When using a Likert scale to assess job satisfaction, an employee might be asked, “How satisfied are you with your job today?” The possible responses could range from “Very satisfied” and “Somewhat satisfied” to “Neither satisfied, nor dissatisfied,” “Somewhat dissatisfied,” and “Very dissatisfied.”

Example of a Likert Scale Response for Job Satisfaction

A Likert scale is a common rating tool used in job satisfaction questionnaires. It typically presents five possible responses to a question or statement, allowing an employee to express the intensity of their agreement or feelings on a positive-to-negative spectrum.

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The primary method for assessing job satisfaction involves employees completing questionnaires. These surveys can vary in complexity, from a single direct question to a comprehensive set of questions designed to pinpoint specific reasons for satisfaction or dissatisfaction. The design of these questionnaires can be tailored for a particular job or be general enough to apply to any position.

Job Satisfaction Questionnaires

Spielman, R. M., Jenkins, W. J., & Lovett, M. D. (2020, April 22). Psychology (2nd ed.). OpenStax. https://openstax.org/books/psychology-2e/pages/1-introduction

OpenStax Psychology (2nd ed.) Textbook

Likert Scale in Job Satisfaction Measurement

The Federal Employee Viewpoint Survey is a tool used to assess job satisfaction within the U.S. federal government. The overall job satisfaction score is derived from the data collected through three particular questions on this survey.

Federal Employee Viewpoint Survey

A small tech company has recently experienced an unexpected increase in employee turnover. The leadership team wants to understand the specific reasons for this trend. They are considering two methods to measure job satisfaction: 

1. A single, company-wide poll asking: 'On a scale of 1-10, how satisfied are you with your job?'
2. An anonymous, multi-question survey that includes sections on compensation, work-life balance, management effectiveness, and career development opportunities.

Which of these two methods would be more effective for diagnosing the root cause of the company's turnover problem? Justify your answer by comparing the type of information each method would provide.

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