A Comparison of Frequency- and Agreement-Based Response Formats in the Measurement of Burnout and Engagement

Abstract

The present research compares and contrasts frequency versus agreement response formats, two approaches to measuring job burnout and work engagement. Construct-based and measurement-based arguments for the superiority of the frequency response format in measuring burnout/engagement are provided, demonstrating that frequency-based measurements will explain relatively more variance in outcome variables. Fair comparison, time order counterbalance, and multiple measuring waves justify the comparison and reduce common method errors of self-report measures. Sample 1 (N = 242) was composed of employees from multiple organizations, while the participants in Sample 2 (N = 281) were employees from one company. Relative importance analysis showed that frequency outperforms the agreement response format in measuring burnout and engagement in both samples. These findings suggest that the frequency response format provides a more valuable method of detecting the dynamic nature of burnout/engagement, which offers methodological guidance for future research involving dynamic constructs. These findings can lead to improvements in the measurement of the dynamic experiences of burnout and engagement. This is one of the first studies to provide evidence whether the dynamic nature of the constructs would have any bearing on the response formats.

Psychometrics of rating scales for externalizing disorders in Japanese outpatients: The ADHD‐Rating Scale‐5 and the Disruptive Behavior Disorders Rating Scale

“…Since the main difference between the two rating scales is the response format, the observed superiority of the ADHD-RS-5 extended may be derived from the response format employed. The superiority of a frequency-based format over an intensity-based format was also reported in previous studies on some psychological constructs (Chang et al, 2003;Tong et al, 2020). It should be noted that the observed difference of diagnostic accuracy might be caused by other factors, such as order effects introduced by fixing the order of rating scales in the study.…”

Feeling Needed and Useful during the Transition to Young Adulthood

“…Participants in Sample 1 used a scale that ranged from 1 (“Strongly disagree”) to 5 (“Strongly agree”) to respond to the five questions in reference to the family : “I feel useful in my family,” “I feel needed in my family,” “I feel that my family can depend upon me,” “I feel that I contribute to my family,” and “I feel that I am a good member of my family.” Descriptive statistics suggested a negative skew toward more positive mean scores ( M = 3.69, SD = 1.06, Skewness = −.74). To correct for the skewness problem that may have been due to many participants overgeneralizing their experiences and selecting the most extreme value (i.e., 5, “Strongly Agree”; Tong, Bickmeier, & Rogelberg, 2020), the response scale for Sample 2 was changed to a frequency scale: 1 = “Almost never,” 2 = “Once in a while,” 3 = “Sometimes,” 4 = “Frequently,” and 5 = “Almost always.” Sample 2 also completed the items separately in reference to family and friends. Descriptive statistics for Sample 2 suggested that the negative skew was reduced (Family: M = 3.30, SD = 1.03, Skewness = −.28; Friends: M = 3.48, SD = 0.99, Skewness = −.38).…”

Impact of work-family conflict on deviant workplace behavior through stress and burnout A sequential mediation model

“…Mercado andDilchert, (2017)explored that the utmost obvious forms of deviant workplace behavior are interpersonal deviance and organizational deviance. Where former stimulate political deviance and personal aggression while later fortifiesthe negligent productivity behavior and property deviance (Tong, Bickmeier, &Rogelberg, 2020).…”

“…By spending more exhausting time at work employees feel potentially devastated (Swandarujati, Nurfitri, &Anggraeni, 2020). Excessive work demands, lack of clarity in the task, and simultaneous assignment of tasks by higher authorities bring tension and anxiety among workers (Tong, Bickmeier, &Rogelberg, 2020). Specifically, in the nursing context job complexity is comparatively high, the staff members feel stressed and expect some peace at family time.…”

“…Specifically nurses every so often feel helpless and fully exhausted when they see it impossible to fulfill demands at both ends. Thejob prospects, constant pressure, and uncertainty worsen the things gradually and by degrees (Tong, Bickmeier, &Rogelberg, 2020). Thus, burnout becomes obvious in the form of low self-worth, grief, and depression.…”