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个人和组织的灵活性:概念化,开发和验证一个新的规模
Flavio Urbini1, Emanuela Caracuzzo1, Antonio Chirumbolo2
1Department of Humanities, LUMSA University, 00193 Rome, Italy.
Behavioral sciences (Basel, Switzerland)
|June 26, 2024
概括
本研究引入并验证了柔性度表,这是评估个人和组织柔性的一种新措施. 该尺度表现出卓越的可靠性和有效性,对于了解员工适应能力非常有用.
科学领域:
- 心理学 心理学 心理学
- 组织行为 组织行为
- 心理测量 心理测量 心理测量
背景情况:
- 组织和个人适应能力的概念在动态的工作环境中至关重要.
- 现有的措施可能无法充分捕捉员工灵活性和响应能力的多方面的性质.
- 需要一个经过验证的仪器来量化工作场所的"柔性".
研究的目的:
- 介绍和心理测量评估一个新的构造:"柔性".
- 开发和验证用于测量个人和组织柔性度量的柔性度表.
- 检查拟议尺度的因数有效性,可靠性和测量不变性.
主要方法:
- 使用了探索性因素分析 (EFA) 和确认性因素分析 (CFA).
- 多组CFA被用来测试跨性别的测量不变性.
- 使用克朗巴赫的α和麦当劳的omega系数来评估可靠性.
- 来自意大利私营和公共组织的466名员工参与了调查.
主要成果:
- 探索性因子分析揭示了两个因素的结构:个人柔性和组织柔性.
- 柔性度表在两个维度 (个人 ω = 0.82;组织 ω = 0.85) 上都显示出出色的可靠性.
- 多组CFA证实了尺度在性别上的不变性.
- 灵活性与积极的个性和工作投入有积极的关联.
结论:
- 新开发的柔性度量表是一种可靠和有效的心理测量仪器.
- 该尺度有效地衡量了多元化劳动力的个人和组织灵活性.
- 这些发现支持柔性构造的实用性及其在组织心理学研究中的测量.
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