A psychometric evaluation of the job crafting questionnaire (JCRQ) among employees working in Jordanian universities

2019 ◽  
Vol 27 (1) ◽  
pp. 36-50 ◽  
Author(s):  
Mohammed Yasin Ghadi
Keyword(s):  
Construct Validity ◽  
Discriminant Validity ◽  
Factor Model ◽  
Five Factor Model ◽  
Psychometric Evaluation ◽  
Job Crafting ◽  
Cross Sectional ◽  
Content Type ◽  
Five Dimensions ◽  
Cross Sectional Design

Purpose Job crafting is recently argued to have five dimensions (Nielsen et al., 2017): increasing challenging demands, decreasing social demands, increasing social job resources, increasing quantitative demands and decreasing hindrance demands. The purpose of this study aimed to investigate the psychometric properties and construct validity of the five-factor model of job crafting, introduced by using a sample of Jordanian university employees. Design/methodology/approach A pre-determined survey on was used. Accordingly, 513 professional workers in several universities completed the survey. Cronbach’s alpha was used to assess the internal consistency of the scale, whereas series of confirmatory factor (CFA) analysis and exploratory factor analysis (EFA) were conducted to assess the scale’s factorial and discriminant validity. Other tests were also conducted. Findings As predicted, the proposed model best fit the data. Statistical analysis yielded several findings. First, the results of the reliability test revealed that the five sub-scales of job crafting had significant and sufficiently strong internal consistencies. Second, the results showed that the 15 items loaded significantly with a factor loadings more than 0.50. Third, the CFA results confirmed that the five-factor model best fitted the data in comparison to the one-factor model. Finally, the construct validity of JCRQ-15 was confirmed through its correlation with several validating variables. Research limitations/implications Some limitations need to be addressed. First, the sample came from participants working in specific Jordanian universities which may limit the generalization that could be made from the results to other occupations. Second, due to the cross-sectional design of the present study, the question remains whether the JCRQ-15 are stable overtime. Third, the common methods bias might be a problem because it is one of the main sources of measurement error in validation studies using self-reported scales. Originality/value The present study provided an early supportive evidence for the use of the JCRQ-15 as a valid measure of job crafting in the Jordanian context.

Measuring internal communication satisfaction: validating the internal communication satisfaction questionnaire

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ana Tkalac Verčič ◽  
Dubravka Sinčić Ćorić ◽  
Nina Pološki Vokić
Keyword(s):  
Construct Validity ◽  
Psychometric Properties ◽  
Discriminant Validity ◽  
Factor Model ◽  
Internal Communication ◽  
Communication Satisfaction ◽  
Cross Sectional ◽  
Satisfaction Questionnaire ◽  
Content Type ◽  
Causal Direction

PurposeThe study examines the psychometric properties of internal communication satisfaction questionnaire (ICSQ), an instrument originally developed in Croatian. A need for a contemporary instrument validated among a non-English-speaking population of employees who use English as their second language motivated the authors to translate the scale.Design/methodology/approachICSQ was validated on a sample of 507 employees of a large Croatian subsidiary of a multinational bank, where English is the official corporate language.FindingsICSQ displayed satisfactory levels of psychometric properties, retaining the psychometric properties of the original version of the instrument. A confirmatory factor analysis revealed the acceptable model–data fit of the eight-factor model. Additionally, findings supported the reliability and construct validity of the English version of the instrument. Good internal consistencies of all eight internal communication satisfaction (ICS) dimensions and the total ICSQ and an adequate level of scale homogeneity according to the inter-item and inter-total correlations were found.Research limitations/implicationsIn order to generalize the study’s results to other business areas and industries, the study should be replicated in other contexts. Additionally, construct validity was tested by applying cross-sectional design, and therefore, no conclusion can be drawn on the causal direction of the relationship. Finally, the discriminant validity of ICSQ was not tested and should be examined in future studies.Practical implicationsThe resulting 32-item instrument, in English, can be used for empirical and practical purposes in improving internal communication.Originality/valueThe study confirms that internal communication is a multidimensional construct and should be measured as such.

