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    Measure CRONBACH ALPHA SAMPLE

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    Janlenn Gepaya
    This document describes the survey questionnaire used in a study that contained 9 parts measuring various organizational factors. It utilized established scales to assess learning culture, empowering leadership, employee participation, corporate communication, employee resilience, job engagement, job satisfaction, and turnover intentions. Responses were indicated on a 7-point Likert scale and each scale demonstrated acceptable levels of reliability and validity based on previous studies.

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    Measure CRONBACH ALPHA SAMPLE

    Uploaded by

    Janlenn Gepaya
    116 views3 pages
    This document describes the survey questionnaire used in a study that contained 9 parts measuring various organizational factors. It utilized established scales to assess learning culture, empowering leadership, employee participation, corporate communication, employee resilience, job engagement, job satisfaction, and turnover intentions. Responses were indicated on a 7-point Likert scale and each scale demonstrated acceptable levels of reliability and validity based on previous studies.

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    validation research sample

    Original Title

    Measure-CRONBACH-ALPHA-SAMPLE

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    This document describes the survey questionnaire used in a study that contained 9 parts measuring various organizational factors. It utilized established scales to assess learning culture, empowering leadership, employee participation, corporate communication, employee resilience, job engagement, job satisfaction, and turnover intentions. Responses were indicated on a 7-point Likert scale and each scale demonstrated acceptable levels of reliability and validity based on previous studies.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    116 views3 pages

    Measure CRONBACH ALPHA SAMPLE

    Uploaded by

    Janlenn Gepaya
    This document describes the survey questionnaire used in a study that contained 9 parts measuring various organizational factors. It utilized established scales to assess learning culture, empowering leadership, employee participation, corporate communication, employee resilience, job engagement, job satisfaction, and turnover intentions. Responses were indicated on a 7-point Likert scale and each scale demonstrated acceptable levels of reliability and validity based on previous studies.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 3

    Measure

    This study utilized the following survey questionnaire adopted from the

    Dimensions of the Learning Organization Questionnaire, Empowering Leadership

    Questionnaire, Organizational Change Questionnaire, Corporate Communication Scale,

    Employee Resilience Scale (EmpRes), Job Engagement Scale, Satisfaction Subscale,

    and Turnover Intentions Scale. The questionnaire has nine parts. The first part

    contained sections asking for the demographic profile of the respondents in terms of

    age, sex, years of working experience, and designation. The second part contained five

    questions that assessed the learning culture of respondents. The Dimensions of the

    Learning Organization Questionnaire was developed by Marsick and Watkins (2003).

    Higher ratings correspond to a more learning-oriented company culture. Reliability

    statistics obtained by Yang, Watkins, and Marsick (2004) identified Cronbach’s alpha

    scores ranging between α= .80 and .87.

    The third part contained ten questions that assessed the empowering leadership

    within the organization. The Empowering Leadership Questionnaire (Arnold et al., 2000)

    was utilized to measure the level of empowering leadership within the organization.

    Higher scores indicate a greater degree of empowering leadership. Arnold, et al., (2000)

    identified Cronbach’s alpha scores of α= .92, .91 and .94. The fourth part contained four

    questions that assessed the employee participation of respondents. Bouckenooghe’s

    and colleagues Organizational Change Questionnaire-Climate of Change, Processes,

    and Readiness (Bouckenooghe et al., 2009) were used. Higher scores indicate a

    greater amount of employee participation. Cronbach’s alpha’s of α= .85 and .79 were

    found for the


    samples of the study of Bouckenooghe et al., (2009).

    The fifth part contained four questions that assessed the corporate

    communication of respondents. The Corporate Communication Scale was developed to

    assess the extent to which the senior management team communicated with the rest of

    the staff. Higher scores indicate a greater extent of corporate communication. The

    internal consistencies (Bouckenooghe et al., 2009) ranged from α= .79 to .75. The sixth

    part contained 13 questions that assessed the employee resilience of respondents. The

    13 item Employee Resilience Scale (EmpRes) was used to measure employee

    resilience. High scores represent a more resilient employee. The questionnaire

    demonstrated high Cronbach’s alphas of α= .89 (Naswall, et al., 2013).

    The seventh part contained six questions that assessed the job engagement of

    respondents. Saks (2006) Job Engagement Scale was used to measure job

    engagement. Higher scores indicate that employees are more engaged in their jobs.

    Saks (2006) obtained a high internal consistency of α= .82. The eighth part contained

    three questions that assessed the job satisfaction of respondents. The Job Satisfaction

    Subscale of The Michigan Organizational Assessment Questionnaire (Cammann,

    Fichman, Jenkins, & Klesh, 1983) was used. High scores represent high job satisfaction

    for question one and three. However, as item two was reverse coded, lower ratings on

    this item related to a greater degree of job satisfaction. A high Cronbach’s alpha of α=

    0.84 was found by Bowling and Hammond (2008).

    The ninth part contained three questions that assessed the intentions to turnover

    of respondents. Employee’s Intention to Turnover was measured using an adapted

    Turnover Intentions scale by Vandenberghe and Bentein (2009). Higher scores


    represent a high intention to turnover. Vandenberghe and Bentein (2009) found high

    internal consistency scores of α= .84 and .80. Responses for all nine parts were

    indicated on seven-point Likert scale (1=strongly disagree, 2=disagree, 3= slightly

    disagree, 4=neutral, 5= slightly agree, 6= agree, and 7= strongly agree) and are

    interpreted as follows:

    Weight Range Description Interpretation

    7 6.01 – 7.00 Strongly Agree Very High

    6 5.01 – 6.00 Agree Slightly High

    5 4.01 – 5.00 Somewhat Agree High

    4 3.01 – 4.00 Neither Agree or Disagree Neutral

    3 2.01 – 3.00 Somewhat Disagree Low

    2 1.01 – 2.00 Disagree Slightly Low

    1 0.01 – 1.00 Strongly Disagree Very Low

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