大型复杂产品制造业集群供应链绩效评价模式研究

本文在已有文献的基础上,结合大型复杂产品制造业集群供应链的特点,提出了用协同性、可靠性、柔性、质量管理和成本控制等5个潜在变量和16个观测变量来评价供应链绩效;在此基础上,用结构方程建模的方法构建了四种评价大型复杂产品制造业集群供应链绩效的可能模式,即单因素一阶模式,潜变量间互不相关的一阶模式,潜变量间存在相关的一阶模式和二阶模式。由于探索性因素分析方法无法建立一致性的绩效评价构面及其体系,因此本文采用验证性因素分析方法从匹配度和稳定性方面来验证和筛选上述四种可能的供应链绩效评价模式。研究结果表明,二阶验证性因素分析模式与样本数据的拟合程度最佳,是有效且可靠的集群供应链绩效评价模式。     

Applying multilevel confirmatory factor analysis techniques to the study of leadership

Statistical issues associated with multilevel data are becoming increasingly important to organizational researchers. This paper concentrates on the issue of assessing the factor structure of a construct at aggregate levels of analysis. Specifically, we describe a recently developed procedure for performing multilevel confirmatory factor analysis (MCFA) [Muthen, B.O. (1990). Mean and covariance structure analysis of hierarchical data. Paper presented at the Psychometric Society, Princeton, NJ; Muthen, B.O. (1994). Multilevel covariance structure analysis. Sociological Methods and Research, 22, 376–398], and provide an illustrative example of its application to leadership data reflecting both the organizational and societal level of analysis. Overall, the results of our illustrative analysis support the existence of a valid societal-level leadership construct, and show the potential of this multilevel confirmatory factor analysis procedure for leadership research and the field of I/O psychology in general.     

先前经验、学习风格与创业能力的实证研究

如何提升创业者的创业能力是目前创业实践中亟待解决的问题。在将经验和能力区分开的基础上,从创业学习的视角出发,深入挖掘创业者先前经验与创业能力之间的作用关系机制,探讨创业者经验向创业能力转化的内在机理,采用探索性因子分析、验证性因子分析、层级回归分析等方法,对173家中国新创企业的调查问卷进行分析。研究结果表明,学习风格在创业者先前经验与创业能力的关系中发挥调节作用,不同类型的先前经验对不同类型的创业能力产生影响,创业者的学习风格也并非像以往研究所认为的那样存在优劣之分,而是存在一个匹配关系,当创业者的信息获取/转化方式与他的先前经验类型相匹配时,这一类型的经验才能更好的转化为创业能力。     

Using Davis's Perceived Usefulness and Ease-of-use Instruments for Decision Making: A Confirmatory and Multigroup Invariance Analysis

As key components of Davis's technology acceptance model (TAM), the perceived usefulness and perceived ease-of-use instruments are widely accepted among the MIS research community as tools for evaluating information system applications and predicting usage. Despite this wide acceptance, a series of incremental cross-validation studies have produced conflicting and equivocal results that do not provide guidance for researchers or practitioners who might use the TAM for decision making. Using a sample of 902 “initial exposure” responses, this research conducts: (1) a confirmatory factor analysis to assess the validity and reliability of the original instruments proposed by Davis, and (2) a multigroup invariance analysis to assess the equivalence of these instruments across subgroups based on type of application, experience with computing, and gender. In contrast to the mixed results of prior cross-validation efforts, the results of this confirmatory study provide strong support for the validity and reliability of Davis's sixitem perceived usefulness and six-item ease-of-use instruments. The multigroup invariance analysis suggests the usefulness and ease-of-use instruments have invariant true scores across most, but not all, subgroups. With notable exemptions for word processing applications and users with no prior computing experience, this research provides evidence that the item-factor loadings (true scores) are invariant across spread sheet, database, and graphic applications. The implications of the results for managerial decision making are discussed.     

