The Development of Measures of Organizational Citizenship Behaviour and Changes in Job Behaviours Related to Quality Management in Health Care

1995 ◽  
Vol 8 (3) ◽  
pp. 143-161 ◽  
Author(s):  
Diane Irvine
Keyword(s):  
Factor Analysis ◽  
Problem Solving ◽  
Organizational Citizenship ◽  
Tertiary Care ◽  
Hospital Setting ◽  
Future Research ◽  
Orthogonal Rotation ◽  
Structured Interviews ◽  
Cronbach Alpha ◽  
Two Factors

A study was conducted at two tertiary care hospitals in Canada for the purpose of developing instruments to measure organizational citizenship behaviours (OCB) and changes in job behaviours that occur as a result of participation on hospital quality improvement (CQI) teams. Semi structured interviews were conducted among 52 hospital employees in order to elicit critical incidents of OCB and changes in job behaviours related to CQI. The results of the staff interviews were used to develop a measure of OCB in the hospital setting, and a measure of changes in job behaviours related to CQI. 39 employees, who were drawn from the major departments within the two hospitals on the basis of their membership on CQI teams, participated in a test of the psychometric properties of the two research instruments. Exploratory factor analysis, employing an orthogonal rotation, yielded two factors that accounted for 30% of the variation among the OCB items. The Cronbach alpha for items loading highly on the first factor was .88. The factor was labelled ‘OCB directed towards individuals within the organization’. This factor was dominated by items reflecting the kinds of extra-role job behaviours employees engage in to assist patients, family members, visitors, and other employees within the organization. The Cronbach alpha for items loading highly on the second factor was 0.71. The second factor was labelled ‘organizationally directed OCB’, and consisted of behaviours that reflected an impersonal form of OCB in the hospital setting. Factor analysis, employing an orthogonal rotation, yielded four factors that accounted for 48% of the variation among the items measuring changes in job behaviours related to CQI. The four factors were labelled ‘problem-solving’, Cronbach alpha 0.82; ‘customer awareness’, Cronbach alpha 0.79; ‘use of CQI knowledge’, Cronbach alpha 0.77; and ‘organizational interests’, Cronbach alpha 0.79. The two OCB factors were moderately correlated, there were no significant correlations among any of the factors measuring changes in job behaviours related to CQI, and the problem-solving job behaviours factor was moderately correlated with the two OCB factors. Directions for future research are discussed.

scholarly journals Construct validity of competency dimensions in a team leader assessment centre

2003 ◽  
Vol 29 (2) ◽  
Author(s):  
Lee-Ann Greyling ◽  
Deléne Visser ◽  
Linda Fourie
Keyword(s):  
Factor Analysis ◽  
Problem Solving ◽  
Construct Validity ◽  
Discriminant Validity ◽  
Team Leader ◽  
Call Centre ◽  
Method Variance ◽  
Convergent And Discriminant Validity ◽  
Two Factors ◽  
Assessment Centre

The aim of the study was to examine the construct validity of an assessment centre. The sample included 138 individuals who participated in a one-day call centre team leader assessment centre. Nine competency dimensions were rated using six exercises. Correlations and a principle axis factor analysis were utilised to study the convergent and discriminant validity of the dimension ratings. The results showed that the ratings clustered according to exercises rather than to dimensions (traits), thereby indicating a substantial amount of method variance. A further factor analysis of the nine competency dimensions yielded two factors that were named interpersonal and problem solving. Implications for the design of assessment centres are discussed. Opsomming Die doel van die studie was om die konstrukgeldigheid van ’n takseersentrum te ondersoek. Die steekproef het uit 138 persone bestaan wat aan ’n eendagtakseersentrum vir oproepsentrumgroepleiers deelgeneem het. Ses oefeninge is gebruik om nege bevoegdheidsdimensies te meet. Korrelasies en ’n hoofasfaktorontleding is gebruik om die konvergente en diskriminante geldigheid van die dimensiebeoordelings te bestudeer. Die resultate het getoon dat die beoordelings volgens oefeninge eerder as dimensies (eienskappe) gegroepeer het. Hierdie bevinding dui op ’n hoë mate van metodevariansie. ’n Verdere faktorontleding van die nege bevoegdheidsdimensies het twee faktore, wat as interpersoonlik en probleemoplossend benoem is, opgelewer. Implikasies vir die ontwerp van takseersentrums word bespreek.

