Factor analysis-validated comprehensive employee job performance scale

2018 ◽  
Vol 35 (10) ◽  
pp. 2436-2449 ◽  
Author(s):  
Khahan Na-Nan ◽  
Kanokporn Chaiprasit ◽  
Peerapong Pukkeeree
Keyword(s):  
Factor Analysis ◽  
Performance Evaluation ◽  
Job Performance ◽  
Goodness Of Fit ◽  
Employee Performance ◽  
Job Quality ◽  
Evaluation Tool ◽  
Content Type ◽  
Average Variance ◽  
Fit Index

Purpose The purpose of this paper is to develop an employee job performance (EJP) scale questionnaire that encompasses the job time, job quality and job quantity dimensions of employee performance. Design/methodology/approach In this study, the questionnaire questions were first validated using exploratory factor analysis (EFA) and then confirmatory factor analysis (CFA) along the three performance dimensions. The research samples were auto-parts assembly line workers. The factor analysis results confirmed the validity of the questionnaire as a reliable employee performance evaluation tool, as evidenced by the composite reliability (CR) and the average variance extracted (AVE). Findings The questionnaire questions identified three factors of EJP, namely, job time, job quality and job quantity, with 13 items. The factor analysis results confirmed the validity of the questionnaire as a reliable employee performance evaluation tool, as evidenced by a CR of 0.894 and AVE of 0.739, in addition to χ2=63.340, df=54, p=0.180, goodness of fit index=0.976, adjusted goodness of fit index=0.960, RMSEA=0.021 and root mean square residue=0.014. Research limitations/implications The EJP scale questionnaire was examined using only EFA and CFA. These scales are expected to help academics, researchers and practitioners test theories. Because of the features of the sample, the final results should be considered carefully. Practical implications Importantly, the factor analysis results suggest that the proposed EJP scale questionnaire can be applied to various industries and settings either as is or with minimal modifications. Originality/value The EJP questionnaire is novel and can serve as an excellent EJP tool to measure employees’ behavioral output. The questionnaire can provide empirical data on employee performance output based on the employee’s perspective.

A validation of the performance management scale

2018 ◽  
Vol 35 (6) ◽  
pp. 1253-1267 ◽  
Author(s):  
Khahan Na-nan ◽  
Kanokporn Chaiprasit ◽  
Peerapong Pukkeeree
Keyword(s):  
Factor Analysis ◽  
Performance Evaluation ◽  
Performance Management ◽  
Goodness Of Fit ◽  
Mean Square ◽  
Evaluation Performance ◽  
Content Type ◽  
Performance Review ◽  
And Performance ◽  
Fit Index

Purpose The purpose of this paper is to develop a performance management (PM) scale questionnaire that encompasses the pre-requisite, performance planning, performance evaluation, performance review, and performance application dimensions of PM. Design/methodology/approach In the study, the 33 questionnaire questions were first validated using exploratory factor analysis (EFA) and then by confirmatory factor analysis (CFA) along the three performance dimensions. The research sample consists of 330 entrepreneurs. The factor analysis results confirm the validity of the questionnaire as a reliable entrepreneur PM evaluation tool, as evidenced by the composite reliability of 0.845 and the average variance extracted of 0.532. Findings All constructs revealed the acceptable internal consistency reliability. A good model fit was found for the measurement model using several fit index like χ2=449.983, degree of freedom=415, p-value (p)=0.114, goodness of fit index=0.927, adjusted goodness of fit index=0.901, root mean square error of approximation=0.016, and root of mean square residuals=0.032. Research limitations/implications The PM model was examined using EFA and CFA only. A sample with only SMEs entrepreneurs and large sample size and sample area can be used in future research. Practical implications This research paper is an endeavor to explore only the reliability and validity of the PM model. Thus all the five dimension, namely “pre-requisite” “performance planning,” “performance evaluation,” “performance review,” and “performance application” proved out of be reliable and validated when it will be tested in case of SMEs’ high-growth sectors and high-impact sectors. Originality/value The main contribution of this research is that all factors have a good fit and acceptable reliability value; each factor can be measured individually depending on the nature of the research.

