Cross-Industry Dimensionality of the Commitment to Change Scale in China

2011 ◽  
Vol 108 (3) ◽  
pp. 963-976 ◽  
Author(s):  
Jingqiu Chen ◽  
Lei Wang
Keyword(s):  
Organizational Change ◽  
Performance Appraisal ◽  
Cultural Context ◽  
Management Practices ◽  
Factor Model ◽  
High Tech ◽  
Commitment To Change ◽  
Confirmatory Factor Analyses ◽  
Two Samples ◽  
Organizational Tenure

Commitment to organizational change can explain a range of employees' attitudes and behaviors during organizational change, and its measurement is central to explaining such organizational linkages. The purpose of this study is to re-examine the dimensionality of Herscovitch and Meyer's Commitment to Change Scale across two different industrial samples in a non-Western cultural context (China). The two samples were 198 civil servants (60.0% men; M age = 29.3 yr., M organizational tenure = 62.7 mo.) and 442 high-tech company employees (58.2% men; M age = 30.5 yr., M organizational tenure = 66.5 mo.) who had respectively undergone major changes in compensation and performance appraisal systems in their organizations at the time of the research. Results of exploratory and confirmatory factor analyses showed that a four-factor model with 14 items fit the data best in both samples. The generality of the scale's structure as well as its implications for change-management practices are discussed.

scholarly journals Internalized Homophobia Scale for Gay Chinese Men: Conceptualization, Factor Structure, Reliability, and Associations With Hypothesized Correlates

2018 ◽  
Vol 12 (5) ◽  
pp. 1297-1306 ◽  
Author(s):  
Zhengjia Ren ◽  
Ralph W Hood
Keyword(s):  
Coming Out ◽  
Cultural Context ◽  
Factor Model ◽  
Internalized Homophobia ◽  
Family Values ◽  
Confirmatory Factor Analyses ◽  
Self Evaluation ◽  
Structure Reliability ◽  
Two Samples ◽  
Good Internal Consistency

This study reports the development of an inventory to assess the perceived internalized homophobia of gay men in a collectivistic Chinese cultural context. The results of exploratory and confirmatory factor analyses using two samples suggested the viability and stability of a three-factor model: internalized heteronormativity (IHN), family-oriented identity (FOI), and socially oriented identity (SOI). The 11-item internalized homophobia inventory demonstrated good internal consistency and construct validity. Internalized homophobia was related positively to the extent of a sense of loneliness and negatively to self-evaluation and the discrepancy in self-identification as a gay man. In addition, the participants’ internalized SOI consistently predicted their coming out choices in their social surroundings, while their FOI predicted their decisions to enter into heterosexual marriages. The findings suggest that sexual self-prejudice was correlated with IHN, family values, and social norms. The present research demonstrates that a culturally sensitive scale is necessary to understand the cultural and family-oriented values that influence gay Chinese men’s everyday lives, self-constructs, and behavioral choices.

Transformational Leadership and Employees’ Reactions to Organizational Change: Evidence From a Meta-Analysis

2020 ◽  
pp. 002188632092036
Author(s):  
Jian Peng ◽  
Mingze Li ◽  
Zhen Wang ◽  
Yuying Lin
Keyword(s):  
Transformational Leadership ◽  
Organizational Change ◽  
Cultural Context ◽  
Resistance To Change ◽  
Meta Analysis ◽  
Readiness For Change ◽  
Independent Effect ◽  
Cross Sectional ◽  
Commitment To Change ◽  
Openness To Change

Numerous studies have empirically tested the linkage between transformational leadership and employees’ reactions to organizational change. However, no systematic attempt has been made to organize and summarize those findings. Based on a sample of 30 empirical studies that included 39 independent effect sizes and 12,240 participants, this meta-analysis found that transformational leadership exhibited (a) a positive relationship with commitment to change, openness to change, and readiness for change; (b) a negative correlation with resistance to change and cynicism about change; and (c) a nonsignificant correlation with support for change. Moderation analyses showed that in cross-sectional (vs. longitudinal) designs, transformational leadership exhibited a stronger correlation with openness to change and cynicism about change. Using Bass and Avolio’s scale (vs. Podsakoff et al.’s), transformational leadership exhibited a stronger correlation with resistance to change. In the Eastern (vs. Western) cultural context, transformational leadership exhibited a stronger correlation with commitment to change and resistance to change. In low-level (vs. high-level) journals, transformational leadership exhibited a stronger correlation with commitment to change, openness to change, and support for change. This study highlights the value of incorporating transformational leadership theory into the literature on change reactions to obtain a better understanding of how leaders facilitate or hinder organizational change.