scholarly journals The Development of a Behavior Patterns Rating Scale for Preservice Teachers

2016 ◽  
Vol 6 (1) ◽  
pp. 130 ◽  
Author(s):  
Nihat Caliskan ◽  
Okan Kuzu ◽  
Yasemin Kuzu
Keyword(s):  
Preservice Teachers ◽  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Rating Scale ◽  
Behavior Patterns ◽  
Related Literature ◽  
Cronbach Alpha ◽  
Expert Opinions ◽  
Confirmatory Factor ◽  
Two Factors

The purpose of this study was to develop a rating scale that can be used to evaluate behavior patterns of the organization people pattern of preservice teachers (PSTs). By reviewing the related literature on people patterns, a preliminary scale of 38 items with a five-points likert type was prepared. The number of items was reduced to 29 after obtaining expert opinions and was administered to 620 PSTs. As the results of the exploratory and confirmatory factor analysis, unlike two factors: structurist and free spirits behavior patterns, in the theory, we obtained the final scale of 15 items consisting of three factors: planners, solution-oriented and prescriptive behavior patterns. The related Cronbach Alpha value was found to be .830 for all the items. We identified that behavior patterns rating scale of the organization people pattern can be confidently applied to evaluate behavior patterns. Moreover, in this study, we obtained a contradiction between practice and theory. Thus, we provided a new idea related to behavior patterns of the organization people pattern.

scholarly journals The construction of a normative instrument for measuring organisational citizenship

2004 ◽  
Vol 30 (2) ◽  
Author(s):  
E. Joubert ◽  
A. Crafford ◽  
J. M. Schepers
Keyword(s):  
Factor Analysis ◽  
Organizational Citizenship ◽  
Item Analysis ◽  
Two Factors ◽  
Reliability Coefficients

The aim of the study was to construct a normative instrument for measuring organisational citizenship. Based on studies done on organisational citizenship, a framework for identifying the locus of organisational citizenship was developed, and a questionnaire based on this framework was constructed. A factor analysis of the items of the instrument yielded two factors. These factors were interpreted as situational and dispositional loci of organizational citizenship. The two scales were subjected to item analysis and yielded reliability coefficients of 0,946 and 0,908 respectively. The implications of the findings are discussed. Opsomming Die doel van die studie was om ’n normatiewe meetinstrument te konstrueer om organisasieburgerskap te meet. ’n Raamwerk, gefundeer op navorsing oor organisasieburgerskap, is ontwerp en ’n vraelys gebaseer op dié raamwerk is gekonstrueer. ’n Faktorontleding van die items van die skaal het twee faktore opgelewer. Hierdie faktore is as situasionele en disposisionele lokusse van organisasieburgerskap geïnterpreteer. Die skale is vervolgens aan itemontleding onderwerp en het betroubaarhede van 0,946 en 0,908, onderskeidelik, opgelewer. Die implikasies van die bevindinge word bespreek.

Exemplary followership. Part 1: refining an instrument

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tim O. Peterson ◽  
Claudette M. Peterson ◽  
Brian W. Rook
Keyword(s):  
Factor Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Content Type ◽  
The Usa ◽  
The Impact

Purpose The overall purpose of this paper is to determine to what extent organizational citizenship behaviors predict followership behaviors within medical organizations in the USA. This is the first part of a two-part article. Part 1 will refine an existing followership instrument. Part 2 will explore the relationship between followership and organizational citizenship. Design/methodology/approach Part 1 of this survey-based empirical study used confirmatory factor analysis on an existing instrument followed by exploratory factor analysis on the revised instrument. Part 2 used regression analysis to explore to what extent organizational citizenship behaviors predict followership behaviors. Findings The findings of this two-part paper show that organizational citizenship has a significant impact on followership behaviors. Part 1 found that making changes to the followership instrument provides an improved instrument. Research limitations/implications Participants in this study work exclusively in the health-care industry; future research should expand to other large organizations that have many followers with few managerial leaders. Practical implications As organizational citizenship can be developed, if there is a relationship between organizational citizenship and followership, organizations can provide professional development opportunities for individual followers. Managers and other leaders can learn how to develop organizational citizenship behaviors and thus followership in several ways: onboarding, coaching, mentoring and career development. Originality/value In Part 1, the paper contributes an improved measurement for followership. Part 2 demonstrates the impact that organizational citizenship behavior can play in developing high performing followers.

