Analysis

The Job Demands and Decision Latitude Scale (JDDLS) assesses two key work dimensions: Job Demands – Includes pressures and burdens associated with work, such as time constraints, work intensity, and task complexity. Decision Latitude – Refers to the degree of autonomy employees have in making decisions about how they perform their tasks and manage their work. This scale is based on Karasek’s Job Demand-Control Model, which examines the interaction between job demands and decision-making autonomy in the workplace.

Objective

The goal of the scale is to evaluate how job demands and decision latitude impact employee well-being and performance.

Calibration

The scale is measured using statements categorized into the two work dimensions, rated on a Likert scale (e.g., 1 = Strongly Disagree to 5 = Strongly Agree). The total scores for each dimension are compared to assess the interaction between job demands and decision latitude.

References

Karasek, R. A. (1979). Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign. Administrative Science Quarterly, 24(2), 285-308.
Karasek, R. A., & Theorell, T. (1990). Healthy Work: Stress, Productivity, and the Reconstruction of Working Life. Basic Books.
Johnson, J. V., & Hall, E. M. (1988). Job Strain, Workplace Social Support, and Cardiovascular Disease: A Cross-sectional Study of a Random Sample of the Swedish Working Population. American Journal of Public Health, 78(10), 1336-1342.
de Lange, A. H., Taris, T. W., Kompier, M. A. J., Houtman, I. L. D., & Bongers, P. M. (2003). The Relationships Between Work Strain, Personal Strain, and Work Outcomes: A Review of Longitudinal Studies. Occupational and Environmental Medicine, 60(1), 55-64.
Van Der Doef, M., & Maes, S. (1999). The Job Demand-Control (Support) Model: A Review of Theoretical and Empirical Issues. Work & Stress, 13(2), 83-105.