Summer 2003 Research Grant Results Presentation

1. Summer 2003 Research Grant Results Presentation Robert C. Hoell, Ph.D., SPHR Dept.of Management, Marketing, & Logistics College of Business Administration

2. Proposal Title THE DEVELOPMENT OF SCALES APPROPRIATE FOR THE MEASUREMENT OF INTERPERSONAL TRUST AND PARTICIPATION ATTITUDES OF UNION MEMBERS Robert C. Hoell - Summer Research Project Presentation – Slide 2

3. Abstract from Original Study Employees working in unionized environments have the unique position of having their loyalty courted by both their employer and their union. Some employees form a loyalty to both while some remain uncommitted to one or the other, or in some instances, to neither. There is no strong research evidence that explains these differences. It is hypothesized that interpersonal trust may explain these varying levels of employee commitment to their employer and their union. Initial findings indicate that individuals with low levels of trust do not form as high a degree of commitment as those who have high levels of trust. Robert C. Hoell - Summer Research Project Presentation – Slide 3

4. Union Members with greater degrees of Interpersonal Trust will exhibit higher degrees of Union Commitment than members with lesser degrees of Interpersonal Trust. Union Members with positive attitudes towards participation will exhibit higher degrees of Union Commitment than members with less positive attitudes towards participation. Hypotheses from Original Study (these are still valid for next iteration) Robert C. Hoell - Summer Research Project Presentation – Slide 4

5. Abstract from Current Study This research will establish scale items best attuned to the measurement of union member commitment, trust, and participation attitudes. Existing scales that measure trust and participation have too strong of an organizational theme. These “pro-management scales” are confounded by the degree of commitment union members hold. Respondents with high union commitment view these scales as representing a managerial view and answer them from a negatively biased perspective. Through rewording, factor analysis, and re-sampling, new scale instruments and survey questions, devoid of any perceived managerial influence, can be developed. Robert C. Hoell - Summer Research Project Presentation – Slide 5

6. One Step Further… • The data led to mixed results. Further inspection of the data, through factor analysis, yielded additional mixed results. • It was determined that a second order factor analysis, conducted through SEM and the Lisrel Software Package, would be necessary before rewording and restructuring could continue. • Today’s presentation will focus on the re-analysis of the original data and the conclusions that can be drawn from the second order technique. Robert C. Hoell - Summer Research Project Presentation – Slide 6

7. Trust Scales Used • For this study, general measures of interpersonal trust were used. John Rotter (1967) developed a 25-item scale that measures general trust in others. Entitled “Interpersonal Trust Scale” the items measure overall trust with 5-point Likert responses. The other scale used for this study is the “Trust in People” scale developed by The Survey Research Center in 1969. Again, the scale measures overall trust by an individual in other individuals. Three items are used, with a forced choice response to each. One of the two choices to each question indicates a “trusting” response. Both scales are additive, with higher scores indicating greater degrees of Interpersonal Trust. Robert C. Hoell - Summer Research Project Presentation – Slide 7

8. Participation Scales Used • Four distinct measures of Employee Participation were used in the survey. Participativeness is measured with a 12 item scale ( = 0.85) developed by Verma and McKersie, 1987. This scale measures the desired participation in decision-making and the level of “say” employees want. The Interest in Work Innovation Index was developed in 1965 by Martin Patchen. This is a 6 item scale, with reported test-retest reliabilities from .87 to .92. The scale measures the degree to which respondents are interested in finding new ways of doing things at their job.  Job Involvement is measured with a scale modified by Lorence and Mortimer from original scales developed by Quinn and Staines in the mid-70s. It consists of 7 items measuring effort and involvement attitudes. A locus of control scale, developed by Spector in 1988, attempts to overcome the limitations of the original developed by Rotter (1966). The Work Locus of Control Scale uses concepts and beliefs found in work settings, as opposed to the more general Rotter items. Robert C. Hoell - Summer Research Project Presentation – Slide 8

