SavedAdd your journal

Journals / Business and Management Studies: An International Journal / 2019 / Cilt: 7 - Sayı: 2

THE RELIABILITY AND VALIDITY OF TURKISH FORM OF ORGANIZATIONAL INCLUSION SCALE

ÖRGÜTSEL İÇERME ÖLÇEĞİNİN TÜRKÇE FORMUNUN GEÇERLİLİK VE GÜVENİRLİK ÇALIŞMASI

DENİZ PALALAR ALKAN
Pages
629–643
DOI
—
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

The results of the confirmatory factor analysis of the two-factor structure indicate the Turkish form of Organizational Inclusion scale is suitable for assessing individuals’ perception of organizational inclusion in the Turkish context.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:This study aims to investigate the validity and reliability of the Organizational Inclusion Scale in the Turkish literature.
📊
Key Findings & Data:The outcome of the reliability test yielded the Cronbach alpha coefficient of the study as α= 0.924.
💡
Conclusion & Impact:The results of the confirmatory factor analysis of the two-factor structure indicate the Turkish form of Organizational Inclusion scale is suitable for assessing individuals’ perception of organizational inclusion in the Turkish context.
🔬Design:Modeling & Simulation
📍Scope:2014 Verileri
⚙️Variables:Domain Parameters

Abstract

This study aims to investigate the validity and reliability of the Organizational Inclusion Scale in the Turkish literature. Organizational inclusion is described as the optimal degree of balancing an individual’s group / organizational identification with the need to be distinctive from the others in the literature. The translation- back translation methodology was utilized to determine the congruency of the Turkish form. The outcome of the reliability test yielded the Cronbach alpha coefficient of the study as α= 0.924. The result of the critical factor analysis of the Turkish form indicates a two-factor structure with factor loading varying from 45,63% to 27,79%, inconsistent with the original scale developed by Sabharwal (2014). After that, the scale was retested conducting a confirmatory factor analysis utilizing structural equation modeling and tested with AMOS 22 and Smart PLS. The results of the confirmatory factor analysis of the two-factor structure indicate the Turkish form of Organizational Inclusion scale is suitable for assessing individuals’ perception of organizational inclusion in the Turkish context.

Özet

Bu çalışmanın amacı Örgütsel İçerme Ölçeğinin Türkçe literatüründe geçerlik ve güvenirlik araştırmasının yapılmasıdır. Örgütsel içerme; literatürde bireyin üyesi olduğu grubu/örgütün bireyde aidiyet duygusu ile diğerlerinden farklı olma gereksinimlerini optimal derecede dengeleme derecesi olarak ifade edilmektedir. Araştırmanın Türkçe alan yazında kullanıma uygunluğu çeviri-geri çeviri yöntemi ile yapılmıştır. İç tutarlılık güvenirliği α= 0.924 olarak belirlenen ölçekte keşfedici (açımlayıcı) faktör analizi sonucunda faktör yükleri %45,63 ile %27,79 arasında değişen ve ölçeğin orijinal yapısından faklı olan 2 faktörlü bir yapı elde edilmiştir. Bununla birlikte, keşfedici (açımlayıcı) faktör analiz sonuçları doğrulayıcı faktör analizi ile de test edilmiş; test güvenirliği yüksek olan 2 faktörlü yapıya sahip Örgütsel İçerme ölçeğinin Türkçe alan yazında kullanıma uygun olduğu tespit edilmiştir.

🔖

Cite This Article

ALKAN, D. P. (2019). THE RELIABILITY AND VALIDITY OF TURKISH FORM OF ORGANIZATIONAL INCLUSION SCALE. Business and Management Studies: An International Journal, Cilt: 7 - Sayı: 2, 629–643. https://ajindex.com/articles/172299

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (12)

  1. Bettencourt, B. A., Molix, L., Talley, A. E., & Sheldon, K. M. (2006). Psychological need satisfaction through social roles. In T. Postmes, & J. Jetten (Eds.), Individuality and the group: Advances in social identity (pp. 196–214).
  2. Thousand Oaks, CA US: Sage Publications, Inc. Brewer, M. B. (1991). The social self: On being the same and different at the same time. Personality and Social Psychology Bulletin, 17(5), 475–482.
  3. Brewer, M. B. ve Roccas, S. (2001). Individual values, social identity, and optimal distinctiveness. In C. Sedikides, M. B. Brewer, C. Sedikides, & M. B. Brewer (Eds.), Individual self, relational self, collective self (pp. 219– 237). New York, NY: Psychology Press.
  4. Correll, J. ve Park, B. (2005). A model of the ingroup as a social resource. Personality and Social Psychology Review, 9(4), 341–359.
  5. Cox, T. H. 1991. The multicultural organization. Academy of Management Executive, 5(1), 34-47.
  6. Cox, T. H., Jr. (1993). Cultural diversity in organizations: Theory, research and practice. San Francisco, CA: Berrett-Koehler. Çokluk Ö, Şekercioğlu G, Büyüköztürk Ş. (2010). Sosyal Bilimler İçin Çok Değişkenli İstatistik SPSS ve LISREL Uygulamaları, Ankara:
  7. Pegem. Daniels, C. (2001). Too diverse for our own good. Fortune, 144(1), 116. Deci, E. L., & Ryan, R. M. (2000). The ‘what’ and ‘why’ of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268.
  8. Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39(2), 239-263.
  9. Ellemers, N., & Jetten, J. (2013). The many ways to be marginal in a group. Personality and Social Psychology Review, 17(1), 3–21.
  10. Gonzalez, J.A., & DeNisi, A.S. 2009. Cross-level effects of demography and diversity climate on organizational attachment and firm effectiveness. Journal of Organizational Behavior, 30, 21-40.
  11. Hair, J., Black,W., Babin, B.J. ve Anderson, R.E. (2009). Multivariate data analysis, 7th ed., Essex: Pearson Education Limited. Hair, J., Hult, T., Ringle, C., & Sarstedt, M. (2014). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). Thousand Oaks, CA Sage Publication. Harvey, B. H. (1999). Technology, diversity and work culture – key trends in the next millennium. HR Magazine, 44, 58-59.
  12. Hays- Thomas, R., Bowen, A. ve Boudreaux, M. (2012).Skills for diversity and inclusion in organizations: a review and preliminary investigation. The psychologist-Manager Journa