Job-Related Affective Well-Being Scale

Katwyk, Paul T. Van; Fox, Suzy; Spector, Paul E.; Kelloway, E. Kevin

doi:10.1037/t01753-000

Cited by 9 publications

(9 citation statements)

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“…Fifty-eight job titles were represented, including accountant, campus parking patroller, custodial worker, engineer, registered nurse, and secretary. Some of these data were reported in Spector et al (1999) and Van Katwyk, Spector, Fox, and Kelloway (2000).…”

Section: Participantsmentioning

confidence: 93%

Reducing subjectivity in the assessment of the job environment: development of the Factual Autonomy Scale (FAS)

Spector

Fox

2003

J Organ Behavior

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Self-report measures of job stressors have been criticized for being too subjective, rendering relations with other variables inconclusive. The Factual Autonomy Scale (FAS) was developed to reduce subjectivity by careful choice of fact-based items. Results of two studies showed that when compared to the Job Diagnostic Survey autonomy scale, the FAS demonstrated superior convergent validity with alternate sources (supervisors in Study 1 and coworkers in Study 2), and discriminant validity when correlated with the remaining JDS core characteristics subscales. In addition, the FAS was correlated to a lesser extent than the JDS autonomy scale with job satisfaction. Incumbent FAS scores and not JDS scores correlated significantly with job performance as assessed by supervisors. It is suggested that it is feasible to develop fact-based items for scales of the work environment that reduce the degree of subjectivity of responses.

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Section: Participantsmentioning

confidence: 93%

Reducing subjectivity in the assessment of the job environment: development of the Factual Autonomy Scale (FAS)

Spector

Fox

2003

J Organ Behavior

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“…As a result of this second diff erence, the emotion measures also diff ered from the studies reviewed above. Rather than asking how the participants felt at a specifi c point in time, Fox et al (2001) assessed the degree to which their jobs have made them feel particular emotions during the past 30 days (Van Katwyk, Fox, Spector, and Kelloway [2000] termed this "aff ective well-being"). Th e results showed that negative aff ective well-being (an amalgam of fear, anger, disgust, and sadness) mediated the relationship between procedural justice and counterproductive behaviors.…”

Section: Th E Merits Of Aff Ectmentioning

confidence: 99%

“…Because emotions are short-term feeling states, it may be inappropriate to operationalize them in such studies. Instead, scholars may need to utilize more long-term feeling states that still possess a particular target, such as aff ective well-being (Fox et al, 2001;Van Katwyk et al, 2000) or sentiments (Scott et al, 2007). Alternatively, scholars could utilize ESM studies to model within-individual changes in emotions as a function of daily justice experiences.…”

Section: Aff Ectmentioning

confidence: 99%

Organizational Justice

2002

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

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This chapter frames the development of the justice literature around three literature-level trends: differentiation, cognition, and exogeneity. The differentiation trend has impacted how justice is conceptualized, with additional justice dimensions being further segmented into different sources. The cognition trend has created a rational, calculative theme to the most visible justice theories. The exogeneity trend has resulted in justice occupying the independent variable position in most empirical studies. Taken together, these trends have resulted in a vibrant and active literature. However, I will argue that the next phase of the literature's evolution will benefit from a relaxation-or even reversal-of these trends. Path-breaking contributions may be more likely to result from the aggregation of justice concepts, a focus on affect, and the identification of predictors of justice.

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“…[24] It included 20 items used to assess employee' emotional reactions toward work. Responses were measured on 5-point likert scale, ranged from (5) = extremely often or always to (1) = almost never.…”

Section: Job-related Affective Wellbeing Scale (Jaws)mentioning

confidence: 99%

“…It was developed by Katwyk et al (1999). [24] It included 20 items used to assess employee' emotional reactions toward work.…”

Section: Job-related Affective Wellbeing Scale (Jaws)mentioning

confidence: 99%

The relationship between psychological need satisfaction, job affective wellbeing and work uncertainty among the academic nursing educators

Kamel

Hashish

2015

JNEP

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Background: The growing recognition of the connection between employees' wellbeing, working conditions, satisfaction and productivity has increased the requirement for understanding the need for a culture of health, wellbeing and certainty in the workplace. Self-Determination Theory (SDT) posits innate universal psychological needs for autonomy, competence, and relatedness, which imply work climates allowing satisfaction of these needs facilitate work engagement and psychological wellbeing as well as promoting motivation and wellbeing in the work place. Purpose: This research study aims to continue this trend by investigating the relationship between psychological need satisfaction, job affective wellbeing and uncertainty at work among academic nursing educators at the Faculty of Nursing, Alexandria University. Methods: A descriptive correlational design was used. All academic nursing educators who were available and willing to participate at the time of data collection were included (N = 169). Basic Psychological Need Satisfaction at work, Job-Related Affective Wellbeing Scale (JAWS), Personal and Work environment uncertainty scales were used to measure the study variables. Results: The main finding of the study reveals perception of psychological need satisfaction among academic nursing educators is significantly related, and could lead to, higher feeling of job-related affective wellbeing, consequently increasing their tolerance of uncertainty at personal as well as work situations (p < .05). Conclusions and recommendation: A positive and supportive work environment promoting employees' sharing, learning, autonomy, competence, belonging or relatedness and staff interaction should be supported by organizations. Also, identifying organizational obstacles to embracing uncertainty through a training program focuses on building employee uncertainty management skills and, how to use their resources to improve their uncertainty management practices are essential.

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Job-Related Affective Well-Being Scale

Cited by 9 publications

References 0 publications

Reducing subjectivity in the assessment of the job environment: development of the Factual Autonomy Scale (FAS)

Reducing subjectivity in the assessment of the job environment: development of the Factual Autonomy Scale (FAS)

Organizational Justice

The relationship between psychological need satisfaction, job affective wellbeing and work uncertainty among the academic nursing educators

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