A REVIEW AND EVALUATION OF THE PSYCHOMETRIC PROPERTIES OF THE JOB DIAGNOSTIC SURVEY

Authors

  • TOM D. TABER,

    Corresponding author
    1. School of Business State University of New York at Albany
      concerning this research should be addressed to Tom D. Taber, Department of Management, School of Businesss, State University of New York at Albany, 1400 Washington Avenue, Albany, New York 12222.
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  • ELISABETH TAYLOR

    1. School of Business State University of New York at Albany
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  • An abbreviated version of this paper was presented at the Society for Industrial and Organizational Psychology, Boston, Massachusetts, April, 1989.

  • This paper has been much improved by the extensive comments and insights of two anonymous reviewers. We thank them for their contributions.

concerning this research should be addressed to Tom D. Taber, Department of Management, School of Businesss, State University of New York at Albany, 1400 Washington Avenue, Albany, New York 12222.

Abstract

Empirical research is reviewed to evaluate the test-retest reliability, internal consistency, scale discrimination, factorial validity, convergent validity across raters and methods, and methods bias of the Job Diagnostic Survey (JDS) of Hackman and Oldham (1975, 1980). The review shows that the JDS has important psychometric limitations, but is able–when used properly–to provide useful information about perceived job properties. Suggestions are made for improving the JDS and for developing additional instruments that assess a broader array of job dimensions and that assess them more objectively than current measures. Job characteristics researchers need a diverse portfolio of measures to accomplish different purposes.

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