Attributes of Minnesota Job Satisfaction - Case Study Example

Running Title: JOB SATISFACTION Job Satisfaction Student’s Name: Instructor’s Name: Course Code and Name: University: Date Submitted: Job Satisfaction Introduction Employees’ job commitment and satisfaction have always been extremely critical as issues being raised within the health care administrators (Ulrich et al., 2009). Nurses and physicians have played a prominent part in the understanding of their level of satisfaction to the respective jobs. In this case, high levels of turnover among staff and absenteeism have had a monumental impact within the professions, therefore, forcing the administrators to act and research on job satisfaction among nurses and physicians (Wang, 2007). As a growing segment of nurses and physicians ages and strains, the capacity of the healthcare institutions to flourish and operate effectively has faced monumental difficulties. Only through appropriate research has the institutions been able to retain qualified nursing and physician staff as well as find new ones to recruit in the same field (Buitendach & Rothmann, 2009). Satisfied employees are always believed to be more creative, committed and productive to their employers, and recent studies indicate a direct correlation between nurses and physician staff satisfaction and patient satisfaction within the organizations (Ulrich et al., 2009). In establishing the relationship between the respective variables, Minnesota Job Satisfaction Questionnaire has been applied in numerous researches. This paper discusses why the use of the Minnesota Job Satisfaction Questionnaire to assess job satisfaction in the three dimensions of intrinsic satisfaction, extrinsic satisfaction, and general job satisfaction) is more appropriate than any other instruments that measure job satisfaction. It also looks into various variables that have an impact on job satisfaction within an organization. The Minnesota Satisfaction Questionnaire (MSQ) design is described as a tool used in measuring job satisfaction in an employee. The measure has at least three forms including two long forms (1967 version and 1977 version) and the second one being a short form (Buitendach & Rothmann, 2009). The MSQ is valued for providing specific information on the various and diverse aspects of a job, which the assessed individual finds as rewarding than others in the process of measuring job satisfaction (Wang, 2007). MSQ has also been valued as quite useful when used to explore client vocational needs, in counseling follow-up studies. It has also been valued to generate information about jobs reinforces and what employers can do to improve the satisfaction within their jobs. One of the major attributes of Minnesota Job Satisfaction Questionnaire is the Extensive coverage it allows in measuring job satisfaction (Takase, Maude & Manias, 2005). It is always valuable for employers to have an appropriate measure of job satisfaction. Job Satisfaction is critical as an indicator of the way employees feels about particular jobs, and it is used as a predictor of work behaviors. Therefore, it is of high value to the employer to have the best measure of job satisfaction. Being a divergent measure MSQ has the capacity of measuring the satisfaction in 20 facets. These facets include a long form with at least 100 questions, which sums up to five items from each facet (Wang, 2007). For instance, in the case of physicians and nurses it can incorporate the Intrinsic Job satisfaction, Extrinsic Job Satisfaction as well as General Job Satisfaction all together within a single questionnaire. It is, therefore, possible to have as many questions as possible and cover a wide array of variables, which have an impact on Job Satisfaction. Satisfaction mediate the connection between personality variables and deviant behaviors at the work place which is why establishing them if of value to the organization. Unlike other measures, this is the ideal measure that covers significant variables affecting satisfaction at the workplace. Nurses and physicians have diverse aspects within their profession which are subject to influencing their level of satisfaction within the profession. There is a need to look into their issues because they affect the productivity of the organization. Ulrich et al., (2009) notes that in a critical sector such as healthcare, employees within the sector need to be highly motivated for them to provide quality service to patients. Low motivations certainly lead to poor service, turn over and noticed absenteeism among the professionals. Lu, While and Barriball (2005) also noted that nurses and physicians are among the few professionals, who certainly needs to be considered and their needs looked into. In this context, having the best measure of what affects their levels of satisfaction is ideal to help in retaining them and succeeding in quality service profession. Compared to MSQ, the Job Satisfaction Survey, which has been used for a long period in history, has only 36 items in the questionnaire (Lu, While & Barriball, 2005). These items measures only nine facets of satisfaction meaning that it cannot cover many variables that affect satisfaction as possible. On the same note, another main measure valued by employers within an organization includes the Faces Scale of satisfaction (Schmalenberg & Kramer, 2007). This was one of the first scales which were majorly in organizations to assess overall job satisfaction. However, it was not as efficient as MSQ because it could only measure a