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Bu çalışmanın amacı, canlılık ve öğrenme boyutlarını içeren, işte gelişim olgusunu ölçmek amacıyla Porath vd.,’nin (2012) geliştirdiği İşte Gelişim (Thriving at Work) ölçeğini Türkçeye uyarlamaktır. Bu amaçla üç ayrı örneklem grubundan (akademisyen, turizm çalışanı ve öğretmen) toplam 455 anket toplanmıştır. Ölçek maddelerinin dil geçerliliğini sağlamak amacıyla maddeler, ilk aşamada beş akademisyen tarafından İngilizce’den Türkçe’ye sonraki aşamada aralarında iki dilli (bilingual) uzmanların da bulunduğu farklı beş akademisyen tarafından Türkçe’den İngilizce’ye çevrilmiştir. Dil geçerliliği sağlanan ölçeğe ardından güvenilirlik ve geçerlilik analizleri uygulanmıştır. Yapı geçerliliğini test etmek için uygulanan açıklayıcı faktör analizi (AFA) sonuçlarına göre, açıklanan varyansı %57,943 olan ölçeğin, orijinal yapılanmasına uygun şekilde öğrenme ve canlılık boyutları olmak üzere iki faktörlü bir yapıya sahip olduğu tespit edilmiştir. Elde edilen yapının doğrulayıcı faktör analizi (DFA) ile model uyumu test edilmiştir. Buna göre iki faktörlü işte gelişim ölçeğinin (X2/sd= 3,86 RMSEA=0,080 SRMR= 0.05, GFI= 0.95, NFI= 0.96, RFI= 0.94, CFI= 0.97 ve IFI= 0.97) iyi uyuma sahip olduğu ve modelin verilerle doğrulandığı görülmüştür. Kriter geçerliliğinin testi için iş performansı ile İşte Gelişim ölçekleri arasındaki Pearson korelasyon katsayısı incelenmiş ve performans ile canlılık boyutu arasında .40 öğrenme arasında ise .47 (p<.01) düzeyinde korelasyon bulunmuştur. Yapılan güvenilirlik analizine göre ise iki faktörlü yapıya sahip işte gelişim ölçeğinin güvenilirlik katsayısının .82 olduğu tespit edilmiştir.Sonuç olarak yapılan analizler sonucunda İşte Gelişim Ölçeğinin Türkçe formda geçerli ve güvenilir bir ölçme aracı olduğu belirlenmiştir. Bu çalışma, işte gelişim kavramını ve İşte Gelişim Ölçeği’ni ilk defa ulusal yazına kazandıran bir çalışma olması bakımından önemlidir.
The aim of this study is to adapt to the scale of Thriving at Work (Thriving at Work) developed by Porath vd., in order to measure the development phenomenon, which includes the vibration and learning dimensions. For this purpose, a total of 455 surveys were collected from three separate sampling groups (academics, tourism staff and teachers). In order to ensure the language validity of the scale materials, the materials were translated from English to English by five academics in the first stage from English to Turkish in the subsequent stage by five different academics, including two-language (bilingual) experts. Following the scale of validity of the language, reliability and validity analyses have been implemented. According to the results of the AFA (Explanatory Factor Analysis) used to test structural validity, the described variance of 57,943 percent was found to have a two-factor structure, learning according to its original structure and vitality dimensions. The model conformity has been tested with the verifying factor analysis (DFA) of the obtained structure. According to this, the two-factor work development scale (X2/sd=3.86; RMSEA=0.080; SRMR=0.05; GFI=0.95, NFI=0.96, RFI=0.94, CFI=0.97 and IFI=0.97) was well-compatible and the model was verified by data. The Pearson correlation ratio between the development scales is studied and the performance and vitality scale are .40; and the learning scale is .47 (p<. A correlation has been found at level 01. According to the reliability analysis, it is found that the reliability ratio of the development scale in the work with two factors structure is .82.The results of the analysis are determined that the development scale is a valid and reliable measurement tool in the Turkish form. This study is important in terms of the concept of development and is a study that for the first time gives the development scale to the national literature.
The aim of this study is to adapt the scale of “thriving at work” into Turkish, which is developed by Porath et al. (2012) in order to measure the thriving at work phenomenon and which includes vitality and learning dimensions. For this purpose, 455 questionnaires were collected from three different sample groups (academicians, tourism workers and teachers). In order to ensure the language validity of the scale items, in the first stage, all items were translated from English to Turkish by 5 academicians, in the next stage, these items were translated from Turkish to English by five different academicians with bilingual experts. Reliability and validity analyzes were applied to the language validated scale. According to the results of exploratory factor analysis for construct validity, it was found that the total explained variance is %57,943 and items were grouped under two factors in accordance with its original structure called as learning and vitality. Model fit of the structure has been tested by Confirmatory Factor Analysis (CFA). Accordingly, two-factor “thriving at work” scale has a good fit (X2/sd= 3,86; RMSEA=0,080; SRMR= 0.05, GFI= 0.95, NFI= 0.96, RFI= 0.94, CFI= 0.97 and IFI= 0.97) and the model has been confirmed by the data. In order to test the criterion validity, Pearson correlation coefficient between “thriving at work” and Job Performance scales was examined and it was found that correlation between performance and vitality dimensions as .40, performance and learning dimensions as.47 (p<.01).According to the reliability analysis; the reliability coefficient of the “Thriving at Work” scale with a two-factor structure was found to be .82. Consequently, the psychometric procedures of the scale supported that Turkish form of the “Thriving at Work” is a valid and confidential scale. In terms of giving the concept and scale of thriving at work into the national literature, this study has been seen important.
Alan : Sosyal, Beşeri ve İdari Bilimler
Dergi Türü : Ulusal
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