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- Faceting generates small multiples each showing a different subset of the data. Small multiples are a powerful tool for exploratory data analysis: you can rapidly compare patterns in different parts of the data and see whether they are the same or different.
ggplot2-book.org/facet.htmlggplot2: Elegant Graphics for Data Analysis (3e) - 16 Faceting
This study examines the measurement of job satisfaction with facet scales (multiple-items for one facet) and facet-items (one item for one facet). Facet-items are a cost-effective and fast way to measure job satisfaction in facets, whereas facet scales are more detailed and provide further information.
Aug 30, 2022 · The factors that are most frequently used in the facets scales are 1) pay, 2) relationship with the supervisor, 3) relationship with the colleagues, 4) opportunities for career advancement and...
- Nomological Network For Facet Satisfaction
- Work-Related Affect as A Correlate of All Five FSS Subscales
- Work-Related Cognitions as A Correlate of All Five FSS Subscales
- Global Satisfaction as A Correlate of All Five FSS Subscales
- Correlates of The Satisfaction with Work Itself FSS Subscale
- Correlates of The Satisfaction with Supervision FSS Subscale
- Correlates of The Satisfaction with Coworkers FSS Subscale
- Correlates of The Satisfaction with Pay FSS Subscale
- Correlates of The Satisfaction with Promotional Opportunities FSS Subscale
- Discriminant Validity
To guide our examination of the validity of the FSS, we created a nomological network that depicts hypothesized relationships between each of the five FSS subscales and several external variables (see Table 3). Evidence for the construct validity of a given FSS subscale is present to the extent that the subscale yields a pattern of relationships th...
As we argued in the Introduction section, the FSS appears to primarily assess the affective component of job satisfaction. We thus expect each FSS subscale to yield strong relationships with various work-related emotions, such as feelings of contentment, excitement, and inspiration experienced while at work (see Van Katwyk, Fox, Spector, & Kelloway...
We also expect each FSS subscale to be positively correlated with favorable work-related cognitions—that is, beliefs one holds about his or her current job (e.g., beliefs about whether the job provides opportunities for prestige, personal growth, and job security; see Weiss, Nicholas, & Daus, 1999). This prediction is an extension of the hypothesiz...
We predicted that global job satisfaction will yield positive relationships with each of the FSS facets. In addition to being consistent with past research (e.g., Bowling & Hammond, 2008; Dalal, Bashshur, & Credé, 2011; Ironson, Smith, Brannick, Gibson, & Paul, 1989), this prediction has a strong theoretical basis: Simply put, global satisfaction i...
In addition to displaying convergent validity with the satisfaction with work itself measures of the JDI, JSS, and Faces Scale, the work itself subscale of the FSS is expected to yield positive relationships with intrinsically motivating job characteristics (e.g., autonomy, skill variety; Fried & Ferris, 1987; Hackman & Oldham, 1975, 1980). Job cha...
One obvious predictor of satisfaction with supervision is how well one is treated by his or her direct supervisor. As a result, the nomological network predicts that social support from one’s supervisor (Fenlason & Beehr, 1994; Viswesvaran, Sanchez, & Fisher, 1999) will be positively correlated and that mistreatment from one’s supervisor (Duffy, Ga...
Similar to the predictions for satisfaction with supervision, we predicted that one’s level of satisfaction with coworkers is largely a product of the interpersonal treatment one receives from coworkers. As a result, we predicted that social support from coworkers (Fenlason & Beehr, 1994; Viswesvaran et al., 1999) will be positively correlated and ...
Satisfaction with pay is expected to be related to one’s perceptions of pay administration policies and perceptions of pay fairness (Williams, McDaniel, & Nguyen, 2006). Such predictions are consistent with organizational justice theory (e.g., Colquitt, 2012). Thus, the nomological network predicts that performance-pay contingency (Heneman, Greenbe...
Also based on organizational justice theory (e.g., Colquitt, 2012), satisfaction with promotional opportunities is expected to result from the perceived fairness with which promotions are awarded within one’s organization. We thus predicted that promotion-focused distributive justice and promotion-focused procedural justice (Beehr, Nair, Gudanowski...
When testing construct validity, it is important to show that some variables with little conceptual relationship to satisfaction facets actually do have only weak relationships with them (see Cook, Campbell, & Peracchio, 1990). Thus, we included openness to experience (Costa & McCrae, 1992; Goldberg, 1990; see Study 2) and need for cognition (Cacio...
- Nathan A. Bowling, Stephen H. Wagner, Terry A. Beehr
- 2018
Oct 12, 2018 · With facetting, you can make multi-panel plots and control how the scales of one panel relate to the scales of another. Simple Facet Usage. If you're at all familiar with ggplot2, you'll know the basic structure of a call to the ggplot() function. For an introduction to ggplot2, you can check out our ggplot2 course.
Factor analyses of 75 facet scales from 2 major Big Five inventories, in the Eugene-Springfield community sample ( N 481), produced a 2-factor solution for the 15 facets in each domain. These findings indicate the existence of 2 distinct (but correlated) aspects within each of the Big Five,
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This section will discuss how you can fine-tune facets, particularly the way in which they interact with position scales. There are three types of faceting: facet_null(): a single plot, the default. facet_wrap(): “wraps” a 1d ribbon of panels into 2d. facet_grid(): produces a 2d grid of panels defined by variables which form the rows and ...
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Mar 30, 2021 · Facet scales, which ask workers to report their level of satisfaction with specific aspects of their jobs, include the Minnesota Satisfaction Questionnaire (MSQ; Weiss et al., 1967), the Job Descriptive Index (JDI; Smith et al., 1969), and the Job Satisfaction Scale (JSS; Spector, 1985). The JDI, for instance, which is generally representative ...
