Validation of the Procrastination at Work Scale

2020 ◽  
Vol 36 (5) ◽  
pp. 767-776
Author(s):  
U. Baran Metin ◽  
Toon W. Taris ◽  
Maria C. W. Peeters ◽  
Max Korpinen ◽  
Urška Smrke ◽  
...  
Keyword(s):  
Work Engagement ◽  
Discriminant Validity ◽  
Psychometric Characteristics ◽  
The Czech Republic ◽  
The United Kingdom ◽  
Confirmatory Factor ◽  
And Performance ◽  
Context Specific ◽  
Negative Links ◽  
Office Employees

Abstract. Procrastination at work has been examined relatively scarcely, partly due to the lack of a globally validated and context-specific workplace procrastination scale. This study investigates the psychometric characteristics of the Procrastination at Work Scale (PAWS) among 1,028 office employees from seven countries, namely, Croatia, the Czech Republic, Finland, Slovenia, Turkey, Ukraine, and the United Kingdom. Specifically, it was aimed to test the measurement invariance of the PAWS and explore its discriminant validity by examining its relationships with work engagement and performance. Multi-group confirmatory factor analysis shows that the basic factor structure and item loadings of the PAWS are invariant across countries. Furthermore, the two subdimensions of procrastination at work exhibited different patterns of relationships with work engagement and performance. Whereas soldiering was negatively related to work engagement and task performance, cyberslacking was unrelated to engagement and performance. These results indicate further validity evidence for the PAWS and the psychometric characteristics show invariance across various countries/languages. Moreover, workplace procrastination, especially soldiering, is a problematic behavior that shows negative links with work engagement and performance.

“Same Same” But Different?

2006 ◽  
Vol 11 (2) ◽  
pp. 119-127 ◽  
Author(s):  
Ulrika E. Hallberg ◽  
Wilmar B. Schaufeli
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Turnover Intention ◽  
Discriminant Validity ◽  
Job Involvement ◽  
Personal Factors ◽  
Information Communication ◽  
Confirmatory Factor Analyses ◽  
Confirmatory Factor ◽  
Work Attachment

The present study investigates whether work engagement (measured by the Utrecht Work Engagement Scale; UWES) could be empirically separated from job involvement and organizational commitment. In addition, psychometric properties of the Swedish UWES were investigated. Discriminant validity of the UWES was tested through inspection of latent intercorrelations between the constructs, confirmatory factor analyses, and patterns of correlations with other constructs (health complaints, job and personal factors, and turnover intention) in a sample of Information Communication Technology consultants (N = 186). Conclusion: Work engagement, job involvement, and organizational commitment are empirically distinct constructs and, thus, reflect different aspects of work attachment. The internal consistency of the Swedish UWES was satisfactory, but the dimensionality was somewhat unclear.

Work Engagement in South Korea

2017 ◽  
Vol 120 (3) ◽  
pp. 561-578 ◽  
Author(s):  
Won Ho Kim ◽  
Jong Gyu Park ◽  
Bora Kwon
Keyword(s):  
Factor Analysis ◽  
Exploratory Factor Analysis ◽  
Work Engagement ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Factor Model ◽  
Utrecht Work Engagement Scale ◽  
Confirmatory Factor ◽  
Three Factor ◽  
Engagement Scale

This study aims to validate Korean versions of the 9-item Utrecht Work Engagement Scale, testing for its factor pattern validity through Exploratory Factor Analysis and Confirmatory Factor Analysis, reliability, and convergent and discriminant validity. The 9-item Utrecht Work Engagement Scale was translated according to the guidelines of the International Test Commission and tested with two Korean samples. First, the Exploratory Factor Analysis found that both two-factor and three-factor solutions were viable options with the first sample. Second, comparison validations of these two solutions were tested by confirming the dimensionality of their structures through the Confirmatory Factor Analyses with the second sample, with the conclusion that the three-factor model solution was the most parsimonious model. Finally, the three-factor model of the 9-item Utrecht Work Engagement Scale was demonstrated to have good discriminant validity and convergent validity, as well as internal consistency of its subscales.