Personality and learning processes underlying maverickism

2015 ◽  
Vol 30 (6) ◽  
pp. 726-740 ◽  
Author(s):  
Elliroma Gardiner ◽  
Chris J Jackson
Keyword(s):  
Learning Styles ◽  
Factor Model ◽  
Five Factor Model ◽  
Learning Processes ◽  
Full Time ◽  
Cross Sectional ◽  
Content Type ◽  
Personality Item ◽  
Cross Sectional Design ◽  
Compare And Contrast

Purpose – Maverickism is the tendency of an individual to be socially competent, creative, goal focussed, risk-taking and disruptive. Previous research with the five-factor model (FFM) shows that individuals high in maverickism exhibit both functional and dysfunctional tendencies. The purpose of this paper is to compare and contrast the descriptive FFM with the process-oriented hybrid model of learning in personality (HMLP), in the prediction of maverickism. Design/methodology/approach – Employing a cross-sectional design with 490 full-time workers the authors use the NEO-International Personality Item Pool and the Learning Styles Profiler to examine differences in the FFM and HMLP in the prediction of maverickism. Findings – Results with the FFM, identify extraversion, openness and (low) agreeableness as significant predictors of maverickism. All factors of the HMLP (except conscientious learning) significantly predict maverickism. Hierarchal regression analysis shows that the HMLP accounts for an additional 21 percent of variance in maverickism over and above that of the FFM. Research limitations/implications – The authors have tested and built theory by identifying not only what predicts maverickism, but also how the learning processes of the HMLP interrelate to predict maverickism. Practical implications – Managers interested in developing the maverick potential of their employees will find this study useful because it identifies what to look for in maverick workers. Social implications – Individuals high in maverickism have the potential for radical innovation. Understanding how to identify and develop these individuals may lead to larger societal benefits. Originality/value – The authors are the first to use the HMLP to test maverickism. The research highlights the importance of both personality and learning processes in maverickism.

Personality and boredom at work: the mediating role of job crafting

2019 ◽  
Vol 24 (4) ◽  
pp. 315-330
Author(s):  
Bogdan Oprea ◽  
Dragos Iliescu ◽  
Vlad Burtăverde ◽  
Miruna Dumitrache
Keyword(s):  
Job Crafting ◽  
Negative Consequences ◽  
Cross Sectional ◽  
Content Type ◽  
Work Related ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
The Individual ◽  
The Relationship

Purpose Boredom at work is associated with negative consequences, therefore it is important to investigate whether employees engage in job crafting behaviors that reduce boredom and what are the individual differences associated with these behaviors. The paper aims to discuss these issues. Design/methodology/approach A questionnaire study was designed to examine the mediating role of job crafting in the relationship between conscientiousness and emotional stability and boredom among 252 employees (Study 1) and in the relationship between Machiavellianism and psychopathy and boredom among 216 employees (Study 2). Findings The results showed that conscientiousness is negatively related to work-related boredom. This relationship is mediated by job crafting. Neuroticism and psychopathy are positively associated with boredom at work, but these relationships are not mediated by job crafting behaviors. Research limitations/implications The study was based on self-reported measures, which might raise questions of common-method bias, and the research samples contained mostly women and young employees, which raises questions about generalizability of our findings. At the same time, the cross-sectional design does not allow causal inferences. Practical implications Organizations can select employees based on their personality for jobs that predispose to boredom and give them enough autonomy to be able to craft them. Moreover, they can identify employees who need support to manage their boredom and include them in job crafting interventions. Originality/value Traditionally, boredom at work has been considered as resulting from characteristics of tasks and jobs. The findings indicate that some employees can make self-initiated changes to their work in order to reduce their boredom and possibly its negative consequences.

scholarly journals Advancing the Assessment of Mindfulness-Based Meditation Practice: Psychometric Evaluation of the Mindfulness Adherence Questionnaire

