Validation of a Scale for the Measurement of Employee Competency in Relation to Succession Planning Amongst Administrators in Higher Education Institutions
Purpose: This paper examines the validity and reliability of an instrument to evaluate employee competency in the context of succession planning using a sample of administrators within the 48 to 54 grades in Malaysian public universities. Theoretical framework: Shaping the qualities and competenci...
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| Veröffentlicht in: | International Journal of Professional Business Review 2023, Vol.8 (4), p.e01233 |
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| creator | Ghazali, Muhamad Tasyrif Bin Ghani, Mazuri Abd Rahman, Syamsul Azri Abdul Afthanorhan, Wan Mohamad Asyraf Bin Wan Fauzi, Muhammad Ashraf Wider, Walton |
| description | Purpose: This paper examines the validity and reliability of an instrument to evaluate employee competency in the context of succession planning using a sample of administrators within the 48 to 54 grades in Malaysian public universities.
Theoretical framework: Shaping the qualities and competencies of university administrators can serve as a model of competent leadership for the sustainability of succession planning for higher education institutions.
Design/methodology/approach: Systematic random sampling was used for data collection using questionnaires, including pilot studies and subsequent field studies. The survey was administered to 430 respondents from the administrators of 20 public universities. The study conducted an exploratory factor analysis (EFA) using the pilot study data (n = 102) to identify potential factor structures. Confirmatory factor analysis (CFA) using field study data (n = 328) was conducted to confirm the construct measurement model.
Findings: The EFA and CFA validation processes suggested that only 10 modified items with 4 components remained to achieve a better fit model: Interpersonal (IP), Personal Effectiveness (PE), Teamwork (TW), and Self-Development (SD). All composite reliability (CR) measures for these 4 components exceeded the required value of 0.6. Since the values of these indices fall within the range of their respective cutoff values, the model meets the goodness-of-fit criterion: RMSEA = 0.070,GFI=0.955, CFI = 0.953, TLI = 0.926, and a normalized chi-square = 2.605. According to the study, the instrument is valid and reliable for assessing the components of the employee competency model.
Research, Practical & Social implications: The scale validated in this study could be used by human resource managers in public universities as a tool to better understand the belief systems of their employees. It could help them make an informed decision that will enable them to provide competent administrators for succession planning.
Originality/value: This study is a catalyst to assess and highlight the current status and impact of employee competency on succession planning in Malaysian higher education institutions. |
| doi_str_mv | 10.26668/businessreview/2023.v8i4.1233 |
| format | Article |
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Theoretical framework: Shaping the qualities and competencies of university administrators can serve as a model of competent leadership for the sustainability of succession planning for higher education institutions.
Design/methodology/approach: Systematic random sampling was used for data collection using questionnaires, including pilot studies and subsequent field studies. The survey was administered to 430 respondents from the administrators of 20 public universities. The study conducted an exploratory factor analysis (EFA) using the pilot study data (n = 102) to identify potential factor structures. Confirmatory factor analysis (CFA) using field study data (n = 328) was conducted to confirm the construct measurement model.
Findings: The EFA and CFA validation processes suggested that only 10 modified items with 4 components remained to achieve a better fit model: Interpersonal (IP), Personal Effectiveness (PE), Teamwork (TW), and Self-Development (SD). All composite reliability (CR) measures for these 4 components exceeded the required value of 0.6. Since the values of these indices fall within the range of their respective cutoff values, the model meets the goodness-of-fit criterion: RMSEA = 0.070,GFI=0.955, CFI = 0.953, TLI = 0.926, and a normalized chi-square = 2.605. According to the study, the instrument is valid and reliable for assessing the components of the employee competency model.
Research, Practical & Social implications: The scale validated in this study could be used by human resource managers in public universities as a tool to better understand the belief systems of their employees. It could help them make an informed decision that will enable them to provide competent administrators for succession planning.
