The Filipino translation and validation of the Allen and Meyer's organizational commitment scale

• Main Author: Edralin, Joanna Milambiling
• Format: text
• Language: English
• Published: Animo Repository 2004
• Subjects: Translations; Psychometrics; Scale analysis (Psychology)
• Online Access: https://animorepository.dlsu.edu.ph/etd_masteral/3148
• Institution: De La Salle University

This study described the process of translation and psychometric evaluation of the Allen & Meyer Organizational Commitment Scale. There were 247 selected employees from a manufacturing company, a bank and a government agency who participated in the study. The first phase of the translation process determined the reliability and validity of the translated version. The reliability measures used were: item-total correlation and cronbach alpha. The validity measure used was factor analysis. Nineteen (19) out of twenty four (24) items were accepted based on the results of the item total correlation. Factor analysis was done to establish a three-factor structure. In the second phase, known groups validation, convergent and discriminant validation were performed. For the known groups validation, the demographic variables’ correlation to organizational commitment was in support of the literature. This revealed that age, tenure, and civil status have positive correlation to commitment the higher the age and tenure, the higher the organizational commitment. For gender, the males were more organizationally committed than their female counterparts. For position level, this study revealed no significant difference between officers and staff. Participative decision-making and job satisfaction were positively correlated with organizational commitment while work stress did not have a significant relationship with organizational commitment. The following were the conclusions of the study: 1) The Filipino translation of the organizational commitment possessed adequate psychometric properties and captured the three-factor model of organizational commitment, i.e., the affective, continuance and normative dimensions, and 2) organizational commitment is a work-related construct that significantly discriminates between personal and job related characteristics of employees.