Warr’s Job Satisfaction Scale (WJSAT)

Abstract

The Warr’s Job Satisfaction Scale (WJSAT), first published by Warr, Cook, and Wall in 1979, is a seminal psychometric instrument designed to measure an individual’s attitude toward various facets of their work environment and overall employment experience. It is foundational in occupational psychology research, focusing on both specific job aspects and general Job Satisfaction. The scale is structured to assess satisfaction across multiple dimensions, often differentiating between intrinsic and extrinsic factors, and typically utilizes a 7-point Likert response format to capture the degree of satisfaction or dissatisfaction regarding 10 to 16 specific job aspects.

Keywords

Job Satisfaction, Work Attitudes, Work Environment, Intrinsic Factors, Extrinsic Factors, Organizational Psychology, Psychological Well-being, Warr, Cook, Wall, Factor Analysis.

Authors

Peter B. Warr, John Cook, Toby Wall.

Purpose

The primary purpose of the WJSAT is to provide a standardized, reliable, and valid measure of employees’ subjective feelings concerning their work. It was developed to move beyond simple global assessments of work enjoyment by capturing satisfaction across diverse, specific dimensions of the job, thereby facilitating a more detailed understanding of the sources of employee morale and dissatisfaction.

The scale serves as a crucial tool for both academic researchers studying work psychology and for organizations conducting internal audits of employee morale and performance drivers. By distinguishing between intrinsic and extrinsic sources of satisfaction, the instrument allows for targeted analysis of areas requiring organizational intervention, such as addressing lack of autonomy or improving physical work conditions.

Construct

The WJSAT measures the multidimensional construct of Job Satisfaction, which is conceptualized as an affective reaction resulting from an employee’s evaluation of their job role and environment. Warr and colleagues structured the scale based on the notion that satisfaction arises from both the content of the work itself (intrinsic factors) and the context in which the work is performed (extrinsic factors).

The Intrinsic Factors include items related to personal growth, use of abilities, variety, and responsibility. The Extrinsic Factors cover external elements such as pay, working conditions, colleagues, and management relationships. This theoretical foundation allows the scale to effectively link specific job characteristics to overall Psychological Well-being.

Validity

The Construct Validity of the WJSAT has been widely supported through numerous subsequent studies. Research has demonstrated that the scale effectively measures the intended dimensions of work attitudes and distinguishes them from related but distinct psychological constructs, such as general mental health or job-related stress.

Specifically, studies confirm its theoretical structure by showing expected correlations with external criteria, such as organizational commitment and turnover intentions. The confirmatory factor analysis conducted by Heritage et al. (2015) further reinforced the structural validity of the two-factor model (intrinsic/extrinsic dimensions), confirming the scale’s utility in measuring specific facets of satisfaction accurately across diverse working populations.

Reliability

The WJSAT consistently demonstrates strong internal consistency reliability across various samples and cultural contexts. While specific values depend on the version used (e.g., the 10-item or 16-item version), Cronbach’s alpha coefficients for both the overall scale and its intrinsic/extrinsic subscales typically meet or exceed standard psychometric requirements, often registering above the .80 level.

The scale also exhibits adequate test-retest reliability, meaning that scores remain stable over reasonable periods, provided that no significant organizational changes have occurred. This temporal stability makes the WJSAT a reliable instrument for longitudinal studies tracking changes in employee work satisfaction and psychological states.

Factor Analysis

The factor structure of the WJSAT is typically conceptualized as a two-factor model reflecting the dichotomy between intrinsic and extrinsic job elements. The 10-item version, which is frequently utilized, clearly maps onto these dimensions, providing empirical support for the theoretical model proposed by Warr, Cook, and Wall.

Items pertaining to autonomy, variety, responsibility, and recognition load strongly onto the Intrinsic Factor. Conversely, items related to pay, physical environment, colleagues, and hours of work load onto the Extrinsic Factor. This robust, replicated Factor Analysis structure confirms the scale’s ability to provide nuanced data on the specific drivers of Job Satisfaction.

Instrument

Test Type: Psychometric Scale (Self-report questionnaire)

Format: Likert-type scale. The standard format uses a 7-point scale ranging from 1 (extremely dissatisfied) to 7 (extremely satisfied).

Language Available: English (original), widely translated and adapted for use in numerous international languages.

Population Group: Employees and workers across diverse organizational sectors and hierarchical levels.

Age Group: Typically adult working population (18 years and older).

Population Details: Applicable to both private and public sector employees, suitable for cross-sectional and longitudinal organizational research.

Test Methodology: Respondents are asked to rate their current level of satisfaction with each specific item or job facet listed in the questionnaire.

Keywords

Organizational behavior, Work attitudes, Employee morale, Autonomy, Remuneration, Job security, Construct Validity, Occupational health.

Authors

Author ORCID Identifier: Not specified in source content.

Affiliation Email addresses: Not specified in source content.

Correspondence Address: Not specified in source content.

Permissions & Fee and Test Year

The Warr’s Job Satisfaction Scale was first published in 1979. The original publication detailing the scale and its development can be accessed via the journal article: http://onlinelibrary.wiley.com/doi/10.1111/j.2044-8325.1979.tb00448.x/full. Permissions for large-scale commercial or organizational use should be directed to the publishers of the Journal of Occupational Organizational Psychology.

Reference’s

Warr, P. J., Cook, J., & Wall, T. (1979). Scales for the measurement of some work attitudes and aspects of psychological well-being. Journal of Occupational Organizational Psychology, 52(2), 129-148.

Sevastos, P., Smith, L. & John, L. (1992). Evidence on the reliability and construct validity of Warr ‘ s (1990) well-being and mental health measures. 65(1), 33-49.

Mullarkey, S., Wall, T., Warr, P., Clegg, C.& Stride, C. (1999). Eds. Measures of Job Satisfaction, Mental Health and Job-related Well-being. Sheffield: Inst Work Psychol.

Heritage, B., Pollock, C., Roberts, L. D., (2015). Confirmatory Factor Analysis of Warr, Cook, and Wall’s (1979) Job Satisfaction Scale. Australian Psychologist, 50(2), 122-129.

Items of the Warr’s Job Satisfaction Scale (WJSAT)

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

• The physical work conditions
• The freedom to choose your own method of working
• Your fellow workers
• The recognition you get for good work
• Your immediate boss
• The amount of responsibility you arc given
• Your rate of pay
• The opportunity to use your abilities
• Industrial relations between management and staff
• Your chance of promotion/reclassification
• The way the organization is managed
• The attention to suggestions you make
• Your hours of work
• The amount of variety in your job
• Your job security
• Now‚ taking everything into consideration‚ how do you feel about your job as a whole?

Alternative 10-Item List and Factor Grouping:

1. Freedom to choose your own method of working
2. Amount of variety in your work
3. Physical working conditions
4. Opportunities to use your abilities
5. Your colleagues and fellow workers
6. Recognition you get for good work
7. Your hours of work
8. Your remuneration
9. Amount of responsibility you are given
10. Taking everything into consideration‚ how do you feel about your work?

Factor Groupings (10-Item version):

• Intrinsic: Items 1‚ 2‚ 4‚ 6‚ and 9.
• Extrinsic: Items 3‚ 5‚ 7‚ and 8.

Response Scale:

• 1 = extremely dissatisfied
• 2 = very dissatisfied
• 3 = moderately dissatisfied
• 4 = not sure
• 5 = moderately satisfied
• 6 = very satisfied
• 7 = extremely satisfied