scholarly journals Assessing Workplace Bullying: Spanish Validation of a Reduced Version of the Negative Acts Questionnaire

2007 ◽  
Vol 10 (2) ◽  
pp. 449-457 ◽  
Author(s):  
Bernardo Moreno Jiménez ◽  
Alfredo Rodríguez Muñoz ◽  
Marino Martínez Gamarra ◽  
Macarena Gálvez Herrer
Keyword(s):  
Workplace Bullying ◽  
Factor Model ◽  
Spanish Version ◽  
Future Research ◽  
Confirmatory Factor Analyses ◽  
Spanish Validation ◽  
Two Samples ◽  
Study Support ◽  
Correlated Factors ◽  
Negative Acts

The aim of the present study was to validate a reduced Spanish version of the Negative Acts Questionnaire (NAQ; Einarsen & Raknes, 1997). This instrument, which has been widely used in various studies, was developed to measure workplace bullying. Two samples, the first comprising 352 employees from 11 organizations, and the second comprising victims of bullying who were recruited from 15 Spanish associations against bullying, participated in the study. Exploratory factor analysis conducted with the data from the first sample revealed a two-factor solution that accounted for 63.3% of the total variance. The data from the second sample were used for confirmatory factor analyses to compare three structure models of the NAQ (one factor, two independent factors, and two correlated factors). The results indicate that the correlated two-factor model provided the best fit to the data (χ2/df = 2.1, CFI = .93, GFI = .95, RMR = .04, RMSEA = .06, AIC = 215.4). Reliability analysis showed that this 14-item Spanish version had high internal consistency. Significant correlations between the NAQ and its dimensions and diverse health and perceived stress scales were found, which provided evidence of construct validity. Taken conjointly, the results of this study support the use of the Spanish version of the reduced NAQ in future research.

Positive and Negative Affective States in a Performance-Related Setting

2006 ◽  
Vol 22 (4) ◽  
pp. 240-249 ◽  
Author(s):  
Patrick Gaudreau ◽  
Xavier Sanchez ◽  
Jean-Pierre Blondin
Keyword(s):  
Factor Model ◽  
Measurement Model ◽  
Affective States ◽  
Confirmatory Factor Analyses ◽  
Multiple Group ◽  
Sport Competition ◽  
Calibration Sample ◽  
Two Samples ◽  
Confirmatory Factor ◽  
Negative Affective States

The objective of the present study was to compare alternative factorial structures of the French-Canadian version of the Positive and Negative Affect Schedule (PANAS; Watson, Clark, & Tellegen, 1988 ) across samples of athletes at different stages of a sport competition. The first sample (N = 305) was used to assess, compare, and improve the measurement model of the PANAS. The second sample (N = 217) was used to cross-validate the model that provided the best fit with the calibration sample. Results of confirmatory factor analyses suggested that a modified three-factor model with cross-loadings provided a better fit to the data than either the hypothesized or the modified two-factor models. This model was partially replicated on the second sample. Results of a multiple-group confirmatory factor analysis have shown that the model was partially invariant across the two samples.

scholarly journals Model of Market Orientation of High-Tech Firms in Germany: Validation Study

2016 ◽  
Vol 17 (3) ◽  
pp. 216-224 ◽  
Author(s):  
Patrik Jangl
Keyword(s):  
Market Orientation ◽  
Validation Study ◽  
Manufacturing Industry ◽  
Factor Model ◽  
Reliability And Validity ◽  
High Tech ◽  
Confirmatory Factor Analyses ◽  
Cultural Conditions ◽  
Measuring Scale ◽  
Model Reliability

