No full-text available
To read the full-text of this research,
you can request a copy directly from the authors.
Uso de vinhetas âncora nas pesquisas em Psicologia Organizacional e do Trabalho
Abstract
Surveys in organizational behavior generally use Likert scales. Such scales, on the one hand, yield feedback, as well as knowledge about feelings and attitudes of different stakeholders. However, on the other hand, they are susceptible to bias due to response styles, which can lead to spurious results. This article aimed to present the use of anchor vignettes as a strategy to control the response bias due to the response style in surveys with Likert scales, focused on the organizational area. Practicality and economization are important criteria to recommend the adoption of anchor vignettes, considered a useful and effortless application method to control the bias of the response on Likert scales. Thus, we present the method in five steps; if these are followed, it will improve the reliability of quantitative research in organizational and work psychology.
Este artigo examina as possibilidades e limitações do uso de vinhetas como uma abordagem metodológica inovadora para investigar crenças, julgamentos e processos decisórios dos profissionais de educação, com foco na implementação de políticas educacionais no Brasil. A partir de uma revisão da literatura nacional, o estudo destaca lacunas teóricas e metodológicas no entendimento de como esses atores interpretam as políticas, julgam os cidadãos e tomam decisões. São necessárias metodologias que possibilitem ampliar as amostras de participantes, comparar e realizar análises sistemáticas. As vinhetas emergem como uma ferramenta valiosa para preencher essas lacunas, contribuindo para uma compreensão dos processos decisórios e dos fatores que influenciam o comportamento dos profissionais de educação. O artigo apresenta três tipos de uso de vinheta - i) uso quantitativo; ii) uso qualitativo; iii) uso qualitativo experimental, e discute as vantagens e limitações de cada uso.
Likert scale is the most widely used psychometric scale for obtaining feedback. The major disadvantage of Likert scale is information distortion and information loss problem that arise due to its ordinal nature and closed format. Real-world responses are mostly inconsistent, imprecise and indeterminate depending on the customers' emotions. To capture the responses realistically , the concept of neutrosophy (study of neutralities and indeterminacy) is used. Indeterminate Likert scale based on neutrosophy is introduced in this paper. Clustering according to customer feedback is an effective way of classifying customers and targeting them accordingly. Clustering algorithm for feedback obtained using indeterminate Likert scaling is proposed in this paper. While dealing real-world scenarios, indeterminate Likert scaling is better in capturing the responses accurately.
This paper aims to reduce the job performance self-assessment scale as well as control the response bias and acquiescence bias using vignettes anchors and inverted items. The original scale database was composed of 20 items divided into two factors: task and context. For the reduction, the ten items with higher factor loads and thresholds were chosen. The reduced scale was estimated by a general factor and two specific dimensions: task and context, representing a bifactor model, with adequate adjustment indicators (RMSEA = .05; TLI = .98). To control response bias and acquiescence, a second study was carried out, in which the responses were recoded and factor analyses were performed in order to make a comparison of the results with and without the use of the vignettes and inverted items. The results indicated that the vignettes improved the factorial loads; however, the reversed items did not perform better than the vignettes.
Este artículo tiene como objetivo reducir la Escala de autoevaluación de Desempeño en el trabajo, como también controlar el direccionamiento de respuesta y aprobación, utilizando la técnica de viñetas y elementos invertidos. Para la reducción de la escala, se utilizó el banco de datos de la escala original, compuesta por 20 elementos divididos en dos factores: tarea y contexto. Para la reducción, fueron elegidos los 10 elementos con mayores cargas factoriales y thresholds. La escala reducida fue estimada por un factor general y dos dimensiones específicas: Tarea y contexto, representando un modelo bifactor, con indicadores de ajustes adecuados (RMSEA = 0,05; TLI = 0,98). Para controlar el direccionamiento de respuesta y aprobación, fue realizada una colecta de datos, en la cual las respuestas fueron recodificadas y realizados análisis factoriales con la finalidad de realizar una comparación de los resultados con y sin la utilización de viñetas y elementos invertidos. Los resultados apuntaron a que las viñetas mejoraron las cargas factoriales de los análisis, y que los elementos invertidos no tuvieron mejores resultados además de las viñetas.