Originality/value: This study is a catalyst to assess and highlight the current status and impact of employee competency on succession planning in Malaysian higher education institutions.</description><identifier>ISSN: 2525-3654</identifier><identifier>EISSN: 2525-3654</identifier><identifier>DOI: 10.26668/businessreview/2023.v8i4.1233</identifier><language>eng</language><subject>Confirmatory Factor Analysis ; Employee Competency ; Higher Education Institution ; Succession Planning Exploratory Factor Analysis ; Talent Management</subject><ispartof>International Journal of Professional Business Review, 2023, Vol.8 (4), p.e01233</ispartof><rights>LICENCIA DE USO: Los documentos a texto completo incluidos en Dialnet son de acceso libre y propiedad de sus autores y/o editores. Por tanto, cualquier acto de reproducción, distribución, comunicación pública y/o transformación total o parcial requiere el consentimiento expreso y escrito de aquéllos. Cualquier enlace al texto completo de estos documentos deberá hacerse a través de la URL oficial de éstos en Dialnet. Más información: https://dialnet.unirioja.es/info/derechosOAI | INTELLECTUAL PROPERTY RIGHTS STATEMENT: Full text documents hosted by Dialnet are protected by copyright and/or related rights. This digital object is accessible without charge, but its use is subject to the licensing conditions set by its authors or editors. Unless expressly stated otherwise in the licensing conditions, you are free to linking, browsing, printing and making a copy for your own personal purposes. All other acts of reproduction and communication to the public are subject to the licensing conditions expressed by editors and authors and require consent from them. Any link to this document should be made using its official URL in Dialnet. More info: https://dialnet.unirioja.es/info/derechosOAI</rights><lds50>peer_reviewed</lds50><oa>free_for_read</oa><woscitedreferencessubscribed>false</woscitedreferencessubscribed><orcidid>0000-0002-8817-9062 ; 0000-0003-2137-4602 ; 0000-0002-4041-6831 ; 0000-0002-3032-1214 ; 0000-0002-0369-4082</orcidid></display><links><openurl>$$Topenurl_article</openurl><openurlfulltext>$$Topenurlfull_article</openurlfulltext><thumbnail>$$Tsyndetics_thumb_exl</thumbnail><link.rule.ids>315,781,785,875,4025,27928,27929,27930</link.rule.ids></links><search><creatorcontrib>Ghazali, Muhamad Tasyrif Bin</creatorcontrib><creatorcontrib>Ghani, Mazuri Abd</creatorcontrib><creatorcontrib>Rahman, Syamsul Azri Abdul</creatorcontrib><creatorcontrib>Afthanorhan, Wan Mohamad Asyraf Bin Wan</creatorcontrib><creatorcontrib>Fauzi, Muhammad Ashraf</creatorcontrib><creatorcontrib>Wider, Walton</creatorcontrib><title>Validation of a Scale for the Measurement of Employee Competency in Relation to Succession Planning Amongst Administrators in Higher Education Institutions</title><title>International Journal of Professional Business Review</title><description>Purpose: This paper examines the validity and reliability of an instrument to evaluate employee competency in the context of succession planning using a sample of administrators within the 48 to 54 grades in Malaysian public universities.
Theoretical framework: Shaping the qualities and competencies of university administrators can serve as a model of competent leadership for the sustainability of succession planning for higher education institutions.
Design/methodology/approach: Systematic random sampling was used for data collection using questionnaires, including pilot studies and subsequent field studies. The survey was administered to 430 respondents from the administrators of 20 public universities. The study conducted an exploratory factor analysis (EFA) using the pilot study data (n = 102) to identify potential factor structures. Confirmatory factor analysis (CFA) using field study data (n = 328) was conducted to confirm the construct measurement model.
