Job Descriptive Index
Job Descriptive Index (JDI) · Also known as: JDI, Smith Kendall Hulin Scale, Job Satisfaction Scale
The Job Descriptive Index (JDI) is a comprehensive self-report measure of job satisfaction across five distinct dimensions: work, supervision, coworkers, pay, and promotions. Developed by Smith, Kendall, and Hulin in 1969, it has become one of the most widely used and empirically validated job satisfaction instruments in organizational research. The JDI is prized for its multidimensional structure and strong psychometric properties.
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When to use it
Use the JDI in organizational engagement surveys, employee exit interviews, job design research, and management studies examining the antecedents of satisfaction or turnover. The multidimensional structure makes it particularly valuable when detailed diagnostic information is needed about specific sources of dissatisfaction. Also useful in longitudinal research tracking satisfaction changes over time or following organizational interventions.
Strengths & limitations
- Comprehensive multidimensional structure: five distinct facets enable precise diagnosis of satisfaction drivers.
- Strong empirical foundation: over 50 years of research documenting predictive validity for retention, absenteeism, and performance.
- Excellent internal consistency (Cronbach α = 0.80–0.88 per subscale) and test-retest reliability over months.
- Occupational norm data available for 100+ occupations, enabling meaningful benchmark comparisons.
- Both full (72-item) and abbreviated (36-item) versions available, enabling flexible deployment.
- Length: the original 72-item JDI is lengthy relative to modern brief instruments, increasing respondent burden in high-volume surveys.
- Dated language and contexts in items may feel outdated to contemporary workers (e.g., references to 'clerical work' or 'factory conditions').
- The three-point Y/N/? response format is unconventional and may confuse respondents familiar with Likert scales.
- Does not measure overall job satisfaction or affective commitment directly—it measures facet satisfaction, which may not aggregate simply to overall contentment.
Frequently asked
What is the difference between the original JDI and the JDI-R?
The original JDI (72 items) uses psychometric language from 1969; the JDI-R (36 items) is a shortened, modernized version with updated language. Both measure the same five constructs. The JDI-R is recommended for new research; however, historical JDI norm data are extensive, so some longitudinal studies continue using the original to maintain comparability.
How should I interpret a situation where someone rates high Work and Supervision but low Pay?
This pattern indicates intrinsic motivation (enjoying the work and supervisor relationship) combined with extrinsic dissatisfaction (compensation concerns). Target interventions at pay equity review or transparent promotion pathways. The high work and supervision scores suggest strong retention potential if compensation issues are addressed.
Can the JDI predict whether someone will quit?
JDI satisfaction (particularly low Work and Pay subscales) correlates with turnover risk, but it is not a strong sole predictor. Combine JDI with tenure, job market conditions, and external opportunity data for better prediction. An employee with moderate JDI and long tenure may be less at-risk than one with low JDI and short tenure in a tight labor market.
Are the Y/N/? response options always used, or can I adapt them to Likert scales?
The Y/N/? format is designed into the JDI's psychometric structure; changing it to Likert scales invalidates comparability to published norms and research. If you require Likert-scale convenience, consider a brief modern satisfaction instrument instead. The JDI-R is more efficient than the original while maintaining the intended format.
Is the JDI copyrighted, and how do I access it?
The JDI is copyrighted by Bowling Green State University. Access and administration rights are controlled by the JDI publisher. For research and educational use, obtain authorization through the official JDI website. Commercial consulting use requires licensing.
Sources
- Smith, P. C., Kendall, L. M., & Hulin, C. L. (1969). The measurement of satisfaction in work and retirement: A strategy for the study of attitudes. Rand McNally. ISBN: 978-0528614110
- Balzer, W. K., Kihm, J. A., Smith, P. C., Irwin, J. L., Bachiochi, P. D., Robie, C., ... & Parra, L. F. (1997). Users' manual for the Job Descriptive Index (JDI) and the Job in General (JIG) Scales. Bowling Green State University. link ↗
- Brodsky, A., Donovan, L. A., & Farh, J. L. (2011). A review of the Job Descriptive Index: A review of literature 2009-2011. In Handbook of employee satisfaction. Springer. link ↗
How to cite this page
ScholarGate. (2026, June 3). Job Descriptive Index (JDI). ScholarGate. https://scholargate.app/en/organizational-behavior/job-descriptive-index
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