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.

Measuring the innovation capability of micro enterprises in India

2019 ◽  
Vol 26 (5) ◽  
pp. 1405-1430 ◽  
Author(s):  
Juhi Raghuvanshi ◽  
Rajat Agrawal ◽  
Prakriti Kumar Ghosh
Keyword(s):  
Factor Analysis ◽  
Convergent Validity ◽  
Statistical Tests ◽  
Innovation Capability ◽  
Group Discussions ◽  
Content Type ◽  
Four Dimensions ◽  
Confirmatory Factor ◽  
Composite Reliability ◽  
Micro Enterprises

Purpose The development of innovation capability (IC) is a central issue for both practitioners and academicians. However, studies that investigate the dimension of IC in the context of micro-enterprises are absent. Based on capability-based view, the purpose of this paper is to identify important dimensions to build a scale to measure IC in micro-enterprises. Design/methodology/approach The study is based on focus group discussions for item generation and questionnaire survey on a sample of 379 micro-enterprises in India. The scale is developed with the help of exploratory factor analysis and confirmatory factor analysis. Statistical tests demonstrate that the scale presents composite reliability as well as discriminant and convergent validity. Findings The findings show that four dimensions form IC in micro-enterprises: resources, networking, risk taking and involvement. Originality/value This study develops a new scale, which is a measure of IC of micro-enterprises. The implications have been recommended, which focus upon entrepreneurs, academicians and policymakers interested in developing the IC of micro-enterprises in India.

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.

Development and validation of an organisational commitment instrument for generation Y employees in small and medium-sized enterprises in Thailand

2019 ◽  
Vol 51 (4) ◽  
pp. 244-255 ◽  
Author(s):  
Khahan Na-nan ◽  
Salitta Saribut
Keyword(s):  
Factor Analysis ◽  
Generation Y ◽  
Convergent Validity ◽  
Affective Commitment ◽  
General Rule ◽  
Measurement Scale ◽  
Organisational Commitment ◽  
Continuance Commitment ◽  
Content Type ◽  
Psychometric Measurements

Purpose Organisational commitment (OC) has become a hot behavioural topic among researchers, scholars and consulting firms. However, OC instruments have rarely been studied and developed by academics in small and medium-sized Thai enterprises (SMEs). The purpose of this paper is to develop an instrument to measure the OC of Generation Y employees in Thai SMEs. Design/methodology/approach A measurement scale for OC was established in three stages. First, 16 questions were developed as a questionnaire based on the concepts and theories of OC, and a survey was conducted for 360 Generation Y employees working in various SMEs. Second, the questions were validated using exploratory factor analysis and, finally, confirmatory factor analysis and convergent validity were tested. Findings The OC instrument presented excellent reliability at 0.865. Three factors of the 16 questions as normative commitment, affective commitment and continuance commitment were extracted. These all passed the general rule of thumb for minimum acceptability of a measurement system. Originality/value This OC instrument has concrete psychometric measurements and can be applied by researchers, scholars, practitioners and organisations in other settings, especially in the Thai context. Importantly, factor analysis results suggested that the OC questionnaire was suitable for utilisation and application as is, or with minimal modifications, to various business fields and/or settings.

Interaction orientation based on value co-creation theory: scale development and validation

2019 ◽  
Vol 2 (3) ◽  
pp. 298-322
Author(s):  
Hongyan Yu ◽  
Rong Liu ◽  
Daowu Zheng
Keyword(s):  
Factor Analysis ◽  
Convergent Validity ◽  
Information Technologies ◽  
Discriminant Validity ◽  
Rapid Development ◽  
Operational Definition ◽  
Study Data ◽  
Measurement Scale ◽  
Content Type ◽  
Interaction Quality

Purpose With the rapid development of information technologies and the internet, firms have increasingly focussed on customer interactions to realise value co-creation. Previous studies have empirically examined interaction orientation, but their measurements have been derived from goods-dominant logic and have not explained the mechanism of value co-creation. The purpose of this paper is to propose an operational definition and define the dimensions of interaction orientation based on value co-creation theory (IOVCC), and then develop a scale for it. Design/methodology/approach In this study, data were collected from employees via three questionnaire surveys, and then analysed using exploratory factor analysis and confirmatory factor analysis. Findings The findings are as follows: IOVCC represents a firm’s implementation of a set of marketing actions aimed at inserting the firm into its customers’ daily life practices and co-creating value with the customers. The construct of IOVCC consists of five behavioural dimensions: “building communication channels”, “involving customers in co-production”, “improving service capabilities”, “improving interaction quality” and “integrating interaction resources”. The measurement scale for IOVCC has acceptable levels of reliability, content validity, convergent validity, discriminant validity and nomological validity. Originality/value This study enriches the literature on value co-creation theory by revealing the process and actions of co-creating value. It also contributes to the understanding of service touchpoints by highlighting the interaction quality of touchpoints. In addition, the authors have developed a reliable and valid scale for IOVCC, thereby facilitating the measurement of a firm’s implementation of the “value co-creation” business philosophy.

