PDF(Pubmed)
Abstract：
UNASSIGNED: The study aims to adapt and validate the Indonesian version of the commitment to change scale that was initially developed by Herscovitch and Meyer.
UNASSIGNED: Data were collected using an online application among faculty members of several universities who have experienced policy changes from the Indonesian government regarding research-related issues. A total of 204 responses were obtained. The data was validated using the Content Validity Index (CVI), the Confirmatory Factor Analysis (CFA), the Convergent and Discriminant correlations as well as the Cronbach\'s alpha.
UNASSIGNED: The results demonstrated that commitment to change could be represented by three dimensions of affective, continuance and normative commitment to change, although there is one item that must be adjusted. The results of the Scale-Content Validity Index (S-CVI) show that the commitment to change scale has excellent content validity (S-CVI/Ave = 0.97). CFA results show a good fit, Cronbach\'s alpha obtains good results with ACTC (α = 0.71); CCTC (α = 0.83); NCTC (α = 0.77) and Construct Reliability (CR) values obtained are also quite good with ACTC = 0.85; CCTC = 0.86; NCTC = 0.86. From the results of the convergent and discriminant validity tests, it was found that the affective commitment to change positively correlates with job satisfaction and negatively correlates with job stress. However, both continuance and normative commitment to change scale does not correlate with the two variables.
UNASSIGNED: The Indonesian version of the commitment to change scale shows good psychometric properties and has proven valid to provide the measurement of commitment to change, especially for the faculty members in Indonesia.
UNASSIGNED: Data were collected using an online application among faculty members of several universities who have experienced policy changes from the Indonesian government regarding research-related issues. A total of 204 responses were obtained. The data was validated using the Content Validity Index (CVI), the Confirmatory Factor Analysis (CFA), the Convergent and Discriminant correlations as well as the Cronbach\'s alpha.
UNASSIGNED: The results demonstrated that commitment to change could be represented by three dimensions of affective, continuance and normative commitment to change, although there is one item that must be adjusted. The results of the Scale-Content Validity Index (S-CVI) show that the commitment to change scale has excellent content validity (S-CVI/Ave = 0.97). CFA results show a good fit, Cronbach\'s alpha obtains good results with ACTC (α = 0.71); CCTC (α = 0.83); NCTC (α = 0.77) and Construct Reliability (CR) values obtained are also quite good with ACTC = 0.85; CCTC = 0.86; NCTC = 0.86. From the results of the convergent and discriminant validity tests, it was found that the affective commitment to change positively correlates with job satisfaction and negatively correlates with job stress. However, both continuance and normative commitment to change scale does not correlate with the two variables.
UNASSIGNED: The Indonesian version of the commitment to change scale shows good psychometric properties and has proven valid to provide the measurement of commitment to change, especially for the faculty members in Indonesia.
摘要：
UNASSIGNED：该研究旨在适应和验证最初由Herscovitch和Meyer开发的印尼版本的变更规模承诺。
UNASSIGNED：数据是通过几所大学的教师在线申请收集的，这些大学经历了印尼政府关于研究相关问题的政策变化。共获得204个响应。使用内容有效性指数(CVI)验证数据，验证性因子分析(CFA)，收敛和判别相关性以及Cronbachα。
未经评估：结果表明，对变化的承诺可以通过三个情感维度来表示，对变革的持续和规范承诺，虽然有一项必须调整。量表内容效度指数（S-CVI）的结果表明，承诺变化量表具有出色的内容效度（S-CVI/Ave=0.97）。CFA结果显示，Cronbach的α与ACTC（α=0.71）获得了良好的结果；CCTC（α=0.83）;NCTC（α=0.77）和构造可靠性（CR）值也很好，ACTC=0.85;CCTC=0.86;NCTC=0.86。从收敛性和判别有效性检验的结果来看，研究发现，改变的情感承诺与工作满意度呈正相关，与工作压力呈负相关。然而,对变化规模的连续性和规范性承诺都与这两个变量不相关。
UNASSIGNED：印尼语版本的承诺变化量表显示出良好的心理测量特性，并且已被证明可以有效地提供对变化的承诺的度量，特别是对印度尼西亚的教职员工来说。
UNASSIGNED：数据是通过几所大学的教师在线申请收集的，这些大学经历了印尼政府关于研究相关问题的政策变化。共获得204个响应。使用内容有效性指数(CVI)验证数据，验证性因子分析(CFA)，收敛和判别相关性以及Cronbachα。
未经评估：结果表明，对变化的承诺可以通过三个情感维度来表示，对变革的持续和规范承诺，虽然有一项必须调整。量表内容效度指数（S-CVI）的结果表明，承诺变化量表具有出色的内容效度（S-CVI/Ave=0.97）。CFA结果显示，Cronbach的α与ACTC（α=0.71）获得了良好的结果；CCTC（α=0.83）;NCTC（α=0.77）和构造可靠性（CR）值也很好，ACTC=0.85;CCTC=0.86;NCTC=0.86。从收敛性和判别有效性检验的结果来看，研究发现，改变的情感承诺与工作满意度呈正相关，与工作压力呈负相关。然而,对变化规模的连续性和规范性承诺都与这两个变量不相关。
UNASSIGNED：印尼语版本的承诺变化量表显示出良好的心理测量特性，并且已被证明可以有效地提供对变化的承诺的度量，特别是对印度尼西亚的教职员工来说。