Findings: The EFA and CFA validation processes suggested that only 10 modified items with 4 components remained to achieve a better fit model: Interpersonal (IP), Personal Effectiveness (PE), Teamwork (TW), and Self-Development (SD). All composite reliability (CR) measures for these 4 components exceeded the required value of 0.6. Since the values of these indices fall within the range of their respective cutoff values, the model meets the goodness-of-fit criterion: RMSEA = 0.070,GFI=0.955, CFI = 0.953, TLI = 0.926, and a normalized chi-square = 2.605. According to the study, the instrument is valid and reliable for assessing the components of the employee competency model.
Research, Practical & Social implications: The scale validated in this study could be used by human resource managers in public universities as a tool to better understand the belief systems of their employees. It could help them make an informed decision that will enable them to provide competent administrators for succession planning.
Originality/value: This study is a catalyst to assess and highlight the current status and impact of employee competency on succession planning in Malaysian higher education institutions.</description><subject>Confirmatory Factor Analysis</subject><subject>Employee Competency</subject><subject>Higher Education Institution</subject><subject>Succession Planning Exploratory Factor Analysis</subject><subject>Talent Management</subject><issn>2525-3654</issn><issn>2525-3654</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2023</creationdate><recordtype>article</recordtype><sourceid>FKZ</sourceid><recordid>eNpVkWFLwzAQhosoKLr_kE9-20yTNm1BhDGmExRFp1_DNb3MSJuMJFX2W_yzrk5FP917d7wvxz1JcprSCRNClGd1H4zFEDy-GXw_Y5TxyVtpsknKON9LjljO8jEXebb_Rx8moxBeKaWMVjStxFHy8QytaSAaZ4nTBMijghaJdp7EFyS3CKH32KGNw3rerVu3QSQz160xolUbYix5wHaXEB157JXanjV09y1Ya-yKTDtnVyGSadMZa0L0EJ0Pg3NhVi_oybzp1S7h2oZoYj_ocJIcaGgDjr7rcfJ0OV_OFuObu6vr2fRmrBjP-LgodFXQoqqLjOUiBax4XaDO66IotVYogOlS1ykwrBVoVapKK6EaYKLJGK35cXK-y20MtBajXHvTgd9IB0b-zHprvHGvIDHI6cNy-8NU0DSnYmu_2NmVdwMP_etPqfyCJf_DkgMsOcCSAyz-CcmClF0</recordid><startdate>2023</startdate><enddate>2023</enddate><creator>Ghazali, Muhamad Tasyrif Bin</creator><creator>Ghani, Mazuri Abd</creator><creator>Rahman, Syamsul Azri Abdul</creator><creator>Afthanorhan, Wan Mohamad Asyraf Bin Wan</creator><creator>Fauzi, Muhammad Ashraf</creator><creator>Wider, Walton</creator><scope>AAYXX</scope><scope>CITATION</scope><scope>AGMXS</scope><scope>FKZ</scope><orcidid>https://orcid.org/0000-0002-8817-9062</orcidid><orcidid>https://orcid.org/0000-0003-2137-4602</orcidid><orcidid>https://orcid.org/0000-0002-4041-6831</orcidid><orcidid>https://orcid.org/0000-0002-3032-1214</orcidid><orcidid>https://orcid.org/0000-0002-0369-4082</orcidid></search><sort><creationdate>2023</creationdate><title>Validation of a Scale for the Measurement of Employee Competency in Relation to Succession Planning Amongst Administrators in Higher Education Institutions</title><author>Ghazali, Muhamad Tasyrif Bin ; Ghani, Mazuri Abd ; Rahman, Syamsul Azri Abdul ; Afthanorhan, Wan Mohamad Asyraf Bin Wan ; Fauzi, Muhammad Ashraf ; Wider, Walton</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-c2343-77f97079b742561ae93b7ef5b778ffce6a2f8fb1a2ebcafc8c9fc6cda26d420b3</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2023</creationdate><topic>Confirmatory Factor Analysis</topic><topic>Employee Competency</topic><topic>Higher Education Institution</topic><topic>Succession Planning Exploratory Factor Analysis</topic><topic>Talent Management</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Ghazali, Muhamad Tasyrif Bin</creatorcontrib><creatorcontrib>Ghani, Mazuri Abd</creatorcontrib><creatorcontrib>Rahman, Syamsul Azri Abdul</creatorcontrib><creatorcontrib>Afthanorhan, Wan Mohamad Asyraf Bin Wan</creatorcontrib><creatorcontrib>Fauzi, Muhammad