This paper aims to reduce the job performance self-assessment scale as well as control the response and acquiescence bias using vignettes anchors and inverted items. For the reduction of the scale, the original scale database was used, composed of 20 items divided into two factors: task and context. For the reduction, the 10 items with higher factor loads and thresholds were chosen. The reduced scale was estimated by a general factor and two specific dimensions: task and context, representing a bifactor model, with adequate adjustment indicators (RMSEA = 0.05; TLI = 0.98). To control response bias and acquiescence, a second study was carried out, in which the responses were recoded and factor analyses were performed in order to make a comparison of the results with and without the use of the vignettes and inverted items. The results indicated that the vignettes improved the factorial loads, however, the inverted items did not perform better than the vignettes.
Previous research by Zhang and Savalei (2015) proposed an alternative scale format to the Likert scale format: the Expanded format. Scale items in the Expanded format present both positively worded and negatively worded sentences as response options for each scale item; therefore, they were less affected by the acquiescence bias and method effects that often occur in the Likert scale items. The major goal of the current study is to further demonstrate the superiority of the Expanded format to the Likert format across different psychological scales. Specifically, we aim to replicate the findings of Zhang and Savalei and to determine whether order effect exists in the Expanded format scales. Six psychological scales were examined in the study, including the five subscales of the big five inventory (BFI) and the Rosenberg self-esteem (RSE) scale. Four versions were created for each psychological scale. One version was the original scale in the Likert format. The other three versions were in different Expanded formats that varied in the order of the response options. For each scale, the participant was randomly assigned to complete one scale version. Across the different versions of each scale, we compared the factor structures and the distributions of the response options. Our results successfully replicated the findings of Zhang and Savalei, and also showed that order effect was generally absent in the Expanded format scales. Based on these promising findings, we encourage researchers to use the Expanded format for these and other scales in their substantive research.
Personality researchers and clinical psychologists have long been interested in within-person variability in a given personality trait. Two critical methodological challenges that stymie current research on within-person variability are separating meaningful within-person variability from (a) true differences in trait level; and (b) careless responding (or person unreliability). To partly avoid these issues, personality researchers commonly only study within-person variability in personality states over time using the standard deviation (SD) across repeated measurements of the same items (typically across days)-a relatively resource-intensive approach. In this article, we detail an approach that allows researchers to measure another type of within-person variability. The described approach utilizes item-response theory (IRT) on the basis of Böckenholt's (2012) three-process model, and extracts a meaningful variability score from Likert-ratings of personality descriptions that is distinct from directional (trait) responding. Two studies (N = 577; N = 120-235) suggest that IRT variability generalizes across traits, has high split-half reliability, is not highly correlated with established indices of IRT person unreliability for directional trait responding, and correlates with within-person SDs from personality inventories and within-person SDs in a diary study with repeated measurements across days 20 months later. The implications and usefulness of IRT variability from personality descriptions as a conceptually clarified, efficient, and feasible assessment of within-person variability in personality ratings are discussed.
While a large family of unfolding models for Likert-scale response data have been developed for decades, very few applications of these models have been witnessed in practice. There may be several reasons why these have not appeared more widely in published research, however one obvious limitation appears to be the absence of suitable software for model estimation. In this article, the authors demonstrate how the mirt package can be adopted to estimate parameters from various unidimensional and multidimensional unfolding models. To concretely demonstrate the concepts and recommendations, a tutorial and examples of R syntax are provided for practical guidelines. Finally, the performance of mirt is evaluated via parameter-recovery simulation studies to demonstrate its potential effectiveness. The authors argue that, armed with the mirt package, applying unfolding models to Likert-scale data is now not only possible but can be estimated to real-datasets with little difficulty.
The Likert scale is widely used in social work research, and is commonly constructed with four to seven points. It is usually treated as an interval scale, but strictly speaking it is an ordinal scale, where arithmetic operations cannot be conducted. There are pros and cons in using the Likert scale as an interval scale, but the controversy can be handled by increasing the number of points. Several researchers have suggested bringing the number up to eleven, on the basis of empirical data. In this article the authors explore this rational and share the same view, but simulate artificial data from both symmetrical normal and skewed distributions where the underlying metric is known in advance. Results show that more Likert scale points will result in a closer approach to the underlying distribution, and hence normality and interval scales. To increase generalizability social work practitioners are encouraged to use 11-point Likert scales from 0 to 10, a natural and easily comprehensible range.