Nurses quality of work life: scale development and validation

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nanjundeswaraswamy TS
Keyword(s):  
Factor Analysis ◽  
Goodness Of Fit ◽  
Business Environment ◽  
Work Life ◽  
Quality Of Work Life ◽  
Measuring Instrument ◽  
Content Type ◽  
Quality Of Work ◽  
Fit Index

PurposeThis is a systematically conducted study to design, develop and validate a measuring instrument to assess the nurses quality of work life (QWL) and determine the vital components of nurses' QWL.Design/methodology/approachIn this methodical study, vital dimensions of nurses QWL are identified using Pareto analysis; data and information were collected from 474 nurses through the structured questionnaire. By conducting exploratory factor analysis (EFA), the number of dimensions and items was reduced. Through the confirmatory factor analysis (CFA) using SPSS 21 software, nine predominant dimensions were confirmed, they are work environment, working condition, work–life balance, compensation, relationship and cooperation, stress at work, job satisfaction, career development and organization culture. Additional structural equation modeling (SEM) was done to determine the interrelationships between extracted nine components using AMOS. By performing different statistical tests like reliability test, content validity, construct validity, convergent, divergent validity and multicollinearity, the proposed nine-component nurses QWL instrument was validated.FindingsThe proposed measurement model explained 73.18% of total variance; reliability of the instrument Cronbach's alpha value is 0.902. Model fit indices like chi-square df (CMIN) = 685, df = 523, CMIN/DF = 1.310, goodness-of-fit index (GFI) = 0.965, adjusted goodness-of-fit index (AGFI) = 0.937, parsimony goodness-of-fit index (PGFI) = 0.918, incremental fir index (IFI) = 0.933, Tucker–Lewis index (TLI) = 0.921, comparative fit index (CFI) = 0.931 and root mean square error of approximation (RMSEA) = 0.036 fulfill the acceptable criteria. The nine factors nurses QWL measuring instrument is reliable and statistically valid.Research limitations/implicationsData were collected from 474 nurses, poor responses and time constraints.Practical implicationsHospitals are trying to improve the quality of patient caring by enhancing the nurses' skill sets, knowledge and attitude to meet global challenges. In this unstable business environment, hospitals face challenges like the high attrition rate and skilled nurses shortage. In this scenario, this study provides a valid instrument to measure the QWL of nurses to know the status of QWL, which will help to build a strategic plan to improve retention rate and to attract the talented workforce to the hospitals.Originality/valueAs a result, the scale developed in this study contributes to the body of the literature on nurses QWL. It seems to be more advantageous for carrying out further research in this field.

scholarly journals Urdu Translation and Validation of 11-Item Measure to Assess Borderline Personality Features in Pakistani Adolescents

SAGE Open ◽  
2021 ◽  
Vol 11 (1) ◽  
pp. 215824402098615
Author(s):  
Humaira Bibi ◽  
Syeda Farhana Kazmi
Keyword(s):  
Factor Analysis ◽  
Psychometric Properties ◽  
Convergent Validity ◽  
Goodness Of Fit ◽  
Borderline Personality ◽  
Two Dimensions ◽  
Personality Features ◽  
Fit Index ◽  
Borderline Personality Features ◽  
Translation And Validation

The current study includes Urdu translation and validation of Borderline Personality Features Scale–11 (BPFS-11) in two phases. Phase 1 included forward and back translation of BPFS-11, and Phase 2 included establishment of psychometric properties for BPFS-11. For this purpose, 930 adolescents were selected from different hospitals, schools, and colleges. The reliability value of the scale was .72. Exploratory factor analysis revealed factor structure with four principal dimensions; besides confirmatory factor analysis, goodness-of-fit indices indicated good fit of model to data, and two dimensions of scale and factors showed good values of internal consistency. The obtained value for goodness-of-fit index was .995, for adjusted goodness-of-fit index was .989, for comparative fit index was .998, for incremental fit index was .998, and for root mean square error of approximation (RMSEA) value was .019. Good values of composite reliability and convergent validity were measured for both dimensions of the scale. The analysis of criterion-related validity showed significant positive correlation of BPFS-11 with Affective Lability Scale, Deliberate Self-Harm Inventory, and neuroticism scale of Big Five Inventory. Significant differences were found between scores of individuals having borderline personality disorder and scores of normal individuals. The results of the current study indicated that BPFS-11 is short and easily administered diagnostic tool that has good psychometric properties and can be helpful for diagnosis of borderline personality features in adolescents. It can enhance the understanding of the participants regarding the statements of the scale for Urdu natives.

