Scale Construction: Developing Reliable and Valid Measurement Instruments

Hinkin, Timothy R.; Tracey, J. Bruce; Enz, Cathy A.

doi:10.1177/109634809702100108

Cited by 532 publications

(471 citation statements)

References 33 publications

(33 reference statements)

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“…O estudo 2 constitui o próximo passo no processo de validação. O objetivo desse estudo foi testar novamente a estrutura fatorial em uma segunda amostra (Hinkin et al, 1997;Tabachnick & Fidel, 2007).…”

Section: Estudounclassified

Escala de Liderança Ética no Trabalho: Evidências de validade da versão brasileira

Almeida¹,

Hartog²,

Porto³

2018

Rev. Psicol., Organ.Trab.

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bResumo O tema da ética nas organizações tem ganhado relevo recentemente. O objetivo deste trabalho foi realizar a adaptação da Escala de Liderança Ética no Trabalho (Kalshoven, Den Hartog, & De Hoogh, 2011). O primeiro estudo apresenta escala traduzida e o teste exploratório da estrutura fatorial com uma amostra de 222 profissionais. Apesar de apresentar 7 fatores (AFE), a estrutura encontrada não correspondente ao modelo original. No estudo 2 (amostra de 3804 profissionais), o ajuste do modelo com estrutura fatorial original da escala foi testado (AFC) e apresentou melhor ajuste que os demais. Para mensurar a validade de construto, a relação da liderança ética com a satisfação com o líder e a supervisão abusiva foi testada. O padrão de relação esperado foi confirmado, sendo encontrada relação positiva com satisfação e negativa com supervisão abusiva. Juntos, os resultados sugerem que a ELET apresenta evidências de validade de construto e boas propriedades psicométricas. Ethical Leadership at Work Scale: validity evidence for the Brazilian version AbstractEthical issues have been a growing concern to organizations. The main goal of this study was to develop a Brazilian version of the Ethical Leadership at Work Scale (Kalshoven, Den Hartog, & De Hoogh, 2011). The first study presents the translated measure and an exploratory study of the factor structure with a sample of 222 employees. Even though the best solution had 7 factors (EFA), the solution found did not correspond to the originally proposed one. In study 2 (sample of 3,804 employees), the goodness of fit of the original factor structure was assessed (CFA). The originally proposed model presented the best fit. In order to assess construct validity, the relationship of ethical leadership with satisfaction with the leader and abusive supervision was measured. Findings confirmed the hypothesized positive relation with satisfaction with the leader and a negative one with abusive supervision. Overall, findings suggest the scale presents good psychometric properties and construct validity. Escala de liderazgo ético en el trabajo: evidencias de validez de la versión brasileñaResumen El tema de la ética en las organizaciones ha ganado recientemente relevancia. El objetivo de ese trabajo fue realizar la adaptación de la Escala de Liderazgo Ético en el Trabajo (Kalshoven, Den Hartog, & De Hoogh, 2011). El primer estudio presenta el test exploratorio de la estructura factorial a partir de una muestra de 222 profesionales. A pesar de presentar 7 factores (AFE), la estructura hallada no corresponde al modelo original. En el estudio 2 (muestra de 3804 profesionales), el ajuste del modelo con la estructura factorial original de la escala fue probado (AFC) y presentó un mejor ajuste en comparación con otros modelos probados. Para medir la validez de constructo, la relación del liderazgo ético con la satisfacción con el líder y la supervisión abusiva fueron probadas. El patrón de relación esperado fue confirmado al encontrarse relación positiva con respecto a la satisfac...

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Section: Estudounclassified

Escala de Liderança Ética no Trabalho: Evidências de validade da versão brasileira

Almeida¹,

Hartog²,

Porto³

2018

Rev. Psicol., Organ.Trab.

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“…The participants completed four different questionnaires; the Bugis Culture Value System Questionnaire, Motivational Value Type, Entrepreneurial Traits, and Business Performance. All the questionnaires were constructed based on scale construction procedure [7].…”

Section: Methodsmentioning

confidence: 99%

Work Ethics in Bugis; Connecting Culture and Entrepreneurial Behavior

Tamar¹

2018

Proceedings of the 8th International Conference of Asian Association of Indigenous and Cultural Psychology (ICAAIP 2017)

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Abstract-This paper aimed at investigating the Bugis Value System and Work Ethics and their effect on Entrepreneurial Behavior among Bugis Entrepreneurs. In addition, this paper also focused on the connection between culture and the emergence of entrepreneurial behavior. Work Ethics emerges from cultural values within a country which favor a country to face day-to-day challenge. One's ethnicity is hardly separated from his/her culture and values. Social life is the reflection of culture and its values whereas they emerge from various sources such as from daily interaction within society or from ancient manuscripts. Bugis Value System can be tracked from many sources like Lontara manuscripts, folk tales, folk songs, and from other modern publications. In terms of entrepreneurial behaviors, the Bugis Value System contains certain values and teachings in which the people of Bugis might have taken as the source of their attitude and behavior. This system later contributes to their entrepreneurial behavior and influences their success in running business.

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“…The scale is based on a model developed by (Gerbing and Anderson, 1988;Hinkin, 1995;Hinkin et al, 1997;DeVillis, 2014). Cronbach's alpha reliability coefficient was calculated as 0.98 and reliable scale was found for the scale.…”

Section: Methodsmentioning

confidence: 99%

İçsel Pazarlama Ve Moti̇vasyon Üzeri̇ne Bi̇r Araştirma: Bankacilik Sektöründe Çalişanlarin Eği̇ti̇m Ve Geli̇şti̇rme Programlarini Değerlendi̇rmeleri̇

Güllü

Çelik

Güllü³

et al. 2017

bmij

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Participation in training and development programs is quite important to employees as being internal customers for the increase of employee mativation in services sector. In this context, this study examines the employee evalutionof training and development programs in banking sectorwith the blend of secondary and primary data which was collected through an e-mail survey applied to the employees working in the branch of a Turkish bank in Kayseri, Turkey. Statistical analyses of data indicate that employee motivation differs in terms of employee participation in any training and development programs and the working experience in the sector. The study concludes that employee participation in training and development programs is important in enhancing employee motivation in the services sector. The results are in line with the current literature. Participation in training and development programs is quite important to employees as being internal customers for the increase of employee mativation in services sector. In this context, this study examines the employee evalutionof training and development programs in banking sectorwith the blend of secondary and primary data which was collected through an e-mail survey applied to the employees working in the branch of a Turkish bank in Kayseri, Turkey. Statistical analyses of data indicate that employee motivation differs in terms of employee participation in any training and development programs and the working experience in the sector. The study concludes that employee participation in training and development programs is important in enhancingemployee motivation in the services sector. The results are in line with the current literatüre.

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Scale Construction: Developing Reliable and Valid Measurement Instruments

Cited by 532 publications

References 33 publications

Escala de Liderança Ética no Trabalho: Evidências de validade da versão brasileira

Escala de Liderança Ética no Trabalho: Evidências de validade da versão brasileira

Work Ethics in Bugis; Connecting Culture and Entrepreneurial Behavior

İçsel Pazarlama Ve Moti̇vasyon Üzeri̇ne Bi̇r Araştirma: Bankacilik Sektöründe Çalişanlarin Eği̇ti̇m Ve Geli̇şti̇rme Programlarini Değerlendi̇rmeleri̇

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