This study investigated the reliability and validity of the Job Diagnostic Survey [JDS] using ratings of the job incumbents, their immediate supervisors, and informed nominated coworkers. It also provides a partial test of the Hackman and Oldham (1976) theory of job design using these multiple job ratings. Results show that previously found psychometric addequacy of the JDS and empirical support of the theory using only job incumbents can be generalized to nonincumbent job ratings. However, the magnitude of the relationships declines as one moves from the incumbents' job ratings.