Peral Sergio L
Department of Psychology, Faculty of Humanities, University of the Witwatersrand, Johannesburg, South Africa.
Afr J Psychol Assess. 2025 May 20;7:163. doi: 10.4102/ajopa.v7i0.163. eCollection 2025.
The self-undermining scale is used to assess employee behaviours that undermine job performance, including making mistakes, creating conflict, creating confusion and creating a backlog in work tasks. To date, its psychometric properties have not been thoroughly investigated using item-response theory applications, especially in South Africa. Applying the Rasch Rating Scale Model, this study aimed to investigate the reliability and internal validity of the self-undermining scale, including item fit and rating scale functionality. Data were collected from 318 South African employees using a non-experimental, cross-sectional survey design. The instrument demonstrated unidimensional scaling with Cronbach's alpha and person separation values of 0.77 and 1.57, respectively. Item and category fit statistics showed satisfactory fit to the Rasch model, with only one item warranting further attention. Some refinements regarding item wording and rating scale optimisation are provided.
This study is the first to investigate the reliability and validity of the self-undermining scale through the Rasch Measurement Model. It also offers cautionary insights into the applicability of the scale to measure self-undermining among South African employees because of the lack of discriminatory power. Recommendations for further validation studies are provided.
自我破坏量表用于评估破坏工作绩效的员工行为，包括犯错、制造冲突、造成混乱以及在工作任务中积压工作。迄今为止，尚未使用项目反应理论应用对其心理测量特性进行全面研究，尤其是在南非。本研究应用拉施评分量表模型，旨在调查自我破坏量表的信度和内部效度，包括项目拟合和评分量表功能。采用非实验性横断面调查设计，从318名南非员工中收集数据。该工具显示出单维量表特性，克朗巴哈系数和人员分离值分别为0.77和1.57。项目和类别拟合统计显示与拉施模型拟合良好，只有一个项目需要进一步关注。提供了一些关于项目措辞和评分量表优化的改进建议。
本研究首次通过拉施测量模型调查自我破坏量表的信度和效度。由于缺乏区分能力，它还对该量表在南非员工中测量自我破坏行为的适用性提供了警示性见解。提供了进一步验证研究的建议。
