Analysis

The Job Role Discretion Scale (JRDS) assesses the level of freedom and autonomy employees have in carrying out their work duties. Job discretion refers to the ability to make decisions and adapt work methods without strict rules or rigid procedures.

Objective

The JRDS measures the extent to which employees can exercise personal judgment and take initiative in their job. It evaluates: Decision-making authority, Flexibility in work execution, Ability to modify work processes, Creativity and problem-solving discretion.

Calibration

The scale includes Likert-scale questions (e.g., 1 = Strongly Disagree to 5 = Strongly Agree) focusing on: Freedom in decision-making, Autonomy in work tasks, Opportunities for initiative and innovation.

References

Bakker, A. B., & Demerouti, E. (2007). The Job Demands-Resources Model: State of the Art. Journal of Managerial Psychology, 22(3), 309-328.
Hackman, J. R., & Oldham, G. R. (1975). Development of the Job Diagnostic Survey. Journal of Applied Psychology, 60(2), 159-170.
Jackson, S. E., & Schuler, R. S. (1985). A Meta-Analysis and Conceptual Critique of Research on Role Ambiguity and Role Conflict in Work Settings. Organizational Behavior and Human Performance, 36(1), 16-78.
Morgeson, F. P., & Humphrey, S. E. (2006). The Work Design Questionnaire (WDQ): Developing and Validating a Comprehensive Measure for Assessing Job Design and the Nature of Work. Journal of Applied Psychology, 91(6), 1321-1339.
Spector, P. E. (1986). Perceived Control by Employees: A Meta-Analysis of Studies Concerning Autonomy and Control. Organizational Behavior and Human Decision Processes, 38(1), 26-40.