Research Methods for Organizational Studies

Schwab, Donald P.

doi:10.4324/9781410611284

Cited by 194 publications

(173 citation statements)

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“…Professional translators rendered all of the items into the Korean language, and then we gave English and Korean versions of the scales to bilingual experts to assess the appropriateness and the semantic equivalence of the translation. To ensure the content validity of the measures (Schwab, 2005) the review process was repeated until the bilingual experts detected no further inaccuracies in translation. Additionally, we followed Brislin's (1993) recommendation by backtranslating the scale items into English.…”

Section: Methodsmentioning

confidence: 99%

Relationships Among Power Distance, Collectivism, Punishment, and Acquiescent, Defensive, or Prosocial Silence

Rhee¹,

Dedahanov²,

Lee³

2014

soc behav pers

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We investigated the relationships among power distance, collectivism, punishment, and a multidimensional construct of silence. Participants were 628 full-time employees of 27 heavy-industry companies in South Korea. Confirmatory factor analysis and structural equation modeling were performed to test our hypothesized model. The results revealed that power distance induced acquiescent silence; however, power distance did not have any impact on defensive silence. Collectivism also generated acquiescent silence but did not influence prosocial silence; and punishment increased defensive silence.

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Section: Methodsmentioning

confidence: 99%

Relationships Among Power Distance, Collectivism, Punishment, and Acquiescent, Defensive, or Prosocial Silence

Rhee¹,

Dedahanov²,

Lee³

2014

soc behav pers

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“…Then we gave the English and Chinese versions to bilingual experts in the university's Department of Foreign Languages to assess the appropriateness and semantic equivalence of the translation. To ensure content validity of the measures (Schwab, 2005), we repeated the review process until the bilingual experts detected no further inaccuracies in translation.…”

Section: Methods Participants and Proceduresmentioning

confidence: 99%

The Effects of Positive Affect, Person-Job Fit, and Well-being on Job Performance

Lin¹,

Yu²,

Yi³

2014

soc behav pers

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Our aims in this study were to examine the positive affect and person-job fit of team members and the effect of their sense of well-being on their job performance. Participants were 212 employees of 10 life insurance companies in Taiwan. We developed a survey to measure employees' positive affect, person-job fit, well-being, and job performance. Results showed that the employees' positive affect had a positive effect on both their sense of well-being and job performance, there was a highly significant positive correlation between person-job fit and well-being, and both well-being and person-job fit had positive effects on job performance. In addition, individuals' positive affect may have directly affected the quality of their job performance and well-being through the indirect effect of the quality of job performance, and person-job fit may have directly affected the quality of job performance, and indirectly affected the quality of job performance through well-being. Therefore, we suggested that managers should emphasize employee positive affect to increase individual employee sense of well-being, thus synchronizing job demands and individual capabilities to improve job performance.

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“…The process was repeated until no further improvement was proposed. These procedures were employed to ensure the content validity of the measures (Schwab 2005).…”

Section: Measurementmentioning

confidence: 99%

Toward a Better Understanding of the Link Between Ethical Climate and Job Satisfaction: A Multilevel Analysis

Wang

Hsieh

2011

J Bus Ethics

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Research concerning the relationship between psychological ethical climate and job satisfaction is popular in the literature. However, to date, no study in the literature has simultaneously investigated both the effects of individual-level and organization-level ethical climates on employees' job satisfaction. On the basis of a multilevel analysis, the present study used a sample of 472 full-time employees from 31 organizations in Taiwan to examine the above two effects. Results from the analyses showed that within the organizations, individual employees' instrumental climate perceptions were negatively related to job satisfaction, whereas their caring climate perceptions and rules climate perceptions were positively related to job satisfaction. Also, the results indicated that between organizations, organizational instrumental climate was negatively related to job satisfaction, whereas organizational caring, independence, and rules climates were positively related to job satisfaction. Implications for research and managerial practices were derived from these findings.

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Research Methods for Organizational Studies

Cited by 194 publications

References 0 publications

Relationships Among Power Distance, Collectivism, Punishment, and Acquiescent, Defensive, or Prosocial Silence

Relationships Among Power Distance, Collectivism, Punishment, and Acquiescent, Defensive, or Prosocial Silence

The Effects of Positive Affect, Person-Job Fit, and Well-being on Job Performance

Toward a Better Understanding of the Link Between Ethical Climate and Job Satisfaction: A Multilevel Analysis

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