Methodological quality characteristics of management staff culture subscales.
Abstract
This chapter describes testing of the key research instrument, by identifying the individual steps, comprised of adaptation and testing of the questionnaire, by using statistical analysis. The selected sample of the research by surveying the employees of the groups of companies operating in Eastern Europe is not only minimal, but also sufficient (error is not greater than 1%), allowing to make sound conclusions of the research. After adaptation of the questionnaire for the larger and multilingual sample, high psychometric characteristics, which confirmed the reliability of the instrument and its suitability for the research, have been found. This shows that the developed questionnaire is appropriate, and it can also be used to measure management culture and corporate social responsibility not only in this research.
Keywords
- management culture
- corporate social responsibility
- Eastern Europe
- respondents
- psychometric characteristics
1. Introduction
2. The research sample
The research involved employees from 12 industrial organizations. Ten organizations form one group of companies (hereinafter the first (1) group of companies), the remaining two organizations also form a group of companies (hereinafter the second (2) group of companies). In total, 1915 employees worked in the two industrial groups in general during the researched period. There were 1030 employees in the first group and 885 employees in the second group. The total number of participants in the survey is 1717 employees (911 employees in the first group of companies, 806 employees in the second group of companies), representing 89.6% of all employees. The research sample was calculated from the total number of employees of all 12 organizations on the basis of Paniotto’s formula as in Eq. (1) [4]:
where
When the probability is 95% and the error is 5%, the necessary sample size is 331 employees as shown in Eq. (2). However, when the probability is 99% and the error is 1%, calculating on the 12 organizations’ scale, the necessary sample size is 1607 employees as shown in Eq. (3). When preparing the research plan, it is essential to determine the minimum number of the researched. This is necessary in order to draw statistically valid conclusions that are in line with the characteristics of the general set. In our research, this estimated sample is considered not only to be minimal, but sufficient to find out reasonable research conclusions.
3. The research organization
Two Lithuanian groups of companies operating in Eastern Europe were selected for the research whose main activity is production. The companies are mainly based in Lithuania, but the activities also cover other countries such as the Ukraine, Russia, Estonia, Latvia and Romania, where branches of groups of companies were established. The activities, size and other indicators of both groups of companies are more or less similar. It is important to mention that both groups of companies seek for the status of corporate social responsibility.
The highest level managers of the group of companies, who were involved in coordination of the questionnaire content and survey process, were interested in the research performance and the results. The survey was organized in Lithuanian and English. There were 1915 questionnaires distributed in the companies; 198 questionnaires were removed from the research, because the questionnaires were filled incorrectly and/or incompletely. A total of 1717 filled in questionnaires were recognized valid, which fully meets the sample size when the probability is 99%.
4. Questionnaire reliability
As the pilot research was carried out by using a Lithuanian version of the questionnaire, before the start of the research in multilingual sample, an adaptation of the questionnaire was conducted in English [5, 6, 7]. The adaptation process consisted of six conditional stages.
Having conducted the survey again, with new research results, with respect to bigger and multilingual sample questionnaire, methodological and psychometric characteristics reliability determination was carried out. Table 1 presents the methodological quality characteristics of four subscales making up the scale of management staff culture. Cronbach’s alpha coefficient values range from 0.74 to 0.86. The closer the Cronbach’s alpha value is to 1, the higher internal consistency of the questionnaire (the greater accuracy of the questionnaire measurement) is shown by the coefficient. As it can be seen, the explained dissemination percentage in this scale ranges from 39.16 to 53.77, which indicates that such percentage of the survey respondents agree with isolated factors.
