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| Natura: | Artículo científico |
| Lingua: | en |
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Universidade de São Paulo
2017
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| Accesso online: | https://www.redalyc.org/articulo.oa?id=223449798010 |
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| _version_ | 1866589720839979008 |
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| author | Renata Gomes de Jesus |
| author_facet | Renata Gomes de Jesus |
| contents | Adaptation and obtainment of evidence for the validity of the “Scale of Perceived Sacrifices Associated with Leaving (the organization)” in the Brazilian context: a study among teachers of basic, technical, and technological education Renata Gomes de Jesus Diva Ester Okazaki Rowe Administración y Contabilidad Cross Organizational link cultural adaptation Evidence of validity Organizational commitment The most widely-used model in studies of organizational commitment is the three-dimensional model developed by Meyer and Allen in 1991. This model understands the construct as being composed of instrumental, affective, and normative dimensions. However, it has been criticized by researchers who do not view instrumental commitment as related to the concept of commitment, but instead as a possible organizational link. In order to address the conceptual and empirical problems of the instrument, Powell and Meyer perfected the sub-scale of instrumental commitment and recommended that a new scale, named Perceived Sacrifices Associated with Leaving, be used in future research. This article aims to adapt and obtain evidence of the validity of the new scale, and analyze how teachers perceive the sacrifices associated with leaving a Federal Institute of Education, Science, and Technology. The scale has undergone cross-cultural adaptation and the adapted version was applied to teachers. Exploratory Factor Analysis and Confirmatory Factor Analysis were applied, displaying evidence of the validity of the construct for the Brazilian version. The results revealed that teachers agree on the high intensity level of the sacrifices associated with leaving, and that teachers who occupy management positions perceive it to a higher degree than others. The proposed changes in the scale should be evaluated in future research, and other studies are important to confirm the results found. © 2017 Departamento de Administrac ̧ ̃ ao, Faculdade de Economia, Administrac ̧ ̃ ao e Contabilidade da Universidade de S ̃ ao Paulo – FEA/USP. Published by Elsevier Editora Ltda. This is an open access article under the CC BY license ( http://creativecommons.org/licenses/by/4.0/ ). 2017 artículo científico 0080-2107 https://www.redalyc.org/articulo.oa?id=223449798010 en http://www.redalyc.org/revista.oa?id=2234 Revista de Administração - RAUSP application/pdf Universidade de São Paulo Revista de Administração - RAUSP (Brasil) Num.1 Vol.52 |
| format | Artículo científico |
| id | redalyc_223449798010 |
| language | en |
| publishDate | 2017 |
| publisher | Universidade de São Paulo |
| spellingShingle | Adaptation and obtainment of evidence for the validity of the “Scale of Perceived Sacrifices Associated with Leaving (the organization)” in the Brazilian context: a study among teachers of basic, technical, and technological education Renata Gomes de Jesus Administración y Contabilidad Cross Organizational link cultural adaptation Evidence of validity Organizational commitment Adaptation and obtainment of evidence for the validity of the “Scale of Perceived Sacrifices Associated with Leaving (the organization)” in the Brazilian context: a study among teachers of basic, technical, and technological education Renata Gomes de Jesus Diva Ester Okazaki Rowe Administración y Contabilidad Cross Organizational link cultural adaptation Evidence of validity Organizational commitment The most widely-used model in studies of organizational commitment is the three-dimensional model developed by Meyer and Allen in 1991. This model understands the construct as being composed of instrumental, affective, and normative dimensions. However, it has been criticized by researchers who do not view instrumental commitment as related to the concept of commitment, but instead as a possible organizational link. In order to address the conceptual and empirical problems of the instrument, Powell and Meyer perfected the sub-scale of instrumental commitment and recommended that a new scale, named Perceived Sacrifices Associated with Leaving, be used in future research. This article aims to adapt and obtain evidence of the validity of the new scale, and analyze how teachers perceive the sacrifices associated with leaving a Federal Institute of Education, Science, and Technology. The scale has undergone cross-cultural adaptation and the adapted version was applied to teachers. Exploratory Factor Analysis and Confirmatory Factor Analysis were applied, displaying evidence of the validity of the construct for the Brazilian version. The results revealed that teachers agree on the high intensity level of the sacrifices associated with leaving, and that teachers who occupy management positions perceive it to a higher degree than others. The proposed changes in the scale should be evaluated in future research, and other studies are important to confirm the results found. © 2017 Departamento de Administrac ̧ ̃ ao, Faculdade de Economia, Administrac ̧ ̃ ao e Contabilidade da Universidade de S ̃ ao Paulo – FEA/USP. Published by Elsevier Editora Ltda. This is an open access article under the CC BY license ( http://creativecommons.org/licenses/by/4.0/ ). 2017 artículo científico 0080-2107 https://www.redalyc.org/articulo.oa?id=223449798010 en http://www.redalyc.org/revista.oa?id=2234 Revista de Administração - RAUSP application/pdf Universidade de São Paulo Revista de Administração - RAUSP (Brasil) Num.1 Vol.52 |
| title | Adaptation and obtainment of evidence for the validity of the “Scale of Perceived Sacrifices Associated with Leaving (the organization)” in the Brazilian context: a study among teachers of basic, technical, and technological education |
| topic | Administración y Contabilidad Cross Organizational link cultural adaptation Evidence of validity Organizational commitment |
| url | https://www.redalyc.org/articulo.oa?id=223449798010 |