Ekonomika a management
THE CZECH ADAPTATION OF THE KLEIN ET AL.’S UNIDIMENSIONAL TARGET-NEUTRAL SCALE OF COMMITMENT
Organizational commitment, along with job satisfaction, is one of the two most often researched work attitudes (Riketta, 2008). It is the center of attention because it affects key variables in organizations such as the wellbeing
of employees (e.g. Sui, 2002), absence due to illness (e.g. Meyer & Maltin, 2010), length of stay in an organization (e.g. Porter, Steers, Mowday, & Boulian, 1974), turnover intentions (e.g. Vandenberghe & Trembla,
2008), job satisfaction (Ulbegi & Yalcin, 2016) and job performance (Riketta, 2002). Despite being a key construct in management, we are not aware of any published studies on a validated scale of organizational commitment in Czech. Such a situation is a limitation for researchers intending to examine organizational commitment, or at least monitor its influence when examining other variables. There is also a lack of a reliable scale which could be used when surveying employee attitudes within an organization. In this study, we address this gap and adapt an internationally used organizational commitment scale into Czech. The adapted scale will allow professionals and researchers to measure organizational commitment in Czech organizations reliably and to compare the commitment of Czech employees with foreign samples.
Jméno a příjmení autora:
Jakub Procházka, Anna Židlická, Hynek Cígler, Martin Vaculík, Howard J. Klein
Commitment, organizational commitment, scale adaptation, psychometric analysis
DOI (& full text):
This study describes the process of translating, adapting and validating the Klein et al.’s Unidimensional Target-neutral Scale of Commitment (KUT) into Czech. The KUT scale is a selfreport scale…více
This study describes the process of translating, adapting and validating the Klein et al.’s Unidimensional Target-neutral Scale of Commitment (KUT) into Czech. The KUT scale is a selfreport scale that consists of four items. The scale was adapted using three independent translations into Czech, one back-translation into English by a native speaker, assessment by experts, and piloting in cognitive interviews with 13 respondents. The study also provides evidence on the scale’s reliability and validity for measuring organizational commitment defi ned as a psychological bond with an organization. The analyses were based on data obtained from 811 Czech-speaking adults working for Czech organizations. Using ordinal structural equation models (SEM) estimated on the polychoric correlation matrices with the robust WLSMV estimator, the Czech adaptation of the KUT scale showed similar psychometric characteristics to the original English version. The Czech KUT scale is unidimensional and internally consistent. All items have high factor loadings. The scale is invariant across groups defined by gender, workload and the sector in which the organization operates. The convergent validity is supported by the fact that the organizational commitment measured by the Czech KUT scale relates positively to job satisfaction, self-rating of job performance, extra-role behaviour and negatively to turnover intention. The Czech KUT scale also proved incremental validity to job performance over job satisfaction measured by Job Descriptive Survey. Therefore, the scale is a valid instrument for measuring organizational commitment within the Czech-speaking population. It can be used for organizational surveys as well as for research within the organizations.
Ekonomika a management