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首页> 外文期刊>The International Journal of Productivity and performance management >Measurement invariance of employee engagement across race groups
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Measurement invariance of employee engagement across race groups

机译：各个种族之间员工敬业度的度量不变性

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摘要

Purpose - The testing of measurement invariance is important in cross-cultural research to establish whether the psychometric properties of an instrument remain valid and reliable across different sample groups as these assumptions are rarely tested statistically. The purpose of this paper is to determine the factorial invariance of the employee engagement questionnaire across the various race groups by means of structural equation modelling. Design/methodology/approach - Cross-sectional and descriptive research designs were followed in this study in the form of non-probability, convenience sampling to attract a sample of 1,175 employees in financial institutions. The employee engagement instrument (EEI) was electronically administered to 285,000 people who form part of a research database. Findings - The results confirmed the reliability and validity of the instrument as determined by the exploratory and confirmatory factor analysis. Lastly, the results indicated that invariance can be assumed across race groups for financial institutions. Practical implications - It is important for organisations to take cognisance of how specific socio-demographic variables influence the measurement of employee engagement, in this case race. The conclusion reached was that the EEI can be used with confidence in the financial sector for future employee engagement assessments. Originality/value - These findings add to the current body of literature that exists on employee engagement and race in the South African work context and addresses one of the complexities assessment practitioners might have to comply with regarding questionnaire validity across race groups.
机译：目的-测量跨度不变性的测试在跨文化研究中很重要，它可以确定仪器的心理测量特性在不同样本组之间是否仍然有效和可靠，因为这些假设很少经过统计学检验。本文的目的是通过结构方程模型确定跨不同种族群体的员工敬业度调查表的因式不变性。设计/方法/方法-本研究采用横断面和描述性研究设计，采用非概率，方便抽样的形式，以吸引金融机构的1,175名员工。员工敬业度工具（EEI）以电子方式管理了构成研究数据库一部分的285,000人。发现-结果通过探索性和确认性因素分析确定了仪器的可靠性和有效性。最后，结果表明金融机构的各个种族之间可以假定不变性。实际意义-对于组织而言，重要的是要了解特定的社会人口统计学变量如何影响员工敬业度的衡量标准，在本例中为种族。得出的结论是，可以对金融部门充满信心地使用EEI进行未来员工敬业度评估。原创性/价值-这些发现增加了有关南非工作环境中员工敬业度和种族的现有文献，并解决了从业者可能要遵守的关于种族群体的问卷有效性的评估之一。

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