Employer brand scale development and validation: a second-order factor approach

2017 ◽  
Vol 46 (2) ◽  
pp. 389-409 ◽  
Author(s):  
Karnica Tanwar ◽  
Asha Prasad
Keyword(s):  
Factor Analysis ◽  
Qualitative Interviews ◽  
Measurement Model ◽  
Second Order ◽  
Content Type ◽  
Five Dimensions ◽  
Work Atmosphere ◽  
Healthy Work ◽  
Order Factor ◽  
Employer Brand

Purpose The purpose of this paper is to conceptualise, develop and validate a scale to measure the employer brand from the perspective of existing employees. Design/methodology/approach The methodology entailed the compilation of a literature review and conduction of qualitative interviews to generate items. Five employer brand dimensions have been derived through exploratory factor analysis and further validated through confirmatory factor analysis by using a separate data of 313 employees. Also, the employer brand has been specified as a second-order factor that is determined by five first-order factors. Findings A final 23-item EB scale covering five dimensions of the employer brand has been developed. The dimensions identified are: a healthy work atmosphere, training and development, work-life balance, ethics and corporate social responsibility, and compensation and benefits. Also, the higher order measurement model suggests that employer brand is most influenced by the “healthy work atmosphere” dimension. These dimensions reflect the perceptions of existing employees regarding their organisation. The scale is found to be psychometrically sound for measuring the employer brand. Practical implications The scale is useful for both researchers and practitioners. A deeper insight into the dimensions may help managers to identify their impact on organisational outcomes like employee satisfaction, employee retention, commitment and productivity. Also, organisations can measure the perceptions of employees for identifying improvement gaps and developing effective attraction and retention strategies. The scale also provides researchers with a sought-after conceptualisation of employer brand. Originality/value The authors believe that the study is the first of its kind wherein the employer brand has been modelled as a second-order factor from the perspective of the existing employees.

Measuring an employer brand: a study towards valid scale development (as a second-order factor of a structural model)

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Navin Kumar Shrivastava ◽  
Arvind Virendranath Shukla
Keyword(s):  
Factor Analysis ◽  
Structural Model ◽  
Work Conditions ◽  
Cross Sectional Study ◽  
Second Order ◽  
Cross Sectional ◽  
Content Type ◽  
Order Factor ◽  
Employer Brand ◽  
Talent Acquisition

Purpose The study aims to conceptualise, develop and validates a scale to measure an employer brand(ing) (EB) based on the opinion of existing and potential employees. Design/methodology/approach A total of 431 student-respondents from B-Schools across India were surveyed in a cross-sectional study using a 70-item scale generated through literature review and expert interviews. Through exploratory factor analysis, six EB dimensions were derived. These were further validated using confirmatory factor analysis on data of 120 employees of the power sector. Findings A new 20-item EB scale- “EmBran” covers six dimensions of EB, namely, good human resource (HR) practices, business impression and work conditions, financial compensation, work-life balance, passive culture and standard HR policy. The paper posits EB as a second-order factor determined by six first-order factors. Practical implications The EB scale can be used by talent acquisition teams to derive meaningful insights into designing a policy for hiring and attracting young talent. It, thus, makes a significant contribution towards talent management. The scale also provides researchers with a fresh conceptualisation of the concept of the EB. Originality/value This study is unique as it considers the opinions of both existing and potential employees. Additionally, dimensions of passive culture and business impression and working conditions, emerged in the study.

Exploring employee performance dimensionality in Indian public sector units

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Subhra Pattnaik ◽  
Susmita Pattnaik
Keyword(s):  
Factor Analysis ◽  
Public Sector ◽  
Performance Management ◽  
Management Practices ◽  
Employee Performance ◽  
Measurement Model ◽  
Three Dimensions ◽  
Content Type ◽  
First Order ◽  
Order Factor

PurposePerformance is considered to be a multi-dimensional construct with three underlying dimensions such as Task Performance (TP), Interpersonal Facilitation (IPF), and Job Dedication (JD). Yet, these dimensions exhibit high inter-correlations in many studies. This study explores the dimensionality of performance as perceived by managers in Indian Public Sector Units (PSUs) and its implications on the sustainability of performance practices in these organizations.Design/methodology/approachPerformance data of 588 PSU executives was obtained from their respective managers (162 in number) using a pen-paper survey. Exploratory Factor Analysis (EFA) followed by a Confirmatory Factor Analysis (CFA) was employed to test the dimensionality of the performance construct using SPSS 25 and AMOS 24.FindingsThe data obtained had best fit when performance was modelled as a second order factor with the three dimensions drawing on it as first order indicators. However, the measurement model with employee performance modelled as a one-dimensional first order factor had poor fit. This indicates that PSU managers do perceive an implicit differentiation between the performance dimensions, but the performance ratings do not explicitly reflect that differentiation.Originality/valueTo the best of the authors' knowledge, this is the first ever study in Indian context that explores the perception of PSU managers on performance dimensionality. It discusses if Indian PSUs could sustain the dynamism of the future workplace with the present performance management practices and makes relevant suggestions in that direction.

