scholarly journals Uji Validitas Konstruk Komitment Organisasi Dengan Metode Confirmatory Factor Analysis (CFA)

2018 ◽  
Vol 7 (2) ◽  
pp. 97-103
Author(s):  
Mizan Hasanah ◽  
Miftahuddin Miftahuddin
Keyword(s):  
Factor Analysis ◽  
Organizational Commitment ◽  
Confirmatory Factor Analysis ◽  
Affective Commitment ◽  
Measurement Model ◽  
Three Dimensions ◽  
Normative Commitment ◽  
Analysis Method ◽  
Continuance Commitment ◽  
Confirmatory Factor

Tujuan dari penelitian ini adalah untuk menguji validitas konstruk dari komitmen organisasi. Dalam penelitian ini, menggunakan tiga dimensi komitmen organisasi dari Allen & Meyer (1990) yaitu, komitmen afektif (affective commitment), komitmen berkelanjutan (continuance commitment) dan komitmen normatif (normative commitment) dengan jumlah total sebanyak 24 item. Sampel yang digunakan sebanyak 175 orang. Metode analisis faktor yang digunakan dalam penelitian ini adalah confirmatory factor analysis (CFA) dengan bantuan program lisrel 8.70 dalam pengolahan datanya. Berdasarkan perhitungan dengan metode CFA dapat disimpulkan bahwa semua dimensi memerlukan modifikasi model pengukuran untuk dapat memperoleh nilai fit. The purpose of this study is to examine the construct validity of organizational commitment. In this study, using three dimensions of organizational commitment from Allen & Meyer (1990), namely, affective commitment, continuance commitment and normative commitment with a total of 24 items. The sample used was 175 people. The factor analysis method used in this study is confirmatory factor analysis (CFA) with the help of the 8.70 lisrel program in processing the data. Based on calculations using the CFA method it can be concluded that all dimensions require modification of the measurement model to be able to obtain a fit value.

scholarly journals Adaptasi dan Validasi Alat Ukur Perilaku Inovatif Karyawan

2020 ◽  
Vol 7 (1) ◽  
pp. 39-48
Author(s):  
Iffah Rosyiana ◽  
Fendy Suhariadi ◽  
Seger Handoyo ◽  
Fajrianthi Fajrianthi
Keyword(s):  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Goodness Of Fit ◽  
Sample Selection ◽  
Idea Generation ◽  
Sampling Technique ◽  
Measurement Model ◽  
Three Dimensions ◽  
Innovative Behavior ◽  
Confirmatory Factor

The growth of the hotel business is increasing, along with the development of tourism. This condition encourages hoteliers to compete to advance their business with a variety of service innovation processes. Therefore, it is essential to know and identify the innovative behavior of hospitality employees. This study aims to develop innovative employee behavior measurement tools. We used a quantitative study involving 143 sales marketing employees in hospitality as respondents. The sample selection uses a random sampling technique. The development of innovative behavioral questionnaires was revealed through three dimensions, namely the idea generation dimension, idea championing, and idea implementation. Data analysis used confirmatory factor analysis (CFA) with the help of Amos 22 software. The results of the study revealed that the innovative behavior measurement model met the goodness of fit criteria. These findings indicate that innovative behavior can be measured by the dimensions of idea generation, idea championing, and idea implementation. The results of this study also have implications for several hospitality practitioners to evaluate the innovative behavior of hospitality employees. Keywords: innovative behavior, scale adaptation, validity, Confirmatory Factor Analysis

Analisis Dimensi Komitmen Organisasional yang Mempengaruhi Organizational Citizenship Behavior Karyawan PT KAI DAOP VI Yogyakarta

2020 ◽  
Vol 15 (2) ◽  
Author(s):  
Yati Suhartini
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Regression Coefficient ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
Dominant Dimension ◽  
Significance Level

The research was carried out to find the influence of three dimensions of organizational commitment, namely affective commitment, continuity commitment, and normative commitment, toward organizational citizenship behavior (OCB) of employees.The research was conducted respectively from seven stations in operation areas of PT Kereta Api Daop VI Yogyakarta.The subject of research are 55 employees Data was derived from a survey, collected by applying questionnaires, analized by using multiple linier regression,and assisted by the application of SPSS 21 program.Based on the result of data analysis, it is showed that the three dimensions of organizational commitment, namely affective commitment (X1), continuity commitment (X2), and normative commitment (X3) influence partially or simultaneously on organizational citizenship behavior (Y) of employees, thus partially or simultaneously supporting the 5 hypotheses. These were indicated by the value of regression coefficient and the significant level of each factor which are 0.250 and 0.042; 0.386 and 0.001; 0.481and 0,000, respectively. Likewise, the value of F amounting to 30.520 with the significance level of 0,000, whereas adjusted R2 counting to 0.621. Furthermore, normative commitment indicates as the most dominant dimension that influences on organizational citizenship behavior of employees.

scholarly journals Validation Evidence for the Work Domain Satisfaction Scale in Two Languages

2016 ◽  
Vol 8 (3) ◽  
pp. 26 ◽  
Author(s):  
Nicole Bérubé ◽  
Magda B. L. Donia ◽  
Marylène Gagné ◽  
Nathalie Houlfort ◽  
Elena Lvina
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Organizational Commitment ◽  
Confirmatory Factor Analysis ◽  
Well Being ◽  
Affective Organizational Commitment ◽  
Domain Satisfaction ◽  
Satisfaction Scale ◽  
Confirmatory Factor ◽  
Work Domain

<p>We used the samples of six studies to validate the Work Domain Satisfaction Scale (WDSS), a global, five-item and mid-level measure of work domain well-being. English and French versions of the scale were included in the studies to assess the stability of the instrument across these languages. Confirmatory factor analysis yielded a one-factor structure, which was shown invariant across languages and samples. Test-retest reliability of the scale was high, indicating that it measures a stable construct over time. Confirmatory factor analysis also provided evidence that satisfaction with work, measured with the WDSS, is related, but conceptually and empirically distinct from both life satisfaction and job satisfaction. The WDSS was also correlated in predictable ways with affective organizational commitment, a measure of how attached people are to their organizations. Work domain satisfaction also explained a significant amount of variance in affective organizational commitment, beyond job satisfaction. Moreover, the WDSS was positively related to inclusion of work into the self, a psychological variable that reflects the importance of work in the lives of individuals. The results indicate that the WDSS is a reliable, stable, and valid mid-level measure of satisfaction with work as a domain within people’s lives.</p>

scholarly journals HUBUNGAN ORGANIZATIONAL COMMITMENT DAN TURNOVER INTENTION PADA PERAWAT

2018 ◽  
Vol 1 (2) ◽  
pp. 259
Author(s):  
Triatno Yudho Prabowo
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Normative Commitment ◽  
Continuance Commitment

Tujuan penelitian ini adalah untuk mengetahui hubungan antara organizational commitment dengan turnover intention. Teori organizational commitment dikemukakan oleh Meyer dan Allen. Teori turnover intention dikemukakan oleh Tett dan Meyer. Organizational commitment merupakan usaha mendefinisikan dan melibatkan diri dalam organsasi dan tidak ada keinginan meninggalkannya. Turnover intention dapat dipahami sebagai niat secara sadar dan disengaja untuk meninggalkan organisasi. Penelitian ini melibatkan 64 responden. Penelitian ini menggunakan metode kuantitatif. Hasil penelitian menunjukan bahwa terdapat hubungan negatif antara dimensi organizational commitment (continuance commitment, normative commitment, affective commitment) dengan turnover intention meliputi : continuance commitment dengan turnover intention (r = -0,362), normative commitment dengan turnover intention (r = -0,714), dan affective commitment dengan turnover intention (r = - 0,720).

scholarly journals Development Instruments Through Confirmatory Factor Analysis (CFA) in Appropriate Intensity Assessment

2017 ◽  
Vol 12 (1) ◽  
pp. 13-19
Author(s):  
Ari Saptono
Keyword(s):  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Three Dimensions ◽  
Likelihood Method ◽  
Test Results ◽  
Validity And Reliability ◽  
Measurement Instruments ◽  
School Students ◽  
Multi Stage ◽  
Confirmatory Factor

The research aims to develop the valid and reliable measurement instruments of entrepreneurship intention in vocational secondary school students. Multi stage random sampling was used as the technique to determine sample (300 respondents). The research method used research and development with confirmatory factor analysis (CFA). Result of confirmatory factor analysis (CFA) at the second order with robust maximum likelihood method shows that valid and reliable instrument with the acquisition value of loading factor is more than 0.5 (> 0,5) and a significance value of t is more than 1,96 (> 1,96). Reliability test results shows that the value of the combined construct reliability (CR) of 0.97and a variance value extract (VE) to 0.52 is greater than the limit of acceptance CR ? 0.70 and VE ? 0.50. The conclusion of the measurement instruments of entrepreneurship intention with three dimensions and 31 items met the standards of validity and reliability in accordance with the instrument development process.

scholarly journals RELATIONSHIP BETWEEN SAFETY CULTURE AND THE SAFETY CLIMATE, SAFETY BEHAVIOR AND SAFETY MANAGEMENT

2021 ◽  
Vol 15 (2) ◽  
Author(s):  
Dian Palupi Restuputri ◽  
M Syahban Giraldi ◽  
Shanty Kusuma Dewi ◽  
Ilyas Masudin ◽  
Uci Yuliati
Keyword(s):  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Safety Culture ◽  
Management System ◽  
Safety Climate ◽  
Safety Management ◽  
Analysis Method ◽  
Safety Management System ◽  
Confirmatory Factor ◽  
Good Scale

This article aims to measure the application of occupational safety and health using Cooper's Reciprocal Safety Culture Model and Confirmatory Factor Analysis method.  The objective function of this article is to find out the aspects of safety culture that have been implemented by companies. A questionnaire was circulated to staff on the company's production floor as part of this study. The results of the questionnaire recapitulation were then analyzed using the confirmatory factor analysis method. Based on the score calculation results and the category determination build on the questionnaire scores on each dimension of the safety culture applied to the Steel Company, the safety climate value of 55.58 is obtained, which is on a 'quite good' scale. The safety behaviour value of 44, 89 is included on a 'quite good' scale, the safety management system value of 22.04 is on a 'poor' scale, and the safety culture value of 40.83 is on the 'quite good' scale. With these results, it is essential to make improvements to the safety culture in the company, especially in the dimensions of the safety management system, which is on the 'quite good' scale.

