Validation Evidence for the Work Domain Satisfaction Scale in Two Languages

Abstract

We used the samples of six studies to validate the Work Domain Satisfaction Scale (WDSS), a global, five-item and mid-level measure of work domain well-being. English and French versions of the scale were included in the studies to assess the stability of the instrument across these languages. Confirmatory factor analysis yielded a one-factor structure, which was shown invariant across languages and samples. Test-retest reliability of the scale was high, indicating that it measures a stable construct over time. Confirmatory factor analysis also provided evidence that satisfaction with work, measured with the WDSS, is related, but conceptually and empirically distinct from both life satisfaction and job satisfaction. The WDSS was also correlated in predictable ways with affective organizational commitment, a measure of how attached people are to their organizations. Work domain satisfaction also explained a significant amount of variance in affective organizational commitment, beyond job satisfaction. Moreover, the WDSS was positively related to inclusion of work into the self, a psychological variable that reflects the importance of work in the lives of individuals. The results indicate that the WDSS is a reliable, stable, and valid mid-level measure of satisfaction with work as a domain within people's lives.

A comprehensive understanding of the relationships between passion for work and work–family conflict and the consequences for psychological distress.

“…We used the French-validated version of the Work Domain Satisfaction Scale (Bérubé, Donia, Gagné, Houlfort, & Lvina, 2016) to assess participants’ work satisfaction. A sample item was “The conditions in which I do my work are excellent.” Items were scored on a 7-point Likert scale, ranging from 1 ( do not agree at all ) to 7 ( very strongly agree ).…”

Workers’ Age and the Impact of Psychological Factors on the Perception of Safety at Construction Sites

“…Job satisfaction questions were adopted from Brayfield and Rothe [40] and Macdonald and Maclntyre [41], mental stress questions were adopted from Lovibond [42], workload questions were adopted from Caplan [43] and Rizzo, et al [44], organizational relationship questions were adopted from Macdonald and Maclntyre [41] and Settoon and Mossholder [45], job security section was adopted from Hellgren, et al [46], and questions related to workers' perceptions of safety were adopted from Hayes, et al [47]. These scales are extensively used in previous studies and it was confirmed that these all scales have good reliability in term of internal consistency and test-retest reliability [48][49][50][51][52][53][54][55][56].…”

Work Interpersonal Relationships: Cognitive Appraisals and the Prediction of Dispositional Forgiveness and Satisfaction of Life and Work

“…Diener (1994) considers satisfaction to represent the cognitive component of one's well-being, and affect to represent its emotional counterpart, while, according to Helliwell, Layard and Sachs (2013), life satisfaction is a significant contributor to subjective well-being. Similarly, work satisfaction refers to cognitive appraisal of a person's work (Bérubé et al, 2016), and it differs from job satisfaction which refers to the employees' feelings and thoughts about their specific work (Irving & Montes, 2009;Weiss, 2002). This research, in consistency with life satisfaction, and, considering that the participants have a certain career in the certain domain of education, focuses on work satisfaction.…”

“…The Satisfaction With the Work Scale (SWWS, Bérubé et al, 2007;Bérubé et al, 2016) was used to examine the participants' work satisfaction. This scale, which was adapted from the Satisfaction with Life Scale (Diener et al, 1985), is a reliable and valid measure of work satisfaction, and it focuses on the cognitive appraisal of a person's work situation.…”

“…This approach is in consistency to Diener, Emmons, Larsen and Griffin' (1985) notion of life satisfaction which refers to people's conscious evaluative judgments of their lives using their own personal criteria. This approach to satisfaction is also considered the most appropriate for the present study, since the target group consists of employees with a certain teaching career in the certain domain of education (Bérubé, Donia, Gagné, Houlfort, & Lvina, 2016).…”