体面工作量表结构的双因子探索性结构方程模型表示——来自中国的证据

IF 2.8 2区心理学 Q2 PSYCHOLOGY, APPLIED

Journal of Career Assessment Pub Date : 2022-05-10 DOI:10.1177/10690727221096487

Doudou Liu, Yuanmei Lan, Chaoping Li, Yan Xu, Jie Yang

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引用次数: 0

摘要

本研究利用双因子探索性结构方程模型(bifactor - esem)方法研究体面工作的心理测量特性。本研究以701名完成了多维体面工作量表(DWS: Duffy et al.， 2017)的中国员工为样本，揭示了DWS的双因素-ESEM表示与其他数据表示(ICM-CFA、双因素- cfa和ESEM)相比的优势。此外，在MIMIC框架中的测量不变性结果表明，DWS在不同年龄和工作任期的参与者样本中是相等的。最后，通过确认g因素(代表体面工作的全球水平)和s因素(代表体面工作的具体水平)的重要性，结果为标准有效性提供了证据，这表明特定类型的体面工作解释了协变量(即工作幸福感，生活幸福感，敬业度和离职意愿)的方差，超出了g因素已经解释的方差。

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A Bifactor Exploratory Structural Equation Modeling Representation of the Structure of the Decent Work Scale: Evidence from China

The present study investigates the psychometric properties of decent work utilizing the bifactor exploratory structural equation modeling (Bifactor-ESEM) approach. Using a sample of 701 Chinese employees who completed the multidimensional Decent Work Scale (DWS: Duffy et al., 2017), this study reveals the superiority of the Bifactor-ESEM representation of DWS compared to alternative representations of the data (ICM-CFA, Bifactor-CFA, and ESEM). Additionally, the results of measurement invariance in the MIMIC framework indicate the DWS is equivalent in various age and job tenure samples of participants. Finally, the results provide evidence for the criterion validity by confirming the importance of accounting for both the G-factor (representing the global level of decent work) and the S-factors (representing the specific level of decent work), which shows that specific types of decent work explained variance in covariates (i.e., work well-being, life well-being, engagement, and turnover intention) over and above the variance already explained by the G-factor.

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来源期刊

Journal of Career Assessment PSYCHOLOGY, APPLIED-

CiteScore

6.10

自引率

15.60%

发文量

期刊介绍： The Journal of Career Assessment publishes methodologically sound, empirically based studies focusing on the process and techniques by which counselors and others gain understanding of the individual faced with the necessity of making informed career decisions. The term career assessment, as used in this journal, covers the various techniques, tests, inventories, rating scales, interview schedules, surveys, and direct observational methods used in scientifically based practice and research to provide an improved understanding of career decision-making. The focus is not just testing, but all those means developed and used to assess and evaluate individuals and environments in the field of career counseling and development.