Preliminary revision and validation of the Human Resource Attributions Scale

被引：0
|
作者：
Zheng, Haitao [1 ]
Lin, Xinqi [2 ]
Ding, He [3 ]
Su, Weilin [4 ]
机构：
[1] Chinese Acad Labour & Social Secur, Beijing, Peoples R China
[2] Renmin Univ China, Sch Lab & Human Resources, Beijing, Peoples R China
[3] North China Elect Power Univ, Sch Econ & Management, Beijing, Peoples R China
[4] Capital Normal Univ, Sch Literature, Beijing, Peoples R China
来源：
JOURNAL OF PSYCHOLOGY IN AFRICA | 2023年 / 33卷 / 02期
基金：
中国国家自然科学基金;
关键词：
attribution theory; corporate image; human resource attributions; scale revision; HR ATTRIBUTIONS; SYSTEMS; PERFORMANCE; ATTITUDES; STRATEGY; LINK;
D O I：
10.1080/14330237.2023.2182032
中图分类号：
B84 [心理学];
学科分类号：
04 ; 0402 ;
摘要：
This study aimed to revise and validate the Human Resources Attributions (HRAs) scale for use in a Chinese context. 480 Chinese employees from a financial organisation completed the survey (female = 55.3%; bachelor's degree = 70%; mean age = 36.4 years, SD = 8.513 years). Exploratory factors analysis yielded a two-factor scale of commitment-focused HRAs (alpha = 0.806) and control-focused HRAs (alpha = 0.836). Commitment-focused HRAs are service quality-oriented, while control-focused HRAs aim to reduce costs to the organisation. The revised HRA scale includes an item related to corporate image, adding to its incremental value. The test and use of this scale are recommended in other countries for evidence of cross-cultural transposability.
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页码：144 / 149
页数：6
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