Limpieza general antes de salir

Due to the fact that the Spirit at Work measurement is a new scale and has not been assessed widely in the field research, the two pilot studies were conducted in order

to test psychometric characteristics of the scale. The results of the first pilot study with 155 UK university employees, which initially tested to a similar samples when the original scale was developed in an English version but outside North-American context, showed that the final CFA model of SAWS for the UK sample which is presented in Table 5.9, contained a total of twelve items with the three factors solution (meaning in work, sense of community, and spiritual connection) which was a much better fit to the data than the eighteen-item four theoretical factors. Furthermore, the second-order of twelve-item SAWS with UK sample, a Cronbach α value was very high (.89) and all three subscales exhibited a Cronbach α above .80, these values showed the scale had very acceptable internal consistency reliability. Therefore, the SAWS model for the 155 UK samples was believed to be a sound psychometric measurement and the most appropriate model for further study.

After reviewing the outcomes of the first study, the second pilot study conducted with 175 and 715 Thai samples in order to test validity and reliability of the SAWS measurement to enhance the generalisability and also allow the application of the new Spirit at Work measure in a substantive test i.e. non-Western context. The results of the second pilot study with Thai sample closely mirrored the UK sample model. It showed that the final CFA model of SAWS contained a total of 12 items with only three factors which is presented in Table 5.9. In addition, the model’s overall fit was very satisfactory. Likewise, overall the second-order of 12-item SAWS with the Thai sample a Cronbach α was very high (.92) and all three subscales presented a Cronbach α above .80 which these values again manifested the scale had very satisfactory reliability. For that reason, the SAWS measurement model for the 715 Thai samples was believed to be the most appropriate model for using in the main study.

According to the final twelve items of both samples as presented in Table 5.13, there is only one item difference between both samples in the dimension of meaning in work but the other two dimensions; a sense of community and spiritual connection, captured exactly the same items as original SAWS items. Thus, it was understandable that the one item differences in ‘meaning in work’ occurred herein perhaps were from translation issue for example in the item ME1 which was not included in the Thai version ‘At times, I experience a “high” at my work’, for the word ‘high’ maybe there is not the same meaning when translated into Thai; and in the item EW2 which was not loaded in the UK version ‘I am able to find meaning or purpose at work’ for a UK working context the word ‘meaning or purpose at work’ might be not a clear expression or ambiguous meaning. As can be seen that the final CFA model of the SAWS for both pilot projects, the final scales were contained only a total of twelve items and three factors. The explanation of having three factors rather than the original scale four factors was apparent because from both studies the engaging work and mystical experience dimensions were highly correlated and loaded in the same factor, indicating that these two dimensions are relative concept. Moreover, when the researcher reviewed the six items remaining in this combined factor called ‘meaning in work’, according to the definition of the aspect of meaning in work (Ashmos & Duchon, 2000, p.141) reflects “a sense of what is important, energizing, and joyful about work” which is clearly included the meaning of both engaging work and mystical experience dimensions herein. However, analyses revealed that the measurement model fit the data in both countries and that the fit was equivalent across the two cultures. This indicates that the constructs are meaningful in each culture and that the translation of questionnaires was successful in preserving the psychological constructs.

Finally, the results of discriminant validity analysis from both samples were evidently verified that the Spirit at Work Scale (SAWS) is not only a sound psychometric measure and also a distinct construct from other work attitude constructs in organisational behaviours literature (job satisfaction, organisational identification, and psychological well-being). Therefore, this gave the researcher more confidence to use the SAWS in the further field study.

5.9 CONCLUSION

This chapter has described the validation testing of the Spirit at Work Scale (SAWS) with 155 UK and 175, 715 Thai samples. Firstly, the initial pilot study conducted with UK university employees was primarily used in order to assess the construct validity and internal consistency in the similar context and the English version in which the original scale was developed with Canadian university employees was described. Secondly, the second pilot study was to examine the construct validity and reliability of the Thai translation version of the SAWS in order to enhance the generalisability. Thirdly, discriminant validity analyses from both samples were conducted. Finally, the results of the two studies including discriminant validity analyses provided supportive evidence that the Spirit at Work Scale (SAWS) is a sound psychometric measure and also a distinct construct from the three work attitude constructs. The final model of the SAWS contains a total of twelve items; a three factor structure (meaning in work, sense of community, and spiritual connection) in which the sub-factors loaded on higher order factors and also had very acceptable reliability. In line with these results it was decided to use the second-order of the SAWS model for the 715 Thai samples in the main study and subsequent analysis.

Table 5.13: The Final Items of SAWS from Both Studies

Spirit at Work 3 Dimensions

155 UK Samples (12 items)

175 and 715 Thai Samples (12 items)

1.) Meaning in Work

-

(EW2, saw5)

I am able to find meaning or purpose at work.

(EW4, saw10)

I am fulfilling my calling through my work.

(EW4, saw10)

I am fulfilling my calling through my work.

(EW5, saw13)

I feel grateful to be involved in work like mine.

(EW5, saw13)

I feel grateful to be involved in work like mine.

(EW6, saw15)

I am passionate about my work.

(EW6, saw15)

I am passionate about my work. (ME1, saw4)

At times, I experience a “high” at my work.

-

(ME2, saw9) At moments, I experience complete joy and ecstasy at work.

(ME2, saw9) At moments, I experience complete joy and ecstasy at work.

(ME4, saw14) I experience moments at work where everything is blissful.

(ME4, saw14) I experience moments at work where everything is blissful.

2.) Spiritual Connection

(SPC1, saw3) I receive

inspiration or guidance from a Higher Power about my work.

(SPC1, saw3) I receive

inspiration or guidance from a Higher Power about my work. (SPC2. saw8) I experience a

connection with a greater source that has a positive effect on my work.

(SPC2. saw8) I experience a connection with a greater source that has a positive effect on my work.

(SPC3, saw11) My spiritual beliefs play an important role in everyday decisions that I make at work.

(SPC3, saw11) My spiritual beliefs play an important role in everyday decisions that I make at work.

3.) A Sense of Community

(SOC1, saw2) I experience a real sense of trust and personal connection with my co-workers.

(SOC1, saw2) I experience a real sense of trust and personal connection with my co-workers. (SOC2, saw7) I feel like I am

part of “a community” at work.

(SOC2, saw7) I feel like I am part of “a community” at work. (SOC3, saw17) I share a strong

sense of purpose and meaning with my co-workers about our work.

(SOC3, saw17) I share a strong sense of purpose and meaning with my co-workers about our work.

CHAPTER 6

PRELIMINARY ANALYSIS AND RESULTS