To translate or to develop a measure? The case of a new Arabic measure of organizational justice

One of the most prominent and widely used self‐reporting scales for assessing organizational justice perceptions was developed by Colquitt (2001). This scale has been used internationally and has therefore been translated into several languages including Arabic. In a recent study, after conducting a careful review of organizational justice literature to ensure its relevance to Arabic culture, Alkhadher and Gadalreb ( 2016 ) developed a new Arabic measure of organizational justice (AMOJ) perceptions and found evidence of a four‐factor scale structure. The purpose of this study is to compare the Arabic version of Colquitt's measure of organizational justice (AVCMOJ) with the AMOJ in terms of predictive power using various outcome measures used by Colquitt (2001). The two scales were administered to 781 Kuwaiti employees (47.6% males) from the public sector. A multiple‐sample confirmatory factor analysis supports the four‐dimensional structure for both AVCMOJ and AMOJ measures. Cronbach's alpha obtained for subscales was found to range between 0.72 and 0.85. The predictive power of the three AMOJ dimensions (distributional, procedural, and informational) was found to be higher than that of the AVCMOJ. The results of the present study raise issues of scale development against the translation of well‐developed scales. Theoretical and practical implications of the results are discussed.     

Analysing multitrait–multimethod data with structural equation models for ordinal variables applying the WLSMV estimator: What sample size is needed for valid results?

Convergent and discriminant validity of psychological constructs can best be examined in the framework of multitrait–multimethod (MTMM) analysis. To gain information at the level of single items, MTMM models for categorical variables have to be applied. The CTC(M?1) model is presented as an example of an MTMM model for ordinal variables. Based on an empirical application of the CTC(M?1) model, a complex simulation study was conducted to examine the sample size requirements of the robust weighted least squares mean‐ and variance‐adjusted χ² test of model fit (WLSMV estimator) implemented in Mplus. In particular, the simulation study analysed the χ² approximation, the parameter estimation bias, the standard error bias, and the reliability of the WLSMV estimator depending on the varying number of items per trait–method unit (ranging from 2 to 8) and varying sample sizes (250, 500, 750, and 1000 observations). The results showed that the WLSMV estimator provided a good – albeit slightly liberal – χ² approximation and stable and reliable parameter estimates for models of reasonable complexity (2–4 items) and small sample sizes (at least 250 observations). When more complex models with 5 or more items were analysed, larger sample sizes of at least 500 observations were needed. The most complex model with 9 trait–method units and 8 items (72 observed variables) requires sample sizes of at least 1000 observations.     

Psychometric Properties of the Cultural Intelligence Scale in a Saudi Arabian Context

The purpose of this study was to evaluate the psychometric properties of the cultural intelligence scale (CQS) in a Saudi Arabian context. The CQS was administered to a random sample of 553 undergraduate students at Hail University. Results of a confirmatory factor analysis (CFA) supported the four‐factor structure of the CQS: cognitive, metacognitive, motivational, and behavioral. In addition, the results of a second‐order CFA indicated that these four factors can be further collapsed into one general factor. The CQS showed adequate internal consistency and test–retest reliability as well as convergent and discriminant validity. The results further revealed no significant differences between males and females. In sum, results suggest that the Arabic version of the CQS is a reliable and valid instrument for measuring an individual's intercultural intelligence.     

Empirical Evaluation of Dimensionality of Organizational Citizenship Behavior for Indian Business Context

Knowledge about dimensionality of Organizational Citizenship Behavior (OCB) is essential for conducting any future research on the construct. The present study explores the suitability of OCB conceptualization developed by Organ (1988) in Indian business context. Confirmatory Factor Analysis (CFA) was performed to test the dimensionality of the 5-factor OCB conceptualization. Based on the results of CFA alternate conceptualizations were explored. A three factor conceptualization consisting of ??organization-orientation??, ??punctuality?? and ??individual-orientation?? factors showed excellent fit with data. Concurrent validity of factors was tested with organizational justice, organizational identification and job tenure. ??Organization-orientation?? and ??individual-orientation?? emerged as significant dimensions of OCB. Implications for theory and practice are discussed.     

On the dimensionality of organizational justice: a construct validation of a measure.

