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目的:结合中国企业文化特点,区分不同来源的排斥编制工作场所排斥问卷。方法:1090位员工参与了本研究;通过开放式问卷调查和改编国外问卷建立上司和同事排斥题库,经专家评定、频次分析和探索性因素分析形成正式问卷;对多个样本施测,检验其信效度指标。结果:工作场所排斥包含上司排斥和同事排斥两个维度,各10道题目;该问卷受方法效应影响小;两个维度的单因素模型拟合指数良好,同工作场所融入和人际公平的区别效度良好,同效标归属感、抑郁、工作满意度和角色行为相关显著;上司排斥和同事排斥维度在3个样本中的内部一致性系数在0.86以上,重测信度分别为0.76和0.72。结论:本研究编制的工作场所排斥问卷具有良好的心理测量学指标,可以作为评估职场排斥的有效工具使用。
OBJECTIVE: To combine the characteristics of Chinese corporate culture to distinguish exclusions from different sources in preparing workplace exclusion questionnaires. Methods: 1090 employees participated in this study. Through the open questionnaire survey and the adaptation of foreign questionnaires, the supervisors and their colleagues were excluded from the questions bank, and formal questionnaires were formed by expert evaluation, frequency analysis and exploratory factor analysis. The multiple questionnaires were tested and tested Reliability and validity index Results: The workplace exclusion included two dimensions of supervisor exclusion and colleague exclusion, each of 10 questions; the questionnaire was less affected by the methodological effect; the one-factor model fit index of the two dimensions was good, which was different from workplace integration and interpersonal equity Degree of belonging, depression, job satisfaction and role behavior were significant. The coefficients of internal consistency of boss rejection and co-worker rejection were above 0.86 in three samples, and the retest reliability was 0.76 and 0.72 respectively. CONCLUSIONS: The Workplace Exclusion Questionnaire prepared in this study has good psychometric metrics and can be used as an effective tool to assess workplace exclusion.