Lee Dongseop, Cho Bongsoon, Seo Jeongil, Lee Khan-Pyo, Choi Jang-Ho
Psychol Rep. 2014 Feb;114(1):78-92. doi: 10.2466/01.08.PR0.114k14w6.
This study examined the discriminant and criterion-related validity of the Relative Deprivation Scale. The data were collected from 151 Korean employees who had recently experienced a merger and acquisition. The results of confirmatory factor analysis revealed that the two dimensions of relative deprivation (egoistic and fraternal relative deprivation) are clearly distinguishable from other conceptually related variables, such as negative affectivity, resistance to change, overall job dissatisfaction, and distributive justice. In addition, egoistic relative deprivation made a unique incremental contribution to explaining employee turnover intention beyond the contribution of conceptually related variables, while fraternal relative deprivation did not.
本研究考察了相对剥夺量表的区分效度和效标关联效度。数据收集自151名近期经历过并购的韩国员工。验证性因素分析结果表明，相对剥夺的两个维度（利己主义相对剥夺和兄弟情谊相对剥夺）与其他概念相关变量，如消极情感、对变革的抵触、总体工作不满和分配公平，有明显区别。此外，利己主义相对剥夺在解释员工离职意图方面，除了概念相关变量的贡献外，还做出了独特的增量贡献，而兄弟情谊相对剥夺则没有。