Do employee responses to organizational support depend on their personality? The joint moderating role of conscientiousness and emotional stability

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Greg J. Sears ◽  
Yu Han
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Organizational Support ◽  
Affective Commitment ◽  
Employee Performance ◽  
Self Regulation ◽  
Employee Commitment ◽  
Emotional Stability ◽  
Content Type ◽  
Positive Effects

PurposeThis study explored whether two Big Five traits – conscientiousness and emotional stability – jointly moderate the positive effects of perceived organizational support (POS) on employee commitment and job performance. Drawing on organizational support theory and a self-regulation perspective, we proposed that employees high on both traits will more effectively leverage POS to enhance both their commitment and their performance.Design/methodology/approachData were collected from 141 employees in a multinational transportation security firm. Employees completed measures assessing their POS, personality and affective commitment. Supervisors provided ratings of employees' job performance.FindingsResults indicated that POS exerts a stronger influence on both employee commitment and performance when workers are high on conscientiousness and emotional stability. Moreover, POS was only found to be significantly associated with job performance when employees were high on both traits.Research limitations/implicationsThese results suggest that personality traits play an integral role in influencing workers' perceptions of, and responses to, POS. Specifically, employees who demonstrate a stronger task focus and self-regulation capabilities appear to respond more favorably to POS.Practical implicationsThese findings reinforce the value of implementing HR practices that convey support for employees but also highlight the importance of attracting and retaining employees who are conscientious and emotional stable in order to fully realize the benefits of these practices.Originality/valueRecent evidence indicates that the relationship between POS and employee performance is tenuous. Our results are consistent with a contingency perspective on POS and signal that this may be partly owing to the `influence of individual differences, such as personality traits, in moderating the effects of POS.

scholarly journals Critical Multicultural Education Competencies Scale: A Scale Development Study

2016 ◽  
Vol 5 (3) ◽  
pp. 51
Author(s):  
Yasemin Acar-Ciftci
Keyword(s):  
Factor Analysis ◽  
Critical Race Theory ◽  
Multicultural Education ◽  
Goodness Of Fit ◽  
Critical Multicultural Education ◽  
Confirmatory Factor ◽  
Education Theory ◽  
Deductive Method ◽  
Coefficient Of Concordance ◽  
Fit Index

<p>The purpose of this study is to develop a scale in order to identify the critical mutlicultural education competencies of teachers. For this reason, first of all, drawing on the knowledge in the literature, a new conceptual framework was created with deductive method based on critical theory, critical race theory and critical multicultural education theory, which includes dimensions of awareness, knowledge, attitude and skill. In accordance with this framework, experimental form consisting of 56 items was submitted to experts for consideration. In accordance with the responses of the experts, content validity rate of the items was identified and the items which were below. 80 level were excluded from the study. The pilot study form consisting of 45 items, was applied to teachers who work preschools, primary and secondary school and the data which was obtained from 421 teachers in total were analyzed. Through the Exploratory Factor Analysis (EFA), a structure consisting of “Awareness”, “Attitude’’, “Knowledge” and “Skill” and 42 items was reached. The relationship between sub-dimensions of the scale was examined and it was observed that the factors were positively and significantly correlated with each other. In this case, it was concluded that scale supports the theory. After the analysis, it was confirmed that the sub-dimensions were the components of a structure called critical multicultural education competency and that together they form a higher structure. It was determined that the goodness of fit index of the model is quite high. Confirmatory Factor Analysis also confirmed the results of EFA. The internal coefficient of concordance was determined as .845 for the whole scale.</p>

An evaluation instrument and strategy implications of service attributes in LOHAS restaurants

2019 ◽  
Vol 31 (1) ◽  
pp. 194-216 ◽  
Author(s):  
Ching-Chan Cheng ◽  
Ya-Yuan Chang ◽  
Ming-Chun Tsai ◽  
Cheng-Ta Chen ◽  
Yu-Chun Tseng
Keyword(s):  
Factor Analysis ◽  
Service Quality ◽  
Goodness Of Fit ◽  
Quality Characteristics ◽  
Evaluation Instrument ◽  
Sustainable Operations ◽  
Content Type ◽  
Quality Scale ◽  
Expert Interview ◽  
Service Attribute