Subscales | Number of statements in subscales | Explained dissemination, % | Cronbach’s alpha | Spearman-Brown | Factorial weight ( | Correlation of the unit as a whole ( | ||||
---|---|---|---|---|---|---|---|---|---|---|
Mean | Min | Max | Mean | Min | Max | |||||
Management staff general culture level | 7 | 53.77 | 0.86 | 0.83 | 0.73 | 0.63 | 0.77 | 0.53 | 0.34 | 0.77 |
Management science knowledge level | 5 | 41.56 | 0.74 | 0.61 | 0.64 | 0.47 | 0.71 | 0.39 | 0.11 | 0.68 |
Managers’ personal and professional characteristics | 5 | 51.01 | 0.76 | 0.66 | 0.71 | 0.64 | 0.77 | 0.50 | 0.25 | 0.76 |
The level of the ability to manage | 9 | 39.16 | 0.80 | 0.77 | 0.62 | 0.47 | 0.72 | 0.37 | 0.13 | 0.70 |
As the explained factor dissemination is bigger than the allowable lowest 10% limit, this means that this scale does not contain statements that reduce dissemination. The minimum factorial weight (
Methodological quality characteristics of culture of managerial processes in an organization subscales are shown in Table 2. Cronbach’s alpha coefficient values on this scale are high, i.e. ranging from 0.72 to 0.82. The percentage expression of the explained dissemination in the analysed scale falls into the interval from 42.21 to 49.29, indicating a relatively high level of approval. On this scale, the minimum factorial weight is found in only one subscale, i.e. in the subscale of optimal regulation of managerial processes, its value is 0.36. However, even the lowest factorial weight exceeds the indicated minimum limit of 0.3. The correlation of the unit as a whole indicates that the questionnaire statements correlate with the isolated subscale as
Subscales | Number of statements in subscale | Explained dissemination, % | Cronbach’s alpha | Spearman-Brown | Factorial weight ( | Correlation of the unit as a whole ( | ||||
---|---|---|---|---|---|---|---|---|---|---|
Mean | Min | Max | Mean | Min | Max | |||||
Optimal managerial processes regulation | 7 | 49.29 | 0.82 | 0.75 | 0.69 | 0.36 | 0.78 | 0.47 | 0.13 | 0.77 |
Rational organization of management work | 5 | 48.60 | 0.73 | 0.70 | 0.69 | 0.55 | 0.75 | 0.47 | 0.22 | 0.75 |
Modern computerization level of managerial processes | 5 | 49.64 | 0.72 | 0.68 | 0.70 | 0.40 | 0.81 | 0.46 | 0.09 | 0.76 |
Culture of visitors’ reception, conducting meetings, phone calls | 7 | 42.21 | 0.77 | 0.76 | 0.64 | 0.48 | 0.73 | 0.40 | 0.17 | 0.71 |
The methodological quality characteristics of management working conditions culture subscales presented in Table 3 show that the Cronbach’s alpha coefficient values range from 0.66 to 0.84. The explained dissemination lowest percentage of 37.61 is above the established 10% limit. Here, the minimum factorial weight is 0.50, so it may be claimed that the statements of the subscales on this scale are quite closely related to each other. The correlation of the unit as a whole on this scale shows that the lowest mean is 0.35, the highest—0.42, which confirms that the statements in the questionnaire correlate with isolated subscales.
Subscales | Number of statements in subscale | Explained dissemination, % | Cronbach’s alpha | Spearman-Brown | Factorial weight ( | Correlation of the unit as a whole ( | ||||
---|---|---|---|---|---|---|---|---|---|---|
Mean | Min | Max | Mean | Min | Max | |||||
Working environment level (interior, lighting, temperature, cleanness, etc.) | 9 | 43.51 | 0.84 | 0.80 | 0.66 | 0.57 | 0.76 | 0.42 | 0.24 | 0.73 |
Level of organizing working places | 5 | 53.29 | 0.78 | 0.72 | 0.73 | 0.68 | 0.78 | 0.52 | 0.32 | 0.77 |
Work and rest regime, relaxation options | 6 | 46.54 | 0.77 | 0.76 | 0.68 | 0.51 | 0.76 | 0.45 | 0.21 | 0.76 |
Work security, socio-psychological microclimate | 6 | 37.61 | 0.66 | 0.62 | 0.61 | 0.50 | 0.71 | 0.35 | 0.13 | 0.67 |
The methodological quality characteristics of the documentation system culture subscales are shown in Table 4. Psychometric characteristics of this subscale show that the strongest approval of the respondents was seen with respect to culture of official registration of documentation, that is, the percentage of the explained dissemination (46.58) as well as Cronbach’s alpha (0.77) coefficient values are quite high. Although in the subscale of rational use of modern information technologies Cronbach’s alpha coefficient value is higher (0.80), the percentage of explained dissemination in this case, although not significantly, is lower (41.75), comparing these two subscales with each other. The minimum factorial weight on this scale ranges from 0.47 to 0.66, while the average of unit as a whole correlation is from 0.37 to 0.45. Thus, it can be said that discussed indicators of this subscale meet the necessary conditions for the questionnaire reliability.