The aim of this validation study was to verify a four-factor model of market orientation on a sample of German high-tech companies in the manufacturing industry. A modified version of the measuring scale (MMOS), composed of twelve items, was used for measurement. The target group consisted of business and marketing managers (N = 374) who recorded their answers on a seven-point Likert scale. The main methods used to achieve the objectives were exploratory and confirmatory factor analyses. Having verified the psychometric properties of the instrument, I proceeded to confirm the hypothesis of a four-factor solution model. Reliability and validity of the measuring instrument was also examined, which allowed a confirmation of the second hypothesis. The research may serve as the evidence of the instrument suitability for measuring market orientation in European cultural conditions. To obtain results from other sectors, the author recommends further research replication using the MMOS instrument.

Measurement Invariance of English and French Language Versions of the 20-Item Toronto Alexithymia Scale

2019 ◽  
Vol 35 (1) ◽  
pp. 29-36 ◽  
Author(s):  
Carolyn A. Watters ◽  
Graeme J. Taylor ◽  
Lindsay E. Ayearst ◽  
R. Michael Bagby
Keyword(s):  
Measurement Invariance ◽  
Factor Structure ◽  
Factor Model ◽  
Confirmatory Factor Analyses ◽  
Toronto Alexithymia Scale ◽  
Canadian French ◽  
Two Samples ◽  
Four Levels ◽  
Using Data ◽  
Tas 20

Abstract. The alexithymia construct is commonly measured with the 20-Item Toronto Alexithymia Scale (TAS-20), with more than 20 different language translations. Despite replication of the factor structure, however, it cannot be assumed that observed differences in mean TAS-20 scores can be interpreted similarly across different languages and cultural groups. It is necessary to also demonstrate measurement invariance (MI) for language. The aim of this study was to evaluate MI of the English and French versions of the TAS-20 using data from 17,866 Canadian military recruits; 71% spoke English and 29% spoke French as their first language. We used confirmatory factor analyses (CFAs) to establish a baseline model of the TAS-20, and four increasingly restrictive multigroup CFA analyses to evaluate configural, metric, scalar, and residual error levels of MI. The best fitting factor structure in both samples was an oblique 3-factor model with an additional method factor comprised of negatively-keyed items. MI was achieved at all four levels of invariance. There were only small differences in mean scores across the two samples. Results support MI of English and French versions of the TAS-20, allowing meaningful comparisons of findings from investigations in Canadian French-speaking and English-speaking groups.

scholarly journals Examining the validity of the personal-social responsibility questionnaire among athletes

2015 ◽  
Vol 21 (3) ◽  
pp. 321-328 ◽  
Author(s):  
Paulo Martins ◽  
António Rosado ◽  
Vítor Ferreira ◽  
Rui Biscaia
Keyword(s):  
Social Responsibility ◽  
Factor Structure ◽  
Factor Model ◽  
Validity And Reliability ◽  
Evaluation Tool ◽  
Research Directions ◽  
Confirmatory Factor Analyses ◽  
Two Samples ◽  
Confirmatory Factor ◽  
Personal And Social Responsibility

AbstractThe teaching personal-social responsibility (TPSR) model is a well-established approach for developing positive social behaviors. However, today's research community has diagnosed the need to gather greater empirical evidence regarding the consistency of the evaluation tool in measuring personal-social responsibility levels. Thus, this study was geared towards testing the validity and reliability of a two factor model of the Personal and Social Responsibility Questionnaire (PSRQ) among athletes. A questionnaire was administered to 517 athletes, distributed into two representative samples of different competitive levels, sports and regions. Exploratory and confirmatory factor analyses were used to examine the PSRQ's factor structure. The scale showed good psychometric properties and the factor structure was stable in the two samples, providing evidence of cross validity. Implications and research directions of these results are discussed.

scholarly journals Validation of the career adaptability scale

2015 ◽  
Vol 28 (4) ◽  
pp. 591-608
Author(s):  
Jinkook Tak ◽  
Eunjoo Lee ◽  
Green Lim
Keyword(s):  
Goodness Of Fit ◽  
Career Planning ◽  
Factor Model ◽  
Test Validity ◽  
Career Commitment ◽  
Career Adaptability ◽  
Factor Analyses ◽  
Confirmatory Factor Analyses ◽  
Korean Version ◽  
Two Samples