Homesickness: a comparative study of defense and civilian employees and individual differences

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Naval Garg ◽  
B.K. Punia ◽  
Vanshikha Kakkar ◽  
Sarika Kumari
Keyword(s):  
Factor Analysis ◽  
Individual Differences ◽  
Design Methodology ◽  
Nuclear Family ◽  
Family Type ◽  
Adjustment Problems ◽  
Content Type ◽  
Five Dimensions ◽  
Confirmatory Factor ◽  
Civilian Employees

Purpose Most of the studies in the field of homesickness are confined to students; this study aims to explore the feeling of homesickness among working professionals. Also, it tends to examine individual differences in the experience of homesickness across employees of different gender, ages, experience, family type, etc. The study also aspires to compare homesickness among military and civil employees. Design/methodology/approach The study explores five dimensions of homesickness, namely, missing family, missing friend, rumination about home, feeling lonely and adjustment problems. The collected data is subjected to reliability, validity and confirmatory factor analysis. Further, t-test and analysis of variance are used to explore homesickness differences across soldiers and corporate employees. Findings The study reveals that homesickness is significantly higher for employees in the male, unmarried, nuclear family, above the age of 45 years, and below the graduation category. Also, defense people experience more homesickness than civilian employees. Originality/value This study is one of the pioneer studies that compare homesickness among defense and civilian employees. Also, variables such as type of family, the experience of employees and marital status have hardly been explored in the literature of homesickness.

Brand luxury index: a reconsideration and revision

2015 ◽  
Vol 19 (4) ◽  
pp. 430-444 ◽  
Author(s):  
Jieun Kim ◽  
Kim K. Johnson
Keyword(s):  
Factor Analysis ◽  
Scale Validation ◽  
Marketing Research ◽  
Luxury Brands ◽  
Market Place ◽  
Extended Self ◽  
Content Type ◽  
Five Dimensions ◽  
Verification Process ◽  
Group Interviews

Purpose – The purpose of this paper is to improve the original Brand Luxury Index (BLI) developed by Vigneron and Johnson to provide a practical tool for assessing consumer’s perception of the luxurious of a brand. Design/methodology/approach – The original BLI was revised through three stages: an initial scale-item generation employing a qualitative method (i.e. focus group interviews), scale purification process using statistical techniques (i.e. exploratory factor analysis and confirmatory factor analysis (CFA)), and scale verification process using CFA. Data (249 for scale purification, 253 for scale validation) were collected with the help of E-rewards, a marketing research company. Findings – The modified BLI contains five dimensions (i.e. quality, extended-self, hedonism, accessibility, and tradition). The number of the dimensions remained the same as the original conceptualization (i.e. conspicuousness, uniqueness, quality, hedonism, extended-self), however, the contents of those dimensions differed. Practical implications – The modified BLI can be used to monitor and manage a prestige brand in the market place. Not only can marketers of prestige brands use the index to assess consumers’ perception of the luxuriousness of their brands but also to position their brand along the desired dimension of luxuriousness. Originality/value – The modified BLI can be used to measure marketing performance of luxury brands.

Higher education service quality, student satisfaction and loyalty

2019 ◽  
Vol 27 (4) ◽  
pp. 427-445 ◽  
Author(s):  
Viraiyan Teeroovengadum ◽  
Robin Nunkoo ◽  
Christian Gronroos ◽  
T.J. Kamalanabhan ◽  
Ashley Keshwar Seebaluck
Keyword(s):  
Higher Education ◽  
Service Quality ◽  
Student Satisfaction ◽  
Structural Model ◽  
Perceived Value ◽  
Second Order ◽  
Equation Modeling ◽  
Content Type ◽  
Education Service ◽  
Order Factor

Purpose The purpose of this study is to validate the higher education service quality (HESQUAL) scale using a confirmatory approach and test an improved structural model that predicts student loyalty from image, perceived value, satisfaction and service quality. In addition to validating the HESQUAL scale using a confirmatory approach, two other main limitations in the extant literature are addressed. Design/methodology/approach The model is tested using data collected from 501 students enrolled in different higher education institutions in Mauritius. A two-stage approach to structural equation modeling is used whereby the measurement model is first tested using confirmatory factor analysis and followed by the assessment of the structural model. Findings Importantly, results indicate that student satisfaction is influenced by technical service quality, image and perceived value, but not by functional service quality. Both dimensions of service quality however are significant predictors of image and perceived value. The study uses a comprehensive measure of service quality and demonstrates that it is worthwhile to consider functional service quality as higher-order model and clearly distinguish between functional and technical quality, as both the technical and functional aspects play an important role in shaping students’ perceptions and behaviors. Originality/value First, in the existing literature, service quality has not been considered as a second-order factor model in structural models of student satisfaction and loyalty, thus lacking either precision or parsimony. Second, the transformative quality aspect of higher education has been largely neglected in previous research testing such predictive models. The model delineates service quality into the functional and transformative (technical) aspects and treats functional service quality as a second-order factor comprising nine sub-dimensions.

