Questionnaires

WFC, FWC, Role Stressor, Job Satisfaction, TOI, Intention to Stay, Burnout, Job performance

Submitted By: Waqas Nazir

[Pick the date]

Time Based

Strain Based

WFC

Turnover Intention

Behavior Based

Intention to Stay
Time Based

Strain Based

FWC

Job Satisfaction

Behavior Based

Job Performance

Role Conflict

Role Ambiguity Work overload

Role Stressors

Burn out

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1. WFC:
Work-to -life conflict and lifeto-work conflict by Netemeyer, Boles & McMurrian (1996) 5 Likert scale Work and family are two important domains in a persons life. The experiences in one domain can affect the experiences and behaviors in the other domain, and vice versa. Thinking about your work and family lives, please enter the number which best indicates how you feel using the scale below. 1 = strongly disagree 4 agree 2 = disagree 5 = strongly agree 3 = neither agree or disagree C1. The demands of my job interfere with my home and family life._________ C2. The amount of time my job takes up makes it difficult to fulfil family responsibilities._________ C3. Things I want to do at home do not get done because of the demands my job puts on me._________ C4. My job produces strain that makes it difficult to fulfil family duties._________ C5. Due to work-related duties, I have to make changes to my plans for family activities._________

Carlson, Kacmar and Williams (2000) 1. Strong Disagree 2. Disagree 3. Somewhat Disagree 4. Neutral 5.Somewhat Agree 6. Agree 7. Strongly Agree 4) The time I spend on family responsibilities often interfere with my work responsibilities. 5) The time I spend with my family often causes me to not spend time in activities at work that could be helpful to my career. 6) I have to miss work activities due to the amount of time I must spend on family responsibilities. 10) Due to stress at home, I am often preoccupied with family matters at work. 11) Because I am often stressed from family responsibilities, I have a hard time concentrating on my work. 12) Tension and anxiety from my family life often weakens my ability to do my job.

13) The problem-solving behaviors I use in my job are not effective in resolving problems at home.
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14) Behavior that is effective and necessary for me at work would be counter-productive at home. 15) The behaviors I perform that make me effective at work do not help me to be a better parent and spouse. 16) The behaviors that work for me at home do not seem to be effective at work. 17) Behavior that is effective and necessary for me at home would be counter-productive at work. 18) The problem solving behavior that works for me at home does not seem to be as useful at work. Carlson, Kacmar, & Williams (2000). Time-based Work-to-family Conflict 1. My work keeps me from my family activities more than I would like. 2. The time I must devote to my job keeps me from participating equally in household responsibilities and activities. 3. I have to miss family activities due to the amount of time I must spend on work responsibilities. Strain-based Work-to-family Conflict 1. When I get home from work I am often too frazzled to participate in family activities/responsibilities. 2. I am often so emotionally drained when I get home from work that it prevents me from contributing to my family. 3. Due to all the pressures at work, sometimes when I come home I am too stressed to do the things I enjoy.

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Work family conflict was measured by a scale consisting of eight, items developed by Kopelman, Greenhaus and Connolly (1983), and four additional items

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2. FWC:
Lifeto-work conflict by Netemeyer, Boles & McMurrian (1996) 5 Likert scale C6. The demands of my family or spouse/partner interfere with work-related activities._________ C7 I have to put off doing things at work because of demands on my time at home._________ C8. Things I want to do at work dont get done because of the demands of my family._________ C9. My home life interferes with my responsibilities at work such as getting to work on time, accomplishing daily tasks, and working overtime. _______ C10. Family-related strain interferes with my ability to perform job-related duties ________ Family-work conflict item was derived from a measure developed by Bond, Galinsky, and Swanberg (1998). In the past 12 months, how often have your children and/or adult dependent care responsibilities kept you from doing as good a job at work as you would like? Never Rarely Sometimes Often Always Family Work Conflict ( Kopelman, Greenhaus & Connely ,1983).

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Work-family conflict was assessed with six items adapted from Carlson, Kacmar, and Williams (2000) by Matthews, Kath, and Barnes-Farrell (2010b) (see Appendix D). 5-point scale (1 = strongly disagree, to 5 = strongly agree) WORK-FAMILY CONFLICT MEASURE

Family-to-Work Conflict 1. I have to miss work activities due to the amount of time I must spend on family responsibilities. 2. Because I am often stressed from family responsibilities, I have a hard time concentrating on my work. 3. Behavior that is effective and necessary for me at home would be counterproductive at work. Scale 1 = Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly Agree

