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 Normative Questions
- Job Descriptive Index
- Job in General Scale
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Below are examples of JDI items* for which employee agreement or disagreement measure satisfaction with co-workers:
"Think of the majority of people with whom you work or meet in connection with your work. How well does each of the following words or phrases describe these people?"
1. __Stimulating
2. __Boring
3. __Slow
4. __Helpful
Below are examples of items for which employee agreement or disagreement measure opportunities for promotion:
"Think of the opportunities for promotion that you have now. How well does each of the following words or phrases describe these?"
1. __Good opportunities for promotion
2. __Opportunities somewhat limited
3. __Promotion on ability
4. __Dead-end job
Below are examples of JIG items* for which employee agreement or disagreement measure overall job satisfaction:
"Think of your job in general. All in all, what is it like most of the time?"
1. __Pleasant
2. __Bad
3. __Ideal
4. __Waste of time
5. __Good
6. __Undesirable
7. __Worthwhile
*©2008 Bowling Green State University
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Norms provide a powerful tool that, when used in conjunction with a well-developed measure of job satisfaction, allow interpretations of the relative level of an employee's job satisfaction, the relative level of a group's job satisfaction, and group comparisons of job satisfaction. Armed with this information, organizations are better able to identify and consider strategies to improve employee morale and other important aspects of work and work effectiveness.
Normative Express® relies exclusively on normative scoring methods that are often referred to as the "gold standard" in job satisfaction benchmarking.
Benchmarking with the Job Descriptive Index:
The JDI, which has been recognized as the most-respected measure of job satisfaction in the world, was first introduced in 1969 and since then has been used by over 1,000 organizations in both the private and public sector. The JDI was developed to generate scores indicative of satisfaction within a number of discriminately different facets of the work situation: work, pay, promotions, supervision, and people (co-workers). Measures of strengths and weaknesses within each facet tell practitioners where improvements can be made. The five facets also predict outcomes such as turnover and intentions to quit.
The actual questions within each facet were developed based on studies of employees who were asked to provide descriptions of their job experiences. The final list of questions for each facet were selected based on such criteria as its ability to clearly separate high and low scorers, its high correlation to other questions within that facet, and the clarity of its meaning. As a result, a total of 72 JDI benchmarked questions are included on each questionnaire that can be quickly answered in five to ten minutes.
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Benchmarking with the Job in General Scale:
The Job in General Scale ("JIG") was developed in the early 1990's to provide an overall evaluation of how employees feel about their jobs, complementing the JDI diagnostics on specific facets of job satisfaction. It is more global, more evaluative, and uses a longer time perspective than the JDI. As a result, it has been found to consistently correlate more highly with such global measures as intention to leave, life satisfaction, identification with the work organization, and trust in management. A total of 18 JIG benchmarked questions are included on each questionnaire, which can be answered in just a few minutes.
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