2020 ◽  
Author(s):  
Craig Hassed ◽  
Andrew Flighty ◽  
Richard Chambers ◽  
Dominic Hosemans ◽  
Neil Bailey ◽  
...  
Keyword(s):  
Skill Acquisition ◽  
Discriminant Validity ◽  
Factor Model ◽  
Psychometric Evaluation ◽  
Mindfulness Practice ◽  
General Factor ◽  
Meditation Practice ◽  
Trait Mindfulness ◽  
Internal Reliability ◽  
Cross Sectional

Abstract Background Mindfulness-based meditation practice (MBP) can be assessed in terms of time spent (quantity) or skill acquisition (quality), but these components have rarely been delineated in adherence measures. Individuals may also engage in MBP through everyday life (informal practice) and dedicate specific time for MBP (formal practice). Method The Mindfulness Adherence Questionnaire, a scale designed to assess quantity and quality of formal and informal MBP was evaluated. Study 1 used a cross-sectional design to examine internal reliability and construct validity (N = 282). Study 2 examined test–retest reliability and sensitivity (N = 55) during a 4-week mindfulness intervention. Results A nested-factor model showed adequate fit: MAQ items loaded on both the general factor (Practice) and specific factors (Formal and Informal). Discriminant validity analyses revealed the MAQ captured MBP adherence distinct from trait mindfulness. Quality of both formal and informal mindfulness practice was more strongly associated with higher levels of trait mindfulness than quantity. Changes in MAQ Quantity scores were observed over time. Conclusions The MAQ is reliable and has a meaningful scale structure, may usefully distinguish both quality versus quantity and formal versus informal MBP, and is sensitive to variations in MBP and does not solely measure trait mindfulness.

Psychometric properties of the Italian version of Colquitt’s Organizational Justice Scale (OJS)

2017 ◽  
Vol 25 (5) ◽  
pp. 861-874 ◽  
Author(s):  
Paola Spagnoli ◽  
Maria Luisa Farnese ◽  
Francesca D’Olimpio ◽  
Andrea Millefiorini ◽  
Liliya Scafuri Kovalchuk
Keyword(s):  
Construct Validity ◽  
Organizational Justice ◽  
Concurrent Validity ◽  
Convergent Validity ◽  
Goodness Of Fit ◽  
Discriminant Validity ◽  
Factor Model ◽  
Second Order ◽  
Italian Version ◽  
Content Type

Purpose Although Colquitt’s Organizational Justice Scale (COJS) is one of the most widely used organizational justice scales (OJS) worldwide, a rigorous adaptation and validation in Italy is still missing. Accordingly, the purpose of this paper is to examine the construct validity and reliability of the Italian translation of the scale. Design/methodology/approach Factorial and concurrent validity were examined to assess construct validity. A confirmatory factorial analysis through structural equation modelling was conducted on five factorial models: one-factor, two-factor, three-factor, four-factor and second-order factor model. Concurrent validity implied the examination of the relationships between organizational justice and job satisfaction (convergent validity) and between organizational justice and workplace bullying (discriminant validity). Findings Evidence of the prevalence of the original Colquitt (2001) four-factor model was found, though also the second-order model obtained adequate goodness of fit. Findings supported both convergent and discriminant validity. Reliability analysis reported evidence of excellent internal consistency. Thus, the Italian version of the OJS can be used in Italy for research and practical purposes. Originality/value This is the first study properly addressing the factorial and concurrent validity of the OJS in Italy.

Does managerial personality influence pricing practices under uncertainty?

2017 ◽  
Vol 26 (7) ◽  
pp. 771-784 ◽  
Author(s):  
Mario Kienzler
Keyword(s):  
Personality Traits ◽  
Factor Model ◽  
Five Factor Model ◽  
Cross Sectional Study ◽  
Individual Characteristics ◽  
Openness To Experience ◽  
Cross Sectional ◽  
Content Type ◽  
Pricing Decisions ◽  
The Relationship

