Developing a measurement scale for employee engagement: a validation study in a South Korean context

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Byung Han So ◽  
Ji Hyun Kim ◽  
Yun Jeong Ro ◽  
Ji Hoon Song
Keyword(s):  
Factor Analysis ◽  
Employee Engagement ◽  
Content Validity ◽  
Group Analysis ◽  
Measurement Scale ◽  
Content Type ◽  
Four Dimensions ◽  
South Korean ◽  
Valid Measurement ◽  
Important Relationship

Purpose The purpose of this paper is to develop a reliable and valid measurement scale of employee engagement that can be used in human resources departments in any industry field. Design/methodology/approach This study used the measurement development process with three steps. The first step was to generate items for measuring employee engagement. For this reason, the authors proposed an integrated conceptual model based on the results of a literature review and justify the concepts from self-determination theory and person-environment fit theory as the theoretical foundation. The second step was to determine the types of questions suitable for measurement, examining the content validity. Content validity was conducted two times by the group, academic experts and business practitioners. The last step was to examine the exploratory factor analysis (EFA), confirmatory factor analysis (CFA), multi-group analysis and reliability with 352 survey responses from the South Korean business context. Findings Findings of the measurement scale development procedure, i.e. employee engagement, should be managed in a balanced manner in all dimensions, as it is composed of four dimensions (person engagement, work engagement, organization engagement and relation engagement) and 16 sub-factors. Additionally, organization engagement was the major factor among the four dimensions of employee engagement with the highest variance explanation. From the statistical standpoint, the employee engagement scale (EES) is possible to use in any industry field because it demonstrated not only content validity and internal consistency reliability but also the three steps of factor analysis (EFA, CFA and multi-group analysis). Research limitations/implications This survey was conducted with an assistant manager located in Korea. Therefore, it will be necessary to analyze both leader and employee engagement for those who live in foreign countries. The EES is useful to leaders and human resource managers because it is applicable to managing engagement levels of employees and fosters customized training programs. Originality/value This is the first study to develop measurement tools for employee engagement in South Korea. In addition, most studies demonstrated that individual feeling was valued to drive employee engagement. This research, however, proposes an extended concept of employee engagement for four dimensions (person, work, relation and organization) and emphasizes the important relationship between individuals and colleagues in an organization. Based on these results, a theoretically integrated model of employee engagement was developed and a practically valid measurement tool for capturing comprehensive domains of employee engagement was proposed.

Measurement of innovation capability in supply chain: an exploratory study

2016 ◽  
Vol 8 (4) ◽  
pp. 331-349 ◽  
Author(s):  
Faisal Iddris
Keyword(s):  
Factor Analysis ◽  
Supply Chain ◽  
Exploratory Factor Analysis ◽  
Convergent Validity ◽  
Measurement Scale ◽  
Unique Contribution ◽  
Innovation Capability ◽  
Content Type ◽  
Four Dimensions ◽  
Idea Management

Purpose The purpose of this paper is to explore the development of innovation capability construct measures in the context of supply chain and to objectively identify the key dimensions for stimulating focal firms’ innovativeness. Design/methodology/approach The scale items for this research were obtained from extant literature. The data were collected from homogenous sample of 117 Ghanaian middle level managers (respondents). Exploratory factor analysis was used to identify the main dimensions of innovation capability. Based on the statistical analysis, four dimensions were obtained – idea management, idea implementation, collaboration and learning – and the convergent validity, discriminant validity, nomological validity and reliability tests indicate that the scales are valid and reliable Findings Four dimensions (factors) of innovation capability were identified from the exploratory factor analysis. These dimensions were labelled as idea management, idea implementation, collaboration and learning. The results indicate that the integration of the dimensions of innovation capability may stimulate a focal firm’s innovativeness. Research limitations/implications First, the measurement scale might not capture all the important dimensions of innovation capability. Second, the judgmental sampling used in this study means that the result cannot be generalised to the entire supply chain population, third, the sample was drawn from one geographical location using non-probability sampling technique. Practical implications The measures provide supply chain managers with a better approach of understanding the innovation capability in their supply chain. For instance, the measurement of supply chain’s innovation capability should help supply chain managers to determine the important innovation areas that need attention most and to permit them to respond to challenges posed by any kind of innovation capability dimension that needs to be enhanced. Originality/value The unique contribution of this paper is the development innovation capability measurement scale in the context of supply chain.

