Study On Employee Job Satisfaction Based On The Faces Scale

Job satisfaction can explain and predict a number of important attitudes and behavior in workplace,and be considered as a hot issue in organizational behavior. Previous measurements of job satisfaction are mostly used in multi-item verbal questionnaire,and this measurement method use Likert scale with a similar response and a similar presentation.The questionnaires are often hundreds of items,so the relationship between the variables is usually polluted by the error of common method.The single-item faces scale of job satisfaction scale is obviously different from the previous questionnaire,because the candidates will be asked in a new and accurate scale to express their beliefs,perception,attitudes and preferences,and thus to interrupt the reaction Stereotypes of test,reaching a common approach to reduce the error of common method.In this study,the faces scale of job satisfaction was prepared to inspect the psychometric index,and the relationship between job satisfaction,job performance and turnover intention.In other words,the turnover intention was played a moderator.Study 1:In accordance with the relevant foreign faces scale of job satisfaction. opened scales and deep talk,the faces scale was determined.534 domestic employees were tested by this questionnaire.The results show that the faces scale's internal consistency coefficient was 0.764,the reliability and validity were met psychometric requirements.Finally,the demographic characteristics of variable analysis showed that there was a significant difference in job satisfaction between gender,marital status,age, educational level,operating post and the nature of firms.Study 2:Based on the same participants,first of all,the relationship was checked between job satisfaction,work performance and turnover intention.The recession analysis showed that job satisfaction and work performance has a significant role in the prediction of turnover intention.The moderator was checked,and the results show that the work performance has a significant moderating effect.That is to say,the high work-performance employee has a low turnover intention,and the low work-performance employee has a high turnover intention,with job satisfaction at the same premise.Current limitations and future research orientation were also discussed at the end of the paper.