Purpose While marketing and management research suggests that managers’ individual characteristics influence pricing decisions, the influence of personality traits in this context remains unclear. This study aims to explore the relationship between the five basic personality traits of the five-factor model (extraversion, conscientiousness, openness to experience, agreeableness and neuroticism) and three basic pricing practices (value-, competition- and cost-informed). Design/methodology/approach On the basis of a non-experimental decision-making scenario, the analysis examines the pricing decisions of 57 managers in relation to a new business service. Findings The results suggest that managers’ conscientiousness and openness to experience are positively related to preference for value-informed pricing. Similarly, managers’ agreeableness is positively related to preference for competition-informed pricing and managers’ openness to experience and agreeableness are positively related to preference for cost-informed pricing. Research limitations/implications The cross-sectional study design does not support causal inference, and the modest sample size may limit the external validity of the findings. Practical implications By increasing awareness of the influence of personality on pricing preferences, the findings are of relevance to managers who are directly involved in pricing decisions. Additionally, the findings are informative for managers who must assign responsibility for pricing authority within firms. Originality/value This empirical exploration of the relationship between certain personality traits and specific pricing practices contributes to the literature on psychological aspects of pricing theory by showing how managerial personality influences pricing preferences under uncertainty.

scholarly journals A psychometric evaluation of the 17 itemed Utrecht Work Engagement Scale (UWES-17) in Uganda

2020 ◽  
Vol 2 ◽  
Author(s):  
Ibrahim A. Musenze ◽  
Thomas S. Mayende
Keyword(s):  
Factor Structure ◽  
Work Engagement ◽  
Design Methodology ◽  
Factor Model ◽  
Psychometric Evaluation ◽  
Model Fit ◽  
Cross Sectional ◽  
Utrecht Work Engagement Scale ◽  
Confirmatory Factor ◽  
Cross Sectional Design

Purpose - This study aimed at the establishment of the psychometric properties of the UWES-17 itemed factorial structure.  This was done by examining the similarities and differences in  terms of model fit of the tri-factor model to a one-factor model.  Design/methodology/approach - Using a cross-sectional design, confirmatory factor analysis was used to evaluate the 17-item uni-dimensional and the 17-item tri-factor UWES respectively on a sample of 323 Education Assistants (professional teachers) in Uganda. Findings - The study confirmed an 11 item tri-factor UWES-Ug as a reliable and parsimonious factor structure within this cohort.Research limitations/implications - The sample was restricted to teachers and this limits the generalisability of the findings.Practical implications - On account of these results, the study sample evidently attests to the fact that work engagement is best represented as a tri-factor construct in Ugandan context.  This study contributes to theory by confirmation of the three-factor structure of work engagement in developing countries through use of perceptual data from a Ugandan sample. Originality/value - This is a pioneer empirical study that validates the UWES 17 itemed scale in Uganda.

scholarly journals Factors influencing SRI fund performance

2019 ◽  
Vol 3 (1) ◽  
pp. 68-81
Author(s):  
Halil Kiymaz
Keyword(s):  
Regression Analysis ◽  
Factor Model ◽  
Five Factor Model ◽  
Fund Performance ◽  
Factor Models ◽  
Cross Sectional ◽  
Content Type ◽  
Responsible Investment ◽  
Factors Influencing ◽  
Three Factor

Purpose The purpose of this paper is to examine socially responsible investment (SRI) fund performance and investigate the factors influencing fund performance. Design/methodology/approach The study uses return data from the Morningstar database for 152 SRI funds from January 1995 to May 2015. The initial analysis includes the use of various risk-adjusted performance measures, including Sharpe ratio, Treynor ratio, Information ratio, Sortino ratio and M2. The study also uses four factor models, including Jensen single-factor model, Fama–French three-factor model, Carhart four-factor model and Fama–French five-factor model to explain SRI fund returns. Finally, a cross-sectional regression analysis is applied to investigate the determinants of SRI fund returns. Findings The results show that, on average, the SRI funds provide comparable risk-adjusted returns relative to various benchmark market indices. Market factor is significant in explaining SRI fund returns. Examining each factor model, the results do not support Fama–French’s three-factor model as neither size nor value factor is significant. The author finds weak support for Carhart’s momentum factor along with the market factor. Finally, the Fama–French five-factor model shows market, size and operating profit factors explain SRI fund returns. The study also finds the fund performance is stronger for funds with the higher turnover ratio, the larger fund size and more managerial experience and lower for funds with higher expense ratio. Also, funds formed with negative screening perform better than positive or mixed screened funds. Originality/value SRI funds have received considerable attention from investors. This study contributes to the literature by examining SRI fund performance and investigating factors influencing their performance using multiple factor models and cross-sectional regression analysis. The findings are relevant for investors who demand responsible investment opportunities without sacrificing returns for nonfinancial screenings. Findings also suggest that investors should consider fund characteristics when selecting SRI funds.