Employee work adjustment scale for small and medium-sized enterprises in Thailand

2019 ◽  
Vol 36 (8) ◽  
pp. 1284-1300 ◽  
Author(s):  
Khahan Na-Nan
Keyword(s):  
Factor Analysis ◽  
Convergent Validity ◽  
High Growth ◽  
Work Adjustment ◽  
Measurement Scale ◽  
Content Type ◽  
New Employees ◽  
Four Dimensions ◽  
Management Behaviour ◽  
New Recruits

Purpose Employee work adjustment (EWA) represents the ability of individuals to adjust effectively to working conditions, supervisors, the environment and their peers. To deal with work adjustment in different environments, companies need to both understand and continually assess their employees. The purpose of this paper is to develop an instrument to measure EWA for small- and medium-sized enterprises (SMEs) in Thailand. Design/methodology/approach The study was conducted in three stages to develop a measurement scale for EWA. First, 18 questions were developed as a questionnaire based on concepts and theories of EWA and validated using exploratory factor analysis (EFA) into four dimensions such as work, supervisor, environment and peer adjustments. Then, a survey was conducted for 360 new employees in SMEs. Finally, confirmatory factor analysis (CFA) and convergent validity were tested along the four adjustment dimensions. Findings This research extended and broadened the EWA concept to provide theoretical support for the adjustment of intelligence research. Four dimensions were developed to measure EWA including aspects of work, supervisor, environment and peer. Research limitations/implications The EWA model was examined using EFA and CFA only. Questionnaire results suggested that concrete constructs were stronger because of single-source, self-assessed data collection as the sample included only employees of SMEs in high-growth sectors of Thailand. EWA findings exhibited a good fit but results require further future refinement and validation using a larger sample size and sampling area. Practical implications The EWA questionnaire has practical use regarding management behaviour and can assist companies and practitioners to better understand the required adjustments for new employees at start-up. This knowledge will help managers to encourage and support newcomers to work better and deliver effective results. Managers and practitioners can develop and hone work adjustment practices for new recruits according to the four dimensions proposed here. Originality/value The validity of this EWA questionnaire will facilitate the future study on boundaries with EWA measurements spanning SMEs contexts. Empirical research results verified that EWA assessment offered new perspectives to explore vital individual work adjustments that are necessary for new recruits to succeed. This instrumental support will help researchers to effectively understand EWA and explore its potential in future studies.

A multi-dimensional construct of perceived information pollution in the era of rife infollution

2019 ◽  
Vol 49 (2) ◽  
pp. 162-180 ◽  
Author(s):  
Qaisar Iqbal ◽  
Shaohua Yang ◽  
Rashid Nawaz ◽  
Khalid Iqbal
Keyword(s):  
Factor Analysis ◽  
Mixed Method ◽  
Information Quality ◽  
Banking Sector ◽  
Measurement Scale ◽  
Content Type ◽  
Four Dimensions ◽  
Confirmatory Factor ◽  
Measurement Tools ◽  
Mixed Method Design

Purpose This paper aims to evaluate employee’s perception regarding information pollution and determined the factors that lead to perceived infollution. In the case of this study, a four-dimensional scale of perceived infollution is presented. In addition, this study quantified information pollution in contrast to using the measurement tools of information quality. Design/methodology/approach A sequential exploratory mixed-method design was used to validate the measurement scale. The population of the present study comprised of the employees who work in the operations and credit department of banking sector. In this study, a four-dimensional second-order scale of perceived information pollution with a total of 19 items or sub-dimensions managed to be developed using exploratory factor analysis and confirmatory factor analysis. Findings The measurement scale confirmed that perceived information pollution in the context of workplace environment consisted of four dimensions, namely, intrinsic PIP, accessible PIP, contextual PIP and representational PIP where PIP stands for Perceived Information Pollution. Research limitations/implications Management may use the four dimensions as a benchmark in revealing polluted information as well as enhancing information quality through information processing. Originality/value This is the first attempt of exploring the dimensions and validating the measurement scale of perceived infollution.

scholarly journals Individual social entrepreneurship orientation: towards development of a measurement scale

2019 ◽  
Vol 13 (1) ◽  
pp. 49-72 ◽  
Author(s):  
Mir Shahid Satar ◽  
Saqib Natasha
Keyword(s):  
Factor Analysis ◽  
Scale Development ◽  
Social Entrepreneurship ◽  
Delphi Study ◽  
Measurement Scale ◽  
Initial Assessment ◽  
Social Entrepreneurs ◽  
Content Type ◽  
Four Dimensions ◽  
Individual Level

