Theoretical development and measurement of work self-concept: A multifaceted model.
Item
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Title
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Theoretical development and measurement of work self-concept: A multifaceted model.
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Identifier
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AAI9530914
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identifier
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9530914
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Creator
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Rindskopf, Laurie Hopp.
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Contributor
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Adviser: Roger Millsap
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Date
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1995
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Language
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English
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Publisher
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City University of New York.
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Subject
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Psychology, Personality | Psychology, Industrial | Psychology, Psychometrics
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Abstract
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This research was developed in response to the striking lack of research on self-concept in the employment setting and focuses on the theoretical development and construct validation of work self-concept. Work self-concept was theoretically derived and proposed to be a work-context form of self-concept consisting of six facets including job involvement, control, challenge, competence, boss relations, and co-worker relations. A 50-item Likert style work self-concept questionnaire was distributed to 197 employees including nurses, teachers, business managers, and technical employees in four organizations. Although the evaluation of internal construct validity evidence was emphasized, external discriminant construct validity data was also collected.;The results of this research provide support for both the internal and external validity of the theorized construct of work self-concept. The reliability of each of the subscales was moderately high and each of the subscales fit a one-factor model reasonably well. A theoretically derived second-order confirmatory factor model provides support for a multifaceted hierarchical structure of work self-concept. In addition, correlations of the work self-concept subscales with job satisfaction, negative affectivity, social desirability and general self-concept were not statistically significant. It is concluded that empirical evidence for the construct validity of work self-concept has been provided and that work self-concept should be investigated further.;It is concluded that empirical evidence for the construct validity of work self-concept has been provided and that work self-concept should be investigated further. It is also suggested that work self-concept shows promise for improved understanding and the prediction of the relationship between job stress and outcome variables such as job dissatisfaction and health consequences among employed adults. The need for future research, particularly with respect to continuing the construct validation process, is discussed.
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Type
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dissertation
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Source
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PQT Legacy CUNY.xlsx
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degree
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Ph.D.
