心理学
呈现主义
旷工
结构效度
工作投入
比例(比率)
应用心理学
心理干预
复制
预测效度
验证性因素分析
苦恼
判别效度
增量有效性
心理测量学
测试有效性
社会心理学
临床心理学
结构方程建模
内部一致性
工作(物理)
计算机科学
统计
机械工程
物理
数学
量子力学
机器学习
精神科
工程类
作者
Richard D. Lennox,David A. Sharar,Eileen Schmitz,Ceap David B. Goehner
标识
DOI:10.1080/15555241003760995
摘要
This article describes the development and validation of a five-item scale Workplace Outcome Suite designed as an open access instrument aimed at facilitating empirical research on Employee Assistance Program (EAP) interventions. The suite contains five-item measures of absenteeism, presenteeism, work engagement, life satisfaction, and workplace distress. All but the absenteeism measures are effect-indicator structures derived from classical psychometric theory. The absenteeism measure used a formative model that captures the individual components of being away from the job site because of personal problems. These components are not thought to be internally consistent with one another but rather represent distinct manners that force time off. Two separate validation studies of the suite, one with a paper-and-pencil modality (N = 220) and another with a telephone interview modality (N = 228) tested the reliability of the scales, the structural validity of the items, and the construct validity of the unit-weighted scale scores. The effect-indicator scales were found to have moderate (in the range of .75) to excellent levels (in the range of .90) of internal consistency. Only two items in the Work Engagement scale produced low factor loading for the telephone interview study, but the low loading did not replicate in the paper-and-pencil study and thus was considered spuriously low for the time being. None of the items produced factor loading below .30 in the paper-and-pencil study. Correlations of the scale scores with self-reported measures of relevant behavior and emotions provided limited evidence of construct validity for all five scales. The results suggest support for the use of the Workplace Outcome Suite to evaluate EAP services and interventions.
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