Psychometrics scales
Iman SHAKERI; Ali Mehdad; hadi farhadi
Abstract
IntroductionGiven the changing nature of today’s workforce, it is becoming increasingly common, and at times even vital, for employees to be well-prepared for navigating complex social situations to fulfill everyday organizational demands. However, while effective interpersonal interactions are ...
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IntroductionGiven the changing nature of today’s workforce, it is becoming increasingly common, and at times even vital, for employees to be well-prepared for navigating complex social situations to fulfill everyday organizational demands. However, while effective interpersonal interactions are clearly required in many occupations, an ongoing deficiency of critical interpersonal knowledge, skills, and abilities (KSAOs) among employees has been widely recognized. The current study seeks to answer a critical call in the literature for better methods of assessing and developing employee interpersonal KSAOs, especially in terms of how to assess employee effectiveness in the application of these KSAOs to socially complex situations. Specifically, the current study develops and provides initial validity evidence for a situational judgment test (SJT) of critical social thinking, the underlying set of processes that put interpersonal KSAOs into practice.MethodThe present study was conducted within the framework of descriptive and correlation based psychometric design. The statistical population included all managers of the Iran Alloy Steel Company in the first half of 2022, of which 196 people (for exploratory factor analysis and reliability) and 210 separate people (for confirmatory factor analysis and convergent validity), who were selected by stratified sampling method. In order to design the situations and answer options of the scale, were used viewpoints of subject matter experts, and to analyze the data, reliability analysis, correlation methods, exploratory factor analysis and confirmatory factor analysis were used.ResultsIn otder to investigate the validity of situational judgment test of critical social thinking several method were used. The exploratory factor analysis with principal components method and varimax rotation, as expected, suggested a structure based on three subscales include "scanning", "appraising/assessing", "interpreting". Confirmatory factor analysis showed the researcher’s hypothesis that the structure is based on three components is confirmed. Also, convergent validity was confirmed by its correlation with the scores of critical social thinking in the assessment center. Evaluation of internal consistency of scale by Cronbach’s alpha method and correlation of each question whit total score, showed that questions of this scale have acceptable internal consistency. Discussionoverally, the study findings showed situational judgment test of critical social thinking is composed of three factors and acceptable validity and reliability. Consequently, it can be applied to measure critical social thinking of employees in complex organizational situations. This research has provided promising fields for studies that measure and develop critical social thinking in the workplace.Keywords: situational judgment test, critical social thinking, factor analysis, assessment center
Afsaneh Mirzaeian; Ali Mehdad
Abstract
The main purpose of current study was to predict work efforts and organizational citizenship behaviors through multi-dimensions of work motivation (including, amotivation, social extrinsic, material extrinsic, introjected, identified, and intrinsic motivations). This study was a descriptive-correlational ...
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The main purpose of current study was to predict work efforts and organizational citizenship behaviors through multi-dimensions of work motivation (including, amotivation, social extrinsic, material extrinsic, introjected, identified, and intrinsic motivations). This study was a descriptive-correlational method, and the study population included all of the employees in Welfare Organization in Isfahan province. 285 employees were selected through convenience sampling method. Research instruments consisted of 5-item scale of Work Efforts by Kuvaas, et al., 19-item scale of Multi-Dimensions Work Motivation by Gagne, et al., and the 16-item of Organizational Citizenship Behaviors by Lee and Allen. The data were analyzed using Pearson correlation and multiple regression analyses. The findings demonstrated that there were negative relationship between amotivation and material extrinsic motivation and positive relationships of intrinsic, identified and introjected motivations with work efforts. There were negative relationship between amotivation and positive relationships of material extrinsic, identified, introjected and intrinsic motivations with organizational citizenship behaviors (p < 0.01). Moreover, amotivation, material extrinsic and intrinsic motivations predicted work efforts significantly (p < 0.01), and amotivation, social extrinsic and intrinsic motivations predicted organizational citizenship behaviors significantly (p < 0.01), which explained 15.8 and 26.2 percent of the variances of work effort and organizational citizenship behaviors respectively. Based on the results of this study it can be concluded that the work effort and organizational citizenship behaviors could be increased by work motivation.