This study explores the dimensionality of organizational justice and provides evidence of construct validity for a new justice measure. Items for this measure were generated by strictly following the seminal works in the justice literature. The measure was then validated in 2 separate studies. Study 1 occurred in a university setting, and Study 2 occurred in a field setting using employees in an automobile parts manufacturing company. Confirmatory factor analyses supported a 4-factor structure to the measure, with distributive, procedural, interpersonal, and informational justice as distinct dimensions. This solution fit the data significantly better than a 2- or 3-factor solution using larger interactional or procedural dimensions. Structural equation modeling also demonstrated predictive validity for the justice dimensions on important outcomes, including leader evaluation, rule compliance, commitment, and helping behavior.     

Measuring adaptive expertise: development and validation of an instrument

Individuals with adaptive expertise possess the skills to deal with novel problems. Whereas this concept has been around since the mid-1980s, no instrument exists that provides a good operationalization of the theoretical construct. This inhibits the further development of research on adaptive expertise and the evaluation of employees’ adaptive expertise levels. Adaptive expertise has been unanimously described as a composition of domain-specific and innovative skills. Some researchers argue that metacognitive skills are also crucial. This study aimed to establish whether an instrument measuring adaptive expertise is composed of these three dimensions. In addition, it was tested whether such an instrument is influenced by task variety and work experience, as previously reported in literature. A sample of 383 professionals and graduates were used to test the Adaptive Expertise Inventory. Through exploratory factor analysis (EFA), (E/CFA), and confirmatory factor analysis (CFA), the quality of the instrument was evaluated. Good model fit was achieved. The final instrument consisted of two dimensions—i.e., domain-specific and innovative skills—with five items each. Regression analysis showed that not work experience, but task variety is related to level of adaptive expertise. The Adaptive Expertise Inventory proved to be a valid instrument for measuring adaptive expertise.     

AN EMPIRICAL ASSESSMENT OF THE EFFECTS OF AFFECTIVE RESPONSE IN THE MEASUREMENT OF ORGANIZATIONAL CLIMATE*

The purpose of this study was to determine whether an affective response affects the dimensionality of perceptual measures of organizational climate. To accomplish this 8,938 nonsupervisory employees of a large utility completed both an organizational climate questionnaire and a measure of job satisfaction. The raw scores on the climate instrument were factor analyzed. Then the job satisfaction scores were partialed out of the intercorrelations of the items making up the climate instrument and the residual scores were submitted to a factor analysis. The results suggest that partialing job satisfaction out of responses to an organizational climate questionnaire served to improve the dimensionality of the climate instrument.     

授权的测量及其与员工工作态度的关系

首先，对Spreitzer的授权量表在中国文化背景下的适用性进行了检验，3家企业395份调查问卷的探索性因素分析和内部一致性分析表明，授权量表具有较好的效度和信度；20家企业942份调查问卷的验证性因素分析和内部一致性分析进一步验证了授权量表的效度和信度，这表明Spreitzer的授权四维模型在中国得到了验证，其编制的授权量表在中国具有较强的适用性。然后，利用20家企业942份调查问卷的结果，采用结构方程模型技术对授权与员工满意度、组织承诺、离职意向与工作倦怠等员工工作态度变量之间的关系进行了交叉验证分析，结果表明，工作意义对员工满意度与组织承诺有正向的影响，对离职意向与工作倦怠有负向的影响；自主性对员工满意度与组织承诺有正向的影响；自我效能对组织承诺有正向的影响     

Strengths use and deficit correction in organizations: development and validation of a questionnaire

Although the positive psychology tradition emphasizes the importance of a balanced approach regarding individual strengths and weaknesses, there is no valid instrument to measure these phenomena in organizations. The purpose of the present studies is to develop and validate an instrument that measures four dimensions, namely perceived organizational support (POS) for strengths use, POS for deficit correction, strengths use behaviour, and deficit correction behaviour. In study 1 and 2, the Strengths Use and Deficit COrrection (SUDCO) questionnaire was developed and tested for its factor structure, reliability, and convergent and criterion validity in two samples of South African employees (N = 338 and N = 361, respectively). In study 3, the convergent and criterion validity of the SUDCO were examined in a sample of Dutch engineers (N = 133). Results indicated that the intended dimensions of strengths use and deficit correction can be measured reliably with 24 items and showed convergent validity. Moreover, POS for strengths use and strengths use behaviour correlated positively with self- and manager-ratings of job performance, supporting the criterion validity of these scales. As expected, POS for deficit correction and deficit correction behaviour were unrelated to the performance ratings.     

