Assessing an organizational culture instrument based on the Competing Values Framework: exploratory and confirmatory factor analyses.
Assessing an organizational culture instrument based on the Competing Values Framework: exploratory and confirmatory factor analyses.
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根据竞争价值框架评估组织文化工具：探索性和验证性因素分析。
DOI：
10.1186/1748-5908-2-13
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发表时间：
2007-04-25
影响因子：
7.2
通讯作者：
Sales, Anne E.
中科院分区：
文献类型：
--
作者：
Helfrich, Christian D.;Li, Yu-Fang;Mohr, David C.;Meterko, Mark;Sales, Anne E.
竞争价值框架（CVF）已被广泛用于卫生服务研究，以评估组织文化作为质量改进实施，员工和患者满意度，团队运作，以及其他结果的预测。CVF工具通常被认为是经过良好验证的，具有可靠的汇总分量表。然而，在卫生部门只进行了一项研究，明确的目的是验证，研究人口仅限于医院管理人员从一个单一的地理位置。我们使用探索性和验证性因素分析来研究CVF工具数据的基本结构。我们分析了在退伍军人健康管理局（VHA）进行的工作环境调查的横截面数据。研究对象包括所有非主管职位的工作人员。该调查包括14个项目改编自流行的CVF工具，该工具根据四个分量表测量组织文化：等级，创业，团队和理性。本分析中使用了来自168家VHA机构的71，776名非监督员工（约应答率51%）的数据。各分量表的内部一致性为中度至重度（α = 0.68至0.85）。然而，创业，团队和理性分量表有较高的相关性，在各分量表之间比内，表明差的发散属性。探索性因素分析揭示了两个因素，包括10个项目从创业，团队，理性分量表加载的第一个因素，两个项目从分层分量表加载的第二个因素，沿着与一个项目从理性分量表，交叉加载两个因素。验证性因素分析结果表明，两个分量表的解决方案提供了一个更简约的适合的数据相比，原来的四个分量表模型。这项研究表明，可能存在的问题，将传统的CVF分量表的非主管，并强调了在每个新的背景下，他们被应用到人口的工具的心理测量特性进行评估的重要性。它还进一步强调了管理学者在以可靠和可比的方式评估组织文化时所面临的挑战。需要更多的研究，以确定是否紧急两个分量表的解决方案是一个有效的或有意义的替代方案，以及这些发现是否普遍超出VHA。
The Competing Values Framework (CVF) has been widely used in health services research to assess organizational culture as a predictor of quality improvement implementation, employee and patient satisfaction, and team functioning, among other outcomes. CVF instruments generally are presented as well-validated with reliable aggregated subscales. However, only one study in the health sector has been conducted for the express purpose of validation, and that study population was limited to hospital managers from a single geographic locale. We used exploratory and confirmatory factor analyses to examine the underlying structure of data from a CVF instrument. We analyzed cross-sectional data from a work environment survey conducted in the Veterans Health Administration (VHA). The study population comprised all staff in non-supervisory positions. The survey included 14 items adapted from a popular CVF instrument, which measures organizational culture according to four subscales: hierarchical, entrepreneurial, team, and rational. Data from 71,776 non-supervisory employees (approximate response rate 51%) from 168 VHA facilities were used in this analysis. Internal consistency of the subscales was moderate to strong (α = 0.68 to 0.85). However, the entrepreneurial, team, and rational subscales had higher correlations across subscales than within, indicating poor divergent properties. Exploratory factor analysis revealed two factors, comprising the ten items from the entrepreneurial, team, and rational subscales loading on the first factor, and two items from the hierarchical subscale loading on the second factor, along with one item from the rational subscale that cross-loaded on both factors. Results from confirmatory factor analysis suggested that the two-subscale solution provides a more parsimonious fit to the data as compared to the original four-subscale model. This study suggests that there may be problems applying conventional CVF subscales to non-supervisors, and underscores the importance of assessing psychometric properties of instruments in each new context and population to which they are applied. It also further highlights the challenges management scholars face in assessing organizational culture in a reliable and comparable way. More research is needed to determine if the emergent two-subscale solution is a valid or meaningful alternative and whether these findings generalize beyond VHA.
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DOI：
10.1080/10705519909540118
发表时间：
1999-01-01
影响因子：
6
作者：
Hu, Li-tze;Bentler, Peter M.
通讯作者：
Bentler, Peter M.
DOI：
10.1111/j.2044-8325.1996.tb00599.x
发表时间：
1996-03-01
影响因子：
6.2
作者：
Baron, H
通讯作者：
Baron, H
影响因子：
3
作者：
AKAIKE, H
通讯作者：
AKAIKE, H
影响因子：
3
作者：
Meterko, M;Mohr, DC;Young, GJ
通讯作者：
Young, GJ
影响因子：
3.6
作者：
Floyd, FJ;Widaman, KF
通讯作者：
Widaman, KF