Measuring Employee Satisfaction
Job Content Questionnaire
The Job Content Questionnaire is specially designed to measure the degree of employee satisfaction. The questionnaire, which has a long history, was designed by Prof. Robert A. Karasek. The content of the work tasks of an individual employee can be evaluated by completed the questions in the questionnaire. It primarily focuses on the psychology and social structure of the employee’s working environment. For example, the satisfaction survey includes questions which measure work pressure, social interactions and the possibility of making decisions.
The results of the questionnaire will be displayed with the use of 8 indicators which are shown in a well-ordered dashboard. These indicators are measured for each group and can be easily compared by division.
Job satisfaction Employee satisfaction is the most common indicator and it displays the extent to which the employees are satisfied with their job.
Coworker support This KPI measures the extent to which employees experience support from their co-workers. Higher numbers indicate a greater degree of support. The questionnaire allows you to see to what extent co-workers own the right competencies, have a personal interest in each other and it also displays the degree of friendliness between co-workers.
Decision latitude This indicator evaluates the employees’ ‘skill discretion’ and ‘decision authority’. When this score is low, it indicates that the employees believe that their competencies are not fully utilised, or that they have insufficient freedom in their way of working. Skill discretion measures the extent to which employees feel that they are able to learn new skills at their job; whereas decision authority measures the extent to which employees are able to make their own decisions.
Job security This indicator measures the extent to which employees feel secure in their job. The higher the score, the more security the employees experience. Some of the questions, for example, are about how stable the employee feels the job is and what is the likelihood of losing their current job.
Macro-level decision authority The macro-level decision authority indicator measures the extent to which the employees feel they have a significant influence within the organisation. Higher scores indicate better degrees of satisfaction. The questions address the degree to which decisions are democratically undertaken and to what extent employees supervise their co-workers as part of their job.
Physical job demands This indicator measures the degree to which employees are exposed to physically demanding work tasks, such as lifting heavy objects or performing fast and continuous actions. Amongst others, some questions ask whether employees are exposed to physically demanding activities and if they have to continuously perform rapid and continuous movements.
Psychological job demands This indicator measures the level of stress caused by the job. This is related to the speed at which the activities have to be performed and how much time is available for performing the tasks. Conflicting activities and the degree of intense concentration required are also addressed by this indicator.
Supervisor support This indicator measures the extent to which employees experience support from their supervisors. A higher score of this indicator indicates a better level of support. This is measured by questions about the degree to which supervisors are involved with the wellbeing of the team, and the extent to which they are interested in their employees.