Job satisfaction is an essential pulse to take about a community’s health. It helps to track the evolution and the current state of the RSEs within their role and to catch any sign of structural or organisational dysfunction that are translated into well-being. There are a lot of different metrics to measure the quality of a job on a personal and psychological level . Several models exist to understand the link between different factors of job satisfaction and turnover intention –. Turnover intention is an important measure that is highly associated with the risk of employees leaving the organisation . Job satisfaction is important in retaining RSEs. Perceived employability provides information on how workers values their own skills in regard of the market. To measure the different attitudes toward the RSE role, we used scales that have been created in , , , . These are Likert scale , which are 5 point ordinal scales graduated from Strongly disagree to Strongly agree. Each scale is composed of several so called items (i.e. questions) that each measure one attitude.
Beside these specific concepts we asked more general question about their satisfaction in their current position and their satisfaction with their career in general with a range of answers from 0 (not at all satisfied) to 10 (completely satisfied).
The specific questions about their job satisfaction reflect, in general, the same opinion as the two more generic questions. However, the granularity helps to identify a couple of issues that would not appears with generic questions:
- Recognition: These questions ask if the RSEs feel that they receive enough information about their work and their performance.
- The turnover intention: These questions aim to measure the desire to quit their current position.
- The perceived employability: This concept is linked to the previous one. People may not have the intention to leave their jobs, not because they like it, but because they fear they are not employable.
- The possibility of progression: This question aims to study the possibility of evolution for the RSEs, if information is available and if they see a possibility of evolution within their current career. This is the only questions that clearly received negative answers.
Questions in this section:
All questions were asked in a Likert scale.
- In general, how satisfied are you with your current position?
- In general, how satisfied are you with your career?
- Do you feel that your contribution to research is recognised by your supervisor/line manager?
- Do you feel that your contribution to research is recognised by the researchers you work with?
- Do you feel that your contribution to research is recognised by your institution?
- How often do you consider leaving your job?
- I would accept another job at the same compensation level if I was offered it
- It would not be very difficult for me to get an equivalent job in a different institution
- My experience is in demand on the labour market
- It is likely that I will gain a promotion within my current group
- The process I have to complete to gain a promotion is clear and understandable
- There are many opportunities within my chosen career plan
- It is likely that my next position will be an Research Software Engineer / Research Software Developer role
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- R. Likert, “A technique for the measurement of attitudes.” vol. 22, no. 140, p. 55.