“Family Involvement Scale 家庭卷入量表”的版本间的差异

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== 简介 ==
 
== 简介 ==
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As workers with families attempt to manage the boundaries between work and family (Demerouti, Bakker, & Schaufeli, 2005; Parasuraman & Greenhaus, 2002), it is important to examine the effect of employees’ family involvement on important career-related outcomes. The small body of research in this area has generally considered the negative effects of family involvement on employee outcomes including greater work–family interference (Adams, King, & King, 1996) and perceptions of employees’ reduced job commitment (Campbell, Campbell, & Kennard, 1994; Fletcher & Bailyn, 1996). Recently, however, a more positive outlook on the impact of employees’ family involvement on work was offered.
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由于有家庭的员工会试图区管理工作和家庭之间的边界(Demerouti, Bakker, & Schaufeli, 2005; Parasuraman & Greenhaus, 2002),那么研究员工的家庭卷入对重要的职业生涯相关结果的作用就是极为重要的了。
  
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To assess family involvement, Samantha et al. (2016) used three items adapted from Lodahl and Kejner’s (1965) job involvement scale, with the word “family” substituted for “job” and a fourth item based on Lobel and St. Clair’s (1992) work. These items have been used previously in the literature on family involvement (Carlson & Perrewe, 1999; Greenhaus, Parasuraman, & Collins, 2001).
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Samantha et al. (2016)用了 Lodahl and Kejner’s (1965) 工作卷入量表中的三道题目，用“家庭”一词替换了“工作”，第四道题目参考了 Lobel and St. Clair’s (1992) 的研究结果。
  
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The entire data collection procedure was conducted three times (every 2 weeks). The survey was initially sent to 642 RNs. At Time 1, 490 nurses completed the survey (initial response rate of 76%). And then, 436 employees completed the Time 2 survey (response rate = 68%, retention rate = 89%) and 379 completed the Time 3 survey (response rate = 59%, retention rate = 87%). According to organizational records, 16 RNs (2.5%) left the organization during that time.
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数据的收集过程共进行了三次（每两周一次），最初问卷被分发给了642人，第一次，有490名护士完成了问卷，回收率为76%。然后，第二次由436名员工完成了问卷，回收率为68%，保持率为89%。第三次问卷有379名完成，回收率为59%，保持率为87%。
  
 
== 信度与效度 ==
 
== 信度与效度 ==
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Cronbach’s alpha in the current research was 0.95.
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家庭卷入量表的内部一致性系数为0.95。
  
 
== 量表 ==
 
== 量表 ==

2016年10月27日 (四) 10:45的版本

简介

由于有家庭的员工会试图区管理工作和家庭之间的边界(Demerouti, Bakker, & Schaufeli, 2005; Parasuraman & Greenhaus, 2002),那么研究员工的家庭卷入对重要的职业生涯相关结果的作用就是极为重要的了。

Samantha et al. (2016)用了 Lodahl and Kejner’s (1965) 工作卷入量表中的三道题目，用“家庭”一词替换了“工作”，第四道题目参考了 Lobel and St. Clair’s (1992) 的研究结果。

数据的收集过程共进行了三次（每两周一次），最初问卷被分发给了642人，第一次，有490名护士完成了问卷，回收率为76%。然后，第二次由436名员工完成了问卷，回收率为68%，保持率为89%。第三次问卷有379名完成，回收率为59%，保持率为87%。

信度与效度

家庭卷入量表的内部一致性系数为0.95。

量表

请您根据自己的实际感受和体会，用下面4项描述对您的工作和生活情况进行评价和判断，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.A major source of satisfaction in my life is my family.
2.Most of the important things that happen to me involve my family.
3.I am very much involved personally in my family.
4.Most of my interests are centered around my family.


下载WORD版问卷：文件:FIS.doc

计分方法

家庭卷入量表总共4道题，可计算平均分或总分。

量表出处

Paustian-Underdahl, S. C., Halbesleben, J. R. B., Carlson, D. S., & Kacmar, K. M. (2013). The work–family interface and promotability: boundary integration as a double-edged sword. Journal of Management, 42(4), págs. 960-981.

取自“http://www.obhrm.net/index.php?title=Family_Involvement_Scale_家庭卷入量表&oldid=1022”