Identification-commitment inventory (ICI model): confirmatory factor analysis and construct validity

Delgado, Marina Romeo; Yepes, Montserrat; Berger, Rita; Guàrdia, Joan; Castro, C. Muñoz

doi:10.1007/s11135-010-9402-0

Cited by 14 publications

(30 citation statements)

References 24 publications

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“…Statements with an average score ≤ 3 were eliminated. None of the judges recommended further items be deleted, but they suggested additional items related to commitment and identification (Romeo et al ., ,b), and motivation (Navarro et al ., ), considered as fundamental concepts related to human capital by the European Network of Work and Organizational Psychologists (ENOP, ). The final questionnaire had 39 items.…”

Section: Methodsmentioning

confidence: 97%

Human Capital Questionnaire: Assessment of European nurses' perceptions as indicators of human capital quality

Yepes-Baldó

Delgado

Berger

2012

Nursing & Health Sciences

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Section: Methodsmentioning

confidence: 97%

Human Capital Questionnaire: Assessment of European nurses' perceptions as indicators of human capital quality

Yepes-Baldó

Delgado

Berger

2012

Nursing & Health Sciences

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“…Cronbach's alpha for the full scale was .94 (Romeo, Yepes, Berger, Guàrdia, & Castro, 2011). The ICI model fit is verified with root mean square error of approximation (RMSEA) = .028, root mean squares residual (RMSR) = .041, goodness-of-fit index (GFI) = .983, adjusted goodness-of-fit index (AGFI) = .977, and comparative fit index (CFI) = .994 (Romeo, Yepes, Berger, Guàrdia, & Castro, 2011 (Romeo, Berger, Yepes-Baldó, & Guardia-Olmos, 2011).…”

Section: Identification and Commitmentmentioning

confidence: 95%

“…The instruments included were a validated questionnaire and another developed ad-hoc. The validated questionnaire was used to measure the variables of identification and commitment (Identification-Commitment Inventory -ICI) (Quijano, Navarro, Cornejo, 2000;Romeo, Yepes, Berger, Guàrdia, & Castro, 2011;Romeo, Berger, Yepes-Baldó, & GuardiaOlmos, 2011). The ad-hoc questionnaires explored perception of deployment and importance of internal and external-focus policies, and absenteeism.…”

Section: Instruments and Variablesmentioning

confidence: 99%

“…There exists a relation between commitment and identification, although each one is operatively different (Quijano, Navarro, Cornejo, 2000;Romeo, Yepes, Berger, Guàrdia, & Castro, 2011;Romeo, Berger, Yepes-Baldó, & Guardia-Olmos, 2011).…”

Section: Identification and Commitmentmentioning

confidence: 99%

“…The Identification-Commitment Inventory (Quijano, Navarro, & Cornejo, 2000;Romeo, Yepes, Berger, Guàrdia, & Castro, 2011;Romeo, Berger, Yepes-Baldó, & GuardiaOlmos, 2011) has 14 items, six correspond to identification. Cronbach's alpha for the full scale was .94 (Romeo, Yepes, Berger, Guàrdia, & Castro, 2011).…”

Section: Identification and Commitmentmentioning

confidence: 99%

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The corporate social responsibility policies for the inclusion of people with disabilities as predictors of employees’ identification, commitment and absenteeism

2017

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Título: Las políticas de responsabilidad social corporativa para la inclusión de las personas con discapacidad como predictores de identificación, compromiso y absentismo de los empleados. Resumen: Pocos estudios han analizado el efecto en los empleados de las políticas de Responsabilidad Social Corporativa (RSC) orientadas a la inclusión de las personas con discapacidades. La presente investigación examina el grado en que las percepciones de los empleados sobre dichas políticas están relacionadas con la identificación y el compromiso con la organización, y con el absentismo. Se administró un cuestionario a 104 empleados (tasa de participación: 41,1%). Se realizaron correlaciones, pruebas de varianza del método común, y regresiones lineales. Si bien el efecto de las políticas de RSC orientadas hacia el entorno de la organización han sido las más estudiadas, nuestra investigación pone de relieve el impacto de las políticas internas para la inclusión de las personas con discapacidad sobre el compromiso y la identificación de todos los empleados, las personas con y sin discapacidad, pero no así con el absentismo. Los resultados obtenidos contribuyen significativamente al diseño de estrategias que faciliten y mejoren la normalización del colectivo de personas con discapacidad en el mercado de trabajo, contribuyendo a su inserción laboral. Palabras clave: Absentismo; Compromiso; Políticas de responsabilidad social corporativa; Identificación; Personas con discapacidades.Abstract: Few studies have explored the effect on employees of corporate social responsibility (CSR) policies focused on the inclusion of people with disabilities. The present research examines the extent to which employees' perceptions of CSR policies aimed at the employment of disabled people are related to organizational identification, commitment, and absenteeism. A questionnaire was administered to 104 employees (participation rate: 41.1%). Correlations and common method variance tests, and linear regressions were performed. Only the internal-focus policies have an effect on employees' identification and commitment, although the effect of external-focus policies have been more deeply studied. There were no significant results related to absenteeism. Our research highlights the impact of internal-focus policies for the inclusion of people with disabilities in the commitment and identification of all employees, those with and without disabilities. The results also contribute significantly to the design of strategies that facilitate and enhance the normalization of these employees in the labor market, helping practitioners to target these companies as future employers of people with disabilities.

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Cold wind of change: Associations between organizational change, turnover intention, overcommitment and quality of care in Spanish and Swedish eldercare organizations

et al. 2020

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Aim To examine the association between organizational change, turnover intentions, overcommitment and perceptions of quality of care among nurses and nursing assistants employed in eldercare organizations. Design A longitudinal survey (baseline, 12‐month follow‐up) was used. Methods A panel sample of 226 eldercare employees in Spain and Sweden responded to survey questions concerning organizational change, turnover intentions, overcommitment and perceptions of quality of care. The data were analysed using structural equational modelling. Results We found a statistically significant positive relationship between organizational change, employees’ turnover intention and overcommitment. We also found a statistically significant negative relationship between organizational change and perceived quality of care.

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Identification-commitment inventory (ICI model): confirmatory factor analysis and construct validity

Abstract: The aim of this study is to confirm the factorial structure of the Identification-Commitment

Cited by 14 publications

References 24 publications

Human Capital Questionnaire: Assessment of European nurses' perceptions as indicators of human capital quality

Human Capital Questionnaire: Assessment of European nurses' perceptions as indicators of human capital quality

The corporate social responsibility policies for the inclusion of people with disabilities as predictors of employees’ identification, commitment and absenteeism

Cold wind of change: Associations between organizational change, turnover intention, overcommitment and quality of care in Spanish and Swedish eldercare organizations

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