Dear Rahel, 

You can have a look at the work of Hans de Witte. 

Here are some of his articles that can help you out.

Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction

On the relations among work value orientations, psychological need satisfaction and job outcomes: A self‐determination theory approach

Capturing autonomy, competence, and relatedness at work: Construction and initial validation of the Work‐related Basic Need Satisfaction scale

Should I stay or should I go? Examining longitudinal relations among job resources and work engagement for stayers versus movers

I hope this can help you out. 

Kindest regards,

I use the following:

Job Complexity

Idaszek et al 1988

Instructions:   How accurate are the following statements at describing your job?   PLEASE circle one response for each question. 1-7 point very inaccurate to very accurate scale.

1.  Just doing the work required by the job provides many chances for me to figure out how well I am doing.

2.  This job is one where a lot of people can be affected by how well the work is done.

3.  The job provides me with the chance to completely finish pieces of work I begin.

4.  The job requires me to use a number of complex or high-level skills.

5.  After I finish a job, I know whether I performed well.

6.  The job itself is very significant and important in the broader scheme of things.

7.  The job is arranged so that I can do an entire piece of work from beginning to end.

8.  The job is quite complex and non-repetitive.

9.  The job gives me considerable opportunity for independence.

10.  The job gives me the chance to use my personal initiative and judgment in carrying out the work.

AND

Self-reported Performance

Job performance is important to people and the companies in which they work.  This next section asks you to rate your own performance, for research purposes only.  Please be as accurate as possible; no one will look at your individual answers.  Perhaps thinking about how your supervisor would rate you will help you to objectively think about your performance.

Use the following scale to indicate how often you perform each of the following aspects of your job.

Never  Occasionally   Most of the Time  Almost Always Always

1.  Adequately complete your assigned duties.

2.  Fulfill the responsibilities in your job description.

3.  Perform the tasks that are expected of you.

4.  Meet the formal requirements of your job.

5.  Engage in activities that directly affect your performance evaluation.

6.  Neglect aspects of the job that you are obligated to perform.

7.  Fail to perform essential job duties.

Adapted from:  Williams, L. J., & Anderson, S. E. (1991).  Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors.  Journal of Management, 17, 601-617.

OR

Poor     Below Average      Average   Above Average    Excellent

1.  How would you rate your own work performance?

2.  How would your employer probably rate your work performance?

Robinson, S. L. (1996).  Trust and breach of the psychological contract.  Administrative Science Quarterly, 41, 574-599.

Thank you for your valuable suggestions, i will review the above mentioned articles and works on JC and JP