Construct validity and generalizability of the Kirton Adaption–Innovation Inventory

1995 ◽  
Vol 9 (3) ◽  
pp. 185-206 ◽  
Author(s):  
Richard P. Bagozzi ◽  
Gordon R. Foxall
Keyword(s):  
Factor Structure ◽  
Discriminant Validity ◽  
The United States ◽  
Postgraduate Students ◽  
The United Kingdom ◽  
Convergent And Discriminant Validity ◽  
Three Samples ◽  
Confirmatory Factor ◽  
Identical Factor ◽  
Three Factor

The factor structure of the Kirton (1976) Adaption–Innovation inventory was examined by use of confirmatory factor analysis. A three‐factor structure was found, characterized by distinct, yet positively associated, facets, thereby challenging the oft‐assumed unidimensional conceptualization of adaption–innovation. The measures were found to achieve satisfactory levels of reliability for the separate facets and to exhibit strong evidence for convergent and discriminant validity. This was demonstrated for the full 32‐item inventory, as well as 20‐item and 13‐item abridgments. Subjects were postgraduate students from the United Kingdom (N = 149), Australia (N = 142), and the United States (N = 131). The three‐factor solution was found to generalize across all three samples in the sense of yielding identical factor loadings, error variances, and correlations among facets. Differences in the means of factors were found across samples.

scholarly journals Burnout Assessment Tool (BAT)—Development, Validity, and Reliability

2020 ◽  
Vol 17 (24) ◽  
pp. 9495
Author(s):  
Wilmar B. Schaufeli ◽  
Steffie Desart ◽  
Hans De Witte
Keyword(s):  
Factor Structure ◽  
Work Engagement ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Assessment Tool ◽  
Well Being ◽  
Validity And Reliability ◽  
Psychometric Characteristics ◽  
Dialectical Approach ◽  
Adequate Reliability

This paper introduces a new definition for burnout and investigates the psychometric properties of the Burnout Assessment Tool (BAT). In a prior qualitative study, 49 practitioners were interviewed about their conceptualization of burnout (part 1). Using a dialectical approach, four core dimensions—exhaustion, mental distance, and impaired emotional and cognitive impairment—and three secondary dimensions—depressed mood, psychological distress, and psychosomatic complaints—emerged, which constitute the basis of the BAT. In the second study, the psychometric characteristics of the BAT were investigated in a representative sample of 1500 Flemish employees, focusing on factorial validity, reliability, and construct validity, respectively. Results demonstrate the assumed four-factor structure for the core dimensions, which is best represented by one general burnout factor. Contrary to expectations, instead of a three-factor structure, a two-factor structure was found for the secondary dimensions. Furthermore, the BAT and its subscales show adequate reliability. Convergent validity and discriminant validity with other burnout measures—including the MBI and OLBI—was demonstrated, as well as discriminant validity with other well-being constructs, such as work engagement and workaholism.

Construct Validity of the French Shirom-Melamed Vigor Measure (F-SMVM)

2020 ◽  
Vol 36 (2) ◽  
pp. 372-386 ◽  
Author(s):  
Sandrine Isoard-Gautheur ◽  
Clément Ginoux ◽  
Jean-Philippe Heuzé ◽  
Damien Tessier ◽  
David Trouilloud ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Construct Validity ◽  
Work Engagement ◽  
Concurrent Validity ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Work Motivation ◽  
Convergent And Discriminant Validity ◽  
Confirmatory Factor ◽  
Abstract Work

Abstract. Work vigor is defined by cognitive, affective, and behavioral components. The purpose of this multi-study paper was to develop a French version of the Shirom-Melamed Vigor Measure (F-SMVM), and test its (a) construct validity (i.e., factorial structure and internal consistency), (b) convergent and discriminant validity with the Utrecht Work Engagement Scale (UWES-9), and (c) concurrent validity with work motivation and job satisfaction. Six hundred and forty (61.72% female) employees participated in the three present studies. Convergent and discriminant construct validity of the F-SMVM were examined with a confirmatory factor analysis (CFA) and a multitrait-multimethod (MTMM) analysis. Concurrent validity was examined through correlations and regressions with work motivation and job satisfaction. Overall, the results supported the reliability and the construct validity of the F-SMVM. They also showed evidence of convergent validity between the F-SMVM and the UWES-9, as well as evidence of concurrent validity with work motivation and job satisfaction. The F-SMVM represents a valid measure assessing three interrelated dimensions representing physical, cognitive, and emotional components of work engagement.

