Taking the Measure of Work: A Guide to Validated Scales for Organizational Research and Diagnosis

By Dail Fields. 2002

614 citations recorded by the source corpus.

Subfields: Radiological and Ultrasound Technology

View Paper: https://www.semanticscholar.org/paper/b406da14ac0d5d3925cb5fe5837c2139b92d8b59

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In Radiological and Ultrasound Technology

Citations in the corpus

The relationship between employee satisfaction and organisational performance : evidence from a South African government department : original research (2013, methodology): “The items used in the measuring instrument were adapted from Ittner, Larcker and Meyer (2003); Jenkins, Gupta, Mitra and Shaw (1998); the Minnesota Satisfaction Questionnaire (Fields, 2002) as well as Lau and Sholihin (2005).”
Organisational and psychological empowerment in the HRM‐performance linkage (2011, methodology): “Research model ER 34,2 146 (4) Job satisfaction was measured by Taylor and Bowers’s seven-item scale (provided in Fields, 2002), which measures overall and job facet satisfaction.”
Family-supportive organization perceptions, multiple dimensions of work-family conflict and employee satisfaction (2008, background): “Coefficient as for this scale have ranged between .67 and .95 (Fields, 2002).”
School Counselors’ Perceived Stress, Burnout, and Job Satisfaction (2017, background): “Job satisfaction is often defined as the affective response (e.g., sense of fulfillment and gratification) that individuals have toward their jobs based on a range of occupation-related elements (i.e., schedule, compensation, and work difficulty; Fields, 2002; Locke, 1969; Spector, 1997).”
Drivers and barriers of eco-innovation types for sustainable transitions: A quantitative perspective (2018, methodology): “This was done following a deductive scale development process (Fields, 2002; Nunnally, 1978).”
Part-Time and Casual Work in Retail Trade: Stress and other Factors Affecting the Workplace (2005, background): “Stress has been studied in medical, behavioral and social science research over the past 60 years, but there are wide discrepancies in the literature on how experts define and operationalize stress, and there are numerous scales to measure occupational stress (Cooper, Dewe and O’Driscoll 2001; Di Ma”
The Mediating Effects of Job Satisfaction and Organizational Commitment on Turnover Intention, in the Relationships Between Pay Satisfaction and Work–Family Conflict of Casino Employees (2018, background): “However, Fields (2002) indicates that various job features— namely, pay, promotion opportunity, and autonomy—can enhance JS.”
Relationship between quality of work life and organizational commitment among lecturers in a Malaysian public research university (2015, methodology): “To gather data from the respondents, an established measuring instrument was adopted and employed which was developed by Timossi, Pedroso, Francisco, and Pilatti (2008) for QWL and Fields (2002) for OC. The questions of the questionnaire and their content were developed based on the literature revie”
Family Firm(s) Outcomes Model: Structuring Financial and Nonfinancial Outcomes Across the Family and Firm (2017, background): “These nonfinancial internal outcomes have a rich legacy in the operations management and organizational behavior literature, with comprehensive reviews addressing them (e.g., Chenhall & Langfield-Smith, 2007; Fields, 2002).”
Deconstructing AMO framework: a systematic review (2016, background): “This term is defined as individual behavior that is discretionary, that is to say, goes beyond the basic requirements, without being explicitly recognized by the formal reward systems (Fields, 2002; Sarikwal & Gupta, 2013).”
Work role stressors and turnover intentions: a study of professional clergy in Hong Kong (2005, methodology): “As reported by Fields (2002), the coefficient alpha values for this scale ranged from 0.”
Personal and Organizational Diversity Factors' Impact on Social Workers' Job Satisfaction: Results from a National Internet-Based Survey (2009, background): “This consistently reliable and valid measure includes subscales of support from supervisors, coworkers, and significant others (Fields, 2002).”