The Factor Structure and Reliability of a Six-Item Sense of Coherence Measure (original) (raw)
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Perceived Organizational Coherence Survey: Psychometric Properties in a Multicultural Sample
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Frequent changes in commerce, economy, technology, finance, and regulations demand from organizations arrangements that may trigger inner disruptive effects if employees do not identify its meaning and coherence. Therefore, coherence is becoming relevant in psychology, organizational theory, and management. The current research aims to define a conceptual framework to examine coherence perceptions in organizational settings and develop a psychometric instrument to assess them. With a sample of 2053 employees from companies in Spain, Mexico, and Colombia, and through confirmatory factor analysis, we found, according to hypotheses, a four factors model with good fit indexes. There was no convincing evidence of factorial invariance because a few items promoted this condition, although they may be modified to tune up the measure in each country. This conceptual approach and the instrument designed are novel options for looking into perceived organizational coherence.
Antonovsky's sense of coherence and job satisfaction: Meta-analyses of South African data
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Data on the relationship between sense of coherence (SOC) and job satisfaction (JS) were collected from published sources, unpublished theses and unpublished reports. Twenty-four data sets using the SOC long form and 10 sets using the short form were found. Neither the form of SOC nor the type of JS measure moderated the relation. SOC accounted for approximately 18% of the variance in JS. Approximately 10% of the between-study variance was due to real differences in effect size. Correcting for measurement error, SOC accounted for approximately 25% of the variance in JS, and real differences in effect size accounted for less than 1% of the between-study variance.
A mediational model of sense of coherence in the work context: A one-year follow-up study
Journal of Organizational …, 2000
The aim of this study was to test a mediational model appropriate for explaining the eects of psychosocial work characteristics (in¯uence at work, job insecurity, organizational climate and leadership relations) on general well-being, ( psychosomatic symptoms) and on occupational well-being (emotional exhaustion at work) via sense of coherence (SOC) in a one-year follow-up study. The questionnaire data were gathered in four Finnish organizations in February 1995 and 1996. Altogether 219 employees participated in the study in both years. The results, based on structural equation modelling, showed that a good organizational climate and low job insecurity were related to strong SOC, which was, in turn, linked to a high level of general as well as occupational well-being. In addition, those employees who experienced changes in organizational climate and leadership relations during the follow-up period, showed changes in SOC which was, in turn, related to changes in the well-being indicators. The results thus highlight the major role of a good organizational climate for enhancing SOC and, consequently, well-being.
Sa Journal of Industrial Psychology, 2009
The objectives of this study were to assess the construct validity and reliability of the 13-item version of the Orientation to Life Questionnaire (OLQ) and to investigate whether employees with a strong sense of coherence perceived helping and restraining factors in their organisation differently to those with a weak sense of coherence. A cross-sectional survey design was used. The total population (N = 2 678) of employees in a fi nancial institution in Gauteng participated in the study. The OLQ was administered and it showed acceptable reliability and construct validity. Individuals with high scores (n = 300) and those with low scores (n = 300) on sense of coherence differed regarding their perceptions of helping and restraining factors in their work and organisation. SENSE OF COHERENCE AND EMPLOYEES' PERCEPTIONS OF HELPING AND RESTRAINING FACTORS IN AN ORGANISATION Individuals with a strong sense of coherence perceive stimuli from their environment as making cognitive sense, being under the control of themselves or others, and as being meaningful (Antonovsky, 1987).
Sense of coherence and employees’ perceptions of helping and restraining factors in an organisation
Sa Journal of Industrial Psychology, 2009
The objectives of this study were to assess the construct validity and reliability of the 13-item version of the Orientation to Life Questionnaire (OLQ) and to investigate whether employees with a strong sense of coherence perceived helping and restraining factors in their organisation differently to those with a weak sense of coherence. A cross-sectional survey design was used. The total population (N = 2 678) of employees in a fi nancial institution in Gauteng participated in the study. The OLQ was administered and it showed acceptable reliability and construct validity. Individuals with high scores (n = 300) and those with low scores (n = 300) on sense of coherence differed regarding their perceptions of helping and restraining factors in their work and organisation. SENSE OF COHERENCE AND EMPLOYEES' PERCEPTIONS OF HELPING AND RESTRAINING FACTORS IN AN ORGANISATION Individuals with a strong sense of coherence perceive stimuli from their environment as making cognitive sense, being under the control of themselves or others, and as being meaningful (Antonovsky, 1987).
Longitudinal factor analysis models in the assessment of the stability of sense of coherence
Personality and Individual …, 2000
The present study examined the stability of sense of coherence using longitudinal factor analysis models. Sense of coherence was measured by Antonovsky's . Unraveling the mystery of health. How people manage stress and stay well. San Francisco: Jossey-Bass.] short-form (13-item) Orientation to Life Questionnaire (OLQ). Analyses were carried out using one-year follow-up data consisting of 219 Finnish employees working in four organizations. A three-step analytic procedure was used. First, a one-factor, a three-factor, and a second-order factor model were speci®ed and compared separately in two measurements. Second, the stability of the constructs in the three alternative models were tested by longitudinal factor analysis models. Third, changes in the level of the latent factors over time were studied. The results showed that the three-factor and the second-order factor model ®tted the data better than the one-factor model. Sense of coherence was also found to be a moderately stable personality factor across the one-year period. Mean changes in the latent factors (i.e., total sense of coherence and its three components) over time were not found. #
Sense of coherence, self-efficacy and job performance in the recruitment industry
South African Journal of Labour Relations, 2012
The aim of the research was to investigate the relationship between two positive psychology constructs (namely sense of coherence and self-efficacy) and job performance in a group of 99 recruitment consultants. The study was conducted in the context of the recruitment industry, which is characterised by high levels of competition and stress as a result of sociopolitical and economic factors. No relationships were found overall between sense of coherence, self-efficacy and job performance. However, the comprehensibility component of sense of coherence correlated statistically significantly with overall job performance and two of its dimensions, namely customer service and productivity. Stepwise regression analyses indicated that comprehensibility contributed significantly to variance in total job performance scores, and the addition of meaningfulness to the model further increased variance in total job performance.
Validation of the Norwegian version of the work-related sense of coherence scale
Scandinavian Journal of Public Health
Aim: The aim of this study was to investigate the psychometric properties of the Norwegian version of the work-related sense of coherence (work-SOC) scale, which measures the perceived comprehensibility, manageability, and meaningfulness of an individual´s current work situation. Methods: Factorial validity, convergent and discriminant validity of the factors, as well as scale reliability were tested with confirmatory factor analyses among two samples of employees in higher education institutions (N = 6951) and nursing homes (N = 558). Factorial invariance across occupational groups was also investigated. Results: A modified three-factor structure was shown to be valid and reliable in both samples and invariant across occupational groups. However, problems were detected regarding the discriminant validity between the factors comprehensibility and manageability. Conclusion: The Norwegian version of the work-SOC scale seems to have good properties. Further development is needed to better distinguish between the comprehensibility and manageability dimensions.