MEASUREMENT OF CONCEPTS (CONTINUED):Operationalization

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Research Methods STA630

Lesson 16

MEASUREMENT OF CONCEPTS (CONTINUED)

b. Operationalization

Operationalization is the process of linking the conceptual definition to a specific set of measurement

techniques or procedures. It links the language of theory with the language of empirical measures.

Theory is full of abstract concepts, assumptions, relationships, definitions, and causality. Empirical

measures describe how people concretely measure specific variables. They refer to specific operations

or things people use to indicate the presence of a construct that exists in observable reality.

Operationalization is done by looking at the behavioral dimensions, facets, or properties denoted by the

concept. These are then translated into observable elements so as to develop an index of measurement of

the concept. Operationally defining a concept involves a series of steps. Here is an example.

Operational definition: Dimensions and Elements

an example

Let us try to operationally define job satisfaction, a concept of interest to educators, managers, and

students alike. What behavioral dimensions or facets or characteristics would we expect to find in

people with high job satisfaction? Let us first of all have a conceptual definition of job satisfaction. We

can start it like this:

Employees' feelings toward their job.

Degree of satisfaction that individuals obtain from various roles they play in an organization.

A pleasurable or positive emotional feeling resulting from the appraisal of one's job or job

experience.

Employee's perception of how well the job provides those things (`some things') that are

important. These things are the dimensions of job satisfaction.

Dimensions of job satisfaction: For measuring job satisfaction it is appropriate to look at this concept

from different angles relating with work. While employed in an organization the workers might be

looking for many "things." Each of these things may be considered as a dimension; a person may be

highly satisfied on one dimension and may be least satisfied on the other one. Those things that have

usually been considered important at the place of work can be:

The work itself.

Pay/fringe benefits.

Promotion opportunities.

Supervision.

Coworkers.

Working conditions.

On each dimension the researcher has to develop logical arguments showing how this particular aspect

(thing) relating to a worker's job is important whereby it has a bearing on his/her job satisfaction.

Elements of job satisfaction: It means breaking each dimension further into actual patterns of behavior

that would be exhibited through the perception of the workers in an organization. Here again the

researcher shall develop logical rationale for using a particular element for measuring a specific

dimension. For example let us look at each dimension and some of the corresponding elements:

Work itself: Elements

Opportunities to learn, sense of accomplishment, challenging work,

routine work.

Pay/fringe benefits: Elements

Pay according to qualifications, comparison with other

organizations, annual increments, and availability of bonuses, old age benefits, insurance

benefits, and other allowances.

Promotion opportunities: Elements

Mobility policy, equitable, dead end job.

Research Methods STA630

Supervision: Elements Employee centered employee participation in decisions.

Coworkers: Elements Primary group relations, supportive attitude, level of cohesiveness.

Working conditions: Elements

Lighting arrangements, temperature, cleanliness, building

security, hygienic conditions, first aid facility, availability of canteen, availability of toilet

facilities, availability of place for prayer.

On each element ask question (s), make statements. Look into the scalability of questions. The

responses can be put on a scale indicating from high satisfaction to least satisfaction. In many cases the

responses are put on a five point scale (usually called Likert scale).

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