Measure of Job Satisfaction [MJS-41]

Scale Description and Analysis

The Measure of Job Satisfaction (MJS) was developed in 1993 by Traynor and Wade as an instrument for assessing job satisfaction, with particular application among nursing professionals.

Job satisfaction represents an important component of nurses’ professional experience and, according to the available source material, is associated with their intention to remain in and be retained within the nursing workforce.

The scale provides a multidimensional assessment of different aspects of the working experience and can contribute to a better understanding of the factors associated with professional satisfaction and dissatisfaction.

Objective

The primary objective of the MJS is to assess nurses’ perceptions of their work and the extent to which their professional experience provides them with job satisfaction.

According to the available document, the questions are organized into six subscales:

Personal Satisfaction: assesses the individual’s personal sense of satisfaction derived from work.

Workload: examines perceptions regarding workload, job demands, and the pressures associated with professional responsibilities.

Professional Support: concerns the support experienced by individuals within their professional environment.

Pay: assesses satisfaction with financial compensation.

Prospects: concerns perceptions of professional opportunities and career development.

Training: relates to training and the corresponding professional learning and development opportunities.

Together, these dimensions provide a broader representation of the different factors that may contribute to overall job satisfaction.

Scoring

According to the available document, participants respond to 38 questions concerning their working conditions and professional experience.

Responses are provided using a 5-point Likert scale, ranging from:

1 = Very dissatisfied

to

5 = Very satisfied

The total score is calculated by summing the scores assigned to the individual items. For the 38-item version described in the source document, total scores range from 38 to 190.

Higher scores indicate greater job satisfaction, whereas lower scores indicate greater dissatisfaction with the individual’s work.

Statistical Analysis

For research purposes, descriptive statistics such as the mean, standard deviation, median, and score range may be calculated for the overall score and, where the appropriate scoring key is available, for the individual subscales.

The internal consistency of the instrument may be examined using Cronbach’s alpha, while MJS scores can be analyzed in relation to relevant occupational or demographic variables.

Depending on the research design, group comparisons, correlation analyses, and regression models may also be used to investigate factors associated with higher or lower levels of job satisfaction.

Validity and Reliability

According to the available material, the MJS has been adapted into Greek by M. Lambraki, K. Vlasiadis, G. Paterakis, and A. Filalithis, using an independent back-translation procedure.

The Greek adaptation is reported to demonstrate high internal consistency, with a Cronbach’s alpha coefficient of 0.93, supporting the reliability of the scores within the context in which the adaptation was evaluated.

The source document also refers to relationships involving educational level, expectations at the beginning of nursing education, workload, stress, prolonged pressure, and occupational burnout.

Applications

The MJS can be used in research and professional settings within nursing to systematically investigate job satisfaction.

Analysis of its individual dimensions can contribute to identifying aspects of the working environment that are associated with greater satisfaction or dissatisfaction among nursing professionals.

The results may also provide useful information for investigating issues related to nursing staff retention, workload, professional support, career prospects, and occupational burnout.

Note on the Number of Items

The available document contains an important inconsistency regarding the number of items. The title identifies the instrument as MJS-41, whereas the scoring section explicitly states that participants respond to 38 questions, producing a total score ranging from 38 to 190.

Therefore, the scoring information presented here follows the 38-item version described in the source document. The relationship between this version and the “MJS-41” designation cannot be established from the provided material alone and would require additional documentation.

References

Traynor, M., & Wade, B. (1993). Measure of Job Satisfaction (MJS).

Greek adaptation: M. Lambraki, K. Vlasiadis, G. Paterakis, & A. Filalithis.