新生代男性海军军官使命感问卷的编制

The Structure and Questionnaires of Career as A Calling for the New Generation Male Military Officer

目的编制适合我国新生代男性海军军官的使命感问卷并检验其信效度。方法结合访谈法、开放性调查法及文献收集的资料编制预测问卷。18名新生代男性海军军官接受了访谈,40名新生代男性海军军官参与了开放式调查,小规模预测和正式施测的被试分别为200、1240名新生代男性海军军官。本研究选取119名新生代男性海军军官间隔20天进行重测,以工作满意度量表为效标变量进行效标效度检验。结果新生代男性海军军官的使命感由号召力、意义和价值、利他倾向、主动投入4个因素构成,共解释方差总变异的67.862%;与其它竞争模型相比,四因素模型的拟合指标最优(χ^2/df=2.272,RMSEA=0.047,GFI=0.943,NFI=0.944,RFI=0.927,IFI=0.968,TLI=0.958,CFI=0.968)。总问卷的α系数为0.907,4个因素的α系数为0.727~0.9170,总问卷的重测信度为0.935,4个因素的重测信度为0.814~0.943。工作满意度量表总分与新生代男性海军军官使命感总分及四个因素得分显著正相关(0.212~0.439)。结论本研究所编制的新生代男性海军军官使命感问卷具有较好的信效度,可以作为相关的研究和实践的测量工具。

Objective To develop and validate a scale of career as a calling questionnaire for the new generation male military officer.Methods Based on interviews,open questionnaires and literatures review the initial questionnaire was originally developed.18 new generation male military officers were interviewed,40 new generation male military officers participated in the open questionnaires.Predicting and formal samples included 200 and 1240 new generation male military officers respectively.Results EFA showed that the structure of career as a calling of the new generation male military officers was composed of four factors:guiding force,meaning and purpose,altruistic tendency,active tendency,explaining the total variance 67.862%.The results of CFA showed that the 4-factormodel fitted the data well(χ^2/df=2.272,RMSEA=0.047,GFI=0.943,NFI=0.944,RFI=0.927,IFI=0.968,TLI=0.958,CFI=0.968).The Cronbach'sαcoefficient of the total questionnaire was 0.907,and 0.727~0.9170 for the 4 factors.The test-re-test reliability of the total questionnaire was 0.869,and 0.692~0.740 for the 4 factors.The questionnaire and its factors'scores were positively correlated with the Minnesota satisfaction questionnaire scores(0.212~0.439).Conclusion The questionnaires of career as a calling of new generation male military officers has good reliability and validity,which can be used in both research and practice.