The purpose of this study was to test validity of the Korean version of the Career Adaptability Scale(CAAS) developed by Savickas(2012) based on two samples of employees. In the study 1, data were collected from 300 employees across a wide variety of companies. The total of 24 items of the Korean version of the CAAS were administered. The results of factor analyses showed that the four-factor model with 16 items was appropriate. In the study 2, data were collected from 184 employees across various companies. The results of confirmatory factor analyses showed that the four-factor model had high goodness-of-fit indices supporting construct validity of the Korean version of the CAAS. Also the results of correlation analyses showed that career adaptability was significantly related to various criteria such as perception of future career success, career planning, career satisfaction, and career commitment, confirming criterion-related validity of the Korean version of the CAAS. Finally, implications, limitations, and future studies were discussed.

Evaluating the Construct Validity of the Levenson Self-Report Psychopathy Scale in China

Assessment ◽  
2016 ◽  
Vol 24 (8) ◽  
pp. 1008-1023 ◽  
Author(s):  
Yiyun Shou ◽  
Martin Sellbom ◽  
Jin Han
Keyword(s):  
Factor Model ◽  
Cross Cultural ◽  
Self Report ◽  
Partial Metric ◽  
Validity And Reliability ◽  
Confirmatory Factor Analyses ◽  
Chinese Study ◽  
Efficient Measure ◽  
Two Samples ◽  
Confirmatory Factor

The Levenson Self-Report Psychopathy (LSRP) scale is an efficient measure of psychopathy with promising psychometric properties. However, the cross-cultural utility of the LSRP has not been well documented, and no study has explored measurement invariance of the LSRP across East Asian and North American samples. We translated the LSRP into Chinese (Study 1) and investigated the validity and reliability of the Chinese LSRP using a sample of 226 university students in China (Study 2). Confirmatory factor analyses supported Brinkley, Diamond, Magaletta, and Heigel’s (2008) three-factor model (Egocentricity, Callousness, and Antisocial). Evidence for configural and partial metric (but not scalar) invariance of the factor structure was observed when comparing Chinese and U.S. university samples. However, response thresholds were significantly different between the two samples. The Chinese LSRP scores also demonstrated encouraging convergent and discriminate validity in terms of their associations with external criteria. We discuss the implications for cross-cultural assessment of psychopathy.

Addressing Concerns About How Perfectionistic Discrepancy Should Be Measured With the Revised Almost Perfect Scale

Assessment ◽  
2017 ◽  
Vol 26 (3) ◽  
pp. 432-444 ◽  
Author(s):  
Kenneth G. Rice ◽  
Philip B. Gnilka ◽  
Don E. Davis ◽  
Jeffrey S. Ashby
Keyword(s):  
Doctoral Students ◽  
Discriminant Validity ◽  
Factor Model ◽  
National Sample ◽  
Confirmatory Factor Analyses ◽  
Measurement Models ◽  
Two Samples ◽  
Confirmatory Factor ◽  
Stem Students ◽  
Criterion Variables

We examine the conceptual and empirical merits of concerns Flett et al. recently raised about the Almost Perfect Scale–Revised (APS-R), specifically that items on the APS-R Discrepancy should be separated into a “Pure” Discrepancy factor and a Dissatisfaction factor. Limitations in the logic and findings of that critique are summarized. We replicate and extend Flett et al.’s study with results from two samples: (a) college freshmen STEM students ( N = 279) and (b) doctoral students in a national sample ( N = 529). Confirmatory factor analyses indicated that the alternative measurement models could be fit to the data, but were not practical improvements over the original APS-R factor model: Alternative discrepancy factors failed to demonstrate discriminant validity, nor did they have meaningfully different patterns of associations with numerous criterion variables (i.e., stress, emotion regulation, rumination, adult attachment, and life satisfaction). Thus, a data-based answer to the question of how perfectionistic discrepancy should be assessed is to stay the course with confidence using the original APS-R.

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