of Labor Satisfaction (Overall Job satisfaction Scale) was developed by Warr, Cook and Wall in 1979. The characteristics of this scale are the following:

• It is a scale that Operationalize the job satisfaction construct, reflecting the experience of workers in paid employment.
• Collect the affective response to the content of the work itself.

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General characteristics

This scale was created from detecting the need for short and robust scales that could be easily completed by all types of worker regardless of their training. From the existing literature, a pilot study and two investigations in workers of the United Kingdom manufacturing industry, the scale was formed with the scale with the scale with fifteen final items.

The scale is located in line with a dichotomy of factors and is designed to address both intrinsic aspects and extrinsic working conditions. It is formed by two subscales:

• Subscale of intrinsic factors: addresses aspects such as the recognition obtained by work, responsibility, promotion, aspects related to the content of the task, etc. This scale consists of seven items (numbers 2, 4, 6, 8, 10, 12 and 14).
• Subscale of extrinsic factors: Inquire about worker's satisfaction with aspects related to the organization of work such as schedule, remuneration, physical conditions of work, etc. This scale is eight items (numbers 1, 3, 5, 7, 9, 11, 13 and 15).

Application

This scale can be administered by an interviewer but one of its advantages is the possibility of being self -completed and being collectively applied.

Its brevity, having the specified response alternatives, the possibility of a simple assignment of numerical weights to each response alternative and their simple vocabulary make it an application scale not restricted to anyone in particular (provided it has an elementary level of reading and vocabulary comprehension) and for which there is no necessary test administrators specially qualified.

It is advisable guarantee anonymity, especially in labor contexts in which its absence can be foreseen as a factor that can generate disturbances in the answers.

The instructions that the pollster must give to those who complete the scale must register in a neutrality tone that does not favor biases in the answers. By way of guidance the following formulation is proposed:

'Attending how you feel about different aspects in the field of your work, several options are presented (very satisfied ...) among which you will position yourself, marking with an X that box that best represents your opinion'.

Completion

Who complete the scale They must indicate, for each of the fifteen items, his Degree of satisfaction or dissatisfaction, possessing on a seven -point scale: very dissatisfied, dissatisfied, moderately dissatisfied, neither satisfied nor dissatisfied, moderately satisfied, satisfied, very satisfied.

Test correction

This scale allows to obtain three scores, corresponding to:

• General satisfaction.
• Extrinsic satisfaction.
• Intrinsic satisfaction.

This is an additive scale, in which the total score is obtained from the sum of the surveyed positions in each of the fifteen items, assigning a value of 1 to very dissatisfied and correlatively until it is assigned a value of 7 to very satisfied. The total score of the scale ranges between 15 and 105, so that a higher score reflects greater general satisfaction.

Whenever possible The separate use of subscales is recommended of intrinsic and extrinsic satisfaction. Its correction is identical to that of the general scale although, due to its lower length, its values ​​range between 7 and 49 (intrinsic satisfaction) and 8 and 56 (extrinsic satisfaction).

Assessment

The high scores indicate a high level of satisfaction.
These scores do not usually incorporate great precision as their base lies in subjective judgments and personal appreciations about a more or less broad set of different aspects of the work environment and conditioned by the characteristics of people.

Therefore this scale It does not allow establishing objectives on goodness or not of working conditions. However, the scale is a good instrument for the determination of personal experiences that workers have of these conditions.

As indicated by the assessment can be done at three levels: general satisfaction, intrinsic satisfaction and extrinsic satisfaction.

It is interesting Obtaining these three indices For each area of ​​an organization, by relatively homogeneous groups, so that possible problematic aspects can be quickly detected.

This article is merely informative, in psychology-online we have no power to make a diagnosis or recommend a treatment. We invite you to go to a psychologist to treat your particular case.

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