Evidence of validity of the productive organizational energy measure in Brazilian samples
DOI:
https://doi.org/10.1590/1982-4327e3222Keywords:
Psychological assessment, Positive psychology, Psychometry, Factor analysisAbstract
Productive organizational energy is conceptualized as a shared experience, in which the members of an organization present positive affects, cognitive stimulation and proactive behavior in order to satisfy the organization’s objectives in which they work. This work aimed to obtain evidence of validity of the Productive Organizational Energy Measure. A total of 464 Brazilian workers of both sexes participated in the study. Confirmatory factor analyzes showed that the Brazilian version kept the 14 items and factors of the original instrument (affective energy, cognitive energy and behavioral energy). Multigroup analysis demonstrated configural, metric and scalar invariance between groups divided in terms of gender and organizational sector (public and private). The scale showed positive correlations with work motivation, work self-efficacy, work autonomy, job satisfaction, work engagement and organizational commitment. It was concluded that the instrument had psychometric properties that recommend its use in future investigations.
Downloads
References
Barros, M. A., Oliveira, J. A., & Spyrides, M. H. C. (2012). Um estudo sobre autoeficácia no trabalho e características sociodemográficas de servidores de uma universidade federal [A study on self-efficacy at work and sociodemographic characteristics of civil servants of a federal university]. REGE - Revista de Gestão, 19(4), 571-588. doi:10.5700/rege479
Breaugh, J. A. (1999). Further investigation of the work autonomy scales: Two studies. Journal of Business and Psychology, 13(3), 357-373. doi:10.1023/A:1022926416628
Cole, M. S., Bruch, H., & Vogel, B. (2012). Energy at work: A measurement validation and linkage to unit effectiveness. Journal of Organizational Behavior, 33(4), 445-467. doi:10.1002/job.759
Cuff, R., & Barkhuizen, E. N. (2014). Validating a measure of productive organisational energy in the South African context. Mediterranean Journal of Social Sciences, 5(4), 263-272. doi:10.5901/mjss.2014.v5n4p263
Damarasri, B. N., & Ahman, E. (2020). Talent management and work motivation to improve performance of employees. Dinasti International Journal of Education Management And Social Science, 1(4), 490-498. doi: 10.31933/dijemss.v1i4.233
Dutton, J. E., & Ragins, B. R. (Eds.). (2007). Exploring positive relationships at work: Building a theoretical and research foundation. Mahwah, NJ: Lawrence Erlbaum
Ferreira, M. C., Valentini, F., Damásio, B. F., Mourão, L., Porto, J., Chinelato, R. S. C., ... Pereira, M. M. (2016). Evidências adicionais de validade da UWES-9 em amostras brasileiras [Additional validity evidences of UWES-9 in Brazilian samples]. Estudos de Psicologia (Natal), 21(4),435-445. doi:10.5935/1678-4669.20160042
Fischer, R., & Karl, J. A. (2019). A primer to (Cross-Cultural) multi-group invariance testing possibilities in R. Frontiers in Psychology, 10, 1507. doi:10.3389/fpsyg.2019.01507
Gabardo-Martins, L., Ferreira, M. C., & Valentini, F. (2021). Testing the Two Directions of the Work-Family Interface: A Diary Study. The Spanish journal of psychology, 24, e38. https://doi.org/10.1017/SJP.2021.36
Gagne, M., Forest, J., Gilbert, M. H., Aube, C., Morin, E., & Malorni, A. (2010). The Motivation at Work Scale: Validation Evidence in Two Languages. Educational and Psychological Measurement, 70(4), 628–646. doi:10.1177/0013164409355698
Gregoire, J. (2018). ITC guidelines for translating and adapting tests. International Journal of Testing, 18(2), 101-134. doi:10.1080/15305058.2017.1398166
Jordan, P. J., & Troth, A. C. (2020). Common method bias in applied settings: The dilemma of researching in organizations. Australian Journal of Management, 45(1), 3-14. doi:10.1177/0312896219871976
Louw, K., Sutherland, M., & Hofmeyr, K. (2012). Enabling and inhibiting factors of productive organisational energy. South African Journal of Labour Relations, 36(2), 9-29. Retrieved from https://repository.up.ac.za/bitstream/handle/2263/19972/Louw_Enabling%282012%29.pdf?sequence=1&isAllowed=y
Luthans, F., & Youssef-Morgan, C. M. (2021). Positive workplaces. In C. R. Snyder, S. J. Lopez, L. M. Edwards, & S. C. Marques (Eds.), The Oxford handbook of positive psychology (3rd ed., pp. 820-831). New York, NY: Oxford University Press.
Medeiros, C., & Enders, W. T. (1998). Validação do modelo de conceitualização de três componentes do comprometimento organizacional (Meyer e Allen, 1991). Revista de Administração Contemporânea [online], 2(3), 67-87. doi:10.1590/S1415-65551998000300005
Parray, Z. A. (2020). Impact of organisational, personal and interpersonal factors on employee performance in Small and Medium Size Enterprises. Small Enterprises Development, Management & Extension Journal, 47(3), 229-249. doi:10.1177/09708464211038693
Quinn, R. W. (2007). Energizing others in work connections. In J. E. Dutton & B. R. Ragins (Eds.), Exploring positive relationships at work: Building a theoretical and research foundation (pp. 73-90). Mahwah, NJ: Lawrence Erlbaum.
R Core Team. (2017). R: A language and environment for statistical computing. Vienna, Austria: R Foundation for Statistical Computing. Retrieved from https://www.R-project.org/
Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55(1), 5-14. doi:10.1037/0003-066X.55.1.5
Schaufeli, W. (2021). Engaging leadership: How to promote work engagement? Frontiers in Psychology, 12, 754556. doi:10.3389/fpsyg.2021.754556
Sorlie, H. O., Bakker, A. B., Espevik, R., & Olsen, O. K. (2022). Daily autonomy and job performance: Does person-organization fit act as a key resource? Journal of Vocational Behavior, 133, 103691. doi:10.1016/j.jvb.2022.103691
Xia, Y., & Yang, Y. (2019). RMSEA, CFI, and TLI in structural equation modeling with ordered categorical data: The story they tell depends on the estimation methods. Behavior Research Methods, 51, 409-428. doi:10.3758/s13428-018-1055-2
Published
Issue
Section
License
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
Regarding the availability of contents, Paideia adopts the Creative Commons License, CC-BY. With this licence anyone is allowed to copy and redistribute the material in any medium or format, as well as to remix, transform, and create from the material for any purpose, even commercial, giving the proper copyright credits to the journal, providing a link to the licence and indicating if changes have been made.
Partial reproduction of other publications
Quotations of more than 500 words, reproductions of one or more figures, tables or other illustrations must have written permission from the copyright holder of the original work for the reproduction specified in the Paidéia journal. Permission should be addressed to the author of the submitted manuscript. Secondarily obtained rights will not be transferred under any circumstance.
