Abstract:

The purpose of the study is to improve the job performance scale. 560 hospital personnel working in a private hospital were included in the study. The response rate was 63%. In the development of the draft scale, initial items were prepared after the literature review and then consulted experts to ensure content validity. The content validity index value was 0.90. For construct validity, exploratory factor analysis, and confirmatory factor analysis were applied. Exploratory factor analysis was conducted with the maximum likelihood estimation and oblimin rotation method. According to the exploratory factor analysis, the scale has four factors that explain 64.62% of the total variance. The results obtained from the confirmatory factor analysis (RMSEA 0.078; CFI 0.919; RMR 0.030; χ2/df 2.207; TLI 0.907), composite and discrimination validity support the suitability of the proposed model. The internal consistency coefficient of the scale was 0.942. The Spearman-Brown coefficient calculated to evaluate the internal consistency is above 0.70. However, the reliability coefficients calculated for both equal parts are also high (reliability coefficient 0.893 for the first half; 0.983 for the second half). The findings obtained in the study show that the job performance scale can be used as a reliable and valid measurement tool.

Keywords: