Organizational Companionship

In the field of organizational psychology, the study of task conflict and relationship conflict is noted. However, there seems to be a paucity in research clarifying relationship among organizational members that can reduce the impact of task conflict on relationship conflict. The purpose of this study is to conceptualization and scale development of organizational companionship, which mitigates the effects of task conflict on relationship conflict. In the first study, an in-depth interview was conducted in order to explore relationship-based factors that could reduce the effects of task conflict on relationship conflict. Such factors that reduce relationship conflict in presence of task conflict were defined as organizational companionship, and was conceptualized as being composed of five sub-factors-jeong, we-ness, mutual trust, loyal behavior, and responsibility-which were named based on literature review. In the second study, a scale for organizational companionship was developed based on the in-depth interview. The result of exploratory factor analysis using data of 310 participants showed a 5 factor structure with 28 items. It was also verified that organizational companionship reduced the effects of task conflict on relationship conflict. In the third study, confirmatory factor analysis was conducted with a sample of 304 participants, and the results signified that the 5 factor structure indicated a satisfactory fit. Based on such findings, theoretical and practical implication, limitations, and suggestions for future research were discussed.

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Task and Relationship Conflict at Work

European Journal of Psychological Assessment ◽

10.1027/1015-5759/a000064 ◽

2011 ◽

Vol 27 (3) ◽

pp. 171-178 ◽

Cited By ~ 32

Author(s):

Nale Lehmann-Willenbrock ◽

Anna Grohmann ◽

Simone Kauffeld

Keyword(s):

Factor Analysis ◽

Confirmatory Factor Analysis ◽

Negative Impact ◽

Longitudinal Design ◽

Industrial Sector ◽

Task Conflict ◽

Relationship Conflict ◽

Factor Solution ◽

Convenience Sample ◽

Confirmatory Factor

The distinction between task and relationship conflict is well established. Based on Jehn’s (1995) intragroup conflict scale, we developed an economic six-item questionnaire for assessing relationship and task conflict in work groups. Confirmatory factor analysis was performed on data from a convenience sample (N = 247), and confirmed the original two-factor solution. The stability of the obtained two-factor solution was supported by confirmatory factor analysis in a longitudinal design with a second sample (N = 431) from the industrial sector. In line with previous research, the two types of conflict were intercorrelated. Moreover, the two subscales showed differential longitudinal effects on team outcomes. Task conflict was beneficial for performance in nonroutine tasks (but not in routine tasks). Relationship conflict had a negative impact on team viability and coworker trust.

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Scale development of occupational identity and testing model of antecedents and outcome variables of occupational identity

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v27i4.617-642 ◽

2014 ◽

Vol 27 (4) ◽

pp. 617-642 ◽

Cited By ~ 2

Author(s):

HongJoon Yoo ◽

TaeYong Yoo ◽

TaeIn Chung ◽

Seongho Bae ◽

AReum Jo

Keyword(s):

Factor Analysis ◽

Factor Structure ◽

Discriminant Validity ◽

Common Factor ◽

Occupational Identity ◽

Future Research ◽

Workplace Satisfaction ◽

Confirmatory Factor ◽

Intention To Continue ◽

Three Factor

The first purpose of this study was to define the construct of occupational identity and develop the scale of occupational identity, the second purpose of this study was to examine the factor structure of occupational identity using exploratory common factor analysis and test the discriminant validity of occupational identity with workplace satisfaction, and third purpose of this study was to test the model of antecedents and outcome variables of occupational identity using confirmatory factor analysis. For fulfilling these purposes, three studies were conducted. Data were gathered from 390 workers in study 1, 505 workers in study 2, 1,115 workers in study 3. As a result, the three-factor structure of occupational identity was stably replicated, although the sample was changed. The occupational identity had discriminant validity with workplace satisfaction. Except for person-occupation fit(a subfactor of occupational identity) had a high correlation with general, occupational satisfaction(a subfactor of workplace satisfaction), other subfactors of occupational identity generally had low correlations with other subfactors of workplace satisfaction. It was found that the occupational identity was derived from occupational reputation, dedication to the occupation, occupational pride, and mission to the occupation. And the occupational identity resulted in the purpose of the worker’s life and intention to continue the worker’s occupation. Based on these results, We made discussions about implications, limitations, and future research tasks.

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Measuring the Meaning of Miscarriage: Revision of the Impact of Miscarriage Scale

Journal of Nursing Measurement ◽

10.1891/1061-3749.22.1.29 ◽

2014 ◽

Vol 22 (1) ◽

pp. 29-45 ◽

Cited By ~ 7

Author(s):

Carolyn S. Huffman ◽

Kristen Swanson ◽

Mary R. Lynn

Keyword(s):

Factor Analysis ◽

Confirmatory Factor Analysis ◽

Psychometric Properties ◽

Exploratory Factor Analysis ◽

Factor Structure ◽

Phenomenological Study ◽

Original Structure ◽

Factor Solution ◽

Confirmatory Factor ◽

The Impact

Background and Purpose: The purpose of this study was to determine a factor structure for the Impact of Miscarriage Scale (IMS). The 24 items comprising the IMS were originally derived from a phenomenological study of miscarriage in women. Initial psychometric properties were established based on a sample of 188 women (Swanson, 1999a). Method: Data from 341 couples were subjected to confirmatory factor analysis (CFA) and exploratory factor analysis (EFA). Results: CFA did not confirm the original structure. EFA explained 57% of the variance through an 18-item, 4-factor structure: isolation and guilt, loss of baby, devastating event, and adjustment. Except for the Adjustment subscale, Cronbach’s alpha coefficients were ≥.78. Conclusion: Although a 3-factor solution is most defensible, with further refinement and additional items, the 4th factor (adjustment) may warrant retention.

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VALIDITY AND RELIABILITY OF THE LITHUANIAN VERSION OF PROSOCIAL TENDENCIES MEASURE – REVISED (PTMR)

Baltic Journal of Sport and Health Sciences ◽

10.33607/bjshs.v3i98.93 ◽

2015 ◽

Vol 3 (98) ◽

pp. 43-49

Author(s):

Saulius Šukys ◽

Edita Šukienė

Keyword(s):

Factor Analysis ◽

Factor Structure ◽

Discriminant Validity ◽

Future Research ◽

Prosocial Behaviour ◽

Factor Analyses ◽

Validity And Reliability ◽

Confirmatory Factor ◽

Prosocial Tendencies ◽

Original Measure

Background. The study was carried out with the aim to examine the construct validity and reliability of a Prosocial Tendencies Measure–Revised (PTM-R) (Carlo, Hausmann, Christiansen, & Randall, 2003). Methods. The study process was done following four stages. In stage 1, 984 adolescents between ages of 13 to 16 years (M age = 14.9, SD = 0.97; 50.3% girls) completed a translated version of the scale. In this stage Exploratory Factor Analyses (EFA) was carried out in order to measure the structure of the PTM-R. In stage 2, 757 adolescents between ages of 13 to 16 years (M age = 14.24, SD = .81; 51.78% girls) completed the questionnaire and Confirmatory Factor Analyses (CFA) was made. In stage 3, validity of the PTM-R was investigated. In stage 4, reliability of the measure was tested by evaluating Cronbach’s alpha values. Results. Exploratory Factor analysis of the PTM-R revealed four-factor solutions. A six-factor solution as in original measure was not obtained. Confirmatory factor analysis confirms four-factor structure of PTM-R and supports the multidimensional definition of prosocial behaviour. Three types of prosocial behaviour as anonymity, altruism, and public prosocial behaviour was the same as in the original measure. Other three types of prosocial behaviour emerged as one factor and were entitled as help in emergency. Correlation analyses between prosocial behaviour and different types of aggression showed good level of discriminant validity. Coefficient alpha was used to estimate of reliability based on the internal consistency among items. Alpha coefficients were .85 for help in emergency, .71 for anonymous prosocial behaviour, .68 for altruistic behaviour, and .59 for public prosocial behaviour. Conclusions. In conclusion, the four-factor structure of PTM-R was obtained. Results showed that the adapted measure was valid and reliable for Lithuanian adolescents aged between 13 and 16. Contradiction to the original measure structure and future research directions are discussed.

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Confirmatory factor analysis of posttraumatic stress symptoms assessed by the Impact of Event Scale-Revised in Chinese earthquake victims: Examining factor structure and its stability across sex

Journal of Anxiety Disorders ◽

10.1016/j.janxdis.2010.10.011 ◽

2011 ◽

Vol 25 (3) ◽

pp. 369-375 ◽

Cited By ~ 19

Author(s):

Li Wang ◽

Jianxin Zhang ◽

Zhanbiao Shi ◽

Mingjie Zhou ◽

Duan Huang ◽

...

Keyword(s):

Factor Analysis ◽

Confirmatory Factor Analysis ◽

Posttraumatic Stress ◽

Factor Structure ◽

Posttraumatic Stress Symptoms ◽

Impact Of Event Scale ◽

Event Scale ◽

Stress Symptoms ◽

Confirmatory Factor ◽

The Impact

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Moving Toward a New Model of Sexual Consent: The Development of the Process-Based Consent Scale

Violence Against Women ◽

10.1177/1077801220952159 ◽

2020 ◽

pp. 107780122095215

Author(s):

Alyssa M. Glace ◽

Judith G. Zatkin ◽

Keith L. Kaufman

Keyword(s):

Factor Analysis ◽

Confirmatory Factor Analysis ◽

Sexual Violence ◽

Factor Structure ◽

Concurrent Validity ◽

Sexual Consent ◽

Future Research ◽

Attitudes And Behaviors ◽

Confirmatory Factor ◽

And Behaviors

Measuring attitudes and behaviors associated with sexual consent is crucial to research addressing sexual violence, as lack of consent is a defining feature thereof. This research developed and validated the Process-Based Consent Scale to address concerns associated with missing components of existing consent scales. The factor structure was supported by an exploratory factor analysis (EFA) and subsequent confirmatory factor analysis (CFA). The scale contains three subscales: ongoing consent, communicative sexuality, and subtle coercion. Results indicated good convergent and concurrent validity. Future research should consider using this tool to measure attitudes and behaviors related to sexual consent and coercion.

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Comparing different versions of the Rahim EI questionnaire in a South African context: A confirmatory factor analysis approach

SA Journal of Industrial Psychology ◽

10.4102/sajip.v41i1.1220 ◽

2015 ◽

Vol 41 (1) ◽

Author(s):

Petrus Nel ◽

Marieta Du Plessis ◽

Leon Bosman

Keyword(s):

Factor Analysis ◽

Emotional Intelligence ◽

Confirmatory Factor Analysis ◽

Psychometric Properties ◽

South African ◽

Factor Structure ◽

General Factor ◽

Two Samples ◽

Confirmatory Factor ◽

The Impact

Orientation: Given the interest in the importance of emotional intelligence in employees and leaders with regard to performance of their jobs, it is imperative to use reliable and validinstruments to operationalise emotional intelligence.Research purpose: The purpose of the study was to assess the psychometric properties of three different versions of the Rahim emotional intelligence index (EQI), specifically withregard to its factor structure and reliability, using two different samples.otivation for the study: No previous study has investigated which version of the Rahim EQI is the most appropriate for conducting research within South African organisations. Inaddition, the question of whether the Rahim EQI measures a strong general factor has notbeen answered.Research approach, design, and method: A cross-sectional quantitative research design wasused. Two samples were used (n = 470 and n = 308). The first sample completed the 40-itemversion of the Rahim EQI, whilst the second sample completed the 30-item version of the Rahim EQI. The measurement model, representing the 22-item version of the Rahim EQI, was also fitted to both these samples. Confirmatory factor analysis was used to compare thedifferent versions, as well as conceptualisations, of the Rahim EQI.Main findings: The 22-item version of the Rahim EQI exhibited better model fit than the 40-item and 30-item versions. In addition, the bifactor model suggested that the Rahim EQIseems to measure a strong general factor (emotional intelligence) with very little evidence ofthe presence of unique group factors (self-awareness, self-regulation, motivation, empathy and social skills).Practical/managerial implications: Both the reliability and factor structure of the 22-item version of the Rahim EQI have been confirmed. The bifactor structure should inform researchers and practitioners that, in order to understand emotional intelligence, it is better to conceptualise it as a unidimensional construct.Contribution/value-add: In order to identify the most appropriate conceptualisation associated with the Rahim EQI, various goodness-of-fit statistics (e.g. comparative fit indexand root mean square error of approximation) should be consulted. The impact of the removalof items from instruments should be investigated with regard to the accuracy with which the construct is to be measured. The current study has also contributed to the literature byexamining the psychometric properties of the Rahim EQI in a South African sample.

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Evaluation of the Team Workload Questionnaire (TWLQ) in a Team-Choice Task

Human Factors The Journal of the Human Factors and Ergonomics Society ◽

10.1177/0018720818801657 ◽

2018 ◽

Vol 61 (2) ◽

pp. 348-359 ◽

Cited By ~ 1

Author(s):

Eric T. Greenlee ◽

Gregory J. Funke ◽

Lindsay Rice

Keyword(s):

Factor Analysis ◽

Factor Structure ◽

Task Type ◽

Choice Task ◽

Future Research ◽

Consensus Building ◽

Sports Teams ◽

Hiring Decision ◽

Confirmatory Factor ◽

Team Task

Objective: The present study was designed to evaluate the team workload questionnaire (TWLQ) in a task that was distinct from the task used to create it. Background: The TWLQ was created from workload ratings generated by members of athletic sports teams. Given that such teams represent only a portion of the diversity of operational teams, we aimed to assess the generalizability of the TWLQ. Method: The present study applied the TWLQ in a collaborative choice task (hiring decision) to determine whether the factor structure reported in the initial publication of the scale would generalize from the execution tasks it was developed from to a disparate team task focused on consensus building. Results: Confirmatory factor analysis indicated that the present data ( N = 144) were a poor fit for the three-factor structure of the TWLQ. Subsequent exploratory factor analysis revealed a much more interrelated model of team workload with no clear division between the three conceptual factors described in the original validation of the TWLQ. Conclusion: The factor structure of the TWLQ did not generalize to the present team-choice task. Application: Given that the duties of operational teams vary, it is critical that future research examine how the conceptual structure of team workload may be altered by task type.

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Factor Structure and Basic Psychometric Properties of the Transition Assessment and Goal Generator

Career Development and Transition for Exceptional Individuals ◽

10.1177/2165143417691021 ◽

2017 ◽

Vol 41 (2) ◽

pp. 99-110 ◽

Cited By ~ 3

Author(s):

Maeghan N. Hennessey ◽

Robert Terry ◽

James E. Martin ◽

Amber E. McConnell ◽

Donna M. Willis

Keyword(s):

Factor Analysis ◽

Psychometric Properties ◽

Students With Disabilities ◽

Factor Structure ◽

Special Educators ◽

Family Members ◽

Future Research ◽

Research Needs ◽

Validity And Reliability ◽

Confirmatory Factor

We examined the theoretical factor structure fit and psychometric properties of the Transition Assessment and Goal Generator (TAGG). In the first study, 349 transition-aged students with disabilities, their special educators, and family members completed TAGG assessments, and using exploratory factor analysis (EFA)/confirmatory factor analysis (CFA), a simple eight-factor structure emerged. In 2 subsequent years, independent samples of students with disabilities (Study II, N = 257; Study III, N = 846), their special educators, and family members completed the TAGG, and the TAGG structure replicated in both years across all versions using CFAs. The results provide evidence of construct validity and reliability. We discuss implications of the results and identify future research needs.

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