scholarly journals Psychometric properties of the Georgian version of the Safety Attitudes Questionnaire: a cross-sectional study

BMJ Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. e034863
Author(s):  
Nikoloz Gambashidze ◽  
Antje Hammer ◽  
Nicole Ernstmann ◽  
Tanja Manser
Keyword(s):  
Construct Validity ◽  
Psychometric Properties ◽  
Internal Consistency ◽  
Discriminant Validity ◽  
Factor Model ◽  
Model Fit ◽  
Short Version ◽  
Cross Sectional ◽  
Safety Attitudes ◽  
Safety Attitudes Questionnaire

ObjectiveTo study the psychometric properties of the Georgian version of the Safety Attitudes Questionnaire short version.DesignCross-sectional study.SettingThree Georgian hospitals.ParticipantsPersonnel of participating hospitals (n=305 responses, estimated response rate 30%).InterventionsNone.Primary and secondary outcome measuresPsychometric properties (model fit, internal consistency, construct validity, convergent and discriminant validity) of the instrument, factor structure derived from the data.ResultsThe Georgian version of Safety Attitudes Questionnaire demonstrated acceptable construct validity and internal consistency (Cronbach’s alpha 0.61–0.91). Three factors, Teamwork Climate, Safety Climate and Working Conditions, had limited convergent and discriminant validity. Confirmatory factor analysis with the original six-factor model resulted in limited model fit (χ2/df=2.14, root mean square error of approximation (RMSEA)=0.06, goodness of fit index (GFI)=0.83, CFI=0.88, TLI=0.86). Exploratory factor analysis resulted in a modified four-factor model with satisfactory model fit (χ2/df=2.09, RMSEA=0.06, GFI=0.88, CFI=0.93, TLI=0.91).ConclusionsThe Georgian version of the Safety Attitudes Questionnaire (short version) demonstrated acceptable psychometric properties, with acceptable to good internal consistency and construct validity. While the whole model had limited fit to the data, a modified factor model resulted in good model fit. Our findings suggest the dimension Working Conditions has questionable psychometric properties and should be interpreted with caution. Other two correlated dimensions Teamwork Climate and Safety Climate share considerable variance and may be merged. Overall, the instrument can provide valuable information relevant for advancement of patient safety culture in Georgian hospitals.

Evidence of cross‐cultural invariance of the big five personality dimensions in work settings

2003 ◽  
Vol 17 (1_suppl) ◽  
pp. S67-S76 ◽  
Author(s):  
Jesús F. Salgado ◽  
Silvia Moscoso ◽  
Mario Lado
Keyword(s):  
Big Five ◽  
Personnel Selection ◽  
Discriminant Validity ◽  
Factor Model ◽  
Five Factor Model ◽  
Cross Cultural ◽  
Big Five Personality ◽  
Personality Dimensions ◽  
Five Dimensions ◽  
Work Related

This article explores the cross‐cultural invariance (construct validity) of two work‐related personality inventories based upon the Five Factor Model (the HPI and the IP/5F). The results show a good convergent and discriminant validity between scales that measure the Big Five personality dimensions. A factor analysis indicates that all personality scales load on the hypothesized Big Five dimensions. Some implications of these findings for the research and practice of personality measurement in personnel selection are discussed. Copyright © 2003 John Wiley & Sons, Ltd.

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