| abstract |
The thesis explores the sampling bias in organizational psychology and how it has led to underdeveloped conclusions on human behavior in regards to job satisfaction.
Through evaluating the history of job satisfaction as well as its definitions and methods of measurement, the thesis provides an in depth analysis of job satisfaction
as a concept in regards to its origins and advancements. This history is then used in order to show how a sampling bias of workers in Western countries and executive
positions, make up the theories and phenomena's that we have been able to conclude about job satisfaction today. Thus an evaluation of how different countries and
cultures interpret measurements of jobs satisfaction, in this case, the JDI, is used in order to show why Non-Western countries such as Jordan present unique cases
that may not apply to the theories that organizational psychology has concluded in the past. Two-rounds of back translation are conducted where the JDI is translated
from English to Arabic and back to English in order to provide insight on how this validated measurement of job satisfaction can be misinterpreted by a Jordanian
audience. The thesis then concludes with a solid starting point for researching job satisfaction in Jordan. Where the addition of a Jordanian sample can help
build the bridge between the existing limited theories and those that can be validly tested to do so now. Therefore, the aforementioned sampling biases can be
amended to include a more global and accurate representation of the workforce.
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