This week, you complete the second part of the Methods Section for your Final Project. This Methods Section will serve as a road map for measuring job satisfaction, organizational commitment, and job involvement. In your role as a consultant for Walden Sports, it is important to select appropriate variables and items to assess and to understand the psychometric properties of the instrument you select to measure those variables.
· Submit Part 2 of your Methods section.
· From the Job Attitudes Survey Codebook document located in this week’s Learning Resources, select three variables that you think will best predict job attitudes at Walden Sports.
|Note: The document contains variables that have not been covered in this course, but research has shown that they predict job attitudes.|
· Explain why you selected the variables you did and provide evidence showing the relationships between these variables and job attitudes (i.e., justify your selections).
· Select an instrument to measure each of the three variables you selected.
· Explain why the instrument you selected is appropriate for measuring the antecedent variables you selected.
· Provide an example item from the scale you selected and describe the scale anchors used to score the instrument.
· Describe the psychometric properties (reliability and validity) of the instrument.
Submit your Assignment by Day 7.
· Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior, 24(5), 491–509. Retrieved from the Walden Library databases.
· Clay-Warner, J., Reynolds, J., & Roman, P. (2005). Organizational justice and job satisfaction: A test of three competing models. Social Justice Research, 18(4),391–409. Retrieved from the Walden Library databases.
· Eisenberger, R., Karagonlar, G., Stinglhamber, F., Neves, P., Becker, T. E., Gonzalez-Morales, M. G., & Steiger-Mueller, M. (2010). Leader-member exchange and affective organizational commitment: The contribution of supervisor’s organizational embodiment. Journal of Applied Psychology, 95(6), 1085–1103. Retrieved from the Walden Library databases.
· Erdogan, B., & Bauer, T. N. (2010). Differentiated leader-member exchanges: The buffering role of justice climate. Journal of Applied Psychology, 95(6), 1104–1120. Retrieved from the Walden Library databases.
· Erdogan, B., & Enders, J. (2007). Support from the top: Supervisors’ perceived organizational support as a moderator of leader-member exchange to satisfaction and performance relationships. Journal of Applied Psychology, 92(2), 321–330. Retrieved from the Walden Library databases.
· Judge, T. A., Piccolo, R. F., Podsakoff, N. P., Shaw, J. C., & Rich, B. L. (2010). The relationship between pay and job satisfaction: A meta-analysis of the literature. Journal of Vocational Behavior, 77(2), 157–167. Retrieved from the Walden Library databases.
· Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. Retrieved from the Walden Library databases.
· Stoner, J. S., & Gallagher, V. C. (2010). Who cares? The role of job involvement in psychological contract violation. Journal of Applied Social Psychology, 40(6), 1490–1514. Retrieved from the Walden Library databases.
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