scholarly journals Itemformaat, differensiële itemskeefheid en die faktorstruktuur van 'n selfvoltooïngsvraelys

1999 ◽  
Vol 25 (2) ◽  
Author(s):  
C. Swart ◽  
G. Roodt ◽  
J. M. Schepers
Keyword(s):  
Factor Analysis ◽  
Random Sample ◽  
Financial Institution ◽  
Test Construction ◽  
Second Order ◽  
Order Factor ◽  
The Empirical Analysis ◽  
Existing Data ◽  
Second Order Factor Analysis

The purpose of this study was twofold: Firstly an existing Workvalues questionnaire was evaluated against criteria for test construction; and secondly the role of differential item skewness in the grouping of second order factors, within this Workvalues questionnaire, was empirically investigated. The existing data of the Workvalues questionnaire, consisting of 110 items on a random sample of 8000 respondents, within a financial institution, was used for the empirical analysis. A first- and second order factor analysis was done on the items of the 2099 completed quiestionnaires. Three clearly differentiated second order factors with seemingly acceptable internal consistencies were identified. The results indicated that the items of the first second order factor, grouped together on the base of differential skewness. The items of the second and third scale were less skew and could be interpreted. Opsomming Die doel van hierdie studie was tweeledig: Eerstens is 'n bestaande Werkwaardesvraelys teenoor kriteria vir toetskonstruksie geevalueer; en tweedens is die rol van differensiele itemskeefheid in die groepering van tweedeordefaktore van hierdie Werkwaardesvraelys empiries ondersoek. Die bestaande datastel van die Werkwaardesvraelys se 110 items, op 'n ewekansige steekproef van 8000 respondente in 'n finansiele instelling, is vir die empiriese ontleding gebruik. 'n Eerste- en tweedeordefaktorontleding is ten opsigte van die items van 2099 voltooide vraelyste uitgevoer en drie duidelik gedifferensieerde tweedeordefaktore met öenskynlike, aanneemlike interne konstanthede het na vore gekom. Resultate dui daarop dat items van die eerste tweedeordefaktor gegroepeer het op grond van differensiële skeefheid. Die items van die tweede en derde skaal was minder skeef en kon vertolk word.

ATTITUDINAL AND BEHAVIORAL CORRELATES OF VOLUNTARY SIMPLICITY LIFESTYLES

1997 ◽  
Vol 25 (3) ◽  
pp. 233-240 ◽  
Author(s):  
Osamu Iwata
Keyword(s):  
Factor Analysis ◽  
Second Order ◽  
Voluntary Simplicity ◽  
Behavioral Correlates ◽  
Self Sufficiency ◽  
Order Factor ◽  
And Behavior ◽  
Attitudes And Behavior ◽  
Second Order Factor Analysis

Questionnaires containing 20 statements of voluntary simplicity lifestyles and 23 statements of selected attitudes and behavior related to these lifestyles were administered to 135 undergraduates. The subjects were required to rate the degree of agreement or disagreement with the statement on 5-point scales. Three unrotated factors were obtained by factor analysis. According to second-order factor analysis, voluntary simplicity lifestyles, cautious attitudes in shopping and acceptance of self-sufficiency had significant loadings on the first factor. Significant correlations between these dimensions and the selected attitudes and behavior substantially supported the validity of the scale of voluntary simplicity lifestyles.

Measurement invariance of second-order factor model of the Multifactor Leadership Questionnaire (MLQ) across K-12 principal gender

2016 ◽  
Vol 54 (6) ◽  
pp. 727-748 ◽  
Author(s):  
Lihua Xu ◽  
Zane Wubbena ◽  
Trae Stewart
Keyword(s):  
Measurement Invariance ◽  
Transactional Leadership ◽  
School Principals ◽  
Factor Model ◽  
Factor Models ◽  
Second Order ◽  
Content Type ◽  
Leadership Behaviour ◽  
Order Factor ◽  
K 12

Purpose The purpose of this paper is to investigate the factor structure and the measurement invariance of the Multifactor Leadership Questionnaire (MLQ) across gender of K-12 school principals (n=6,317) in the USA. Design/methodology/approach Nine first-order factor models and four second-order factor models were tested using confirmatory factor analysis. Findings The results suggested that the nine-factor model provided the best fit for the data. Further examination revealed that most constructs lacked convergent validity and discriminant validity. Second-order factor models were tested and the hierarchical model with two higher order factors (i.e. transformational and transactional leadership) was deemed the best fit and it was then tested for measurement invariance between females and males. The measurement model was found to be invariant across gender. Findings suggested that female school principals demonstrated significantly greater transformational leadership behaviour, while male school principals demonstrated significantly greater transactional leadership behaviour. Originality/value This study addressed construct and factor issues previously associated with the MLQ in the measurement of transformational and transactional leadership among a variety of organizations. By using a sample of K-12 school principals across gender, this study has provided support that may ameliorate contextual doubts of transformational leadership behaviour when examining the relational aspects needed to improve schools.

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