Factor analysis of the Spanish Burnout Inventory among public administration employees

Burnout has been recognized as an important stress‐related problem. Researchers have been troubled by some of the psychometric limitations of the questionnaires developed to evaluate burnout. This study was designed to assess the factor structure of the Spanish Burnout Inventory in a sample of 548 Brazilian public administration employees. This instrument comprises 20 items distributed in four dimensions: enthusiasm toward the job (5 items), psychological exhaustion (4 items), indolence (6 items), and guilt (5 items). The factor structure was examined through confirmatory factor analysis. To assess the factorial validity of the Spanish Burnout Inventory, four alternative models were tested. The four‐factor model obtained an adequate data fit for the sample, χ²(164) = 514.358, p < .001, RMSEA = .062, GFI = .910, NFI = .915, CFI = .940, and AIC = 606.358. The results showed that the four‐model factor of the Spanish Burnout Inventory possesses adequate psychometric properties in the Brazilian cultural context. Implications for future research and practice are also discussed.     

Confirmatory factor analysis of the Teacher Efficacy Scale for prospective teachers

Background. Research on teacher self‐efficacy has revealed substantive problems concerning the validity of instruments used to measure teacher self‐efficacy beliefs. Although claims about the influence of teachers' self‐efficacy beliefs on student achievement, success with curriculum innovation, and so on, may be true statements, one cannot make those claims on the basis of that body of evidence if the instruments are not valid measures of teachers' self‐efficacy beliefs. Aims. The purpose of this investigation is to employ the use of modern confirmatory factor‐analytic techniques to investigate the validity of the hypothesized dimensions of the Teacher Efficacy Scale ( Gibson & Dembo, 1984 ; Woolfolk & Hoy, 1990 ). Sample. Participants for this investigation were 387 prospective teachers recruited from a university located in the south‐western region of the UA. Participants for Study 2 were 131 prospective elementary teachers recruited from the same university as in Study 1. Results. A confirmatory factor analysis (CFA) procedure was used to evaluate the goodness‐of‐fit for two theoretical models of the TES items. The proposed two‐ and three‐factor models of teacher self‐efficacy for prospective teachers were rejected. A re‐specified three‐factor model of the TES was then derived from theoretical and empirical considerations. The re‐specified model hypothesized three dimensions: self‐efficacy beliefs, outcome expectations, and external locus‐of‐causality. In Study 2, the re‐specified three‐factor measurement model was evaluated in a new sample. Results of the CFA procedure indicated satisfactory fit of the re‐specified model to the data; however, the results were not consistent with predictions derived from social learning theory. Conclusions. The results of this study call into question the use of the TES and the interpretation of a large body of literature purporting to study the relationship of teachers' self‐efficacy beliefs to important educational outcomes.     

分配不公正下的退缩行为：程序公正和互动公正的影响

以160名中学教师为被试,采用2×2的完全随机设计,以模拟故事（scenarios）的方法呈现刺激,研究了在职称评定中分配不公正的前提下,程序公正/不公正,互动公正/不公正对教师的退缩行为（消极怠工、拒绝帮助、离职、对校长的消极态度）的影响。结果表明,在分配不公正条件下：（1）程序公正、互动公正均影响教师的消极怠工程度;（2）程序公正、互动公正均影响教师的拒绝帮助行为程度,而且交互作用显著;（3）互动公正影响教师对上司的消极态度,程序公正无显著影响;（4）程序公正和互动公正对离职意愿影响均不显著     

Dimensionality of organizational justice in a call center context

Summary.-Employees in three call centers were surveyed about their perceptions of organizational justice. Four factors were measured: distributive justice, procedural justice, interpersonal justice, and informational justice. Structural equation modeling was employed to test whether a two-, three-, or four-factor model best fit the call center data. A three-factor model of distributive, procedural, and informational justice provided the best fit to these data. The three-factor model that showed the best fit does not conform to any of the more traditional models identified in the organizational justice literature. This implies that the context in which organizational justice is measured may play a role in identifying which justice factors are relevant to employees. Findings add to the empirical evidence on the dimensionality of organizational justice and imply that dimensionality of organizational justice is more context-dependent than previously thought.     

Mentors' perceptions of negative mentoring experiences: scale development and nomological validation

Three studies were conducted to develop a psychometrically sound, multidimensional measure of mentors' perceptions of negative experiences with their protégés. In Study 1, items were developed, and content-related validity was established. In Study 2, CFA was used to establish the dimensionality of the new measure. Construct-related (convergent and discriminant) and criterion-related validity evidence were also obtained by using data from matched mentor-protégé dyads. Study 3 replicated the factor structure of the instrument and provided additional validity evidence by using a sample of female academic mentors. The findings are discussed in terms of broadening the scope of mentoring research to consider the mentor's perspective of relationship problems and dyadic processes in mentoring relationships.     