single variable at a time. The respondents could be subjected to only one item, which they could respond to through face choice to express their level satisfaction. It was therefore, a tedious measure and one that could not be valued in successful measure of job satisfaction compared to the effectiveness of MSQ (Ulrich et al., 2009). Minnesota Job Satisfaction Questionnaire is also acutely reliable compared to other measures in the context of assessing job satisfaction. Lu, While and Barriball (2005) noted that MSQ is a reliable instrument that assesses both the intrinsic and extrinsic employee’s job satisfaction at selected organizations. This is because it delivers reliable results that are free of bias. Unlike other measures such as Faces Scale of satisfaction, the results released are a true indication of the situation on the ground. Faces scale of satisfaction is unreliable because it depends on emotions which at times could be deceiving but MSQ whiles away the possibilities of bias (Schmalenberg & Kramer, 2007). The idea that individuals could respond to particular faces drawn to indicate their level of satisfaction is subject to misinterpretations which is unhealthy for reliable results in the measure. Face scale drawings are scaled to represent equidistant points from positive to negative, but this is what exposes the measure to bias. With a respondent checking the box under the face, which he perceives as expressing how he or she feels regarding the particular job, the process is subject to numerous uncertainties. A case sample is when measuring Extrinsic Job Satisfaction with variables such as Advancement, Company policies and practices, Compensation, Recognition, Supervision-human relations and Supervision-technical (Wang, 2007). Such attributes are always technical when measuring them. The face scale cannot bring out the real level of satisfaction on these issues because it is subject to exaggeration. The MSQ will have detailed questions, which will cover all issues within the physicians and nurses profession (Lu, While & Barriball, 2005). The reliability of the MSQ can also be measured. This justifies that it is an opportune questionnaire, which makes it possible to conduct research and develops confidence in a researcher that results from the study are reliable. In a study by Wu & Norman (2005), the construct and reliability equivalence of the MSQ used were established through Cronbach’s alpha coefficients. Exploratory factor analysis was also used in the measure of questionnaire reliability meaning that the resultant research findings would be justified as reliable. Applying the same concept, Shirey (2006) reflected on MSQ and argued that it is an opportune questionnaire that enables the research to incorporate different types of analysis methods. MJSQ helps to develop easy comparison of diverse variables of job satisfaction. For example, it helps with ease investigation of the relationship between different demographic variables including age, sex, and economic statuses among others. The comparison is made possible through an integrated relationship (Tourangeau & Cranley, 2006). A case in point of nursing, the measure is ideal in comparing the level of satisfaction to nurse job to the number of years in the profession. It can merge the two variables to come up with the established relations. MSQ is a exceptional measure as established by Lu, While and Barriball (2005) since it can serve to measure general satisfaction variables including achievement, security, recognition, and working conditions and how they differ among nurses within the profession depending on their years of experience. In a study by Piskurich (2006), the Minnesota Job Satisfaction Questionnaire was used and it focused on the level of organizational commitment, perceived organizational support and job satisfaction. Such variables are quite diverse and cannot be measured with an appropriate measurement tool. Buitendach and Rothmann (2009) used the MSQ which was able to measure all items of organizational commitment as well as perceived support from the organization with response designed to use a 7-point Likert scale. The job satisfaction items were responded to through a 5-point Likert scale with the researcher able to obtain total scores on each measure with ease by averaging across the diverse items. On the same note, the MSQ allows the researcher to measure the dependent variable, job Satisfaction through a 20 item index which in general was composed of the Minnesota Satisfaction Questionnaire (MSQ) short-form (Feather & Rauter, 2004). Minnesota Job Satisfaction Questionnaire is also extremely easy to use compared to other measures. With the measure, using the Likert scale this makes it possible for administers of the questionnaire in explaining the questions to the respondents (Wang, 2007). It also makes it easy for respondents who have an easy time in answering questions about job satisfaction. The questionnaire first used a Likert scale with choices including Very Satisfied, Satisfied, "N" neither (Neither Satisfied nor Dissatisfied), Dissatisfied and Very Dissatisfied. The variables were also variables categorized as Not Satisfied, Somewhat Satisfied, Satisfied, Very Satisfied and Extremely Satisfied (Wu & Norman, 2005). Such measures are easy and they make it possible for research to flow and lead to a successful data collection procedure. Minnesota Job Satisfaction Questionnaire also makes it easy for the researcher to analyze data collected. With data being collected through Likert