Source-of-Satisfaction Questionnaire

Abstract

The Source-of-Satisfaction Questionnaire (SOSQ), developed by Frank Friedlander in 1963, is a 17-item instrument designed to assess the specific sources contributing to an employee’s sense of job satisfaction. Unlike scales focusing on overall satisfaction level, the SOSQ requires respondents to recall a period of exceptional positive feeling related to any previous job and then evaluate the extent to which various factors contributed to that experience. The questionnaire’s structure is empirically supported by factor analysis, revealing three core dimensions: Social and Technical Environment (7 items), Intrinsic Self-Actualizing Work Aspects (5 items), and Recognition through Advancement (5 items). These factors correspond to satisfaction derived from external environment, personal development, and recognizable achievement, respectively.

Keywords

Source-of-Satisfaction Questionnaire, Job Satisfaction, Factor Structure, Internal Consistency, Social and Technical Environment, Intrinsic Self-Actualization, Recognition, Test Development, Organizational Psychology.

Authors

Friedlander, Frank

Purpose

The primary purpose of the Source-of-Satisfaction Questionnaire (SOSQ) is to identify and quantify the specific environmental and intrinsic factors that serve as sources of positive affect and contentment for employees in the workplace. It moves beyond a simple measure of satisfaction level to understand the underlying mechanisms that drive these positive feelings, specifically focusing on experiences of exceptional job fulfillment rather than chronic dissatisfaction.

The instrument is designed for use in organizational and occupational research settings to better understand which facets of the work experience are most salient in generating feelings of high satisfaction among various employee populations.

Construct

The SOSQ measures Job Satisfaction, conceptualized not merely as a continuous state but through the specific drivers that contribute to positive job experiences. Friedlander’s approach distinguishes between satisfaction derived from the external work environment and satisfaction derived from internal, self-actualizing aspects.

The scale operationalizes job satisfaction through three key components: satisfaction related to external social and technical support (supervision and working conditions), satisfaction related to intrinsic growth (skill utilization and achievement), and satisfaction related to extrinsic rewards and status (recognition and promotion).

Validity

The validity of the SOSQ is primarily established through its empirical factor structure. Factor analysis confirmed the existence of three distinct, meaningful factors that align theoretically with different motivational sources of satisfaction, thereby supporting the construct validity of the instrument.

The resulting factor structure demonstrates that the instrument successfully isolates specific dimensions of job satisfaction: Social and Technical Environment, Intrinsic Self-Actualizing Work Aspects, and Recognition through Advancement. These factors correspond well to established theories regarding the multidimensional nature of employee motivation and satisfaction.

Reliability

The internal consistency reliability of the Source-of-Satisfaction Questionnaire was evaluated using the Kuder-Richardson (KR-20) formula, based on data collected from a sample of manufacturing employees. The results indicated acceptable to good levels of internal consistency for all three identified factors, supporting the reliability of the subscales for research applications.

The specific reliability coefficients reported are:

• Factor I (Social and Technical Environment): KR-20 = 0.82
• Factor II (Intrinsic Self-Actualizing Work Aspects): KR-20 = 0.72
• Factor III (Recognition through Advancement): KR-20 = 0.70

Factor Analysis

The scale utilizes exploratory factor analysis to delineate the underlying structure of job satisfaction sources. This analysis, conducted on the initial sample, resulted in the identification of three orthogonal factors, which collectively account for the variance in reported sources of satisfaction.

The three primary factors identified and their corresponding item counts are:

1. Social and Technical Environment (7 items): Reflects satisfaction derived from external organizational factors such as supervision, working conditions, equipment, and peer relationships.
2. Intrinsic Self-Actualizing Work Aspects (5 items): Captures satisfaction rooted in personal growth, skill utilization, challenge, and the inherent nature of the work itself.
3. Recognition through Advancement (5 items): Measures satisfaction associated with tangible and intangible rewards, including promotion potential, merit increases, increased responsibility, and public recognition for quality work.

Instrument

Test Type: Original Inventory/Questionnaire

Format: Paper-based administration

Language Available: English

Population Group: Human (Employees)

Age Group: Ages less than 25 to greater than 55

Population Details: Sample consisted of manufacturing employees across a wide age range.

Test Methodology: Test Reliability; Internal Consistency; Factor Structure determination.

Keywords

Organizational Behavior, Workforce Assessment, Employee Motivation, Kuder-Richardson Reliability, Western Reserve University, Factor Analysis, Job Security, Organizational, Occupational, and Career Development.

Authors

Author ORCID Identifier: N/A

Affiliation Email addresses: N/A

Correspondence Address: Western Reserve University Psychological Research Services

Permissions & Fee and Test Year

The Source-of-Satisfaction Questionnaire (SOSQ) was developed in 1963 by Frank Friedlander.

The instrument is classified as non-commercial (Commercial: No), meaning there is No Fee required for its use, and the test items are generally considered available for academic and research purposes.

Reference’s

Friedlander, F. (1963). Underlying sources of job satisfaction. Journal of Applied Psychology, 47(4), 246–250. The associated DOI is: https://doi.org/10.1037/h0041449

Items of the Source-of-Satisfaction Questionnaire

IMPORTANT: The following scale items must be preserved in their original language and must not be changed in any way.

Factor I—Social and Technical Environment

4. The working relationship I had with my supervisor was very good.

6. I was working under a supervisor who really knew his job.

15. I was working in a group that operated very smoothly and efficiently.

16. Management policies that affected my work group took into consideration the personal feelings of the employees.

9. I had exceptionally good working conditions and equipment.

11. I felt secure in my job.

5. The working relationship I had with my co-workers at my level was very good.

Factor II—Intrinsic Self-Actualizing Work Aspects

17. The job required the use of my best abilities.

8. I had a real feeling of achievement in the work I was doing.

13. I liked the kind of work I was doing.

2. I received a particularly challenging assignment.

12. I was getting training and experience on the job that were helping my growth.

Factor III—Recognition through Advancement

1. I felt there was a good chance that I’d be promoted.

7. I was expecting (or received) a merit increase.

2. I received a particularly challenging assignment.

10. I was given increased responsibility in my job.

3. A job I did received recognition as being a particularly good piece of work.