SavedAdd your journal

Journals / Mersin Üniversitesi Eğitim Fakültesi Dergisi / 2013 / Cilt: 9 - Sayı: 1

Development of a Cause Analysis Scale (CAS) to Determine the Possible Causes of Performance Factors: The Case of Crime Scene Investigation and Identification Units (CSI)

İlker YAKIN
Soner YILDIRIM
Pages
189–200
Publication Date
2013-03-04
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 confirmatory factor analysis results indicated that the three-factor model was confirmed a good fit with high indices.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:This study described the process of developing and validating the cause analysis scale (CAS) that can be utilized by governmental organizations to determine possible causes of performance factors.
📊
Key Findings & Data:In the first phase of the study, data collected from 315 CSI officers provided evidence for the validity and reliability of the scale.
💡
Conclusion & Impact:The confirmatory factor analysis results indicated that the three-factor model was confirmed a good fit with high indices.
🔬Design:Modeling & Simulation
📍Scope:Comprehensive Sample
⚙️Variables:Neden analizi · performans etkenleri · insan performans teknolojisi

Abstract

This study described the process of developing and validating the cause analysis scale (CAS) that can be utilized by governmental organizations to determine possible causes of performance factors. In the first phase of the study, data collected from 315 CSI officers provided evidence for the validity and reliability of the scale. After exploratory factor analysis, three factors emerged: the workplace, competency, and job value. To confirm the factorial structure of the 25-item CAS, in the second phase, data collected from 1176 CSI officers. The confirmatory factor analysis results indicated that the three-factor model was confirmed a good fit with high indices. Followed by the further validation studies, the CAS will be used as a diagnostic tool for researchers, practitioners, and stakeholders to determine performance factors from both theoretical and practical perspectives.

Özet

Performans Faktörlerinin Olası Nedenlerini Belirlemek için Neden Analizi Ölçeğinin (NAÖ) Geliştirilmesi: Olay Yeri İnceleme Müdürlükleri Örneği. Bu çalışma devlet kurumları tarafından olasıperformans faktörlerinin belirlenmesi amacıyla kullanılabilecek Neden Analizi Ölçeğinin (NAÖ) geliştirme ve doğrulama süreçlerini açıklamaktadır. Çalışmanın ilk aşamasında 315 Olay Yeri İnceleme ve Kimlik Tespit Müdürlüğü’nde görevli polis memurlarından toplanan veriler ölçeğin geçerliliğini ve güvenirliğini gösteren bulguları sağlamıştır. Açıklayıcı faktör analizi sonucunda üç faktör ortaya çıkmıştır: işyeri, yeterlilik ve iş değeri. 25 maddelik Neden Analizi Ölçeği’nin (NAÖ) faktörel yapısını doğrulamak amacıyla 1176 polis memurundan veri toplanmıştır. Doğrulayıcı faktör analizi sonuçları üç faktörlü yapının yüksek uyum indeksleriyle iyi bir uyum gösterdiği doğrulanmıştır. Gelecekte yapılabilecek doğrulama çalışmaları sonrasında NAÖ; araştırmacılar, uygulayıcılar ve ilgili kişiler için hem teorik hem de uygulamalı bakış açısı bağlamında performans faktörlerinin belirlenmesinde tanısal bir ölçek olarak kullanılabilecektir.

🔖

Cite This Article

YAKIN, İ., YILDIRIM, S. (2013). Development of a Cause Analysis Scale (CAS) to Determine the Possible Causes of Performance Factors: The Case of Crime Scene Investigation and Identification Units (CSI). Mersin Üniversitesi Eğitim Fakültesi Dergisi, Cilt: 9 - Sayı: 1, 189–200. https://ajindex.com/articles/248567

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (5)

  1. Addison, R. M., & Haig, C. (2006). The performance architect’s essential guide to the performance technology landscape. In J. A. Pershing (Ed.), The handbook of human performance technology (3rd ed.), (pp. 35-54). San Francisco: Pfeiffer. Addison, R. M., Haig, C., & Kearny, L. (2009). Performance Architecture: The art and science of improving organizations. San Francisco: Pfeiffer. Binder, C. (1995). Promoting HPT Innovation: A return to our natural science roots. Performance Improvement Quarterly, 8(2), 95-113.
  2. Boyne, G. A., Meier, K. J., O’Toole, L. J., & Walker, R. M. (2006).
  3. Introduction. In G. A. Boyne, K. J. Meier, L. J. O’Toole, & R. M. Walker (Eds.), Public service performance: Perspectives on measurement and management (pp. 1-14). New York: Cambridge University Press.
  4. Brinkerhoff, R. O. (2006). Using evaluation to measure and improve the effectiveness of human performance technology initiatives. In J. A. Pershing (Ed.), The handbook of human performance technology (3rd ed.) (pp. 287-311). San Francisco: Pfeiffer. Broad, M. (2000). Ensuring transfer of learning to the job. In E. M. Piskurich, P. Beckeshi, & B. Hall (Eds.), The ASTD handbook of training design and delivery. (pp. 430-452). New York: McGrawHill. Brown, T. A. (2006). Confirmatory factor analysis for applied research. New York: The Guilford Press.
  5. Chyung, S. Y. (2008). Foundations of Instructional Performance Technology. Amherst, MA: HRD Press Inc. Ferond, C. (2006). The origins and evolution of human performance technology. In J. A. Pershing (Ed.), The handbook of human performance technology (3rd ed.) (pp. 155-187). San Francisco: Pfeiffer. Field, A. (2005). Discovering statistics using SPSS (2nd ed.). London: Sage. Gilbert, T. (2007). Human competence: Engineering worthy performance. (Tribute edition). San Francisco, CA: Pfeiffer. Main, R. E. (2000). Leveraging technology for human performance improvement. In E. M. Piskurich, P. Beckeshi, & B. Hall (Eds.), The ASTD handbook of training design and delivery. (pp. 453-472). New York: McGraw-Hill. Meyers, L. S., Gamst, G., & Guarino, A. J. (2006). Applied multivariate research design and interpretation. Newbury Park, CA: Sage. Miles, D. H. (2003). The 30-second encyclopedia of learning and performance: A trainer's guide to theory, terminology, and practice. New York: American Management Association. Pershing, J. L. (2006). Human performance technology fundamentals. In J. A. Pershing (Ed.), The handbook of human performance technology (3r