scale, interpretation of the data is easy, and the analysis also works out efficiently. With data collected through MSQ in a study by Lee (2005) statistical analysis was easy because it engaged the SPSS program, 12.0 (Piskurich, 2006). The first step in the research involved calculations of standard deviations means skewness and kurtosis which were easily done because the data were easy to assimilate and input from the MSQ. Data, which is easy to analyze allows the researcher to come up with easy findings and make conclusions in due time. It also makes it easy to come up with appropriate recommendations to improve on the identified state of affairs from the research (Buitendach & Rothmann, 2009). MSQ also helps in covering a research requiring an enormous number of participants. It works out well in the context of indulging and succeeding in a big research that require diverse data. Stabley (2005) supported this assertion in a research he conducted on Nursing Job satisfaction subject to leadership styles and management. The researcher had chosen four nursing homes randomly which called for a huge number of participants. The research also involved 53 Medicare/Medicaid certified homes in Miami-Dade County. In this case, it meant that a great number of respondents would be chosen for this research because the nursing homes across Miami-Dade County were quite many. Having divided these homes into four geographical quadrants including south, west, north and east the easiest way for conducting the research was ideally established to be the Minnesota Job Satisfaction Questionnaire (Lacey, Teasley & Brown, 2008). On the same note, the questionnaire allows easy collection of data from a diverse population. A study by Feather and Rauter (2004) involved a diverse nursing population which included a large representation of Hispanic, Black-non-Hispanic nurses and white non-Hispanic, which was easily handled through the use of an MSQ and data collection, was completed successfully. The MSQ is also better than other measures because it is applicable to diverse organization in measuring Job Satisfaction. The questionnaire has been used mostly in the nursing field but also works out in any given organization provided there are variables affecting job satisfaction (Wang, 2007). However, MSQ also has some weaknesses which are the strengths of other measures. The MSQ contained some technical questions which require conceptualization from the respondents. This means that the illiterate cannot use this questionnaire with ease (Freund, 2005). There are people working in the illiterate sector that cannot read or write yet they are subject to factors that affect job satisfaction. These people cannot answer the questions in the respective questionnaire, and this makes it difficult to conduct research. In this case, measures such as the Face Scale are the ideal. Tourangeau and Cranley (2006) noted that the face scale has been exemplary and worked excellently as of great use for research engaging illiterate workers or respondents who have language difficulties. The scale focuses directly on the emotional and affective component of the job making it an ideal measure for studies in which satisfaction is viewed especially from the emotions point of view. The MSQ questionnaire is also extremely long and tedious especially when conducting research in a busy environment (Lacey, Teasley & Brown, 2008). In fact, Feather and Rauter (2004) notes that, in research studies that have less time to complete, this is not one of the best questionnaires because it requires a lot of time to administer and for the respondents to feedback their responses. In this case, other methods are preferred such as Job Satisfaction Survey which indulge the employees directly and derive enough data required for the study. In a study by Wu and Norman (2005), the respondents involved were from the nursing department in the university in China involving 75 full time students. In their discipline, the students did not have ample time to engage in the research which meant that they were restricted to engage in other activities due to the tight schedule. This called for a comprehensive research to gauge their satisfaction in attachments to the nursing homes and one which could take less time (Lacey, Teasley & Brown, 2008). A MSQ was not ideal in this case because of time and availability of the respondents. A substitute had to be initiated to help in the study with easy administration and fast responses required for the study findings and conclusions. Conclusion Generally, a Minnesota Job Satisfaction Questionnaire has been of enormous use in measuring the level of job satisfaction among employees. Compared to other measures or instruments, MSQ is the most appropriate in assessing job satisfaction in the three dimensions of intrinsic satisfaction, extrinsic satisfaction, and general job satisfaction. It allows easy measure and analysis of the issues, which affect job satisfaction. In the context, of nursing and physician profession, Minnesota Job Satisfaction Questionnaire has been used by many scholars in their respective researches, and they reveal that this is one of the best questionnaires that help with easy facilitation of research. References Buitendach, J.H. & Rothmann, S. (2009). The validation of the Minnesota Job Satisfaction Questionnaire in selected organizations in South Africa. SA Journal of Human Resource Management, 7(1), 183 – 188. Feather, N.T. & Rauter, K.A. (2004). 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