To evaluate the cultural aspect of Walden Sports, one of the crucial issues is to understand the key attitudes of every employee. These job attitudes comprise job satisfaction, organizational commitment, and job involvement, which are crucial to employees’ engagement and productivity (Chen, 2019). Job satisfaction implies employees’ contentment with job-related dimensions such as tasks, relationships, and chances of promotion (Mendoza, 2019). The concept of organizational commitment means employees’ commitment and loyalty to the organization, which in turn affects their readiness to give their best and their willingness to stick with the organization. Job involvement deals with how deeply employees engage their feelings and cognition in order to get involved in work tasks and organizational goals.
One of the tools that I propose for evaluating job satisfaction at Walden Sports is the Job Descriptive Index. JDI evaluates the level of job satisfaction by assessing the satisfaction with work tasks, supervision, coworkers, promotion, and overall satisfaction (Ćulibrk et al., 2018). It has been demonstrated to be accurate and valid in multiple environments and, thus, can be used to assess job satisfaction in Walden Sports (Nadim et al., 2019). JDI will profoundly assess the current and existing employee satisfaction issues for the company as well as areas that require development or shift. Along with this, the presentation rules of JDI include industry standards and benchmarks as well as the monitoring of the long-term satisfaction level, which can be used for comparison.
Besides that, I suggest using the Organizational Commitment Questionnaire as another means to measure organizational commitment. The OCQ examines the employees’ effectiveness, continuance, and normative commitment to the organization (Ćulibrk et al., 2018). It has been widely used, and it possesses excellent psychometric characteristics, such as reliability and validity (Boles et al., 2003). By means of the OCQ, Walden Sports will be able to measure the depth of employees’ feelings, what they see as the costs of leaving and the intensity of their commitment to their organization. This information will help determine the different ways to strengthen employees’ commitment to the organization and, hence, reduce turnover intentions.
For the measurement of job involvement, I propose using the Job Involvement Scale. JIS measures psychological identification and encouragement of the staff through their work-related goals and organizational objectives (Nadim et al., 2019). It has been verified in the market and various cultural contexts, with psychometric properties supporting the rise (Ćulibrk et al., 2018). By means of the JIS implementation, Walden Sports shall find a way to measure the workers’ attitude and involvement level in their job roles. This will enable the organization to develop an atmosphere of engagement and empowerment in which employees will experience higher performance and satisfaction.
These choices are rational because they have been found to be reliable, valid, and suitable for the measurement of job attitudes. These instruments are major measurement tools in organizational study and have demonstrated their reliability in getting at the constructs (Demir, 2020). The organization is able to acquire this factual and actionable data to attain the objectives of increasing staff satisfaction and involvement through the use of these tools. Moreover, such assessments with these measures can be benchmarked with other industrial standards and track the trends in job attitudes over a period of time. Altogether, these measures will provide a reliable and scientific approach to analyzing workers’ attitudes within the organization. Also, the goals of Walden Sports will be achieved by having a positive environment for the workforce and increasing productivity.
The psychometric properties of the JDI allow it to be used as a measure of job satisfaction with a great deal of reliability and validity. Multiple studies have revealed considerable connections among JDI measure scales, and they have also maintained the same results throughout time (Nadim et al., 2019). In addition, the JDI has been proven to be valid by the fact that it distinguishes between satisfied and dissatisfied employees based on their answers to the questionnaire (Lok et al., 2019). Besides, OCQ shows satisfactory psychometric properties like high internal consistency and discriminant validity (Ćulibrk et al., 2018). The JIS is recognized to have high validity and reliability, which suggests that it can be used to measure job involvement in different work environments.
Ultimately, the JDI, the OCQ, and the JIS turn out to be reliable and valid methods of measuring Walden Sports employees’ attitudes towards work. These techniques have certainly passed through rough validation and proved their psychometric properties over and over again in different organizational settings (Boles et al., 2003). In this way, Walden Sports will secure the reliability of the data gathered about job satisfaction, organizational commitment, and job involvement. The full-scale psychometric evaluations of these instruments, in many terms, will guarantee that they are reliable in accurately revealing the attitudes and perceptions of employees. Therefore, these measurement tools are in accordance with the best research practices in organizational fields and will allow managers to make governance decisions based on available evidence.
Additionally, a separate diagnostic survey will include plotting explicit items to investigate the reason for the responses at Walden Sports. For instance, the extra items would be about things like work-life balance, effective communication, and career development options (Lok et al., 2019). Items scores will be achieved using Likert scales or suitable methods to evaluate employees’ evaluations and experiences. By undertaking these items, Walden Sports can single out a few notable areas that need to be improved and build specific approaches for meeting the unique needs of its staff members. All in all, the comprehensive surveyed approach outlined will provide Walden Sports with a set of meaningful metrics and employee climate data, and it is also going to help with the interventions aimed at heightening the satisfaction, commitment, and involvement level of the workers.
References
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