Organizational Psychology

Purpose. The aim of this study was to develop and validate of the Job Perfectionism Scale. Method. The participants were 157 adult employees aged 23 to 69 years with the work experience 1 to 44 years. In addition to the Job Perfectionism Scale, all participants completed measures assessing work addiction and professional motivation. Results. Exploratory and confirmatory factor analyses supported a two-dimensional structure of the Job Perfectionism Scale with significant negative correlation between subscales (.50 ≤ r < .85), verifying construct, nomological, and discriminant validity of the questionnaire. Positive job perfectionism was positively correlated with autonomous professional motivation and was negatively correlated with work addiction and controlled professional motivation, whereas negative job perfectionism was negatively correlated with autonomous professional motivation and was positively correlated with work addiction and controlled professional motivation (all rs > .30), supporting convergent and divergent validity of the questionnaire. Cronbach’s alpha coefficients were .82 and .83 for the positive job perfectionism subscale and .83 for the negative job perfectionism subscale, providing internal reliability of the questionnaire. Conclusion. The Job Perfectionism Scale isa valid and reliable instrument. Value of the results. The Job Perfectionism Scale can be recommended as a new instrument in the field of labor psychology and organizational psychology.