A trenchant and passionate dispute over the use of parametric versus non-parametric methods for the analysis of Likert scale ordinal data has raged for the past eight decades. The answer is not a simple “yes” or “no” but is related to hypotheses, objectives, risks, and paradigms. In this paper, we took a pragmatic approach. We applied both types of methods to the analysis of actual Likert data on responses from different professional subgroups of European pharmacists regarding competencies for practice. Results obtained show that with “large” (>15) numbers of responses and similar (but clearly not normal) distributions from different subgroups, parametric and non-parametric analyses give in almost all cases the same significant or non-significant results for inter-subgroup comparisons. Parametric methods were more discriminant in the cases of non-similar conclusions. Considering that the largest differences in opinions occurred in the upper part of the 4-point Likert scale (ranks 3 “very important” and 4 “essential”), a “score analysis” based on this part of the data was undertaken. This transformation of the ordinal Likert data into binary scores produced a graphical representation that was visually easier to understand as differences were accentuated. In conclusion, in this case of Likert ordinal data with high response rates, restraining the analysis to non-parametric methods leads to a loss of information. The addition of parametric methods, graphical analysis, analysis of subsets, and transformation of data leads to more in-depth analyses.
The Likert scale is commonly used in survey research using primary and secondary data to measure the respondent attitude by asking insofar to which they agree or disagree with a particular questions. In generals, Likert scale would be preferred in the questionnaire development stage to ascertain the researchers conducting their research needed. However, the researchers nowadays are abuse to understand the nature of measurement scale in data analysis and thus causes the finding obtained are meaningless. This article is aimed to compare the performance of two categories of measurement scales which are 5 point and 10 points of Likert scales using the same sample size and research subject that would pave the way to understand the real different between both of these ranges using Structural Equation Modeling (SEM). Moreover, this study also interested to clarify briefly between two types of measurement scale namely ordinal and interval data. The findings reveal that 10 points of Likert scale is more efficient than 5 points of Likert scale in operating of measurement model.
Individuals differ in the way they use rating scales to describe themselves, and these differences are particularly pronounced in children and early adolescents. One promising remedy is to correct (or “anchor”) an individual’s responses according to the way they use the scale when they rate an anchoring vignette (a set of hypothetical targets differing on the attribute of interest). Studying adolescents’ self-reports of their socio-emotional attributes, we compared traditional self-report scores with vignette-corrected scores in terms of reliability (internal consistency), discriminant validity (scale intercorrelations), and criterion validity (predicting achievement test scores in language and math). A large and representative sample of 12th grade Brazilian students (N = 8,582, 62% female, mean age 18.2) were administered a Portuguese-language self-report inventory assessing social-emotional skills related to the Big Five personality dimensions. Correcting scores according to vignette ratings led to increases in the reliability of scales measuring Conscientiousness and Openness, but discriminant validity and criterion validity increased only when each scale was corrected using its own corresponding vignette set. Moreover, accuracy in rating the vignettes was correlated with language achievement test scores, suggesting that verbal factors play a role in providing both normative vignette ratings of others and self-reports that are reliable and valid.
There has been perennial interest in personal qualities other than cognitive ability that determine success, including self-control, grit, growth mind-set, and many others. Attempts to measure such qualities for the purposes of educational policy and practice, however, are more recent. In this article, we identify serious challenges to doing so. We first address confusion over terminology, including the descriptor noncognitive. We conclude that debate over the optimal name for this broad category of personal qualities obscures substantial agreement about the specific attributes worth measuring. Next, we discuss advantages and limitations of different measures. In particular, we compare self-report questionnaires, teacher-report questionnaires, and performance tasks, using self-control as an illustrative case study to make the general point that each approach is imperfect in its own way. Finally, we discuss how each measure’s imperfections can affect its suitability for program evaluation, accountability, individual diagnosis, and practice improvement. For example, we do not believe any available measure is suitable for between-school accountability judgments. In addition to urging caution among policymakers and practitioners, we highlight medium-term innovations that may make measures of these personal qualities more suitable for educational purposes.
http://www.grupoa.com.br/livros/psicologia-organizacional/ferramentas-de-diagnostico-para-organizacoes-e-trabalho/9788582712245.
