Standardization of Human Resources Management Outcomes Questionnaire
Poster Presentation
Paper ID : 1536-12THCONG
Oral / Poster Presentation File: 1536.JPG
Authors
Assistant Professor, Department of Physical Education, Zahedan University of Medical Sciences
Abstract
The Human Resources Management Outcomes has particular importance due to considerable results that can improve organizational behavior and performance. Based on the Y theory approach, soft human resource management focuses on empowering, trusting, and managing employees and predicts performance is created through Positive attitudes. The purpose of this study was to determine the validity and reliability of Human Resources Management Outcomes questionnaire.
Research method was descriptive and correlation type. The statistical population was 466 experts in Ministry of Sports and Youth. Using krejcie- Morgan table, the sample size was 214. For Statistical Methods, 320 questionnaires were distributed. 294 questionnaires were returned that considered as sample size. The research instruments included motivation questionnaire, Organizational commitment questionnaire (Bozeman and Perrewé, 2001), cooperation (with director and co-worker) questionnaire (Lambooij, 2005 and Sanders &Van Emmerik, 2004) and job satisfaction (Linz, 2003). The content validity was confirmed by the professors of sport management and reliability was calculated by Cronbach's alpha coefficient. An exploratory factor analysis using orthogonal rotation was used to identify factors and factor load estimation and structural validity of the tool. For construct validity, a first-order confirmation factor analysis was used. Sampling adequacy tests (KMO) and Bartlett test were used to evaluate the correlation matrix. Data were analyzed using LISREL software (8.7).
The results of exploratory factor analysis showed that all of the questionnaire items were classified in four factors: Organizational commitment, job satisfaction, motivation and cooperation (with director and co-worker). Organizational commitment (10.84), job satisfaction (13.95), motivation (10.52) and cooperation (14.28), which overall was explained about 49.59% of the questionnaire’s total variance. The fitting indexes of the confirmatory factor analysis of the dimensions including CFI, AGFI, GFI and RMSEA were reported 0.93, 0.90, 0.89 and 0.076, respectively. These results indicate that the whole indicator is desirable and alignment with the theoretical construct. The reliability of the final questionnaire with the Cronbach's alpha coefficient was 0.92.
The Persian version of Human Resources Management outcomes questionnaire (39-item modified model) can be used as a validated and reliable tool for evaluating the characteristics of human resources management outcomes in organizations.
Research method was descriptive and correlation type. The statistical population was 466 experts in Ministry of Sports and Youth. Using krejcie- Morgan table, the sample size was 214. For Statistical Methods, 320 questionnaires were distributed. 294 questionnaires were returned that considered as sample size. The research instruments included motivation questionnaire, Organizational commitment questionnaire (Bozeman and Perrewé, 2001), cooperation (with director and co-worker) questionnaire (Lambooij, 2005 and Sanders &Van Emmerik, 2004) and job satisfaction (Linz, 2003). The content validity was confirmed by the professors of sport management and reliability was calculated by Cronbach's alpha coefficient. An exploratory factor analysis using orthogonal rotation was used to identify factors and factor load estimation and structural validity of the tool. For construct validity, a first-order confirmation factor analysis was used. Sampling adequacy tests (KMO) and Bartlett test were used to evaluate the correlation matrix. Data were analyzed using LISREL software (8.7).
The results of exploratory factor analysis showed that all of the questionnaire items were classified in four factors: Organizational commitment, job satisfaction, motivation and cooperation (with director and co-worker). Organizational commitment (10.84), job satisfaction (13.95), motivation (10.52) and cooperation (14.28), which overall was explained about 49.59% of the questionnaire’s total variance. The fitting indexes of the confirmatory factor analysis of the dimensions including CFI, AGFI, GFI and RMSEA were reported 0.93, 0.90, 0.89 and 0.076, respectively. These results indicate that the whole indicator is desirable and alignment with the theoretical construct. The reliability of the final questionnaire with the Cronbach's alpha coefficient was 0.92.
The Persian version of Human Resources Management outcomes questionnaire (39-item modified model) can be used as a validated and reliable tool for evaluating the characteristics of human resources management outcomes in organizations.
Keywords
Human Resources Management Outcomes; Organizational commitment; Job satisfaction; Motivation; cooperation
Subjects