Dolbier Christyn L, Webster Judith A, McCalister Katherine T, Mallon Mark W, Steinhardt Mary A
East Carolina University, Greenville, North Carolina, USA.
Am J Health Promot. 2005 Jan-Feb;19(3):194-8. doi: 10.4278/0890-1171-19.3.194.
To investigate the reliability and validity of a single-item overall job satisfaction measure.
Public agency employees (n = 745) were surveyed regarding job satisfaction, work, personality, and health variables. The single-item measure underwent the following analyses: correction for attenuation formula to estimate minimum reliability; correlations with multiple-item job satisfaction, work, personality, and health measures to determine concurrent validity, construct validity, and specific relevance to health promotion; and logistic regression to determine the predictability of turnover intention.
For the single-item measure the minimum reliability estimate was high, all correlational tests for validity were significant, logistic regression indicated substantial predictability of turnover intention, and correlations with the health measures were significant.
These results are consistent with other studies and support the psychometric properties of this single-item overall job satisfaction measure. Limitations of the study and its implications for worksite health promotion are discussed.
探讨单项总体工作满意度量表的信度和效度。
对公共机构员工（n = 745）进行了关于工作满意度、工作、个性和健康变量的调查。对该单项量表进行了以下分析：采用衰减校正公式估计最低信度；与多项工作满意度、工作、个性和健康量表进行相关性分析，以确定同时效度、结构效度以及与健康促进的特定相关性；进行逻辑回归分析以确定离职意向的可预测性。
对于该单项量表，最低信度估计值较高，所有效度相关性检验均显著，逻辑回归表明离职意向具有较高的可预测性，且与健康量表的相关性显著。
这些结果与其他研究一致，并支持该单项总体工作满意度量表的心理测量特性。讨论了该研究的局限性及其对工作场所健康促进的意义。
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