Confirmatory Factor Analysis of the End‐User Computing Satisfaction Instrument: Replication within an ERP Domain*

Over the past decade, organizations have made significant investments in enterprise resource planning (ERP) systems. The realization of benefits from these investments depends on supporting effective use of information technology (IT) and satisfying IT users. User satisfaction with information systems is one of the most important determinants of the success of those systems. Drawing upon a sample of 407 end users of ERP systems and working within the framework of confirmatory factor analysis (CFA), this study examines the structure and dimensionality, and reliability and validity of the end‐user computing satisfaction (EUCS) instrument posited by Doll and Torkzadeh (1988) . In response to Klenke's (1992) motion to cross‐validate management information system (MIS) instruments and to retest the end user computing satisfaction instrument using new data, this study's results, consistent with previous findings, confirm that the EUCS instrument maintains its psychometric stability when applied to users of enterprise resource planning application software. Implications of these results for practice and research are provided.     

基于企业生命周期的组织创新要素与技术创新要素协同模式研究

为解决我国企业技术创新高投入低产出的问题,本文提出了同时实施与技术创新具有互补性的组织创新的必要性。以组织创新与技术创新内部复杂相关关系作为研究对象,深入分析了不同企业生命周期阶段组织创新与技术创新协同的不同导向关系。构建企业出生、成长、成熟与蜕变阶段的组织创新要素与技术创新要素协同模型,并应用129家企业的问卷调研数据对理论模型进行验证。研究将有助于管理者深入理解企业不同生命阶段的创新行为,并据此科学地实施组织创新与技术创新来延长企业的生命周期。     

A revised learning transfer system inventory: factorial replication and validation

The learning transfer system inventory (LTSI) is an empirically derived self-report 16-factor inventory designed to assess individual perceptions of catalysts and barriers to the transfer of learning from work-related training. Although a good deal of research has been done addressing various dimensions of the LTSI's construct validity, minor discrepancies in factor solutions in several studies together with problematic fit of some items suggest that further construct validity research is needed. Using data collected in 17 countries and utilizing 14 different language versions of the LTSI, the research objectives for this research were to (1) determine the number and nature of common factors involved to account for the pattern of correlations among the measured variables in LTSI version 3 using exploratory factor analysis (EFA) and (2) test via confirmatory factor analysis the validity of the factorial structure of the LTSI that emerged from the EFA and scale refinement efforts. Results provided strong support for the five- and 11-factor structure of the program-specific and training-general domains of a 48-item LTSI.     

Validation of the Learning Transfer System Inventory (LTSI) in the Korean corporate context

Lack of a valid instrument to measure learning transfer predictors has been the major obstacle hindering Human Resource Development (HRD) professionals from moving forward. This problem is one of the lingering HRD issues in South Korea, in which human resources have been strategically emphasized as a critical asset due to the scarcity of natural resources. To address this issue, this study aims at testing the validity and reliability of the data collected with the Korean Learning Transfer System Inventory (LTSI) Version 4. A sample of 753 managers from 16 Korean industries was divided into two subsamples for exploratory and confirmatory factor analyses. Reliability and the effect of common method variance on the factor structure were examined, with the results suggesting that the LTSI is valid for use in the Korean industry.     

Mentoring Functions: A Contemporary View of the Perceptions of Mentees and Mentors

The purpose of this study was to develop an instrument for assessing mentoring based in contemporary organizational life. In the first phase of the study, 24 mentees and 24 mentors were interviewed about their mentoring experience. In-depth analysis of the interview data resulted in the development of an instrument to measure mentoring functions. In the second phase of the study, the instrument was tested for its factor structure using a large sample of 272 mentees and 228 mentors. A two-phase statistical analysis, principal components analysis with one sample followed by confirmatory factor analysis with the other, revealed eight distinct functions of mentoring. Mentees and mentors were found to share similar perceptions about the mentoring functions that occur in their relationships. The results represent a thorough attempt to define and describe mentoring in a contemporary organizational environment.     

创新人才胜任力模型实证研究

利用开放式问卷调查、关键事件访谈等方法,设计创新人才胜任力调查量表,从人才供应—需求视角出发,对我国一些研究型大学、科研院所和科技型企业进行调研。基于此,运用探索性因素分析和验证性因素分析,构建了由27个胜任特征项目构成创新知识、创新品德、创新能力、创新精神、创新人格五大胜任力维度的创新人才胜任力结构模型。该模型具有良好的信度和效度,丰富了胜任力理论体系,为大学、企业等组织创新人才选拔、培养和评价工作提供决策参考。     

Quality management as a tool for job satisfaction improvement in low-level technology organizations: the case of Ethiopia