Subscales | Number of statements in subscale | Explained dissemination, % | Cronbach’s alpha | Spearman-Brown | Factorial weight ( | Correlation of the unit as a whole ( | ||||
---|---|---|---|---|---|---|---|---|---|---|
Mean | Min | Max | Mean | Min | Max | |||||
Culture of official registration of documentation | 6 | 46.58 | 0.77 | 0.66 | 0.68 | 0.62 | 0.72 | 0.45 | 0.23 | 0.71 |
Optimal document search and access system | 5 | 48.33 | 0.73 | 0.72 | 0.69 | 0.66 | 0.74 | 0.47 | 0.28 | 0.73 |
Rational use of modern information technologies | 8 | 41.75 | 0.80 | 0.74 | 0.64 | 0.54 | 0.69 | 0.40 | 0.19 | 0.69 |
Rational storage system of archival documents | 6 | 39.59 | 0.69 | 0.63 | 0.62 | 0.47 | 0.74 | 0.37 | 0.12 | 0.70 |
Traditionally, when methodological quality characteristics of questionnaire subscales have already been stated, their secondary factorization must be carried out. Primary and secondary factorizations are required when there are questionnaires of very large-scale. Subscales that make up the scale must be similar in content and logic. During primary factorization, the whole complex of criteria is deducted, while during the secondary factorization, these criteria are combined to scales. Table 5 gives the general factorization results of management culture scales and subscales.
Questionnaire scales and subscales | Principal components | Alpha factoring |
---|---|---|
Management staff culture | ||
The level of the ability to manage | 0.87 | 0.84 |
Managers’ personal and professional characteristics | 0.87 | 0.82 |
Management staff general culture level | 0.86 | 0.82 |
Management science knowledge level | 0.74 | 0.62 |
Explained dissemination: | 70.38% | 61.27% |
Managerial processes organization culture | ||
Optimal managerial processes regulation | 0.90 | 0.89 |
Rational organization of management work | 0.87 | 0.82 |
Culture of visitor reception, conducting meetings and phone calls | 0.87 | 0.82 |
Modern computerization level of managerial processes | 0.84 | 0.76 |
Explained dissemination: | 75.74% | 67.85% |
Management working conditions culture | ||
Working environment level (interior, lighting, temperature, cleanness, etc.) | 0.86 | 0.84 |
Level of organizing working places | 0.80 | 0.67 |
Work security, socio-psychological microclimate | 0.77 | 0.72 |
Work and rest regime, relaxation options | 0.69 | 0.56 |
Explained dissemination: | 61.28% | 49.40% |
Documentation system culture | ||
Rational use of modern information technologies | 0.88 | 0.85 |
Optimal document search and access system | 0.87 | 0.83 |
Culture of official registration of documentation | 0.84 | 0.77 |
Rational storage system of archival documents | 0.80 | 0.71 |
Explained dissemination: | 71.70% | 62.54% |
Management staff culture secondary factorization results indicate that factorial weights in the subscales of this scale range from 0.74 to 0.87 (by
The results of secondary factorization indicate that factorial weights are high, therefore, the scales are reliable, the made up questionnaire is suitable for the measurement of the set whole of signs. In that case, the explained dissemination, revealing how strongly the respondents agree with this criterion, is also high, i.e. in the general context of management culture scales it ranges from 61.28 to 75.74% (by
Questionnaire scales and subscales | Primary factorization | Secondary factorization |
---|---|---|
Behaviour of a socially responsible organization | ||
Market responsibility (consumer information, health and safety) | 0.84 | 0.81 |
Environment protection responsibility | 0.82 | 0.78 |
Responsibility in relations with society | 0.82 | 0.77 |
Market responsibility (services and their quality) | 0.80 | 0.73 |
Responsibility in relations with employees | 0.75 | 0.66 |
Explained dissemination: | 65.18% | 56.71% |
Behaviour of a socially responsible employee | ||
Intentions to leave work | 0.83 | 0.83 |
Uncertainty and lack of information at work | 0.81 | 0.60 |
General physical and psychological condition of the employee | 0.81 | 0.74 |
Social responsibility criticism: staff attitude | 0.73 | 0.84 |
Corruption, nepotism, favouritism | 0.78 | 0.72 |
The employee‘s opinion about the organization | 0.48 | 0.40 |
Explained dissemination: | 53.63% | 47.82% |
Below verification results of four subscales (market responsibility subscale is divided into two parts), forming of the scale of a socially responsible organization behaviour is presented. Subscales range from 5 to 7 statements (total number of statements on a scale is 31). The general percentage of explained dissemination on the scale of socially responsible organization behaviour ranges from 43.36 to 51.20. Meanwhile, the Cronbach’s alpha coefficient ranges from 0.74 to 0.81. Market responsibility (with the respect to services and their quality) subscale‘s high level of reliability is indicated as a percentage of explained dissemination expression (51.20%) as well as Cronbach’s alpha coefficient value—0.81 (respectively high and high sensitivity, i.e. Spearman-Brown’s coefficient indicator—0.78). The lowest Cronbach’s alpha coefficient value (0.74) and the lowest percentage of explained dissemination (43.36) on the scale of socially responsible organization behaviour are recorded in the statements of the subscale of responsibility in relations with society. Regardless of the fact that these figures are lower if compared with other presented indicators, they are considered to be quite high in statistics. The explained factor dissemination, as has been already said, is a factor affecting the result which cannot be less than 10%. In the presence of 1717 respondents participating in the survey (100%), the highest explained factor dissemination is 51.20%, and this means that 51.20% of respondents approve the isolated factor (Table 7).