A problem-solving routine for improving hospital operations

2015 ◽  
Vol 29 (2) ◽  
pp. 252-270 ◽  
Author(s):  
Manimay Ghosh ◽  
Durward K Sobek II
Keyword(s):  
Problem Solving ◽  
Process Improvement ◽  
Hospital Setting ◽  
Improve Patient Care ◽  
Healthcare Setting ◽  
Theory Approach ◽  
Structured Interviews ◽  
Short Term ◽  
Content Type ◽  
Hospital Operations

Purpose – The purpose of this paper is to examine empirically why a systematic problem-solving routine can play an important role in the process improvement efforts of hospitals. Design/methodology/approach – Data on 18 process improvement cases were collected through semi-structured interviews, reports and other documents, and artifacts associated with the cases. The data were analyzed using a grounded theory approach. Findings – Adherence to all the steps of the problem-solving routine correlated to greater degrees of improvement across the sample. Analysis resulted in two models. The first partially explains why hospital workers tended to enact short-term solutions when faced with process-related problems; and tended not seek longer-term solutions that prevent problems from recurring. The second model highlights a set of self-reinforcing behaviors that are more likely to address problem recurrence and result in sustained process improvement. Research limitations/implications – The study was conducted in one hospital setting. Practical implications – Hospital managers can improve patient care and increase operational efficiency by adopting and diffusing problem-solving routines that embody three key characteristics. Originality/value – This paper offers new insights on why caregivers adopt short-term approaches to problem solving. Three characteristics of an effective problem-solving routine in a healthcare setting are proposed.

The Role of Moderators in Linking Job Crafting to Organizational Citizenship Behaviour: A Study on the Indian Hospitality Sector

2019 ◽  
Vol 24 (1) ◽  
pp. 101-112 ◽  
Author(s):  
Shalini Srivastava ◽  
Deepti Pathak
Keyword(s):  
Factor Analysis ◽  
Customer Service ◽  
Organizational Citizenship ◽  
Discriminant Validity ◽  
Research Work ◽  
Job Crafting ◽  
Future Research ◽  
Front Line ◽  
Northern India ◽  
Hospitality Sector

The purpose of this article is to test the conceptual model that addresses the association between job crafting (JC) and organizational citizenship behaviour (OCB) and also highlights how mindfulness and trust influence the JC and OCB relationship of front-line employees in hospitality sector. The data for the present study was collected from 246 front-line employees of Delhi-NCR regions of northern India. In order to avoid common method variance effect, the data was collected in two phases, namely T1 and T2. Techniques such as exploratory factor analysis (EFA), discriminant validity and confirmatory factor analysis were used to test the hypothesized model. The results show that JC strengthens OCB and also found that trust and mindfulness act as moderators for JC and OCB relationship. JC will help employees to manage their resources efficiently and this process of seeking resources and challenges at work is likely to increase OCB. Mindfulness promotes concentration and interest on work which in turn helps employees to explore new and creative ways to improve their work and makes it more meaningful which in turn improves the organization. The authors could not locate any study on JC in the Indian hospitality industry. In hotel industry, satisfaction and engagement of hotel workers is essential for superior customer service. Therefore, the outcomes of this research work could be helpful to the hotel managers in finding the alternative ways to motivate and engage employees in order to generate OCB. As the sample consisted of only 246 respondents belonging to the North Indian region, therefore, the outcomes of the study cannot be generalized. In future research, retesting of the new model can be done on a larger sample and different cultural contexts. Extended work of the current research work is likely to highlight the possible implications of JC in facilitating positive organizational outcomes and increased prosocial behaviour.

scholarly journals Dialogue and the Creation of Transformative Social Change: The Case of Social Enterprises

10.28945/4012 ◽  
2018 ◽  
Vol 21 ◽  
pp. 107-132
Author(s):  
Chitvan Trivedi ◽  
Shalini Misra
Keyword(s):  
Social Change ◽  
Problem Solving ◽  
Organizational Context ◽  
Future Research ◽  
Structured Interviews ◽  
Collective Wisdom ◽  
The Social ◽  
Communicative Process ◽  
Positive Social Change ◽  
The Creation