Development and validation of counterproductive work behaviour instrument

2019 ◽  
Vol 28 (3) ◽  
pp. 745-763
Author(s):  
Khahan Na-Nan ◽  
Peerapong Pukkeeree ◽  
Ekkasit Sanamthong ◽  
Natthaya Wongsuwan ◽  
Auemporn Dhienhirun
Keyword(s):  
Factor Analysis ◽  
Convergent Validity ◽  
Three Dimensions ◽  
Measurement Scale ◽  
Future Research ◽  
Content Type ◽  
Study Results ◽  
Confirmatory Factor ◽  
Counterproductive Work Behaviour ◽  
Development And Validation

Purpose Counterproductive work behaviour (CWB) is a type of behaviour of an individual that works against an organisation or employer, and he/she is usually discretionary (i.e. individuals make conscious choices as to whether they want to commit aberrant work behaviour). To deal with CWB in different contexts, organisations need to both understand and continually measure their employees in terms of behaviour and work. This study aims to develop an instrument to measure CWB for small and medium-sized enterprises in Thailand. Design/methodology/approach The study was conducted in three stages to develop a measurement scale for CWB. First, 27 questions were developed as a questionnaire based on concepts and theories of CWB and then verified using exploratory factor analysis with three CWB dimensions, namely “poor behaviour”, “misuse of organisational resources” and “inappropriate communication”. The questionnaire surveyed a total of 386 individuals working in SMEs. Finally, confirmatory factor analysis (CFA) and convergent validity were examined following the three CWB dimensions. Findings Three dimensions were developed to measure CWB, including aspects of poor behaviour, misuse of organisational resources and inappropriate communication. Practical implications The CWB questionnaire has practical use for assessing employee behaviour and can assist organisations and practitioners to better understand the CWB of employees. This know-how will help practitioners to assess employee behaviour and can be used to manage or develop this into good behaviour as valued members of the organisation. Originality/value The validity of the CWB questionnaire questions will facilitate the future research on the boundaries with CWB assessments spanning different SMEs contexts. Empirical study results validated that CWB measurement offered new perspectives to explore vital employee behavioural deviation that are necessary for the inspection employee behavioural deviation. This instrumental support will also help researchers to effectively understand CWB 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.

Socio-economic and technological new normal in supply chain management: lessons from COVID-19 pandemic

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mian M. Ajmal ◽  
Mehmood Khan ◽  
Muhammad Kashif Shad ◽  
Haseena AlKatheeri ◽  
Fauzia Jabeen
Keyword(s):  
Factor Analysis ◽  
Supply Chain ◽  
Service Industry ◽  
Measurement Scale ◽  
Second Phase ◽  
Structured Interviews ◽  
Cross Sectional ◽  
New Normal ◽  
Content Type ◽  
Digital Platforms

PurposeThis paper explores the new normal activities and strategic responses of the service industry towards the challenges created by the coronavirus disease 2019 (COVID-19) outbreak and other constructs and validates the measurement scale for socio-economic and technological new normal activities following lockdown and social distancing practices.Design/methodology/approachFirst, structured interviews with 28 participants helped us generate items and develop survey instruments for cross-sectional data collection in the second phase. So, the authors received 256 complete responses from the top and middle management of the services industry. Exploratory factor analysis helped us explore the factors and reliability of the items. Confirmatory factor analysis aided us in generating and confirming the factorial structure of the constructs.FindingsResults indicated that amid COVID-19's pandemic, new normal activities are emerging in which organizations are deploying crisis strategies to safeguard their business and stakeholders. Organizations are re-opening swiftly, focusing on digital transformation, developing digital platforms for ease in working and improved consumer services, to name a few operational changes.Practical implicationsDiscussion on empirical analysis revolves around the guidelines to service industry's managers and top management to improve shortcomings in combating the challenges they face in their operations.Originality/valuePrior studies have provided substantial insights on the COVID-19 pandemic, but relatively little research exists on new normal activities in the supply chain network of the service industry. Among other reasons for such less empirical evidence on new normal activities is the unavailability of a comprehensive tool for measuring the socio-economic and technological new normal activities. This paper is a contribution to bridging this knowledge gap.

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.

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.

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