Job and organisational characteristics : a construct evaluation of applicant perceptions
This research aimed to assess the underlying dimensionality of items commonly used to assess applicants' perceptions of job and organisational characteristics. First, exploratory factor analysis (EFA) was used to determine the number of underlying constructs in a job and organisational characte...
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| Veröffentlicht in: | Educational and psychological measurement 2007-04, Vol.67 (2), p.328-341 |
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| container_title | Educational and psychological measurement |
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| creator | Carless, Sally A. Imber, Amantha |
| description | This research aimed to assess the underlying dimensionality of items commonly used to assess applicants' perceptions of job and organisational characteristics. First, exploratory factor analysis (EFA) was used to determine the number of underlying constructs in a job and organisational characteristics scale. The initial sample consisted of 450 applicants for graduate positions with an international bank. A five-factor structure was identified: (a) Challenging Work, (b) Co-workers, (c) Pay and Promotion Opportunities, (d) Reputation, and (e) Location. Confirmatory factor analysis (CFA) was used to confirm that the five-factor model was a good fit to the data. Preselection ratings were used for EFA and postselection ratings for CFA. The five-factor model was confirmed in two additional samples: graduate applicants for a national telecommunications company and applicants for a state police force. Multigroup CFA was used to assess the generalisability of the model across three groups of applicants. The five-factor model was consistent across the groups. [Author abstract] |
| doi_str_mv | 10.1177/0013164406292040 |
| format | Article |
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First, exploratory factor analysis (EFA) was used to determine the number of underlying constructs in a job and organisational characteristics scale. The initial sample consisted of 450 applicants for graduate positions with an international bank. A five-factor structure was identified: (a) Challenging Work, (b) Co-workers, (c) Pay and Promotion Opportunities, (d) Reputation, and (e) Location. Confirmatory factor analysis (CFA) was used to confirm that the five-factor model was a good fit to the data. Preselection ratings were used for EFA and postselection ratings for CFA. The five-factor model was confirmed in two additional samples: graduate applicants for a national telecommunications company and applicants for a state police force. Multigroup CFA was used to assess the generalisability of the model across three groups of applicants. The five-factor model was consistent across the groups. [Author abstract]</description><identifier>ISSN: 0013-1644</identifier><identifier>EISSN: 1552-3888</identifier><identifier>DOI: 10.1177/0013164406292040</identifier><identifier>CODEN: EPMEAJ</identifier><language>eng</language><publisher>Los Angeles, CA: SAGE Publications</publisher><subject>Applications ; Attitude measures ; Biological and medical sciences ; College Students ; Corporate culture ; Discriminant analysis ; Exploratory Factor Analysis ; Factor Analysis ; Factor Structure ; Fundamental and applied biological sciences. Psychology ; Goodness of Fit ; Graduates ; Incremental Fit Index ; Item Banks ; Job Applicants ; Occupational aspiration ; Occupational information ; Occupational psychology ; Organisational climate ; Perceptions ; Police ; Pretests Posttests ; Psychology. Psychoanalysis. Psychiatry ; Psychology. Psychophysiology ; Psychometrics ; Questionnaires ; Telecommunications ; Work attitudes ; Work condition. Job performance. Stress ; Work environment</subject><ispartof>Educational and psychological measurement, 2007-04, Vol.67 (2), p.328-341</ispartof><rights>2007 INIST-CNRS</rights><rights>Copyright SAGE PUBLICATIONS, INC. 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First, exploratory factor analysis (EFA) was used to determine the number of underlying constructs in a job and organisational characteristics scale. The initial sample consisted of 450 applicants for graduate positions with an international bank. A five-factor structure was identified: (a) Challenging Work, (b) Co-workers, (c) Pay and Promotion Opportunities, (d) Reputation, and (e) Location. Confirmatory factor analysis (CFA) was used to confirm that the five-factor model was a good fit to the data. Preselection ratings were used for EFA and postselection ratings for CFA. The five-factor model was confirmed in two additional samples: graduate applicants for a national telecommunications company and applicants for a state police force. Multigroup CFA was used to assess the generalisability of the model across three groups of applicants. The five-factor model was consistent across the groups. [Author abstract]</description><subject>Applications</subject><subject>Attitude measures</subject><subject>Biological and medical sciences</subject><subject>College Students</subject><subject>Corporate culture</subject><subject>Discriminant analysis</subject><subject>Exploratory Factor Analysis</subject><subject>Factor Analysis</subject><subject>Factor Structure</subject><subject>Fundamental and applied biological sciences. Psychology</subject><subject>Goodness of Fit</subject><subject>Graduates</subject><subject>Incremental Fit Index</subject><subject>Item Banks</subject><subject>Job Applicants</subject><subject>Occupational aspiration</subject><subject>Occupational information</subject><subject>Occupational psychology</subject><subject>Organisational climate</subject><subject>Perceptions</subject><subject>Police</subject><subject>Pretests Posttests</subject><subject>Psychology. Psychoanalysis. Psychiatry</subject><subject>Psychology. Psychophysiology</subject><subject>Psychometrics</subject><subject>Questionnaires</subject><subject>Telecommunications</subject><subject>Work attitudes</subject><subject>Work condition. Job performance. 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Psychology</topic><topic>Goodness of Fit</topic><topic>Graduates</topic><topic>Incremental Fit Index</topic><topic>Item Banks</topic><topic>Job Applicants</topic><topic>Occupational aspiration</topic><topic>Occupational information</topic><topic>Occupational psychology</topic><topic>Organisational climate</topic><topic>Perceptions</topic><topic>Police</topic><topic>Pretests Posttests</topic><topic>Psychology. Psychoanalysis. Psychiatry</topic><topic>Psychology. Psychophysiology</topic><topic>Psychometrics</topic><topic>Questionnaires</topic><topic>Telecommunications</topic><topic>Work attitudes</topic><topic>Work condition. Job performance. 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| ispartof | Educational and psychological measurement, 2007-04, Vol.67 (2), p.328-341 |
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| source | SAGE Complete A-Z List |
| subjects | Applications Attitude measures Biological and medical sciences College Students Corporate culture Discriminant analysis Exploratory Factor Analysis Factor Analysis Factor Structure Fundamental and applied biological sciences. Psychology Goodness of Fit Graduates Incremental Fit Index Item Banks Job Applicants Occupational aspiration Occupational information Occupational psychology Organisational climate Perceptions Police Pretests Posttests Psychology. Psychoanalysis. Psychiatry Psychology. Psychophysiology Psychometrics Questionnaires Telecommunications Work attitudes Work condition. Job performance. Stress Work environment |
| title | Job and organisational characteristics : a construct evaluation of applicant perceptions |
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