Purpose While the literature has described social entrepreneurs as overwhelmingly occupying a pivotal role in social entrepreneurship (S-ENT) process, there is a high inconsistency prevailing with respect to entrepreneurial traits, attitudes and skills of social entrepreneurs. One explanation for this may be the lack of a suitable scale measuring entrepreneurship orientation of social entrepreneurial individuals. The purpose of this study is to address this gap by proposing an initial assessment tool for individual S-ENT orientation (ISEO). Design/methodology/approach A mixed methods research design, along with a two-stage Delphi process, helped in generating appropriate constructs for ISEO. While the items for the first dimension of scale were directly derived from the Delphi study, the items of the remaining dimensions were mainly found based on the three individual entrepreneurial orientation dimensions presented by Bolton and Lane. By means of exploratory factor analysis, the final examination of the ISEO items was undertaken through a survey of 71 social entrepreneurs across India. The process eventually resulted in reliable and valid measures for four dimensions of ISEO. Findings The scale-development process eventually resulted in a 13-item scale, measuring four dimensions of ISEO (social passion, innovativeness, risk-taking and pro-activeness). By developing a set of relevant ISEO indicators, the study answers the call for a scale development of ISEO in S-ENT literature. Research limitations/implications There is a need to further validate this instrument among other stakeholders (students) as well as in samples with different demographic characteristics across different regions of the country and the world. To further evaluate the reliability and validity properties and to confirm the newly established subscales and their relationship with the ISEO construct, there is need for conducting a confirmatory factor analysis using larger sample sizes. Practical implications The measurement of SEO at an individual level will assist in S-ENT education, training and development of present and prospective social entrepreneurs, as well as assist individuals who want to assess the strength of their orientation towards S-ENT. The understanding of ISEO at the individual level will be equally useful for S-ENT incubators, the government and other S-ENT stakeholders who are considering supporting S-ENT proposals. Originality/value The paper is the first to develop an ISEO scale which is based on empirical data in S-ENT field.

Brand love measurement scale development: an inter-cultural analysis

2019 ◽  
Vol 29 (4) ◽  
pp. 471-489
Author(s):  
Vasco M. Pontinha ◽  
Rita Coelho do Vale
Keyword(s):  
Factor Analysis ◽  
Brand Management ◽  
Group Analysis ◽  
Cultural Analysis ◽  
Integrative Model ◽  
Measurement Scale ◽  
Brand Love ◽  
Content Type ◽  
Global Brand ◽  
Emotional Dimensions

Purpose The main purpose of this paper is to develop a brand love measurement scale, adopting an etic approach and testing for differences on how consumers experience brand love across different cultures. Design/methodology/approach An integrative model of brand love was first developed and then data was collected through an online survey (N = 322) in two countries (the USA and Portugal) with different characteristics (individualistic vs collectivistic). A structural equation model method was followed, including an exploratory factor analysis, confirmatory factor analysis and multi-group analysis to test the set of hypotheses. Findings As proposed in the initial model, results indicate that brand love is the result of a dynamic interaction between five integrated emotional dimensions: passionate driven behavior, commitment, affection and connection, consumer-brand identification and brand relationship. The multi-group analysis across countries suggests that the socio-cultural context, namely, the collectivistic vs individualistic nature of the sample, significantly influences the brand love experience. Originality/value This is the first brand love measurement scale developed from an etic perspective, encompassing complex and dynamic emotional dimensions that in combination, form the brand love experience. Results indicate that the brand love experience may significantly differ from culture to culture, pointing out the most relevant dimensions in each of the socio-cultural contexts that better predict brand love and its consequences. These findings are particularly relevant for practitioners working on global brand management.

Employee engagement in small and medium-sized enterprises in Thailand: the construction and validation of a scale to measure employees

2020 ◽  
Vol 37 (9/10) ◽  
pp. 1325-1343 ◽  
Author(s):  
Khahan Na-Nan ◽  
Peerapong Pukkeeree ◽  
Kanokporn Chaiprasit
Keyword(s):  
Factor Analysis ◽  
Employee Engagement ◽  
High Growth ◽  
Three Dimensions ◽  
Measurement Scale ◽  
Primary Data ◽  
Content Type ◽  
Future Studies ◽  
Cognition And Emotion ◽  
Management Behaviour