Da mesma forma que uma viagem imaginária pode começar nos primeiros
parágrafos de uma boa obra literária, os quais sugerem qual será a trama, o
diagnóstico dos processos e dos fenômenos da organização inicia com a definição
de onde se quer chegar e do caminho a ser percorrido, o que significa
dizer que o primeiro passo a ser dado consiste na adequada identificação
e no dimensionamento daquilo que virá a ser mapeado.
E assim como a trama de um romance, que vai se desenrolando aos
poucos e deixa entrever diversos personagens, fatos organizados em capítulos
que contam diferentes momentos da história e conduzem ao clímax do
enredo até o epílogo, o diagnóstico da organização também tem seus atores,
seu enredo, seus capítulos e suas conclusões. E para que esses elementos
possam fluir de maneira concatenada, o planejamento é etapa imprescindível.
Portanto, a clara especificação daquilo que se busca compreender,
a definição dos instrumentos e das ferramentas que serão utilizados para coletar
as informações, do que o diagnóstico virá oportunizar, envolver e demandar
dos atores incumbidos na sua realização, é aspecto basilar para uma
adequada execução.
...
We begin this article with the assumption that attitudes are best understood as structures in long-term memory, and we look at the implications of this view for the response process in attitude surveys. More specifically, we assert that an answer to an attitude question is the product of a four-stage process. Respondents first interpret the attitude question, determining what attitude the question is about. They then retrieve relevant beliefs and feelings. Next, they apply these beliefs and feelings in rendering the appropriate judgment. Finally, they use this judgment to select a response. All four of the component processes can be affected by prior items. The prior items can provide a framework for interpreting later questions and can also make some responses appear to be redundant with earlier answers. The prior items can prime some beliefs, making them more accessible to the retrieval process. The prior items can suggest a norm or standard of comparison for making the judgment. Finally, the prior items can create consistency pressures or pressures to appear moderate. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Medidas de Avaliação Em Treinamento, Desenvolvimento e Educação - Ferramentas Para Gestão de Pessoas” vem preencher uma lacuna existente em uma era em que a promoção da aprendizagem contínua e do aprofundamento de competências é cada vez mais exigida pelas condições da dinâmica organizacional e do trabalho. Ao mesmo tempo em que os investimentos em programas de treinamento, Desenvolvimento e Educação (TD&E) vêm crescendo intensamente, faltam avaliações rigorosas e sistemáticas dos seus efeitos e da sua articulação com os projetos da própria organização.
De Autoria do mesmo grupo de pesquisadores de Treinamento, desenvolvimento e educação em organização e trabalho, esta obra supera o abismo que há entre a produção científica acadêmica e aquilo que os gestores empresariais necessitam e utilizam na atividade cotidiana. Com rigor conceitual e metodológico, sistematização e fundamentação teórica, este livro constrói e valida instrumentos de medidas de avaliação articulados com modelos teóricos. É uma ferramenta indispensável para pesquisadores e profissionais responsáveis por programas de TD&E e todos os interessados em Psicologia Organizacional.
Rankings of countries on mean levels of self-reported Conscientiousness continue to puzzle researchers. Based on the hypothesis that cross-cultural differences in the tendency to prefer extreme response categories of ordinal rating scales over moderate categories can influence the comparability of self-reports, this study investigated possible effects of response style on the mean levels of self-reported Conscientiousness in 22 samples from 20 countries. Extreme and neutral responding were estimated based on respondents' ratings of 30 hypothetical people described in short vignettes. In the vignette ratings, clear cross-sample differences in extreme and neutral responding emerged. These responding style differences were correlated with mean self-reported Conscientiousness scores. Correcting self-reports for extreme and neutral responding changed sample rankings of Conscientiousness, as well as the predictive validities of these rankings for external criteria. The findings suggest that the puzzling country rankings of self-reported Conscientiousness may to some extent result from differences in response styles.