分配公平与程序公平对工作倦怠的影响

根据3家企业294份调查问卷的结果对工作倦怠量表MBI-GS进行了修订。然后,利用修订的MBI-GS和组织公平量表在6家企业进行了调查,524份有效问卷的调查进一步验证了MBI-GS的构想效度和信度;t检验和方差分析结果表明,人口统计学变量会影响组织公平和工作倦怠;分层回归的结果发现,在控制了人口统计学变量后,组织公平对工作倦怠具有较强的预测作用;进一步的优势分析表明,预测情绪衰竭时,分配公平相对来说更重要,贡献了已解释方差的65.91%;预测玩世不恭时,程序公平相对来说更重要,贡献了已解释方差的56.07%     

知识型员工共享领导内容结构

在文献分析、个人访谈、团队访谈和开放式问卷调查等基础上建构知识型员工共享领导内容结构, x?0的224个被试用于探索性因素分析得出知识型员工共享领导包括团队进取、权责共享、团队期望和团队合作四个维度;x?0的223个被试用于验证性因素分析,结果显示四因素模型拟合指标良好（?2 /df=2.58,RMSEA=.060,NFI=.93,NNFI=.95,CFI=.96,NCP=178.09）,可作为进一步研究的理论模型。     

The Effect of Organizational Justice on Contextual Performance,Counterproductive Work Behaviors,and Task Performance: Investigating the moderating role of ability‐based emotional intelligence

This study tested the direct effects of three dimensions of organizational justice – distributive justice, procedural justice, and interactional justice – on contextual performance, counterproductive work behaviors, and task performance. The study also examined the moderating effects of an ability measure of emotional intelligence (EI) on the justice–performance relationship. Based on the data from 211 employees across nine organizations from the private and public sectors in a developing country in the Caribbean, the results revealed that all three justice dimensions had significant effects on task performance, contextual performance, and counterproductive work behaviors in the expected direction. Composite EI and its four subdimensions (appraisal and expression of emotion in the self, appraisal and recognition of emotion in others, regulation of emotion, and use of emotion) moderated the relationship between procedural justice and contextual performance, but failed to moderate other justice–performance relationships.     

Organizational justice and mental health: A multi‐level test of justice interactions

We examine main and interaction effects of organizational justice at the individual and the organizational levels on general health in a Kenyan sample. We theoretically differentiate between two different interaction patterns of justice effects: buffering mechanisms based on trust versus intensifying explanations of justice interactions that involve psychological contract violations. Using a two‐level hierarchical linear model with responses from 427 employees in 29 organizations, only interpersonal justice at level 1 demonstrated a significant main effect. Interactions between distributive and interpersonal justice at both the individual and the collective levels were found. The intensifying hypothesis was supported: the relationship between distributive justice and mental health problems was strongest when interpersonal justice was high. This contrasts with buffering patterns described in Western samples. We argue that justice interaction patterns shift depending on the economic conditions and sociocultural characteristics of employees studied.     

Expanding the criterion domain? A quantitative review of the OCB literature

The authors investigate the construct validity of the organizational citizenship behavior (OCB)-task performance distinction by providing a quantitative review of the OCB literature. The authors extend previous meta-analytic reviews of the OCB literature by (a) using confirmatory factor analysis (CFA) to investigate the dimensionality of OCB, (b) using CFA to examine the distinction between OCB and task performance, and (c) examining the relationship between a latent OCB factor and task performance and attitudinal variables. Results support a single factor model of OCB that is distinct from, albeit strongly related to, task performance. In addition, results show that OCB consistently relates more strongly to attitudes than does task performance and shares a modest amount of variance with attitudinal correlates beyond task performance.     

Israeli Teachers’ Perceptions of Lateness: A Gender Comparison

The study examines the relationship between distributive justice and teachers’ lateness, focusing on the mediation effect of organizational commitment and taking into account gender differences. The sample consisted of 1,016 teachers from 35 high schools in Israel. Results, based on multi-level analysis, showed that, for women, organizational commitment partially mediated the relation between perceived distributive justice and lateness. No such effect was found for men. The findings are explained in terms of women using lateness behavior to establish a balance between their amount of effort and the measure of their perceived reward.