The influence of ethical leadership on the organizational commitment in fire organizations

2021 ◽  
Vol 37 (1) ◽  
pp. 145-156
Author(s):  
Mohammadkarim Bahadori ◽  
Matina Ghasemi ◽  
Edris Hasanpoor ◽  
Seyed Mojtaba Hosseini ◽  
Khalil Alimohammadzadeh
Keyword(s):  
Organizational Commitment ◽  
Ethical Leadership ◽  
Affective Commitment ◽  
Role Model ◽  
Fire Department ◽  
Average Score ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Content Type ◽  
In Fire

Purpose It is necessary for organizations to have committed employees to perform properly and be able to survive in a competitive world. One of the key components of organizational commitment is implementation of ethical leadership. The purpose of this study is to examine the relationship between ethical leadership and organizational commitment in fire organizations of Tehran. Design/methodology/approach A descriptive-correlational study was carried out in 2019. The sample consisted of 200 randomly selected participants, active in executive and headquarters divisions of fire department in Tehran. To collect data, a questionnaire with three different parts: demographics, organizational commitment questionnaire and the ethical leadership scale, was used. Data analysis were performed by AMOS24 and SPSS software, and data are presented as descriptive statistics of frequency, percentages, mean ± standard deviation (SD) and Pearson’s correlation coefficient. Findings Mean and SD for organizational commitment and ethical leadership were 3.44 ± 0.7 and 3.66 ± 0.62, respectively. Affective commitment had the highest average score among organizational commitment dimensions (3.63 ± 0.75). Among ethical leadership dimensions, ethical management showed the highest average (3.79 ± 0.70). Each component of organizational commitment, i.e. affective commitment, continuance commitment and normative commitment, also showed a significant relationship with ethical leadership (p < 0.05). Model fit results revealed that independent variables could anticipate 87% of changes of dependent variables in organizational commitment. Originality/value The results show a significantly positive relationship between ethical leadership and organizational commitment among the firefighters. Therefore, by using ethical leadership method, i.e. being a role model, improving the relations between management and employees, establishing trust and mutual respect, managers of fire departments can increase firefighters’ organizational commitment, affective commitment, continuance commitment and normative commitment and prevent them from quitting.

scholarly journals A confirmatory factor analysis of the knowledge, attitude and practice questionnaire towards prevention of respiratory tract infections during Hajj and Umrah

2020 ◽  
Vol 20 (1) ◽  
Author(s):  
Mohammed Dauda Goni ◽  
Nyi Nyi Naing ◽  
Habsah Hasan ◽  
Nadiah Wan-Arfah ◽  
Zakuan Zainy Deris ◽  
...  
Keyword(s):  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Respiratory Tract ◽  
Respiratory Tract Infections ◽  
Factor Model ◽  
Measurement Model ◽  
Attitude And Practice ◽  
Confirmatory Factor ◽  
Tract Infections ◽  
Knowledge Attitude And Practice

Abstract Background Respiratory tract infections are one of the common infection associated with Hajj pilgrimage that is of great public health and global concern. This study is aimed at determining the factor structure of the knowledge, attitude, and practice questionnaire for the prevention of respiratory tract infections during Hajj by confirmatory factor analysis (CFA). Methods A multistage cluster sampling method was conducted on Malaysian Umrah pilgrims during the weekly Umrah orientation course. A total of 200 Umrah pilgrims participated in the study. The knowledge, attitude and practice (KAP) questionnaire was distributed to pilgrims at the beginning of the orientation and retrieved immediately at the end of the orientation. Data analysis was done using R version 3.5.0 after data entry into SPSS 24. The robust maximum likelihood was used for the estimation due to the multivariate normality assumption violation. A two-factor model was tested for measurement model validity and construct validity for each of the attitude and practice domains. Results CFA of a 25-item in total, the two-factor model yielded adequate goodness-of-fit values. The measurement model also showed good convergent and discriminant validity after model re-specification. A two-factor model was tested for measurement model validity and construct validity for each of the attitude and practice domains. The result also showed a statistically significant value (p < 0.001) with χ2 (df) values of 76.8 (43) and 121 (76) for attitude and practice domains, respectively. Conclusion The KAP questionnaire was proven to have a valid measurement model and reliable constructs. It was deemed suitable for use to measure the KAP of Hajj and Umrah pilgrims towards the prevention for all respiratory tract infections.

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