When respondents use the ordinal response categories of standard survey questions in different ways, the validity of analyses based on the resulting data can be biased. Anchoring vignettes is a survey design technique intended to correct for some of these problems. The anchors package in R includes methods for evaluating and choosing anchoring vignettes, and for analyzing the resulting data.
Likert-type scales are often used in survey instruments, and practitioners and researchers need to clearly understand the appropriate use of a midpoint in these scales. The authors of this article explore research studies from various disciplines to indicate that there are circumstances when a midpoint should be included and others where it should not. They provide tables, summarizing the benefits and problems in each case as well as evidence-based strategies to employ.
Research on Work and Organizational Psychology - WOP - tends to investigate its phenomena based on what is said, either through surveys or interviews. To what extent do we perceive the complexity of the area's constructs exclusively based on Saying? What explains such predominance? Such questions guided this theoretical essay, which is based on an analysis of the characteristics of the scientific production on some classic themes in organizational behavior. We conclude that the predominance of the comprehension of phenomena based on the subjects' accounts is due to both the ontological characteristics of its object and to operational considerations in the conduct of research. It would be appropriate, however, to explore the operational permeability of the object more closely and consider epistemological changes that strengthen the results obtained from analyses based on different perspectives. As an example, case studies are mentioned, as well as studies combining interviews and observations.
The authors conducted a content analysis of the 193 articles published in the first 10 volumes (1998 to 2007) of Organizational Research Methods (ORM). The most popular quantitative topics are surveys, temporal issues, and electronic/Web research (research design); validity, reliability, and level of analysis of the dependent variable (measurement); and multiple regression/correlation, structural equation modeling, and multilevel research (data analysis). The most popular qualitative topics are interpretive, policy capturing, and action research (research design); surveys and reliability (measurement); and interpretive, policy capturing, and content analysis (data analysis). The authors found upward trends in the attention devoted to surveys and electronic/Web research, interpretive, and action research (research design); level of analysis of the dependent variable and validity (measurement); and multilevel research (data analysis). Implications for training doctoral students, retooling researchers, future research on methodology, the advancement of the organizational sciences, and the extent to which ORM is fulfilling its mission are discussed.
The project conceived in 1929 by Gardner Murphy and the writer aimed first to present a wide array of problems having to do with five major "attitude areas"--international relations, race relations, economic conflict, political conflict, and religion. The kind of questionnaire material falls into four classes: yes-no, multiple choice, propositions to be responded to by degrees of approval, and a series of brief newspaper narratives to be approved or disapproved in various degrees. The monograph aims to describe a technique rather than to give results. The appendix, covering ten pages, shows the method of constructing an attitude scale. A bibliography is also given.
When respondents use the ordinal response categories of standard survey questions in different ways, the validity of analyses based on the resulting data can be biased. Anchoring vignettes is a survey design technique, introduced by King et al. (2004, Enhancing the validity and cross-cultural comparability of measurement in survey research. American Political Science Review 94 [February]: 191–205), intended to correct for some of these problems. We develop new methods both for evaluating and choosing anchoring vignettes and for analyzing the resulting data. With surveys on a diverse range of topics in a range of countries, we illustrate how our proposed methods can improve the ability of anchoring vignettes to extract information from survey data, as well as saving in survey administration costs.
Response styles and personality traits: A multilevel analysis
- J. He
- D. Bartram
- I. Inceoglu
- F. J. Van de Vijver
He, J., Bartram, D., Inceoglu, I., & Van de Vijver, F. J. (2014). Response styles and
personality traits: A multilevel analysis. Journal of Cross-Cultural Psychology,
45(7), 1028-1045. https://doi.org/10.1177/0022022114534773
Another Look at Likert Scales
- F. Willits
- G. Theodori
- A. E. Luloff
Willits, F., Theodori, G., & Luloff, A. E. (2016). Another Look at Likert Scales.
Journal of Rural Social Sciences, 31(3). Recuperado de https://egrove.olemiss.
edu/jrss/vol31/iss3/6
Novas medidas do comportamento organizacional: ferramentas de diagnóstico e de gestão
- M M M Siqueira
Siqueira, M. M. M. (2014). Novas medidas do comportamento organizacional: ferramentas
de diagnóstico e de gestão. Artmed.