Flexibility of processes and e-governance performance

2014 ◽  
Vol 8 (2) ◽  
pp. 230-250 ◽  
Author(s):  
Pradeep Kumar Suri
Keyword(s):  
Practical Implication ◽  
Government Officials ◽  
Content Type ◽  
Confirmatory Factor ◽  
Adaptive Processes ◽  
Change Mechanisms ◽  
The Government ◽  
And Performance ◽  
Context Specific ◽  
The Relationship

Purpose – The existing government processes are often not able to cope-up with the dynamic context of e-governance due to their rigid character as reflected in the dismal performance of e-governance projects. In this article, flexibility of the key processes and e-governance performance have been analyzed based on six agriculture related projects in India. The analysis has brought out implications for researchers, practitioners and society. Design/methodology/approach – Based on a review of literature, new constructs have been proposed and hypothesis formulated to study flexibility of processes and performance of e-governance. The empirical part of the study involves an opinion survey of officers involved in planning of the identified projects. The proposed constructs have been validated based on reliability and confirmatory factor analysis and used further for statistical analysis and interpretation. Findings – The research has revealed that “flexibility of processes” is a predictor of “performance of e-governance”. The analysis has further reflected the need for reengineering of conventional processes by embedding “change mechanisms” in processes for improving e-governance performance. Practical implication – The findings of this article are expected to sensitize the government officials and other actors involved in the planning and implementation of e-governance projects to analyse the underlying processes from the perspective of flexibility and take measures for transforming the conventional rigid processes into versatile and adaptive processes by introducing change mechanisms. Such redesigned processes are expected to lead to better performance of e-governance initiatives. Originality/value – This paper attempts to address the gap with respect to the lack of measures for analysing the relationship between flexibility of processes and performance of e-governance projects. The article opens the door for further research in terms of defining additional constructs such as “changing situation” and “competence level of actors” and exploring their predictive relationships with “performance of e-governance”. The context-specific interpretations of validated linkages influencing performance shall provide the base for arriving at an empirically founded synthesized strategic framework for improving the performance of e-governance projects.

scholarly journals Empirical Validation of the Team Work Engagement Construct

2014 ◽  
Vol 13 (1) ◽  
pp. 34-45 ◽  
Author(s):  
Patrícia Costa ◽  
Ana Margarida Passos ◽  
Arnold Bakker
Keyword(s):  
Factor Structure ◽  
Work Engagement ◽  
Discriminant Validity ◽  
Team Work ◽  
Future Research ◽  
Empirical Validation ◽  
Individual Level ◽  
Convergent And Discriminant Validity ◽  
Confirmatory Factor ◽  
The One

This article presents an empirical validation of the construct of team work engagement. Two different samples were used to test the hypotheses. Results from convergent and discriminant validity are presented as well as confirmatory factor analysis that explores the construct’s factor structure. Results support the idea that team- and individual-level work engagement are two different, yet related, constructs. However, data do not support the factorial invariance across levels: At the team level, the 1-factor structure, and not the 3-factor one, seems to be the one that best fits the data. This is a necessary first step for future research providing a justification for further analyzing the importance of team work engagement and its relationship with other variables, namely with team effectiveness.

scholarly journals VALIDASI INSTRUMEN FOLLOWERSHIP MODEL KELLEY VERSI INDONESIA

2019 ◽  
Vol 3 (2) ◽  
pp. 70-79
Author(s):  
Siti Asriyani Rosani ◽  
Medianta Tarigan
Keyword(s):  
Internal Consistency ◽  
Work Engagement ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Factor Model ◽  
Internal Consistency Reliability ◽  
Confirmatory Factor ◽  
High Internal Consistency ◽  
Fit Indexes ◽  
High Internal Consistency Reliability

