“Peer-rated Extra-role Helping Behavior Scale 同事评价的角色外帮助行为量表”的版本间的差异

2016年10月20日 (四) 19:21的版本

简介

Extra-role helping behavior, often referred to as individual-directed organizational citizenship behavior (OCB), is employee discretionary behavior not normally found in job descriptions (Motowidlo, 2000; Organ, 1988; Williams & Anderson, 1991). Importantly, extra-role helping behavior has many potential benefits for coworkers by contributing to organizational effectiveness, interpersonal harmony, and job performance and satisfaction (Mossholder et al., 2011; Ng & Van Dyne, 2005; Podsakoff, MacKenzie, Paine, & Bachrach, 2000).

Extra-role helping behavior was measured using four items adapted from Organ and Konovsky (1989). The original scale was composed of 16 items relating to a range of OCB behaviors. From this scale, Shen & Benson (2016) chose four items specifically relating to helping fellow employees and modified some wording to ensure compatibility with Chinese expression. Research findings suggest it was appropriate to average the five responses to calculate a single employee score on this construct.

The questionnaire they used was developed in English and translated into Chinese by a bilingual academic and back-translated into English independently by another bilingual academic. To test the applicability of, and further explore potential items for, the proposed measures, they conducted focus group discussions with 20 full-time MBA students in China. Following these discussions, a pilot study of 30 employees in three Chinese companies was conducted. The results showed that the Chinese version of the questionnaire was suitable for use with Chinese employees.

Shen & Benson (2016) collected the data for this study from 35 manufacturing companies in China in 2010. To achieve a representative and balanced distribution of employee responses, they asked, and assisted, the HR manager in each company to randomly select 50 employees to participate in the research. In total, they received 785 matched, completed, and useable questionnaires. The overall employee response rate was 44.9%, with the employee response rate within companies varying between 32% and 84%.

信度与效度

All individual factor loadings were significant and exceeded the minimum recommended value of .40 (Holtman, Tidd, & Lee, 2002). The scale’s alpha coefficient was 0.79.

量表

请您根据自己的实际感受和体会，用下面4项描述对这位员工进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下： 1 非常不同意 2 不同意 3 不好确定 4 同意 5 非常同意

1.this employee volunteers to do things for the work group.
2.this employee helps other group members with their work responsibilities.
3.this employee helps orient new employees in the work group.
4.this employee helps others in the work group to learn about the work.

下载WORD版问卷：文件:Peh.doc

计分方法

同事评价的角色外帮助行为量表总共4道题，可计算平均分或总分。

量表出处

Shen, J., & Benson, J. (2016). When CSR is a social norm: how socially responsible human resource management affects employee work behavior. Journal of Management, 42(10), págs. 1723-1746.

参考文献

Organ, D. W., & Konovsky, M. (1989). Cognitive versus affective determinants of organizational citizenship behavior. Journal of Applied Psychology, 74(1), 157-164.