Purpose This study aims to develop a comprehensive LOHAS (lifestyles of health and sustainability) restaurant service quality scale by using a rigorous qualitative and quantitative research process to effectively measure the service quality of LOHAS restaurants. Moreover, this study aims to further identify the Kano quality characteristics and strategic meanings of service attributes in LOHAS restaurants. Design/methodology/approach This study designed the preliminary items of the service quality scale for LOHAS restaurants (LORSERV scale) based on relevant literatures and expert interview procedures. This study identified the goodness of fit of the questionnaire content, construct validity and validity of the LORSERV scale using exploratory factor analysis and confirmatory factor analysis. The moderated regression was conducted to identify the Kano quality characteristics and strategic meanings of each service attribute in LOHAS restaurants. Findings The results indicated that the LORSERV scale included seven dimensions (internal sense of happiness, transitiveness, environment, healthy catering, service commitment, green practicability and thoughtfulness), for a total of 33 items. According to the results of the Kano model, the seven service attributes were categorized into the attractive quality. A total of 25 service attributes were categorized into the one-dimensional quality, and one service attribute was categorized into the must-be quality. Originality/value The contribution of this study is that the scale could facilitate operators of LOHAS restaurants to effectively understand customer perceptions of service quality and serve as a reference to upgrade and improve service quality. The identification of Kano quality characteristics for each service attribute is conducive for LOHAS restaurants to understand the strategic meanings of each service attribute and can serve as a reference to make distinctive service strategies to reach sustainable operations.

Thwarted psychological needs: the negative impact of customer mistreatment on service employees and the moderating role of empowerment HRM practices

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jiuming Chen ◽  
Haiying Kang ◽  
Ying Wang ◽  
Mingjian Zhou
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Negative Impact ◽  
Employee Performance ◽  
Well Being ◽  
Psychological Needs ◽  
Basic Psychological Needs ◽  
Cross Sectional ◽  
Content Type ◽  
Hrm Practices

PurposeDrawing on self-determination theory (SDT), this study aims to understand the adverse effects of customer mistreatment on employee performance and well-being by thwarting the satisfaction of employees' basic psychological needs. It also examines how these negative effects may be mitigated by empowerment human resource management (HRM) practices.Design/methodology/approachTwo studies were conducted using survey data collected in China. In Study 1, cross-sectional data from 321 telemarketing employees were analyzed to examine how customer mistreatment reduces the satisfaction of employees' basic psychological needs, harming job performance and job satisfaction. In Study 2, multiwave, multisource data were collected from 149 property agents and their supervisors to replicate the findings of Study 1 and further test empowerment HRM as a moderator of the relationship between customer mistreatment and satisfaction of needs.FindingsThe results from both studies show that customer mistreatment leads to low job performance and job satisfaction via reduced satisfaction of employees' needs for autonomy and competence but not relatedness. Moreover, the negative effect on the satisfaction of employees' needs for autonomy and competence was buffered when organizations had high empowerment HRM practices in place.Originality/valueThis study provides new insights on customer mistreatment by understanding its effects from a motivational perspective, which has not been considered in prior research. It also explores how HRM practices can help satisfy employee needs in adverse work environments induced by customer mistreatment.

Instrumental ties or expressive ties? Impact mechanism of supervisor–subordinate ties based on enterprise social media on employee performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Changyu Wang ◽  
Tianyu Yuan ◽  
Jiaojiao Feng
Keyword(s):  
Social Media ◽  
Job Performance ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Employee Performance ◽  
Organizational Trust ◽  
Mediating Effect ◽  
Positive Role ◽  
Content Type ◽  
Enterprise Social Media

PurposeThe purpose of this study is to answer whether and how supervisor–subordinate instrumental or expressive ties based on enterprise social media (ESM) might enhance employee performance.Design/methodology/approachDrawing on social exchange theory, this study developed a theoretical model to explore the influencing mechanism of different supervisor–subordinate ties based on ESM on employee job performance. The model was empirically tested through 219 ESM users.FindingsThe results revealed that supervisor–subordinate instrumental ties based on ESM play a positive role in employee job performance, while supervisor–subordinate expressive ties based on ESM are not significantly related to employee job performance. Supervisor–subordinate instrumental ties and expressive ties based on ESM can positively influence employee job performance through the mediating effect of organizational trust. Besides, perceived performance climate can weaken the relation of organizational trust to job performance, and then weaken the indirect relations via the mediating of organizational trust.Originality/valueOur findings advance the understanding of ESM use through various underlying mechanisms and have the potential of guiding organizations to fine-tune their social media usage strategies.

