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Fa22 Rba 002

The document appears to be describing the theoretical framework and measurement scales for research on topics like transformational leadership, work burnout, work performance, social loafing, and intrinsic motivation. It provides the citation and brief description of scales used to measure each construct, including the number of items and response format (e.g. Likert scale) for each measurement scale. Key scales mentioned include the McColl Kennedy and Anderson four-item scale for transformational leadership, Kristensen et al.'s seven-item scale for work burnout, and Liu et al.'s four-item scale for intrinsic motivation.

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Taskeen Zafar
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44 views3 pages

Fa22 Rba 002

The document appears to be describing the theoretical framework and measurement scales for research on topics like transformational leadership, work burnout, work performance, social loafing, and intrinsic motivation. It provides the citation and brief description of scales used to measure each construct, including the number of items and response format (e.g. Likert scale) for each measurement scale. Key scales mentioned include the McColl Kennedy and Anderson four-item scale for transformational leadership, Kristensen et al.'s seven-item scale for work burnout, and Liu et al.'s four-item scale for intrinsic motivation.

Uploaded by

Taskeen Zafar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Comsats University Islamabad Lahore campus

Submitted by: Malik Abdul Salam

Roll Num: FA22-RBA-002

Subject: Research Methodology

Submitted to: Dr. Imran Shafique


Theoretical farmwork:

Transformational leadership:

Transformational leadership was measured by McColl Kennedy and Anderson four-item scale.
Six-point Likert scale (1—strongly disagree to 6—strongly agree).

Items:
1. Overall, I am satisfied with the company/service.
2. The company/service meets my expectations.
3. I would recommend the company/service to others.
4. I intend to continue using the company/service in the future.

Working burnout:
Working burnout was measured by Kristensen et al. Seven items with five-point Likert scale (1–
never to 5— always) was used.
Items:
1. I feel emotionally drained by my work.
2. I have become more callous toward people since started this job.
3. I feel frustrated by my job.
4. I feel burned out from my work.
5. I feel I'm working too hard on my job.
6. I don't feel motivated by my work anymore.
7. I feel I'm not achieving much in my job.
Work performance:
To measure work performance five-item scale was adopted. a five-point Likert style ranging
from 1 (much worse than the competitors) to 5 (much better than the competitors) was used to
measure responses.
Items:
1. I am fulfilling the organizational rules and procedures
2. Reports submitted by me are reliable and trustworthy
3. I produce a high quality of work outcomes.
4. I am strict about doing the job right the first time.

Social Loafing:
Social loafing was measured by Akgunduz and Eryilmaz. Four items with five-point Likert scale
(1—strongly disagree to 5—strongly agree) was used.
Items:
1. I left my work to other to do.
2. I claimed there are other things to do when others need help.
3. I avoided work and responsibility.
4. I loafed my share of tasks

Intrinsic Motivation:
In this study, Liu et al. Four-item scale was adopted to measure intrinsic motivation. To record
the responses five-point Likert scale was used (1—strongly disagree to 5—strongly agree).
Items:
Subscale Sample items

Amotivation I don’t know; I can’t understand what I am doing taking chemistry


courses.

External regulation Because without having taking chemistry I would not find a high-
paying job later on
To experience For the enjoyment I experience when I think about the world in terms
of atoms and molecules
To know Because study chemistry allows me to continue to learn about many
things that interest me.

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