The Profile Analysis of Job Satisfaction - Reliability, Validity and Benefits of a new Measurement
Job satisfaction is important for companies. Nevertheless it is often measured with global or single items. The results therefore are sometimes disappointing, leading to the conclusion that measuring job satisfaction doesn’t bring useful information. The cybernetic model of job satisfaction (Jiménez, 2000) takes a new approach: Job satisfaction is seen as a comparison of a reference value with an actual situation, the resulting action is seen as feedback. The results also generate expectations regarding future possibilities – the level of comparison is being changed. These comparisons are made for several dimensions. The Profile Analysis of Job Satisfaction (PAJS, Jiménez, 2000) takes these assumptions into account and therefore has 11 different scales. Various empirical studies are presented which underline the high validity and reliability of this instrument. PAJS is a statistically well proven instrument that can be used for a broad circle of clients and which measures job satisfaction in a very differentiating form. The construction, the psychometric quality and its possibilities of application as a screening instrument but also for usage in balanced score cards is shown. The results for the Profile Analysis of Job Satisfaction show very good predictive value for important aspects like intention to quit, burnout, withdrawal, motivation. Because of its economical core it can be filled out in a short time. It can also be expanded through additional company-specific questions. This approach helps companies to act in advance to raise motivation at work. The application for scientific and practical approaches is discussed.