员工不当督导应对风格问卷的信效度检验

Reliability and Validity of the Employees' Coping Style Scale with Abusive Supervision

上司的不当督导对于员工的心理健康产生重要的危害,本研究主要探讨员工对于上司不当督导行为的应对风格的内在结构。本研究在上海等地不同企事业单位共选取被试636名,通过现场问卷调查获得研究数据。研究结果表明:问卷所有项目都具有较好的决断值和鉴别力,各维度及其与量表总分之间的相关均显著,相关系数在0.148至0.728之间;总量表的内部一致性系数为0.819,信度较好;探索性因素分析的结果表明该量表具有五个因子,分别是认知重构、积极行动、退避、逢迎和寻求支持,共可以解释总体方差的69.324%。通过竞争模型的比较,不当督导应对风格的五因素模型验证性因素分析的拟合指数最理想。本研究构建的员工不当督导应对风格量表信效度指标符合心理测量学的要求,为测量员工应对上司的不当督导风格构建了科学的工具。

Abusive behavior from superior is harmful for employee＇s psychological health. This research explored the structure of Employees＂ coping styles with abusive supervision. 636 employees from different areas were selected for participants. The data was obtained by questionnaire survey on the spot. The result showed every iterm had better critical value and discrimination. The correlation coefficient among five dimensions and the total scale scores were significantly, the correlation coefficient ranged from 0.148 to 0.728. The internal consistency coefficient of this scale was 0.819. The result of exploratory factor analysis revealed that this scale consisted of five factors including cognitive reframing, positive action, avoiding, ingratiation, support-seeking. These five factors could explain 69.324% of the total variances. Through the comparison of competition model, the result of confirmatory factor analysis indicated fitting index from five-factor model was the most requirement of psychometrics, abusive supervision. ideal. This employees＇ coping style and provided an effective measure with abusive superior could meet the tool for employees＇ coping style with abusive supervision.