Human resources are an important determinant of operational performances as it is crucial for quality improvement. Research suggests that issues related to quality of work life of employees are often overlooked in low technology level organizations in the developing countries. This article aims to investigate the relationship between quality management (QM) practices and job satisfaction (JS) in relation with the Ethiopian manufacturing organizations. Data were collected using a structured survey questionnaire and face-to-face interviews of shop-floor workers. Exploratory and confirmatory factor analysis was used to validate the survey instrument and structural equation modelling was used for the analysis. The findings provide evidence that top management commitment, participation of employees and continuous improvement are significantly and positively associated with JS. However, customer focus has insignificant relationship and surprisingly, teamwork showed unexpected negative relationship with JS. The study provides important insights into the true worth of QM implementation in which it enforces the belief that its practices are the decisive factor in enhancing workplace satisfaction of employees.     

Measurement equivalence of Watson and Clark's 18 surrogate measures of negative affectivity: Applying the principle of tetrad differences to an incomplete correlation matrix

Watson and Clark concluded, based primarily on a subjective analysis of the positive manifold of 87 intercorrelations, that 18 personality measures were manifestations of the same stable and pervasive trait of negative affectivity. Confirmatory factor analysis to test a one-factor measurement model was not possible, since only an incomplete matrix of correlations (87 out of 153) was available. In this paper, the principle of tetrad differences was applied to an incomplete correlation matrix to test for a general factor across the 18 measures. This principle assesses the equivalence of different measures hypothesized to tap into the same construct. Of the 614 first-order partial correlations, only 44 (7.2%) failed to satisfy the principle of tetrad differences, indicating support for a common underlying trait. In addition, confirmatory factor analysis and Herman's one-factor test provided support for a general factor across a subset of the 18 scales for which a complete matrix of correlations was available.     

基于消费者体验的产品创意维度构成及测量

创意是一个个人的或社会的现象,同个人化判断或社会判断有关。虽然国外从消费者感知的角度对创意的研究逐渐增多,但国内还未出现任何对创意体验的实证研究。本文站在顾客感知的角度探索创意体验的维度构成,并采用探索性因子分析和确定性因子分析确定创意体验的三维度,即新颖性评价、风格性评价和响应性评价,从客观性社会标准和主观性体验感知等不同层面解构创意维度的构成,弥补了现有创意评价模型主观性过强或缺乏与人互动的不足。     

The MLQ revisited: psychometric properties and recommendations

The Multifactor Leadership Questionnaire (MLQ) is one of the most widely used instruments to measure transformational and transactional leader behaviors in the organizational sciences. A review of this literature reveals inconsistent research findings, which may be due to the psychometric properties of the MLQ. Data from four samples of managers were employed to investigate the underlying factor structure of the MLQ. In independent samples, the data fail to support the hypothesized structure of the MLQ in first- and second-order confirmatory factor analyses (CFA). However, a reduced set of items from the MLQ appear to show preliminary evidence of construct and predictive validity. Implications for future research and theoretical development are discussed.     

Structural invariance and stability of sense of coherence: A longitudinal analysis of two groups with different employment experiences

This 5-year follow-up study investigated the structure and the factorial invariance of the 13-item sense of coherence (SOC) scale (Antonovsky, 1987a) in two employment groups (unemployment/lay-off experiences vs. continuous full-time employment) and across two measurement times. In addition, the stability of SOC between these two employment groups was compared. The postal questionnaire data was collected twice, in 1992 and in 1997. The participants were Finnish technical designers (N=352) aged between 25 and 40 years in 1992. A total of 51% of the investigated participants had been employed full-time during the 5-year follow-up period and 49% had been unemployed and/or laid off for a total period of at least one month during the follow-up. The confirmatory factor analysis indicated that the SOC scale measured one general second-order SOC factor consisting of three, first-order factors of meaningfulness, comprehensibility, and manageability. The results also indicated that the scale was best used as an 11-item measure. The factorial invariance of the scale across time and across the two employment groups was supported by the data. Unexpectedly, the stability of SOC did not differ between the two employment groups. However, those participants who had experienced unemployment and/or been laid off during the follow-up period had a weaker SOC at both measurement times than those who had been employed throughout the follow-up.     