This study aimed to describe the psychometric properties of the Followership measurement. The participants of the research were 377 of employees with range of 16 - 59 years old. The research used internal consistency of Alpha and construct validity with Confirmatory Factor Analysis (CFA), convergent validity, and discriminant validity. The results were high internal consistency reliability of Indonesian Kelly’s followership styles (α = 0.882), and good fit indexes of modified two factor model (activity and independent), and finally showed the positive correlation to ledadership, work engagement, and religiosity measures.

Retrospective Paternal and Maternal Parenting Styles in Greece, Italy, and Sweden

2018 ◽  
Vol 34 (6) ◽  
pp. 399-408
Author(s):  
Semira Tagliabue ◽  
Maria Giulia Olivari ◽  
Elisabeth Hertfelt Wahn ◽  
Katerina Maridaki-Kassotaki ◽  
Katerina Antonopoulou ◽  
...  
Keyword(s):  
Parenting Styles ◽  
Psychometric Characteristics ◽  
Perceived Parenting ◽  
Parental Roles ◽  
Maternal Parenting ◽  
Mixed Anova ◽  
Confirmatory Factor ◽  
Permissive Parenting ◽  
Assessment Techniques ◽  
Structural Invariance

Abstract. Discrepancies in perceived parenting and parental roles across European countries could be due to the use of different assessment techniques or due to mean level differences in the authoritative, authoritarian, or permissive parenting styles. The present study aimed to examine the psychometric characteristics of the Parenting Styles and Dimensions Questionnaire (PSDQ; Robinson, Mandleco, Olsen, & Hart, 1995 , 2001 ) in a sample of 225 Greek, 301 Italian, and 279 Swedish adolescents aged 16–19 years, who evaluated their father’s and mother’s parenting styles during their childhood. A confirmatory factor analysis (CFA), multigroup CFA, and modified version of the correlated uniqueness model were used to evaluate the structure and invariance of the scale across countries. Measurement and structural invariance was found in the 8-item authoritative scale and 6-item authoritarian scale. A mixed ANOVA (Country × Style × Role) showed that Swedish mothers scored lower than Italian or Greek mothers, and that, in the three countries, mothers were perceived as more authoritative than were fathers.

A Confirmatory Factor Analytic Study of Anxiety, Fear, and Behavioral Inhibition System Measures

2007 ◽  
Vol 28 (4) ◽  
pp. 179-187 ◽  
Author(s):  
Andrew J. Cooper ◽  
Adam M. Perkins ◽  
Philip J. Corr
Keyword(s):  
Trait Anxiety ◽  
Behavioral Inhibition ◽  
Discriminant Validity ◽  
Self Report ◽  
Behavioral Inhibition System ◽  
Reinforcement Sensitivity Theory ◽  
Factor Analytic ◽  
Confirmatory Factor ◽  
Structural Invariance ◽  
Fear And Anxiety

Abstract. Recent revisions to the reinforcement sensitivity theory (RST) of personality have highlighted the distinction between the emotions of fear and anxiety. These revisions have substantial implications for self-report measurement; in particular, they raise the question of whether separate traits of fear and anxiety exist and, if so, their interrelationship. To address this question, the current study used confirmatory factor analytic procedures to examine the convergent and discriminant validity of measures of trait anxiety, fear, and the behavioral inhibition system (BIS). We also examined measurement and structural invariance across gender in 167 males and 173 females who completed the Spielberger State-Trait Anxiety Inventory (STAI), the Carver and White BIS Scale, and the Fear Survey Schedule (FSS). The findings suggested that trait anxiety and the BIS scale are relatively distinct from Tissue Damage Fear (FSS). Further, the final model showed measurement and structural invariance across gender. The implications of the results for future self-report assessment in RST research are discussed.

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