工作场所排斥问卷的编制及信效度检验

The Development and Validation of the Workplace Ostracism Scale

目的:结合中国企业文化特点,区分不同来源的排斥编制工作场所排斥问卷。方法:1090位员工参与了本研究;通过开放式问卷调查和改编国外问卷建立上司和同事排斥题库,经专家评定、频次分析和探索性因素分析形成正式问卷;对多个样本施测,检验其信效度指标。结果:工作场所排斥包含上司排斥和同事排斥两个维度,各10道题目;该问卷受方法效应影响小;两个维度的单因素模型拟合指数良好,同工作场所融入和人际公平的区别效度良好,同效标归属感、抑郁、工作满意度和角色行为相关显著;上司排斥和同事排斥维度在3个样本中的内部一致性系数在0.86以上,重测信度分别为0.76和0.72。结论:本研究编制的工作场所排斥问卷具有良好的心理测量学指标,可以作为评估职场排斥的有效工具使用。

Objective： To develop the Workplace Ostracism Scale （WOS） which can distinguish different sources of workplace ostracism in China. Methods： Data were collected from 1090 staff member. Through open interviewing questionnaire and revising the preexisting similar scale, the pool of items was generated. The formal questionnaire was formed according to the result of item analysis and exploratory factor analysis. And then using other 3 samples, the reliability and validity test were conducted. Results： WOS consisted of 10 supervisor ostracism items and 10 coworker ostracism items. Though the method effects may exist, the size of the effects was essentially negligible. The result of discriminant validity analysis demonstrated that the concept of workplace ostracism was a separate construct from workplace inclusion and interpersonal justice. The WOS also possessed a good criterion-related validity. The correlations between WOS and belonging, job satisfaction, in-role behavior were all significantly negative, whereas significantly positive between WOS and depression. Reliability analysis of 3 samples showed the Cronbach＇ s a coefficient of each subscale was above 0.86, and the testretest reliability of supervisor ostracism and coworker ostracism was respectively 0.76 and 0.62. Conclusion： Workplace Ostracism Scale is a reliable and valid measure and it can be used in both research and practice on workplace ostracism.