A psychometric development of a new scale for measurement of organizational ownership culture

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A psychometric development of a new scale for measurement of organizational ownership culture


Author: Li, Chun-yuen Barry
Title: A psychometric development of a new scale for measurement of organizational ownership culture
Degree: M.B.A.
Year: 2003
Subject: Hong Kong Polytechnic University -- Dissertations
Corporate culture
Department: Dept. of Management
Pages: vii, 102 leaves : ill. ; 30 cm
Language: English
InnoPac Record: http://library.polyu.edu.hk/record=b1710652
URI: http://theses.lib.polyu.edu.hk/handle/200/931
Abstract: The objective of this research is to develop a new scale for measurement of organizational ownership culture. Based on Pierce et al. (1991), ownership culture refers to bundle of rights, including right of equity, right of control and right to information. For development of the new scale for measuring organizational ownership culture, four steps were involved. The first step was to form focus groups and get inputs from the participants as many critical incidents as possible. The second step was to have another independent group of researchers who had expertise in this area. The purpose to have this independent group was for item additions, deletions, and revisions of the critical incidents. The third step was to feedback to the previous focus group members with the revised list of items and asked them to rate the critical incidents using two Likert type of scale, one relating to the degree of relevance and the other, the degree of importance. As a result, eighteen items with mean ratings exceeded 3.5 significantly in a five-point scale (i.e., 1 being very irrelevant/very unimportant to 5 very relevant/very important) were chosen for further testing. The fourth step was to construct a questionnaire using the eighteen items reflecting ownership scales. For the purpose of construct validation, selected scales like job satisfaction, job performance, ownership belief, ownership behavior and stress were incorporated into the questionnaire and later were related to the newly developed construct. Results showed that the ownership scale was a sound and valid scale. A confirmatory factor analysis procedure confirmed a three factors model (i.e., equity, control, information) was the best fitting one compared to other models. All constructs had acceptable internal reliability coefficients. As predicted, ownership culture was related to job satisfaction, job performance, ownership belief, and ownership behaviors. In sum, the ownership culture seems to perform well on the construct validation procedure.

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