Structural invariance and stability of sense of coherence: A longitudinal analysis of two groups with different employment experiences

This 5-year follow-up study investigated the structure and the factorial invariance of the 13-item sense of coherence (SOC) scale (Antonovsky, ) in two employment groups (unemployment/lay-off experiences vs. continuous full-time employment) and across two measurement times. In addition, the stability of SOC between these two employment groups was compared. The postal questionnaire data was collected twice, in 1992 and in 1997. The participants were Finnish technical designers (N=352) aged between 25 and 40 years in 1992. A total of 51% of the investigated participants had been employed full-time during the 5-year follow-up period and 49% had been unemployed and/or laid off for a total period of at least one month during the follow-up. The confirmatory factor analysis indicated that the SOC scale measured one general second-order SOC factor consisting of three, first-order factors of meaningfulness, comprehensibility, and manageability. The results also indicated that the scale was best used as an 11-item measure. The factorial invariance of the scale across time and across the two employment groups was supported by the data. Unexpectedly, the stability of SOC did not differ between the two employment groups. However, those participants who had experienced unemployment and/or been laid off during the follow-up period had a weaker SOC at both measurement times than those who had been employed throughout the follow-up.     

基于行为的组织中层管理者工作绩效评价结构研究

本研究从行为视角出发,运用探索性和验证性因素分析方法对组织中层管理者的工作绩效评价结构进行了探讨.研究结果表明:组织中层管理者的工作绩效是一个可以通过行为表现来反映的构念.组织中层管理者的工作绩效评价结构由五个维度构成:人际沟通、行事风格、领导作为、任务执行和敬业尽责,五维度评价结构能较好地反映中层管理者工作绩效的特殊性.五维度评价结构模型与西方关于工作绩效的"任务-周边绩效"模型存在明显差异.     

Measurement Equivalence Using Generalizability Theory: An Examination of Manufacturing Flexibility Dimensions

As the field of decision sciences in general and operations management in particular has matured from theory building to theory testing over the past two decades, it has witnessed an explosion in empirical research. Much of this work is anchored in survey‐based methodologies in which data are collected from the field in the form of scale items that are then analyzed to measure latent unobservable constructs. It is important to assess the invariance of scales across groups in order to reach valid, scientifically sound conclusions. Because studies have often been conducted in the field of decision sciences with small sample sizes, it further exacerbates the problem of reaching incorrect conclusions. Generalizability theory can more effectively test for measurement equivalence in the presence of small sample sizes than the confirmatory factor analysis (CFA) tests that have been conventionally used for assessing measurement equivalency across groups. Consequently, we introduce and explain the generalizability theory (G‐theory) in this article to examine measurement equivalence of 24 manufacturing flexibility dimension scales that have been published in prior literature and also compare and contrast G‐theory with CFA. We show that all the manufacturing flexibility scales tested in this study were invariant across the three industry SIC groups from which data were collected. We strongly recommend that G‐theory should always be used for determining measurement equivalence in empirical survey‐based studies. In addition, because using G‐theory alone does not always reveal the complete picture, CFA techniques for establishing measurement equivalence should also be invoked when sample sizes are large enough to do so. Implications of G‐theory for practice and its future use in operations management and decision sciences research are also presented.     

The measurement of coping with stress: Construct validity of the ways of coping checklist and the cybernetic coping scale

Though numerous Measures of coping have been presented in the literature, procedures used to evaluate the construct validiy of these measures are incomplete, and few studies have examined multiple measures using data from the same sample, This study presents a comparative evaluation of the construct validity of the Ways of Coping Checklist (WCCL; Lazarus and Folkman 1984) and the Cybernetic Coping Scale (CCS; Edwards 1991), based on confirmatory factor analyses of data from 116 MBA students. Results provided moderate support fot the CCS and weak suport fot the WCCL. Recommendations for the use of the WCCL and CCS are offered, and procedures for the development of coping measures are discussed.     

On the Measurements of Board Composition: Poor Consistency and a Serious Mismatch of Theory and Operationalization

Over two dozen operationalizations of board composition can be identified from the empirical literature. A structural equations confirmatory factor analysis (LISREL 8.03) suggests that these operationalizations do not constitute a single construct of board independence. Instead, analyses strongly indicate three separate constructs. Common operationalizations of board composition, then, are neither tenable surrogates for one another nor are they interchangeable. Implications for empirical aggregation of studies, theory/measurement convergence, and the current corporate governance public policy debate are discussed.