he Warr Job Satisfaction Scale (JS-15) was developed by Warr in 1979 and focuses primarily on employee satisfaction through two main factors: the intrinsic and extrinsic aspects of a specific job. The scale was created to explore the factors that determine the extent to which an employee feels satisfied with their work. Question Calibration Participants are asked to respond to 15 questions regarding their workplace and working conditions. The scale includes 15 quantitative items rated on a 7-point Likert-type scale, ranging from 1 (Extremely dissatisfied) to 7 (Extremely satisfied). Statistical Analysis The [JS-15] produces an overall score calculated as the sum of all item scores, ranging from 7 to 105. Higher scores indicate greater job satisfaction, whereas lower scores suggest higher dissatisfaction with one’s job. Validity and Reliability The Warr Job Satisfaction Scale has been adapted into the Greek language by B.T. Gregory, S.G. Harris, A.A. Armenakis, and C.L. Shook, following the back-translation procedure to ensure linguistic and conceptual accuracy. Regarding its factorial structure, two alternative models have been proposed — a two-factor solution and a three-factor solution. The two-factor structure, which separates the scale into intrinsic and extrinsic job conditions, is the most commonly used version in current literature. Both subscales demonstrated adequate reliability (Intrinsic JS α = 0.79–0.85; Extrinsic JS α = 0.74–0.78). The alternative three-factor model includes dimensions based on intrinsic and extrinsic job conditions, along with a third factor reflecting employee relationships. Although this third factor showed somewhat lower reliability (Cronbach’s α = 0.58–0.60), all factors maintained acceptable internal consistency comparable to the two-factor model. References The relevant literature includes studies on the psychometric properties, cross-cultural adaptation, and validation of the Warr Job Satisfaction Scale in various contexts. Foundational sources include Warr’s original work (1979) and subsequent adaptations by Gregory, Harris, Armenakis, and Shook, which confirmed the scale’s reliability and factorial validity in different cultural and occupational settings