Date of Graduation

Spring 2021


Master of Science in Psychology



Committee Chair

Donald Fischer


Job satisfaction is one of the most researched topics in industrial-organizational psychology and explicit (self-report) measures are the most common assessment method. However, self-report measures are contaminated by inaccurate self-knowledge and impression management artifacts, which may weaken the predictive validity of the measures. The Implicit Association Test (IAT) might address these limitations because the procedure is based on reaction times in classification tasks. This research developed personalized implicit measures of job satisfaction using IATs and investigated their construct validity in a college sample. The construct validity of the measures was investigated with a multitrait-multimethod design. Results indicated problems with some psychometric properties for some measures, while confirmatory factor analyses provided some evidence supporting the IATs’ convergent and discriminant validity.


job satisfaction, supervisor, coworkers, work, college, implicit measures, Implicit Association Test, Single-Target Implicit Association Test, Personalized Implicit Association Test, confirmatory factor analysis

Subject Categories

Industrial and Organizational Psychology | Psychology


© Xin Wei Ong

Open Access