3. Role Stressors:
Work overload: Bolino & Turnley (2005) Work Demand The following items refer to the amount of work you are expected to do as part of your daily activities. Please enter the number that indicates your feelings to each question. 1 = strongly disagree 4 = agree 2 = disagree 5 = strongly agree 3 = neither agree or disagree D1. The amount of work I am expected do is too great. ________ D2. I never seem to have enough time to get everything done at work._________ D3. It often seems like I have too much work for one person to do._________ Job Related Tension Index (Kahn et al., 1964) RO1 I find that I have extra work beyond what should normally be expected RO2 I feel under pressure from others to improve the quality of my work RO3 the performance standards on my job are too high RO4 I have too many responsibilities in my job

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job stress which was adapted from United States National Institute of occupational safety and health (NIOSH) consequently used by Caplan et al (1975), Shahu and Gole (2008) and Ehsan et al. (2009).

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Role ambiguity was measured from Singh, Verbeke, and Rhoads (1996). Role conflict was measured using three items from Singh (2000) and Babin and Boles (1998). Role overload was measured with three items from Beehr, Walsh, and Taber (1976) Job Demands ( = .65) Role Ambiguity ( = .65) 1. Clear goals/objectives exist for my job (R) 2. I know exactly what is expected of me (R) 3. I know how my performance is going to be evaluated (R) Role Conflict ( = .51) 1. I find myself trying to meet conflicting demands of various departments 2. I have to deal with or satisfy too many different people 3. I sometimes have to bend a rule or policy in order to carry out my job Role Overload ( = .64) 1. I am given enough time to do what is expected of me on the job (R) 2. The performance standards on my job are too high 3. It often seems like I have too much work for one person to do Role conflict, by Rizzo et al. (1970) 1. I receive incompatible requests from two or more people. 2. I do things that are apt to be accepted by one person and not accepted by another. 3. I get an assignment without adequate resources and materials to execute it. 7 Likert scale [ ] I do not feel certain about how much authority I have [ ] I do not have clear, planned goals and objectives for my job [ ] I know that I have not divided my time properly [ ] I do not know my responsibilities at work are [ ] I do not know exactly what is expected of me [ ] The explanation for my assignment is not clear of what has to be done [ ] I have to do things that should be done differently [ ] I often receive assignments without the manpower to complete it [ ] I often have to go around a rule or policy in order to carry out an assignment [ ] I work with two or more groups who operate quite differently [ ] I receive incompatible requests from two or more people [ ] I do things that are apt to be accepted by one and not accepted by others [ ] I receive an assignment without adequate resources and materials to execute it [ ] At work, I often work on unnecessary things Role ambiguity, by Rizzo et al. (1970) 1. I feel certain about how much authority I have. 2. I know that I have divided my time properly. 3. I receive an assignment without the manpower to complete it

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Kahn et al., 1964; Mohrman et al ., 1978) Role ambiguity 1. Feeling that you have too little authority to carry out the responsibilities assigned to you 2. Lack of clarity of job description and responsibilities 3. Lack of information needed to carry out your job 4. Thinking that the amount of work you have to do may interfere with how well it gets done 5. Not knowing just what the people you work with expect of you Role overload 6. Feeling that you dont have enough time to do everything that others ask you 7. Feeling that you dont seem to have enough time to get things done 8. Feeling unable to influence your immediate superiors decisions and actions that affect you (Folkman & Lazarus, 1980; Hobbs, 1985; Dewe, 1987; Lawrence & Lawrence, 1988; Scalzi, 1988). The items are listed in Appendix 2 Strategies used to reduce role stress: Factor 1 1. Ask advice from peers/colleagues 2. Develop a plan of action and follow it 3. Clarify my responsibility in relation to the problem 4. Use personal strategies like exercise or recreational activity 5. Stand my ground and fight for what I want Factor 2 6. Keep my feelings to myself 7. Accept sympathy and understanding from someone 8. Wait to see if the problem resolves itself and conform to what is expected Factor 3 9. Conform to others expectations of me 10. Try to forget the whole thing Factor 4 11. Try to make myself feel better by eating, drinking and using drugs Role conflict can be measured with a scale from the research of Gonzlez-Roma & Lloret (1998) - I have to do things that should be done differently. - I have to break a rule or policy to carry out an assignment. - I receive assignments without the manpower to complete it. - I work with two or more groups who work quite differently. - I work on unnecessary things.

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Stress and workload were measured with the help of Holmes and Rahe stress scale (1967).

Strain was measured by using a five-item measure, (Carlson, Kacmar, & Williams, 1998).

