Department of Public Health Hacettepe University Faculty of Medicine, Ankara, Turkey.
BMC Public Health. 2010 Mar 9;10:117. doi: 10.1186/1471-2458-10-117.
Today, many organizations have adopted some kind of empowerment initiative for at least part of their workforce. Over the last two decades, two complementary perspectives on empowerment at work have emerged: structural and psychological empowerment. Psychological empowerment is a motivational construct manifested in four cognitions: meaning, competence, self-determination and impact. The aim of this article is to examine the construct validity and reliability of the Turkish translation of Spreitzer's psychological empowerment scale in a culturally diverse environment.
The scale contains four dimensions over 12 statements. Data were gathered from 260 nurses and 161 physicians. The dimensionality of the scale was evaluated by exploratory factor analyses. To investigate the multidimensional nature of the empowerment construct and the validity of the scale, first- and second-order confirmatory factor analysis was conducted. Furthermore, Cronbach alpha coefficients were assessed to investigate reliability.
Exploratory factor analyses revealed that four factors in both solutions. The first- and second-order factor analysis indicated an acceptable fit between the data and the theoretical model for nurses and physicians. Cronbach alpha coefficients varied between 0.81-0.94 for both groups, which may be considered satisfactory.
The analyses indicated that the psychometric properties of the Turkish version of the scale can be considered satisfactory.
如今，许多组织已经为其部分员工实施了某种形式的赋权计划。在过去的二十年中，工作场所赋权出现了两种互补的视角：结构赋权和心理赋权。心理赋权是一种在四种认知中表现出来的激励性结构：意义、能力、自主和影响。本文旨在检验 Spreitzer 心理赋权量表的土耳其语翻译在文化多元化环境中的构念效度和信度。
该量表由 12 个条目组成，包含四个维度。数据来自 260 名护士和 161 名医生。通过探索性因素分析评估量表的维度。为了检验赋权结构的多维性和量表的有效性，进行了一阶和二阶验证性因素分析。此外，还评估了克朗巴赫 α 系数以检验信度。
探索性因素分析显示，两种解决方案中均有四个因素。一阶和二阶因子分析表明，护士和医生的数据与理论模型之间具有可接受的拟合度。对于两个群体，克朗巴赫 α 系数在 0.81-0.94 之间，这可能被认为是令人满意的。
分析表明，该量表的土耳其语版本的心理测量特性可以被认为是令人满意的。
