韩文版组织公正问卷的信度与效度
Reliability and validity of the Korean version of organizational justice questionnaire.
作者信息
Park Hanul, Lee Kang-Sook, Park Yong-Jun, Lee Dong-Joon, Lee Hyun-Kyung
机构信息
1Department of Preventive Medicine, College of Medicine, The Catholic University of Korea, 222, Banpo-daero, Seocho-gu, Seoul, 06591 Republic of Korea.
2Graduate School of Public Health, The Catholic University of Korea, Seoul, Republic of Korea.
出版信息
Ann Occup Environ Med. 2018 Apr 23;30:26. doi: 10.1186/s40557-018-0238-8. eCollection 2018.
BACKGROUND
Many studies show that organizational justice (OJ) is related to psychological determinants of employee health. To prevent health problems related to OJ in Korean workplaces and to accurately measure OJ, we developed the Korean version of the Organizational Justice Questionnaire (K-OJQ) and assessed its validity and reliability.
METHODS
A questionnaire draft of the K-OJQ was developed using back-translation methods, which was preliminary tested by 32 employees in Korea. Feedback was received and the K-OJQ was finalized. This study used data from 303 workers (172 males, 131 females) in Korea using the K-OJQ, job stress, and lifestyle questionnaires.
RESULTS
Cronbach's α coefficients of the internal consistency reliability was 0.92 for procedural justice and 0.94 for interactional justice. Factor analyses using SPSS 24 and Amos 23 extracted two expected factors, named procedural justice (7 items; range, 1.0-5.0) and interactional justice (6 items; range, 1.0-5.0) and showed a reliable fit (χ = 182; = .000; GFI = .912; AGFI = .877; CFI = .965; RMSEA = .077). Furthermore, higher procedural justice and interactional justice levels were correlated with lower job demand (- 0.33; - 0.36), insufficient job control (- 0.36; - 0.41), interpersonal conflict (- 0.45; - 0.51), job insecurity (- 0.33; - 0.34), organizational system (- 0.64; - 0.64), and lack of reward (- 0.55; - 0.63).
CONCLUSIONS
The K-OJQ was objectively validated through statistical methods.
背景
许多研究表明，组织公正（OJ）与员工健康的心理决定因素相关。为预防韩国工作场所中与组织公正相关的健康问题，并准确衡量组织公正，我们编制了韩文版的组织公正问卷（K-OJQ），并评估了其效度和信度。
方法
采用回译法编制K-OJQ问卷初稿，由32名韩国员工进行预测试。收集反馈意见后确定了K-OJQ。本研究使用来自韩国303名工人（172名男性，131名女性）的数据，采用K-OJQ、工作压力和生活方式问卷。
结果
程序公正的内部一致性信度Cronbach's α系数为0.92，互动公正为0.94。使用SPSS 24和Amos 23进行的因子分析提取了两个预期因子，分别命名为程序公正（7个项目；范围为1.0 - 5.0）和互动公正（6个项目；范围为1.0 - 5.0），并显示出可靠的拟合度（χ = 182； = .000；GFI = .912；AGFI = .877；CFI = .965；RMSEA = .077）。此外，较高的程序公正和互动公正水平与较低的工作需求（-0.33；-0.36）、工作控制不足（-0.36；-0.41）、人际冲突（-0.45；-0.51）、工作不安全感（-0.33；-0.34）、组织系统（-0.64；-0.64）和缺乏奖励（-0.55；-0.63）相关。
结论
K-OJQ通过统计方法得到了客观验证。
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