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4. Job Satisfaction:
ODriscoll & Randall (1999) job satisfaction Section A: Job Satisfaction Job aspect A1 Financial rewards (pay, fringe benefits) ___________ A2 Job security ___________ A3 My workload ___________ A4 Opportunities for promotion/advancement ___________ A5 Relations with my co-workers ___________ A6 The way my boss handles his/her subordinates ___________ A7 Physical working conditions ___________ A8 Variety in my work ___________ A9 The competence of my supervisor ___________ A10 Amount of challenge in my job ___________ A11 Support from others ___________ A12 Opportunities to use my skills and abilities __________ A13 The praise I get from doing a good job __________ A14 Amount of freedom to decide how to do my work __________ A15 The way organizational policies are put into practice __________ A16 My job as a whole __________ By Tate et al. (1997), Firth et al. (2004) and also from Employee Satisfaction Inventory (ESI) by Koustelios and Bagiatis (1997), Tsiglis and Koustelios (2004).

Martin F. Lynch Jr., Robert W. Plant, (2005), - Intrinsic Job Satisfaction 1. Most days I find my job to be extremely satisfying. 2. I often wish I had a different job. (Reverse scored) 3. I feel very positively about my job at [name of hospital].

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- Extrinsic Job Satisfaction 1. I am satisfied with my current level of pay and benefits. 2. [Name of hospital] pays its employees fairly. 3. The salary I receive is adequate to the responsibilities I am expected to fulfill. Job satisfaction (Cammann, Fichman, Jenkins & Klesh, 1983).

Job satisfaction, by Wood et al. (1986) 1. I am satisfied with the freedom I have to do what I want on my job. 2. I am satisfied with the compensation I receive for my job. 3. My superiors provide enough information about my job performance. Job SatisficationQuinn and Staines (1979). Each question and its alternatives are following. OJS1 How are you satisfied with your present work? Completely dissatisfied (1), not too satisfied (2), tolerably sataisfied (3), very satisfied (4). After that, we grouped (1) and (2) together. OJS2 If you can choose your present work or other jobs, which do you choose? This item is arranged on three-point scales: I choose a present work without hesitation, (1); I evaluate carefully, (2); never choose a present work, (3). OJS3 To what extent do you think your present work lives up to your expectation? This item is arranged on three-point scales: closely (1), so-so (2), far below OJS4 If your close friend wants to work your company, what do you suggest to him/her? This item is arranged on three-point scales: strongly recommend (1), hesitate (2), oppose (3). When we treated missing value as explained in section 3, we used one more item measuring turnover intention as follows.

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OJS5. If you can get a job as you wish, which do you choose? This item is arranged on three-point scales: I want to get a current job, (1); I want to leave my job and not to work at all, (2); I want to get another job, (3). Before treating missing value, we grouped (2) and (3) together. Work Satisfaction Hackman & Oldham (1975) 5 and 7 Likert scale 1. Generally speaking, I am very happy with my work. 2. I frequently think of leaving this job (Reversed scored) 3. I am generally satisfied with the kind of work I do in my job 4. Your work environment is pleasant. Job satisfaction was measured by using a 10-item scale that was adopted from the Minnesota satisfaction questionnaire or MSQ (Weiss, et al., 1976).

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5. Turnover Intention:
ODriscoll & Beehrs (1994) Turnover Intentions Scale Section G: Feelings about your Current Job In this section I would like to ask you how you feel about your present job, compared with alternative jobs that that you may be interested in or able to obtain. Please place a cross [X] on one of the spaces underneath each question to indicate how you feel. G1. Thoughts about quitting my job cross my mind. :_____: :_____: :_____: :_____: :_____: _____: Strongly Rarely Sometimes Often Very All the disagree often time G2. I plan to look for a new job within the next 12 months. :_____: :_____ : :_____: :_____: :_____: :_____: Strongly Moderately Slightly Slightly Moderately Strongly Disagree disagree disagree agree agree agree G3. How likely is it that, over the next year, you will actively look for a new job outside of this firm? Intent to leave by Weisberg (1994) and Meyer et al., (2004) How frequently did you consider transferring to some other job? How frequently did you consider changing the job itself? How frequently did you consider wanting to renegotiate responsibilities? How frequently did you consider threatening to leave? Turnover intentions Boshoff and Allen (2000), Singh, Verbeke, and Rhoads (1996), and Babin and Boles (1998). 5-point scales ranging from 5 = strongly agree to 1 = strongly disagree. Turnover Intentions ( = .83) 1. I will probably be looking for another job soon 2. I often think about quitting 3. I will quit this job sometime in the next year 4. It would not take too much to make me resign from this bank Adapted and modified from Mitchel (1981). 1. Strong Disagree 2. Disagree 3. Somewhat Disagree 4. Neutral 5. Somewhat Agree 6. Agree 7. Strongly Agree [ ] As far as I can see ahead, I do not intend to stay with the current organization [ ] It is not very important for me to spend my career in the current organization [ ] I do not plan to be with my current organization Five Years from Now.

