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Job satisfaction is predominantly measured as global attitudinal judgment which requires employees to summarize their experiences across different job situations. In contrast, experience-based measures assess momentary thoughts and feelings of the employees in specific job situations. This paper introduces the event reconstruction method (ERM) as an efficient measure of experience-based job satisfaction that is less invasive and less time consuming compared with traditional experience sampling methods. An initial validation study is reported with N ¼ 193 employees from a German wholesale company. As expected, job satisfaction measured with the ERM was different from attitudinal job satisfaction. Also, consistent with expectations, experience-based job satisfaction was a better predictor of self-reported helping behaviour, whereas attitudinal job satisfaction was a better predictor of turnover intentions. Finally, comparing the ERM results with the results of a similar study using a traditional experience sampling method (Fisher, 2002) revealed very similar patterns.

Access to this document was granted through an Emerald subscription provided by emerald-srm:393177 [] For AuthorsIf you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -Established measures of work values were often developed without consideration of age-related differences, and thus might not be sensitive for values that are only relevant for specific subgroups (i.e. older workers). Therefore, the purpose of this paper is to introduce a new measure that reflects a broad range of different work values including those of special interest for older workers (generativity values). The Munster Work Value Measure (MWVM) covers 21 work values from five value clusters, and combines a rating and ranking version. Design/methodology/approach -The theoretical concept of the MWVM integrates various approaches from work motivation research. Reliability and validity of the MWVM are examined in two studies (n ¼ 81, n ¼ 471) using confirmatory factor analysis and multidimensional unfolding as well as concurrent data of organizational citizenship behavior and age-related differences in work values. Findings -The assumed structure of the MWVM was largely supported in both studies and for both the ranking and the rating versions of the MWVM. Moreover, correlational data supported the external validity of the MWVM. Research limitations/implications -Further validation research is desirable, together with benchmark data for specific subgroups (age, gender, occupations). Practical implications -The MWVM qualifies as an efficient screening tool of motivational profiles and provides a basis for age-sensitive human resource management. Originality/value -The MWVM is the first measure that covers a broad range of work values including those of particular importance to older workers. The MWVM is available at the authors' web site. . His current research interests include effects of demographic changes for work organizations, synergy effects in teams, and electronic human resource management. Guido Hertel's research has appeared in many books and more than 50 peer reviewed articles in scientific journals such

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