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Construct Development, Scale Creation, and Process Analysis

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Construct Development, Scale Creation, and Process Analysis

Robert Newton


April 2, 2012

Michelle McGuire, Psy. D.

Construct Development, Scale Creation, and Process Analysis

Part I: Construct Development and Scale Creation:

A. Choose a construct you would like to measure:

a. Construct: Job Satisfaction

b. Definition: Job satisfaction relates to the performance of employees within a company. Individuals who have a desire to go to work tend to perform better in the workplace, and provide higher quality of work more consistently (Slater, O'Halloran, Connelly, McCormack, 2010). This test assists in providing the company with information in areas to improve morale among employees and possibly increase job satisfaction within the company.

c. Five items used for sample domains:

i. Organizational Direction

ii. Ethics

iii. Role Clarity

iv. Resources

v. Processes

d. The instrument being used is a format similar to Likert's model in that the questions asked retain a five point scale of determining the response of the individual tested. In this case, the instrument presented in the use in Australia known as the Voice Climate Survey (Langford, 2009). This test is a smaller version of the test used, but results should present the same in the areas tested. The test presents in the form of an interview due to the format of the questions.

e. The interview set up is as follows with the questions with the responses to each question being: " (5)Strongly Agree (4) Agree (3) Neither Agree or Disagree (2) Disagree (1) Strongly Disagree" (Langord, 2009, p. 189). Test questions derived from Langford (2009) in his article pertaining to testing in corporations in Australia and job satisfaction

"Organizational Direction

1. I am aware of the vision senior management has for this corporation.

2. I am aware of the values of this corporation.

3. I am aware of the overall strategy senior management has for this organization.

Role Clarity

4. I understand my goals and objectives and what is required of me in my job.

5. I understand how my job relates to the overall success of this organization.

6. During my day- to-day duties I understand how well I am doing


7. This organization is ethical.

8. This organization is socially responsible.

9. This organization is environmentally responsible.


10. I have access to the right equipment and resources to do my job well.

11. I have easy access to all the information I need to do my job well.

12. We can get access to additional resource when we need to.


13. There are clear policies and procedures for how work it to be done.

14. In this organization, it is clear who has responsibility for what.

15. Our policies and procedures are efficient and well-designed" (Langford, 2009, p. 189).

Part II: Analysis and Justification

Companies desire to have employees that are high producers. Companies thrive on the work that the employee gives, and the employee lives for the benefits provided by a company. However, is the act of a paycheck enough



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