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Turnover intention, by Bluedorn (1982) 1. I am thinking about quitting my line of work. 2. I often think about quitting my present line of work. 3. I am constantly searching for a better alternative 4. I am actively seeking an alternative work role. TOI (Hendrix, Nestor, & Troxler, 1985; and Watanabe, 1994). Five-point Likert scales anchored: strongly disagree (1), disagree (2), neither (3), agree (4), and strongly agree (5). I intend to leave my organization during the next 12 months. I have searched for an alternative job since I joined this organization. I will change jobs. I am actively seeking another employment opportunity. When we treated missing value as explained in section 3, we used one more item measuring turnover intention below.

Turnover Intention Adapted from Mobley, Horner and Hollingsworth (1978). TI1 I have no intention to leave this bank in 1 2 years. (reverse coded) TI2 I have never thought seriously about leaving this Bank. (reverse coded) TI3 I would prefer to remain with this bank until I reach retirement age. (reverse coded) Turnover intentions Kelloway, Gottlieb, and Barham (1999). 5-point scale (1 = strongly disagree, to 5 = strongly agree).\ 1. I often think of leaving the teaching profession. 2. I am planning to look for a new job unrelated to teaching. 3. I do not plan on being a teacher much longer. 4. I am planning on looking for a new job at a different school. 5. I plan on teaching at my current school next school year. 6. I frequently consider teaching elsewhere. 7. I plan to retire from teaching within the next two years. Scale 1 = Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly Agree Turnover intention will be measured with a scale of Sanders & Roefs (2002) which they adapted from McGee & Ford (1987) - Since my commencement of employment I have thought occasionally about finding other work. - If it is up to me, I will still work at Cehave Pasze in two years. - As soon as I get the opportunity to work for another company, I will take the chance. - Within a short period of time I will search actively for a job at another company.

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6. Intention to stay:
Four-item scale (1 strongly disagree; 5 strongly agree) developed by Seashore et al. (1982). (1) You are very likely to stay in this company for the next five years. (2) For you, this company is the best of all possible organizations to work for. (3) You will not give up this company easily. (4) You seldom hear about or are exposed to jobs outside your company that interest you. Intention to Stay Questionnaire (ISQ) (Riley, 2006: 125-6)

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Dreher & Ash, 1990 5 point Likert scale 1. My job is like a hobby to me. 2. My job is usually interesting enough to keep me from getting bored. 3. It seems that my friends are more interested in their jobs. 4. I consider my job rather unpleasant. 5. I enjoy my work more than my leisure time. 6. I am often bored with my job. 7. I feel fairly well satisfied with my present job. 8. Most of the time, I have to force myself to go to work. 9. I am satisfied with my job for the time being. 10. I feel that my job is no more interesting than others I could get. 11. I definitely dislike my work. 12. I feel that I am happier in my work that most other people. 13. Most days I am enthusiastic about my work. 14. Each day of work seems like it will never end. 15. I like my job better than the average worker does. 16. My job is pretty uninteresting. 17. I find real enjoyment in my work. 18. I am disappointed that I ever took this job.

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7. Organizational Performance:
By Snell & Dean (1992), Boselie et al. (2001), Singh (2004), Laka (2004), Qureshi et al. (2007).
Strongly Disagree1, Disagree 2, Somewhat Disagree 3, Indifferent/Natural 4, Somewhat Agree 5, Agree 6, Strongly Agree 7

01. Quality of our products/services has been improved. 1 2 3 4 5 6 7 02. Development of new products or services is a major activity in our organization. 1 2 3 4 5 6 7 03. Organizational ability to attract employees has improved. 1 2 3 4 5 6 7 04. Ability to retain employees is a major strength of our organization. 1 2 3 4 5 6 7 05. Satisfaction of customers/clients is preferred concern of our organization 1 2 3 4 5 6 7 06. Management and employees are having trustful relationship with each other. 1 2 3 4 5 6 7 07. Market Share of organization has been increased. 1 2 3 4 5 6 7 08. Our company has better standing in the market now, as compared to last 5 years. 1 2 3 4 5 67 09. Organizations shares are improving in the stock exchange. 1 2 3 4 5 6 7 10. My organization sets SMART targets for the employees. 1 2 3 4 5 6 7

8. Burn out:
Burnout which was adapted from Burnout Inventory (MBI) by Maslash and Jackson (1986).

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(Maslach & Jackson, 1981; Appendix E). Questions were answered using a 7-point Likert scale ranging from 0 (never) to 6 (everyday)

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