Handbook of Management Scales/Loyalty

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Loyalty[edit]

Description[edit]

It was aimed to measure Leader-Member Exchange (LMX). Therefore a multidimensional measure was developed and validated. Item analysis involving 302 working students, followed by construct and criterion-related validation using 249 employees representing two organizations resulted in a multidimensional LMX scale. The results provided support for the affect, loyalty, and contribution dimensions identified by Dienesch and Liden (1986), as well as a fourth dimension, professional respect. The following items are taken from the loyalty dimension of LMX.

Items[edit]

  • My supervisor defends my work actions to a superior, even without complete knowledge of the issue in question.
  • My supervisor would come to my defense if I were "attacked" by others.
  • My supervisor would defend me to others in the organization if I made an honest mistake.

Source[edit]

Related Scales[edit]

Loyalty (AVE = 0.89; CR = 0.89)[edit]

Description[edit]

A previously used scale by Arnold & Reynolds (2003) was adapted to measure loyalty.

Items[edit]

  • I am a loyal customer of this company. (0.80)
  • I have developed a good relationship with this company. (0.95)
  • I am loyal to this company. (0.93)

Source[edit]

Related Scales[edit]

Loyalty (alpha = 0.84)[edit]

Description[edit]

The authors reconceptualize organizational citizenship behavior (OCB) in terms of civic citizenship and propose a new OCB measurement. It uses five categories of citizenship: loyalty, obedience, social participation, advocacy participation, and functional participation. Based on data from 950 employees, support is found for the measurement's construct validity.

Definition[edit]

Organizational citizenship can be conceptualized as a global concept that includes all positive organizationally relevant behaviors of individual organization members.

Loyalty is understood as allegiance to an organization and promotion of its interests.

Items[edit]

  • Represents organization favorably to outsiders. (0.75)
  • Does not go out of way to defend organization against outside threats (R). (0.68)
  • Does not tell outsiders this is a good place to work (R). (0.68)
  • Does not defend organization when employees criticize it (R). (0.68)
  • Actively promotes organization's products and services. (0.60)
  • Would accept job at competing organization for more money (R). (0.59)
  • Would not urge coworkers to invest money in organization (R). (0.54)

Source[edit]

Comments[edit]

The factor loadings of some of the items were below 0.60 and, thus, relatively low.

Related Scales[edit]