I am currently preparing a thesis proposal for a study of the effect(s) of gender stereotypes and discrimination on aspects of employee well-being. I intend to survey employees on their experiences of gender stereotyping/discrimination and the effect of these experiences on (a) job satisfaction, (b) organizational commitment, (c) turnover intentions, and (d) withdrawal behaviors. Thus, I am interested in investigating the relationship between gender discrimination and the aforementioned occupational outcomes. I have been researching appropriate measures for these constructs but have yet to reach a consensus on what to use.
Through my research I have found many scales that measure sexism, although the majority are mostly-if not entirely-attitudinal measures. Below is the current list of my top choices to measure gender stereotypes, sexism and discrimination (in descending order):
(1) Schedule of Sexist Events
(2) Stigma Consciousness Questionnaire
(3) Ambivalent Sexism Inventory
The Schedule of Sexist Events scale is my top choice currently as it most closely measures actual behavioral instances of experienced discrimination (SSE-Lifetime and SSE-Recent). A limitation of this scale, however, is that it samples women exclusively. If at all possible, I would like to use a measure that allows for a heterogeneous gender sample. Based on others' experience, does anyone have any recommendations for measures to use? Does anyone have any experience with the SSE or SCQ and ASI? Any and all recommendations would be greatly appreciated. I am not trying to determine whether an individual holds sexist beliefs, but rather if and how much an individual has experienced gender discrimination.
Thus far I have chosen the following measures for the remaining variables (but I am open to change):
Job Satisfaction: Job Satisfaction Survey (Spector, 1985).
Organizational Commitment: Organizational Commitment Questionnaire (Mowday, 1979)
Turnover Intentions: Turnover Intention Scale (TIS-6)
Withdrawal Behaviors: N/A
I am comfortable with my choices of the JSS and OCQ. I am, however, uncertain of the TIS-6 and have not been able to find a verified and valid measure for withdrawal behavior. Any suggestions on scales/surveys/questionnaires that would fit these variables would be greatly appreciated.
Thank you for your time and consideration!
Reliability and validity are a must when it comes to choosing a questionnaire. But,in some cases, researcher also consider number of items in order to make sure that total of items are tolerable for the respondent to handle. In my past studies, I adopted Michigian Organisational Assesement Turnover Intention scale to measure TOI. It consisted of only 3-items and the reliability and validity results are good too.
Your research seems the same as my researches that I had published. Maybe you can read my published researched at my website. I wish it is helpful for you
There are a number of multivariate structural models (e.g. Lincoln and Kalleburg 1985, 1990; Halaby and Weakliem 1989; Halaby 1986; Price and Mueller 1986; Mowday et al. 1982) which have been developed to explain employee job satisfaction and organizational attachment (commitment and intent to stay). Most useful for studies of professionals are Lincoln and Kalleburg (1990) and Wallace (1995).
Josh, you might want to take a look at the current developments in the field of organizational commitment. Modway et al.’s Organizational Commitment Questionnaire (OCQ - 1979) focuses on the attitudinal perspective of commitment. If you are interested in other aspects, such as the normative or continuance dimensions of commitment, Meyer & Allens (1990) three-component model might be a suitable approach. However, you might also find the Klein et al (2015) scale handy, as it can be applied to many workplace targets.
Further, when considering commitment in the workplace, you should carefully think about what the commitment target might be (Organization, Supervisor, Team, Career,...) and how that might influence your ideas (e.g., there might be a negative effect of gender stereotyping/discrimination on organizational commitment, but the effect might be even higher for the commitment towards the workgroup where the gender stereotyping/discrimination occurred).
In terms of withdrawal behavior, Podsakoff et al. (2007) might provide you with some references that might be useful for your decision. I haven't worked with that before.
Finally, based on the (still somewhat unclear, but existing) close relationships between the constructs you consider (JS, Commitment, Turnover, withdrawal behavior), I would suggest carefully thinking about the underlying causality and if you really need all those dependent variables. Consider the relationship between stereotyping/discrimination, organizational commitment and Turnover. The effect of stereotyping/discrimination on OC might be significant. But why should - above and beyond this effect - stereotyping/discrimination influence turnover? One could argue that the decrease in OC is responsible for the increase in Turnover (I am not saying it is, yet you should think about those hypotheses carefully, as each construct needs a careful selected place in your conceptual model)
Best of luck!
http://psycnet.apa.org/journals/apl/99/2/222/
http://onlinelibrary.wiley.com/doi/10.1111/j.2044-8325.1990.tb00506.x/abstract
http://psycnet.apa.org/journals/apl/92/2/438/
Three-Component Model file attached. In the same file, you also have the Organizational Questionnaire. Hope it will help you.
I am seriously looking for articles in the area of Motivation leading to job satisfaction faction in health care. Can I get help please
Try Job Descriptive Index (JDI), it measures five facets of job satisfaction which include: work, pay, promotions, supervision, and coworkers. It was originally developed in 1969, by Smith, Kendall, and Hulin.
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