9. Union Commitment Scales Used Union commitment was originally defined with 48 items (Gordon, et al., 1980); 30 of these items have been identified as most salient in capturing aspects of commitment. Reliability for the scale was not reported in the original article, but additional research using subsets of the original scale has shown alpha values generally stable: 0.83 (Iverson & Kuruvilla, 1995), 0.85 (Martin, Magenau & Peterson, 1982), and 0.88 (Sherer & Morishima, 1989). Four different factors within the scale have been identified: union loyalty, responsibility to the union, willingness to work for the union, and belief in unionism. Fields & Thacker (1992) reported the alphas on each of these four factors: 0.89 for Loyalty to the Union, 0.72 for Responsibility to the Union, 0.80 for Willingness to Work for the Union, and 0.82 for Belief in Unionism. Robert C. Hoell - Summer Research Project Presentation – Slide 9

10. Demographic Results Robert C. Hoell - Summer Research Project Presentation – Slide 10

11. Structural Equation Model Conceptual Diagram WLC UNLOYAL PARTIC Trust UNRESP IT UnCommit JI PartAtt UNWORK TIP UNBELIEF WII Robert C. Hoell - Summer Research Project Presentation – Slide 11

12. 4.63 7.47 4.70 7.73 Basic Model with T-Values(non-significant values in red) Chi-Square=53.17, df=32, P-value=0.01078 WLC 7.06 4.77 7.33 UNLOYAL PARTIC 8.26 3.66 Trust 5.08 0.77 UNRESP IT UnCommit 6.40 -1.80 7.31 -2.53 -4.65 JI UNWORK PartAtt 7.77 -3.60 TIP 0 15. UNBELIEF 4.45 WII 3.34 -6.67 Robert C. Hoell - Summer Research Project Presentation – Slide 12

13. Structural Model with T-Values 0.00 Trust 0.77 Union Commit- ment 0.00 3.58 Partic- pation Attitudes -2.53 0.00 Robert C. Hoell - Summer Research Project Presentation – Slide 13

14. Results • SEM Fit Indices: • Root Mean Square Residual (RMR) = 0.198 • Standardized RMR = 0.0745 • Goodness of Fit Index (GFI) = 0.930 • Adjusted Goodness of Fit Index (AGFI) = 0.879 Robert C. Hoell - Summer Research Project Presentation – Slide 14

15. What to do now? • Obviously, mixed results, yet a strong model. • Scale items were examined for bias in the wording – some bias noticed. • Data were factor analyzed Robert C. Hoell - Summer Research Project Presentation – Slide 15

16. Factor Analysis • PCA was conducted on the 10 scales • Eigenvalues of 1 were specified • Rotation method: Promax with Kaiser Normalization Robert C. Hoell - Summer Research Project Presentation – Slide 16

17. Robert C. Hoell - Summer Research Project Presentation – Slide 17

18. 8 Factor Example(Interpersonal Trust) Robert C. Hoell - Summer Research Project Presentation – Slide 18

19. 1 Factor Example(Willingness to Work for the Union) Robert C. Hoell - Summer Research Project Presentation – Slide 19

20. Again, now what??? • Possibility of an “underlying” factor • One of the “Big Five” or something from the 16 PF? Extroversion, for instance? • Second Order Factor Analysis identified as a possible investigatory tool. Robert C. Hoell - Summer Research Project Presentation – Slide 20

21. WLC 0.27 PARTIC 0.36 Trust UNLOYAL 0.07 0.28 -0.11 0.37 UNRESP 0.13 New 1.00 1.32 PartAtt UNWORK 0.09 4.41 0.27 0.20 -0.29 UNBELIEF 0.31 -1.14 0.32 -1.00 0.26 UnCommit IT 78.99 -0.65 JI 6.66 TIP 0.08 WII 0.36 Second Order FA Results Robert C. Hoell - Summer Research Project Presentation – Slide 21

22. Results Goodness of Fit Statistics • Degrees of Freedom = 32 • Minimum Fit Function Chi-Square = 53.355 (P = 0.0103) • Root Mean Square Residual (RMR) = 0.198 • Standardized RMR = 0.0745 • Goodness of Fit Index (GFI) = 0.930 • Adjusted Goodness of Fit Index (AGFI) = 0.879 Robert C. Hoell - Summer Research Project Presentation – Slide 22

23. Trust 0.00 1.70 New 0.00 1.75 PartAtt 0.00 -1.75 UnCommit 0.00 Structural Model with T-Values Robert C. Hoell - Summer Research Project Presentation – Slide 23

24. Further Steps • How do these results steer further development of scales? • Should the scales be re-worded, or dumped and re-written from scratch? • Is SEM just witchcraft anyway??? Robert C. Hoell - Summer Research Project Presentation – Slide 24