Aim/Purpose: To understand the process of social change creation in social entrepreneurial ventures (SEVs), specifically emphasizing the role and nature of the communicative process in social change creation. Background: Drawing on data from seven SEVs from India and the US and employing a grounded theory methodology, this research scrutinizes the social change process and uncovers the role and characteristics of dialogue in this process. Methodology: Qualitative data was collected from seven social entrepreneurial organizations over a period of eight months from July 2011 to February 2012. Semi-structured interviews were conducted with a wide range of members within these social entrepreneurial organizations (n=27) with additional informal interviews with field workers and volunteers. Data from the semi-structured interviews and notes from observations were integrated with analyses of archival resources. Contribution: There is little scholarship about the process of social change creation and the necessary conditions to promote social change over time. Understanding the process of social change creation and the individual, interpersonal, and organizational conditions that facilitate the process is central to design of effective trans-sector TD problem solving ventures. This paper focuses on the process of social change creation in social entrepreneurial settings, specifically emphasizing the role and nature of the communicative process in social change creation. Findings: The reflections and experiences of the members of SEVs revealed that social entrepreneurship is a collective endeavor and this collective character is essential to its success. Collective organization and synergy, deep intra-organizational communication, and a conducive organizational context are critical for the creation of collective wisdom and knowledge networks for long-term collaborative community capacity building. Dialogue emerged as a central category linking the other categories to explain the process of social change creation. Organic organizational structure enables knowledge creation and integration through the process of organizational learning through deep and continuous social interaction, or dialogue. Recommendations for Practitioners: This research elucidated the key characteristics of the organizational context required to support the creation of social change. It also identified the critical role and characteristics of the communicative process required to generate structural knowledge and collective wisdom at the organizational level. Recommendation for Researchers: For individual and organizational learning, trans-sector transdisciplinary organizations require an appropriate organizational context. Key elements of such an organizational context include (1) understanding the ecology of the social problem; (2) organic organizational structure; (3) continuous and deep social interaction among all levels of the organization; (4) employee and community autonomy and empowerment; and (5) attention to subtle environmental changes in the system. These elements in combination lead to the creation of collective wisdom. Collective wisdom then feeds back into the conception, planning, and action stages of the iterative cycle of organizational knowledge creation to create positive social change. Impact on Society: Same as above Future Research: Future research model theoretically and study empirically the ecology of social entrepreneurship and trans-sector TD problem solving more broadly. For example, the ways in the personal attributes of social entrepreneurs (e.g., their leadership style, networking abilities) combine with circumstances at organizational, institutional, and international levels to influence the effectiveness of their efforts to promote positive social change within local and global communities. Second, the grounded theoretical framework developed here should be further refined and elaborated through the identification of additional key contextual factors that affect SEVs’ capacity to promote positive social change and to achieve sustainability in different socio-environmental contexts. There is also a need to translate the findings from this research to facilitate the creation of more inclusive problem solving contexts and practices.

Preliminary Report on the Accountability Scale: A Change and Outcome Measure for Intimate Partner Violence Research

2007 ◽  
Vol 22 (5) ◽  
pp. 515-531 ◽  
Author(s):  
Daniela M. Costa ◽  
Brittany Canady ◽  
Julia C. Babcock
Keyword(s):  
Intimate Partner Violence ◽  
Factor Analysis ◽  
Partner Violence ◽  
Discriminant Validity ◽  
Readiness To Change ◽  
Community Sample ◽  
Intimate Partner ◽  
Self Report ◽  
Future Research ◽  
Two Factors

The current study investigated the reliability of a new self-report questionnaire assessing accountability for the perpetration of intimate partner violence. The Accountability Scale (AS) is a brief, Likert-type measure designed to assess the degree to which perpetrators acknowledge and accept responsibility for their violent actions. In Study #1, an exploratory factor analysis on a clinical sample revealed two factors: Acknowledging Harm and Internalizing Responsibility. In Study #2, the factor structure was replicated on a community sample using confirmatory factor analysis, revealing an 11-item solution. Factor 1 was related to readiness to change but negatively related to social desirability, suggesting convergent and discriminant validity of that subscale. Factor 2 was negatively related to Factor 1 in the community sample, calling into question the construct of accountability. Preliminary evidence suggests that the AS shows promise as a brief and reliable tool to assess forms of accountability. Future research will examine if the two factors of accountability function as mechanisms of change and outcome measures in intimate partner violence intervention research.