Ashraf</creatorcontrib><creatorcontrib>Wider, Walton</creatorcontrib><collection>CrossRef</collection><collection>Dialnet (Open Access Full Text)</collection><collection>Dialnet</collection><jtitle>International Journal of Professional Business Review</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Ghazali, Muhamad Tasyrif Bin</au><au>Ghani, Mazuri Abd</au><au>Rahman, Syamsul Azri Abdul</au><au>Afthanorhan, Wan Mohamad Asyraf Bin Wan</au><au>Fauzi, Muhammad Ashraf</au><au>Wider, Walton</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>Validation of a Scale for the Measurement of Employee Competency in Relation to Succession Planning Amongst Administrators in Higher Education Institutions</atitle><jtitle>International Journal of Professional Business Review</jtitle><date>2023</date><risdate>2023</risdate><volume>8</volume><issue>4</issue><spage>e01233</spage><pages>e01233-</pages><issn>2525-3654</issn><eissn>2525-3654</eissn><abstract>Purpose: This paper examines the validity and reliability of an instrument to evaluate employee competency in the context of succession planning using a sample of administrators within the 48 to 54 grades in Malaysian public universities.
Theoretical framework: Shaping the qualities and competencies of university administrators can serve as a model of competent leadership for the sustainability of succession planning for higher education institutions.
Design/methodology/approach: Systematic random sampling was used for data collection using questionnaires, including pilot studies and subsequent field studies. The survey was administered to 430 respondents from the administrators of 20 public universities. The study conducted an exploratory factor analysis (EFA) using the pilot study data (n = 102) to identify potential factor structures. Confirmatory factor analysis (CFA) using field study data (n = 328) was conducted to confirm the construct measurement model.
Findings: The EFA and CFA validation processes suggested that only 10 modified items with 4 components remained to achieve a better fit model: Interpersonal (IP), Personal Effectiveness (PE), Teamwork (TW), and Self-Development (SD). All composite reliability (CR) measures for these 4 components exceeded the required value of 0.6. Since the values of these indices fall within the range of their respective cutoff values, the model meets the goodness-of-fit criterion: RMSEA = 0.070,GFI=0.955, CFI = 0.953, TLI = 0.926, and a normalized chi-square = 2.605. According to the study, the instrument is valid and reliable for assessing the components of the employee competency model.
Research, Practical & Social implications: The scale validated in this study could be used by human resource managers in public universities as a tool to better understand the belief systems of their employees. It could help them make an informed decision that will enable them to provide competent administrators for succession planning.
Originality/value: This study is a catalyst to assess and highlight the current status and impact of employee competency on succession planning in Malaysian higher education institutions.</abstract><doi>10.26668/businessreview/2023.v8i4.1233</doi><orcidid>https://orcid.org/0000-0002-8817-9062</orcidid><orcidid>https://orcid.org/0000-0003-2137-4602</orcidid><orcidid>https://orcid.org/0000-0002-4041-6831</orcidid><orcidid>https://orcid.org/0000-0002-3032-1214</orcidid><orcidid>https://orcid.org/0000-0002-0369-4082</orcidid><oa>free_for_read</oa></addata></record> |
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| subjects | Confirmatory Factor Analysis Employee Competency Higher Education Institution Succession Planning Exploratory Factor Analysis Talent Management |
| title | Validation of a Scale for the Measurement of Employee Competency in Relation to Succession Planning Amongst Administrators in Higher Education Institutions |
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