Validation of the positive and negative affect schedule (PANAS) among employees in Indian manufacturing and service sector organisations

Abstract

Purpose The purpose of this paper is to examine the psychometric properties of the positive and negative affect schedule (PANAS) in a sample of employees working in Indian manufacturing and service sector organisations. Design/methodology/approach The data were collected through self-administered structured questionnaire from 53 employees for the pilot study and 383 employees for the final study. For the psychometric evaluation of the PANAS, item analysis, reliability, exploratory factor analysis, convergent–discriminant validity and confirmatory factor analysis were performed. Findings Results reveal that the two-factor model of affect (positive and negative affects) is valid in the Indian manufacturing and service sector organisations. Originality/value Despite being the largest skilled labour facilitator for the work economy and second largest populated country, India lags behind in studies evaluating affect at work when compared to western nations. The present study was taken up to validate an instrument to measure affect at work in Indian manufacturing and service sector organisations, which is a new contribution in the field. Validation of this instrument would help in promoting studies on affect at work in India and comparative studies across cultures.

Validation of satisfaction with life scale in the Indian manufacturing sector

“…In line with previous studies, discriminant validity (correlation with theoretically dissimilar construct) of SWLS was measured using two scales (Dahiya and Rangnekar, 2018b;Thompson et al, 2005). One being positive and negative affect schedule (PANAS; Dahiya and Rangnekar, 2019c) with two dimensions (positive affect [PA] and negative affect [NA]), containing ten items in each. The participants responded to a seven-point scale ranging from "never" as 1 to "always" as 7.…”

“…Discriminant validity of the scale. Following the recommendation of Churchill and Iacobucci (2002), we examined the correlation coefficient between SWLS with two theoretical dissimilar scales, namely PANAS (Dahiya and Rangnekar, 2019c) and the HFS (Dahiya and Rangnekar, 2018b). The results of the coefficient of correlations showed that SWLS positively related with the positive affect (r 5 0.19, p < 0.01), negatively with negative affect (r 5 À0.14, p < 0.01) and positively related with forgiveness (r 5 0.18, p < 0.01).…”

“…Need for validation of SWLS in Indian manufacturing sector Indeed, there has been a recognition among scholars of a need for organizations within the Indian manufacturing sector to lay emphasis on fostering positive psychological functioning among employees by studying variables such as life satisfaction (Singhal and Rastogi, 2018). These organizations are facing intense global competition, incessant technological changes and restructuring (Dahiya and Rangnekar, 2019c). On one hand, this offers career opportunities and growth to employees and, on the other, unceasing competitive pressure that leads to stress at work (Chhabra, 2018).…”

Linking Forgiveness at Work and Negative Affect

“…In order to measure affect, participants were asked to respond to Positive and Negative Affect Schedule (PANAS) developed by Watson et al (1988) and validated in Indian manufacturing organizations by Dahiya and Rangnekar (2019b). The measure has two dimensions, namely positive affect and NA.…”

“…Similarly, two sample items for positive affect were: "I feel interested at work" and "I feel alert at work". Researchers have reported that both the dimensions of PANAS are related to each other (Dahiya & Rangnekar, 2019b;Watsson et al, 1988) and positive affect has a high likelihood of affecting this relationship (forgiveness and NA), hence, statistically controlled for analysis. A higher score means a higher level of NA in the respondents.…”