When organizational support yields both performance and satisfaction

2019 ◽  
Vol 48 (6) ◽  
pp. 1410-1428 ◽  
Author(s):  
Lincoln Jisuvei Sungu ◽  
Qingxiong (Derek) Weng ◽  
Johari Abdu Kitule
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Social Exchange ◽  
Organizational Support ◽  
Employee Performance ◽  
Well Being ◽  
Bottom Line ◽  
Content Type ◽  
Performance Ability

Purpose The purpose of this paper is to examine the underlying mechanism through which perceived organizational support (POS) influences job performance and job satisfaction. Specifically, the study aims at examining the contingent role of performance ability in the associations of POS and affective organizational commitment (AOC) with job performance and job satisfaction, thus highlighting the pivot role of ability in the social exchanges. Design/methodology/approach The sample of the present study included 269 employees of a University in Kenya. The data were analyzed with Mplus to test the hypotheses. Findings POS enhances AOC that, in turn, positively influences job performance and job satisfaction. Importantly, the results indicate that performance ability moderates both the direct and indirect (via AOC) effects of POS on job performance and job satisfaction. Thus, employees’ abilities for tasks are not only significant for reciprocating resources that organizations invest in employees, but also enhances employee well-being. Research limitations/implications Although satisfaction with employee reciprocation was implied based on performance levels, it was not directly tested in the supervisor–employee social exchange. It is possible that even with intentions to deliver (high AOC), the resultant reciprocation may be less satisfactory to the organization. Future research would benefit from investigating the role that reciprocity norm could have in the model, specifically, whether employer satisfaction would be a function of employee performance ability. Practical implications Most often, the bottom line goal of organizations is employee performance, whereas AOC indicates employees’ intentions and efforts to reciprocate the organization with high performance, such intentions can only go as far as the ability for such desired outcomes. Consequently, efforts should be made to ensure employee’s capabilities align with specific job tasks to enhance both organizational (job performance) and employee well-being (job satisfaction). During the employee selection process, therefore, a focus on ability cues would be more advantageous than commitment when the bottom line goal is to enhance well-being. Originality/value This is the first study that tests the moderating role of the employee’s performance ability in both the POS and AOC relationships with job performance and job satisfaction. Moreover, this is the first study to examine the relationship between POS and AOC with job satisfaction. The study opens a potential avenue to examine the micro-mechanisms that regulate reciprocity in social exchanges, and thus presents the boundary conditions for the predictions of the social exchange theory.

Investigation of factors influencing employee performance

2016 ◽  
Vol 24 (2) ◽  
pp. 340-368 ◽  
Author(s):  
Jiří Šindelář
Keyword(s):  
Performance Evaluation ◽  
Work Experience ◽  
Formal Education ◽  
Employee Performance ◽  
Organizational Factors ◽  
Personal Interview ◽  
Content Type ◽  
Organizational Environments ◽  
Forecasting Performance ◽  
Soft Factors

Purpose The purpose of this paper is to investigate the effect of selected organizational factors on the performance of employees charged with sales forecasting, and to compare this across the different organizational environments of Central-Eastern European (CEE) retail chains. Design/methodology/approach The research involves seven major pan-European retail chain companies, with a total number of 201 respondents. Data were collected via a questionnaire [computer-aided personal interview (CAPI) and human-aided personal interview (HAPI) method] with a five-point scale evaluation of both dependent (organizational factors) and independent (performance indicator) variables. Cluster analysis was then used to derive the characteristics of average organizational environments, and correlation analysis was used to investigate the direction and size of the performance effect. Findings The results confirmed that different organizational environments have differing effects on the performance of forecasters. It also showed that the “hard core” factors (performance evaluation and information systems) do not have a dominant effect on employee performance in any of the environments regardless of their quality, and are aggregately outclassed by “soft” factors (communication lines and management support). Finally, the research indicated that among the personal attributes related to individual forecasters, domain and forecasting work experience have significant, beneficial effects on forecasting performance, whereas formal education level was detected to have a negative effect and can be, at best, considered as non-contributor. Practical implications The research results along with available literature enable us to define four management theses (focus on system, less on people; soft factors are equal to hard ones; higher formal education does not contribute to forecasting performance; and do not overestimate the social and morale situation on the working place) as well as four stages of organizational development, creating a practitioner’s guide to necessary steps to improve an environment’s key factors, i.e. performance evaluation, information systems and forecasting work experience. Originality/value Although there are regular studies examining the effect of organizational factors on employee performance, very few have explored this relationship in a forecasting context, i.e. in the case of employees charged with sales forecasting. Furthermore, the paper brings evidence on this topic from the CEE area, which is not covered in most prominent forecasting management studies.

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