Evidências Adicionais de Validade da Escala de Satisfação no Trabalho

Abstract

Este estudo objetivou identificar as propriedades da escala de satisfação no trabalho mais utilizada em amostras brasileiras em termos de sua estrutura, invariância da medida e validade convergente. Participaram da pesquisa 733 trabalhadores (46% mulheres) do setor industrial e terciário de dois estados brasileiros. Além do modelo original de cinco fatores correlacionados, foram comparados três modelos estruturais alternativos (cinco fatores não correlacionados, hierárquico e bifatorial). Os resultados apontam que a estrutura bifatorial com cinco variáveis latentes de primeiro nível mais uma variável geral também de primeiro nível é um modelo estrutural robusto para avaliar a satisfação de trabalhadores brasileiros e foi invariante para todos os grupos testados, tendo a possibilidade de aplicação em amostras com diversidade em termos de tempo de trabalho, grau de escolaridade e sexo. A medida também apresentou correlação positiva de moderada a elevada com outras duas variáveis do comportamento organizacional, confirmando a validade convergente. Palavras-chave: satisfação no trabalho; validade estatística; modelo bifatorial. ABSTRACT -Additional Validity Evidence for the Job Satisfaction ScaleThis study aimed to identify the properties of the job satisfaction scale most used in Brazilian samples in terms of its structure, convergent validity and measure invariance. The study involved 733 workers (46% women) from the industrial and tertiary sectors of two Brazilian states. In addition to the original model of five correlated factors, three alternative structural models were compared (five uncorrelated factors, hierarchical and bifactorial). The results show that the bifactorial structure, with five latent variables of the first level plus a general variable also of the first level, is a robust structural model to evaluate the satisfaction of Brazilian workers and was invariant for all groups tested, with the possibility of application in samples with different work times, levels of education and gender. The measure also showed a positive moderate to high correlation with the other two variables of organizational behavior confirming the convergent validity.

Job satisfaction among brazilian federal public servants:

“…The results showed that although the JSS is not a scale used in many international studies, it is the most widely used in Brazil (Carvalho et al, 2021), which is justified by its strong adaptation to the Brazilian cultural reality (Hora et al, 2018). In this sense, the analysis of the JSS dimensions resulted in adequate levels of reliability, conditions that allowed the instrument to be evaluated as valid, an aspect that converges with Rueda (2015) and Carvalho et al (2021).…”

“…The results showed that although the JSS is not a scale used in many international studies, it is the most widely used in Brazil (Carvalho et al, 2021), which is justified by its strong adaptation to the Brazilian cultural reality (Hora et al, 2018). In this sense, the analysis of the JSS dimensions resulted in adequate levels of reliability, conditions that allowed the instrument to be evaluated as valid, an aspect that converges with Rueda (2015) and Carvalho et al (2021). When referring to teachers' job satisfaction, Cardoso and Costa (2016) highlight that this topic has received little attention from educational institutions, especially due to its influence on organizational success and student learning.…”

“…Considering these aspects, the present study advances in the managerial perspective by proposing improvements in the management of people in the Brazilian public administration. In the theoretical perspective, the study advances by applying the Job Satisfaction Scale (Siqueira, 2008) among federal public servants who work in higher education in the Northern Region of Brazil and, with this, evidence psychometric quality and the adequacy of this scale that is widely used in research in Brazil (Carvalho et al, 2021), mainly due to its adaptation to the national culture (Hora et al, 2018).…”

The Roles of Organizational Commitment, Emotional Intelligence, and Job Satisfaction for Improving Employee Performance at a Construction Company

“…The measurement of emotional intelligence uses self-awareness, self-management, self-motivation, empathy, and relationship management (Boyatzis, 2018;Nguyen et al, 2019). Meanwhile, job satisfaction is measured using salary, promotion, benefits, rewards, and job flexibility (Carvalho et al, 2021;Gazi et al, 2022). Lastly, employee performance measurement uses job quality, job quantity, punctuality, effectiveness, and autonomy (Jang et al, 2023;Samihardjo & Hapsari, 2020).…”

“…Employees' job satisfaction can be measured using salary, promotion, benefits, rewards, coworkers, superior-subordinate relationships, communication, and job flexibility (Carvalho et al, 2021;Gazi et al, 2022). These indicators are reported to affect employee's perception of workplace conditions.…”