scholarly journals Researcher and study participants’ perspectives of consent in clinical studies in four referral hospitals in Vietnam

2020 ◽  
Vol 21 (1) ◽  
Author(s):  
Jennifer Ilo Van Nuil ◽  
Thi Thanh Thuy Nguyen ◽  
Thanh Nhan Le Nguyen ◽  
Van Vinh Chau Nguyen ◽  
Mary Chambers ◽  
...  
Keyword(s):  
Hospital Setting ◽  
Research Participation ◽  
Consent Process ◽  
Future Research ◽  
Structured Interviews ◽  
Essential Information ◽  
Research Participants ◽  
Valid Consent ◽  
Referral Hospitals ◽  
Study Participants

Abstract Background Within the research community, it is generally accepted that consent processes for research should be culturally appropriate and tailored to the context, yet researchers continue to grapple with what valid consent means within specific stakeholder groups. In this study, we explored the consent practices and attitudes regarding essential information required for the consent process within hospital-based trial communities from four referral hospitals in Vietnam. Methods We collected surveys from and conducted semi-structured interviews with study physicians, study nurses, ethics committee members, and study participants and family members regarding their experiences of participating in research, their perspectives toward research, and their views about various elements of the consent process. Results In our findings, we describe three interrelated themes related to the consent process: (1) words and regulation; (2) reimbursement, suspicions, and joining; and (3) responsibilities. In general, stakeholders had highly varied perspectives of nghiên cứu (Eng.: research) and researchers used varying levels of detail regarding all aspects of the study in the consent process to build trust with and/or promote potential research participants’ choices about taking part in research. Findings additionally highlight how researchers felt that offering financial reimbursements in a hospital setting, where payment for services was routine, would be unfamiliar to participants and could raise suspicions about the research. Participants, however, focused their discussions on reimbursement or alternative reasons for joining the study, such as health related benefits or altruism. Finally, participants often relied on their physician to help them decide about joining a study or not. Conclusion Further research is needed to understand how researchers and participants make sense of and practice consent, and how that impacts participants’ decision-making about research participation. To promote valid consent within this context, it is important to engage with hospital-based trial communities as a whole. The data from this study will inform future research on consent, guide the revisions of consent related policies within our research sites and point to several larger issues surrounding researcher-participant expectations, communication, and trust.

Positive and negative supervisor developmental feedback and task-performance

2015 ◽  
Vol 36 (2) ◽  
pp. 212-232 ◽  
Author(s):  
Xingshan Zheng ◽  
Ismael Diaz ◽  
Yin Jing ◽  
Dan S. Chiaburu
Keyword(s):  
Factor Analysis ◽  
Task Performance ◽  
Organizational Citizenship ◽  
Future Research ◽  
General Measure ◽  
Content Type ◽  
Joint Influence ◽  
Developmental Feedback ◽  
Confirmatory Factor ◽  
Positive And Negative Feedback

Purpose – The purpose of this paper is to conceptualize, understand, and measure positive and negative aspects of supervisor developmental feedback (SDF) and investigate their relationships with task performance. Design/methodology/approach – In Study 1, common themes in SDF were identified and a set of SDF items were developed to capture the positive and negative SDF domain. Study 2 entailed the administration of the items to respondents to examine the dimensionality of the items through exploratory factor analysis. In Study 3, using confirmatory factor analysis we further examined the extent to which positive and negative developmental feedback (PSDF and NSDF) were conceptually distinct from each other and different from an existing general measure of supervisor feedback. Findings – Study 1 and Study 2 yielded evidence that positive and negative SDF are distinct yet related constructs. Positive SDF predicted employee task performance. The positive SDF by negative SDF interaction predicted task performance. Research limitations/implications – The authors provide criterion-related validity evidence by examining the predictive validity of positive and negative SDF on subordinate task performance (reported by supervisors). Future research should examine the role of positive and negative SDF in predicting job performance in other samples and cultural contexts and for other outcomes, including organizational citizenship. Originality/value – This research refines the SDF domain by identifying positive and negative domains of the SDF construct. The authors propose and test the joint influence of positive and negative SDF. The novel findings point to the importance of supervisors providing both positive and negative feedback to enhance performance.

Sign in / Sign up

Export Citation Format

Share Document