Analysis

The Job Cognitions Scale (JCS) measures employees’ cognitive perceptions and attitudes about their work. These perceptions include how employees understand and interpret different aspects of their job, such as: Job demands, Fair distribution of resources and responsibilities, The perceived value and impact of their work
This scale helps in understanding employees’ mindset and how it influences their attitude and performance at work.

Objective

The goal of the scale is to evaluate employees’ cognitive beliefs about their job, including: Personal meaning of work, Fairness in task and resource allocation, Perceived effectiveness and impact of their role.

Calibration

The scale consists of questions or statements related to job-related cognitive perceptions. Participants respond using a Likert scale (e.g., 1 = Strongly Disagree to 5 = Strongly Agree).

References

Brown, M. E., & Trevino, L. K. (2006). Ethical Leadership: A Review and Future Directions. The Leadership Quarterly, 17(6), 595-616.
Hakanen, J. J., Bakker, A. B., & Schaufeli, W. B. (2006). Burnout and Work Engagement Among Teachers. Journal of School Psychology, 43(6), 495-513.
Judge, T. A., & Bono, J. E. (2001). Relationship of Core Self-Evaluations Traits—Self-Esteem, Generalized Self-Efficacy, Locus of Control, and Emotional Stability—with Job Satisfaction and Job Performance: A Meta-Analysis. Journal of Applied Psychology, 86(1), 80-92.
Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality Measures as Predictors of Job Performance: A Meta-Analytic Review. Personnel Psychology, 44(4), 703-742.
Van Vianen, A. E. M., & De Pater, I. E. (2007). Personality and Work Behavior: The Role of Personality and Perceptions of the Work Environment. Journal of Applied Psychology, 92(4), 1050-1061.