Subscales | Number of statements in subscale | Explained dissemination, % | Cronbach’s alpha | Spearman-Brown | Factorial weight ( | Correlation of the unit as a whole ( | ||||
---|---|---|---|---|---|---|---|---|---|---|
Mean | Min | Max | Mean | Min | Max | |||||
Market responsibility (services and their quality) | 6 | 51.20 | 0.81 | 0.78 | 0.71 | 0.65 | 0.79 | 0.50 | 0.30 | 0.78 |
Market responsibility (consumer information, health and safety) | 5 | 50.26 | 0.75 | 0.67 | 0.71 | 0.66 | 0.76 | 0.49 | 0.29 | 0.76 |
Environment protection responsibility | 7 | 44.40 | 0.79 | 0.72 | 0.66 | 0.59 | 0.72 | 0.43 | 0.19 | 0.71 |
Responsibility in relations with employees | 7 | 44.57 | 0.79 | 0.74 | 0.66 | 0.55 | 0.73 | 0.43 | 0.23 | 0.73 |
Responsibility in relations with society | 6 | 43.36 | 0.74 | 0.64 | 0.66 | 0.55 | 0.75 | 0.41 | 0.18 | 0.73 |
When analysing the methodological quality characteristics on employee’s social behaviour scale, it is necessary to emphasize that this scale has six subscales, including 41 statements in total. The number of statements in the subscales is spread fairly unevenly, but the results are not obviously affected by this, except the situation in the subscale ‘The employee‘s opinion about the organization’. Cronbach’s alpha coefficient is relatively low in the subscale ‘The employee‘s opinion about the organization’, i.e. 0.62, and it is impossible to calculate Spearman-Brown’s coefficient when the number of statements is less than 5 (Table 8).
Subscales | Number of statements in subscale | Explained dissemination, % | Cronbach’s alpha | Spearman-Brown | Factorial weight ( | Correlation of the unit as a whole ( | ||||
---|---|---|---|---|---|---|---|---|---|---|
Mean | Min | Max | Mean | Min | Max | |||||
Intentions to leave work | 6 | 59.59 | 0.86 | 0.84 | 0.77 | 0.70 | 0.80 | 0.59 | 0.42 | 0.80 |
Uncertainty and lack of information at work | 6 | 49.26 | 0.79 | 0.72 | 0.70 | 0.64 | 0.75 | 0.48 | 0.30 | 0.74 |
General physical and psychological condition of the employee | 5 | 58.03 | 0.82 | 0.77 | 0.76 | 0.68 | 0.80 | 0.57 | 0.32 | 0.79 |
The employee‘s opinion about the organization | 4 | 43.55 | 0.62 | – | 0.65 | 0.38 | 0.86 | 0.52 | 0.22 | 0.77 |
Corruption, nepotism, favouritism | 10 | 36.61 | 0.80 | 0.74 | 0.59 | 0.36 | 0.72 | 0.34 | 0.05 | 0.70 |
Social responsibility criticism: staff attitude | 10 | 43.27 | 0.85 | 0.79 | 0.66 | 0.57 | 0.72 | 0.42 | 0.23 | 0.71 |
Comparing methodological quality characteristics of behaviour of socially responsible organization and behaviour of socially responsible employee subscales, it is seen that coefficient values of behaviour of socially responsible organization scale are slightly higher, but the difference is quite insignificant.
The percentage of the explained dissemination of the factor in both scales is above the lowest limit for at least three times, so it is clear that the respondents’ approval of isolated factors is high. The resulting high
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