UKRAINIAN-LANGUAGE ADAPTATION OF THE METHODOLOGY “ORGANIZATIONAL COMMITMENT QUESTIONNAIRE”: LOYALTY TO THE ORGANIZATION AND EDUCATIONAL INSTITUTION

Abstract

The article presents the results of the adaptation of the English-language methodology “Organizational Commitment Questionnaire” (R. Mowday, R. Steers, L. Porter) to the Ukrainian socio-cultural context. The relevance of the study is due to the need for a reliable and valid psychodiagnostic tool for assessing the level of organizational commitment of employees in conditions of socio-economic instability and labor market transformations. The paper presents 2 versions of the methodology that determine loyalty to the organization and educational institution. The analysis demonstrated the appropriateness of separating two relatively independent subscales, namely: "Involvement in the work of the organization" (α=0,899) and "Professional satisfaction" (α=0,826) in the first version of the questionnaire, which assesses commitment to the organization itself. The shortened version of the questionnaire, which contains 12 statements, has relatively high indicators of correspondence to empirical data (CFI=0,947; TLI=0,934; RMSEA=0,085), which confirms the appropriateness of separating two additional subscales. The reliability-consistency indicator of the general scale "Organizational commitment" has a high level (α=0,926).
The paper also provides data on the validity of the scales. The construct validity test showed high consistency of the indicators of the adapted method with the content of the scales “Professional Engagement”, “Professional Meaning” and “Positive Emotions” of the “PERMA-Profiler at the Workplace” method (adaptation by D. Lavrynenko). Also, all three scales correlate at a low significant level with the scales “Blind Obedience” and “Destructive Obedience” of the Organizational Obedience Questionnaire (adaptation by O. Savchenko, D. Lavrynenko), which indicates the readiness of employees with high organizational commitment to uncritical subordination or making management decisions without ­in-depth analysis. The criterion validity test showed that individuals with a high level of commitment do not show a desire to change their place of work, have received encouragement from management over the past year. It was also found that neither the general indicator of organizational commitment, nor involvement, nor satisfaction are related to the length of service in the organization.
The second version of the methodology also has a two-factor structure, combining the subscales: “Involvement in university life” (α=0,912), “Satisfaction with learning” (α=0,825). The overall scale demonstrates high reliability-consistency (α=0,927). The shortened two-factor structure also has the best fit to empirical data (CFI=0.947; TLI=0.935; RMSEA=0.083). The results obtained indicate satisfactory psychometric indicators of the adapted methodology, its reliability and validity, as well as the possibility of using the questionnaire for scientific research and for psychological assessment in an organizational setting.