PurposeEmployee engagement (EE) is an expression of a person's own preferred task behaviours that promote their relationship with work and personal physical, cognition and emotion and make them more active in terms of vigour, dedication and level of absorption with their work. To deal with EE in different environments and organisations, it is necessary to both understand and continually assess their employees. This paper presents an instrument which was developed to measure EE for small and medium-sized enterprises (SMEs) in Thailand.Design/methodology/approachThe study was conducted in three stages to develop an EE measurement scale. To begin with, 18 questions were developed for a questionnaire based on the concepts of EE and validated using exploratory factor analysis (EFA) which is split into the dimensions of vigour, dedication and absorption. A survey was then conducted with 270 employees in SMEs. Finally, confirmatory factor analysis (CFA), convergence and validity were tested along the three engagement dimensions.FindingsThis research extended and broadened the EE concept to provide theoretical support for engaging with intelligence research. Three dimensions were developed to measure EE, including aspects of vigour, dedication and absorption with their work.Research limitations/implicationsThe questionnaire used was produced primary data collection which was self-assessed, and data was collected only from the sample of employees working for SMEs in high-growth sectors of the Thai economy. The EE findings exhibited a good fit, but the results require further future refinement and validation using a larger sample size and sampling area.Practical implicationsThe EE questionnaire has practical uses for monitoring management behaviour and can assist practitioners to assess the level of EE. This knowledge will help to encourage and support practitioners to improve EE. This research also provides other measurements for assessing EE in organisations.Originality/valueThe EE questionnaire validity will facilitate future studies on the boundaries of EE measurements in the context of SMEs. The empirical research results verified that EE assessment offered new perspectives to explore vital individual EE which is necessary for SMEs. This instrument can also support and help researchers to effectively understand EE and explore its potential in future studies.

Measuring service quality in pharmaceutical supply chain – distributor’s perspective

2016 ◽  
Vol 10 (3) ◽  
pp. 258-284 ◽  
Author(s):  
Uma Maheswari Devi Parmata ◽  
Sankara Rao B. ◽  
Rajashekhar B.
Keyword(s):  
Factor Analysis ◽  
Supply Chain ◽  
Service Quality ◽  
Reliability And Validity ◽  
Quality Measurement ◽  
Measurement Scale ◽  
Pharmaceutical Supply Chain ◽  
Content Type ◽  
Perceived Service Quality ◽  
Four Dimensions

Purpose The aim of this paper is to contribute to the services marketing literature by developing a scale based on Parasuraman’s SERVQUAL scale for the measurement of distributor perceived service quality at the distributor–manufacturer interface of the pharmaceutical supply chain. Design/methodology/approach Based on a literature review and discussions with experts, a questionnaire was designed basing on the widely used service quality measurement scale (SERVQUAL). Personal survey was conducted among selected distributors spread over three major cities of the Indian pharmaceutical market. The study used the exploratory factor analysis to identify the critical factors of service quality followed by the confirmatory factor analysis (AMOS 20). Findings A valid scale with four dimensions – (reliability, assurance, responsiveness and communication) and 13 items for measuring the distributor perceived service quality was developed which also satisfied all the reliability and validity tests. The findings of the present study indicate that distributor perceived service quality has an effect on satisfaction. Practical implications The proposed scale is an attempt to explore the less researched area. This study will give further insights to researchers to measure service quality at different phases of the pharmaceutical supply chain. The study is limited to three cities; it can be extended to other regions of the country. This study will be helpful to the practicing managers to measure the service quality and improve the performance in the pharmaceutical supply chain. Social implications Service quality in pharmaceutical supply chain is very important, as it directly effects the health of the people, so the proposed scale can be used to control the quality of service. Originality/value The scale developed in this study can also be used for measuring distributor perceived service quality in other manufacturing sectors. This research provides direction and scope for further research to develop new concepts and models in measuring service quality in the supply chain.

Research on scale development of consumption rituals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xianzheng Fei ◽  
Yajing Huang ◽  
Qian Huang
Keyword(s):  
Factor Analysis ◽  
Scale Development ◽  
Empirical Studies ◽  
Reliability And Validity ◽  
Secondary Data ◽  
Measurement Scale ◽  
Good Reliability ◽  
Content Type ◽  
Four Dimensions ◽  
Confirmatory Factor

PurposeThe current research aims to develop a measurement scale of consumption rituals. On the basis of literature review and second-hand data, this paper conceptualizes consumption rituals and compiles the initial items. Furthermore, through the scale development process, this paper constructs and verifies the four dimensions of consumption rituals, namely, uniqueness, commitment, ceremoniality and nonfunctionality.Design/methodology/approachFirst, qualitative data gathered in an open interview and secondary data from the Internet were examined, and then they were converted into initial statements. Then researchers refined and evaluated the statements to form the initial items. After two rounds of exploratory factor analysis (EFA), the items were tested and improved to make them clear representatives of the conceptual structure and the final items of the Consumption Ritual Scale were formed. Finally, through confirmatory factor analysis (CFA), the items were retested and revised, and the reliability and validity of the scale were assessed, so as to obtain the final scale.FindingsEmpirical studies show that the scale has good reliability and validity, and has good discriminative validity with related variables (such as the sense of sacredness, sense of participation, feeling of awe, sense of control and sense of identity).Originality/valueThis paper selects rituals in the consumption context as the research object, explores and verifies the conceptual dimension, constructs a four-factor dimensional model and develops a measurement scale of consumption rituals.

