leadership and motivation in hospitality

satisfaction with job tasks, one for satisfaction with the job in general and one
measuring co-workers satisfaction with their jobs. The last item (satisfaction of
co-workers) does not appear to correspond with either any of the items in the
original JDI nor does it appear to correspond with the face validity of the Job
Satisfaction construct which is aimed at measuring individuals’ levels of
satisfaction.

Construct name Job Satisfaction (JS)

Definition Respondent’s evaluative judgment about their job or josituation (Weiss 2002: 175) b

Understanding of
concept

The nature of an individual’s responses to a range of task-,
job-, and work environment-related factors
Inclusion
rationale

Job Satisfaction can play a key role in determining job
performance and can be influenced by characteristics of
supervision
Scale source/s Smith et al.’s (1969)

Scale semantic Satisfaction

Considering your current job, please indicate your
level of satisfaction with each of the following
aspects of your work

Level of satisfaction

Very

unsatisfied

Very

satisfied

JS 1

The work itself (i.e. that actual daily tasks

that you do) 1 2 3 4 5

JS 2 The pay (your wages / salary)^1 2 3 4 5

JS 3 The people I work with^1 2 3 4 5

JS 4 My immediate supervisor(s)^1 2 3 4 5

JS 5 The opportunities for promotion^1 2 3 4 5

JS 6

All things considered, how satisfied are you

with your job? 1 2 3 4 5

Figure 5-6 The Job Satisfaction construct

In summary, using this heavily truncated approach to measuring a general job
satisfaction construct provides opportunites for / scope to:

 generate a new General Job Satisfaction factor measured in a hospitality
foodservice sample (following Ironson 1989);
 use a two-item measure based on the job satisfaction factor employed by
Susskind et al. (2000a; 2000b); or
 use a single-indicator global measure of jos satisfaction (following Yiing and
Ahmad (2009)).