Developing a measurement scale for organizational learning capabilities in China

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wanwen Dai ◽  
Jan Ketil K. Arnulf ◽  
Laileng Iao ◽  
Meng Liang ◽  
Haojin Dai
Keyword(s):  
Factor Analysis ◽  
Organizational Learning ◽  
Chinese Culture ◽  
Ecological Validity ◽  
Three Dimensional ◽  
Measurement Instrument ◽  
Measurement Scale ◽  
Management Research ◽  
Learning Capability ◽  
Content Type

Purpose The purpose of this study was to develop a measurement instrument for organizational learning capability (OLC) in a Chinese management context. Previous research has indicated a need for measurement instruments with proven ecological validity in China, because the learning capability of organizations is influenced by the organization’s external environment. Design/methodology/approach The authors followed a consequent inductive procedure from item sampling through exploratory factor analysis (EFA) to confirmatory factor analysis (CFA) and nomological validation. The initial part sampled relevant descriptors from a diverse sample of 159 employees from heterogeneous backgrounds in China. After sorting by an expert panel, EFA of data from a sample of 161 executive students yielded a three-dimensional construct comprising knowledge acquisition, knowledge sharing and knowledge utilization. These three constructs were again tested in CFA using a sample of 357 employees from five companies. Findings The findings across the three samples resulted in a three-dimensional measurement scale that is called as the organizational learning capability questionnaire (OLCQ). The OLCQ displayed high internal consistency, reliability and nomological validity. Research limitations/implications This focus of this study has only been to establish a measurement instrument that allows indigenous research on organizational learning in China. The approach was statistically driven grounded approach, not a theoretical assumption of learning mechanisms special to the Chinese culture. Further research is needed to estimate how this approach yields results that are different from other cultures or the extent to which our findings can be explained by features of the Chinese culture or business environment. Practical implications This study offers a practical measurement instrument to assess practical and scientific problems of organizational learning in China. Social implications The work here emphasizes the necessity of a knowledge sharing community for organizational learning to appear. It addresses a call for more indigenous Chinese management research. Originality/value The authors provide a measurement instrument for OLC with proven ecological validity and with promising consequences for research and practice in China. The instrument is empirically grounded in the practices and behaviors of Chinese managers, avoiding biases that stem from previously identified shortcomings in cross-cultural management research. To the knowledge, it is the first of its kind and a contribution to a call for indigenous management theories with contextual validity.

On the dimensionality of intragroup conflict

2017 ◽  
Vol 28 (5) ◽  
pp. 538-562 ◽  
Author(s):  
Lin Ma ◽  
Baiyin Yang ◽  
Xueli Wang ◽  
Yan Li
Keyword(s):  
Factor Analysis ◽  
Empirical Studies ◽  
Cognitive Conflict ◽  
Content Type ◽  
Intragroup Conflict ◽  
Four Dimensions ◽  
Coding Schemes ◽  
Standard Scale ◽  
Solid Foundation ◽  
Initial Scale

Purpose The purpose of this paper is to explore the dimensionality of intragroup conflict and to develop an instrument with acceptable psychometric properties for the comprehensive measurement of conflict. Design/methodology/approach This paper strictly follows the standard scale-developing method: first, establish theoretical dimensions of intragroup conflict; then, develop the initial scale through in-depth interviews and coding schemes; third, revise and verify the scale through exploratory factor analysis and confirmatory factor analysis; and, finally, examine the predictive validity of the new intragroup conflict scale. Findings This study identifies four dimensions of intragroup conflict – cognitive conflict, affective conflict, behavioral conflict, and interest-based conflict – and provides evidence of construct validity for a new measure. The results show that cognitive and interest-based conflict affect group innovation performance positively, whereas affective and behavioral conflict affects it negatively. Originality/value This study first detects interest-based conflict as a new dimension and explores a more comprehensive scale (ABCI) that reflects all the connotations of conflict, which deepens the understanding of intragroup conflict, laying a solid foundation for empirical studies of conflict.

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