Explore the vast range of titles available.

Elucidating nurses’ work values will contribute to creating a work environment consistent with individual nurses’ work values and help them overcome challenging situations. This study aimed to create a short version of the Nurses’ Work Values Scale and verify its psychometric properties and usability among nurses, public health nurses, midwives, and licensed practical nurses. The short version was developed in three steps. In Step 1, a 12‐item scale was created from the original 30‐item Nurses’ Work Values Scale via a multidimensional item response theory based on data obtained from 1587 nurses. In Step 2, we modified the wording of the items and verified the scale’s content validity. In Step 3, we obtained new data from 1220 nurses, public health nurses, midwives, and licensed practical nurses who worked in various settings. Subsequently, we verified the psychometric properties of the 12‐item scale. The developed scale made it possible to measure work values among nurses working in hospitals, nursing care facilities, visiting nursing settings, and public health nurses. Simultaneously, the burden of responding to surveys was reduced. In the future, it is hoped that this scale will be used on a large longitudinal cohort of nurses working in various workplaces to track life events and changes in family background, thereby clarifying changes in work values and the factors that influence them. In addition, by knowing nurses’ values, nursing managers can take measures such as adjusting work to match each nurse’s work values. This could help promote alignment between the values of individuals and organizations and reduce turnover rates.

This study aimed to develop the nurses' Work Values Scale (WVS) to determine how important certain values are for nurses and to psychometrically test the scale. Instrument development and validation study. A two-phase scale development process comprising item generation, scale improvement and psychometric property evaluation was used. In the first phase, scale items were identified. In the second phase, item and exploratory factor analyses were performed in Study 1, and confirmatory factor analysis, validity verification and reliability verification of the nurses' WVS were performed in Study 2. As a result of the analysis, a scale of 30 items with four subdomains was developed. In convergent validity and reliability verification, it was shown that the nurses' WVS has acceptable validity and reliability. Patients or members of the public were not involved in this study.

本研究編製一份教師工作價值觀量表，期望未來幫助師資培育單位檢視師資生的教師工作價值觀，以提供學業成就之外的指標。研究一以30 位資深教師，透過四場焦點團體之內容分析及文獻整理，初步整理出18個向度作為量表編製之依據；研究二分為預試階段及正式施測兩個階段。在預試階段方面，經由200 位大學生之預試結果，最後保留76 題，共10 個向度之正式題本，其向度分別為「專業自我實現」、「專業自我成長」、「思考與挑戰性」、「引導 陪伴學生」、「社會貢獻」、「公平正義」、「人際互動與管理」、「藝術體能活動」、「工作條件與福利」及「社會地位」。在正式施測方面，召募800 位大學生作為參與者，進行信度及效度之檢驗。從折半信度及內部一致性之結果，顯示教師工作價值觀量表具有良好的信度。從驗證性因素分析之結果，本研究提供教師工作價值觀之構念效度證據，並針對教師工作價值觀編製之結果，提出未來實務應用上之建議。 This study developed a work values scale for teachers (WVST) to enable teacher education institutions to inspect the work values of student teachers. In Study 1, we employed focus groups and examined the literature. Through conducting a content analysis of four focus groups comprising 30 experienced teachers and comparing the analysis results with the literature, we assembled 18 dimensions to form the basis of the WVST. In Study 2, we conducted scale evaluation, which was divided into a pilot-test stage and a formal-test stage. In the pilot-test stage, we recruited 200 university students as participants. After conducting an item analysis and an exploratory factor analysis, we retained 76 items and ten dimensions, namely professional self-realization, professional self-growth, reflection and challenges, guiding students, social contribution, equality and justice, interpersonal interaction and management, artistic and physical activities, working conditions and benefits, and social status. In the formal-test stage, we recruited 800 university students to complete the WVST in order to determine scale reliability and validity. The results for split-half reliability and internal consistency reliability revealed that the WVST achieved favorable reliability. The results from confirmatory factor analysis also indicated the construct validity of the WVST. On the basis of these results, we provided suggestions for future practical applications of the WVST in measuring the work values of teachers.

This study developed a work values scale for teachers (WVST) to enable teacher education institutions to inspect the work values of student teachers. In Study 1, we employed focus groups and examined the literature. Through conducting a content analysis of four focus groups comprising 30 experienced teachers and comparing the analysis results with the literature, we assembled 18 dimensions to form the basis of the WVST. In Study 2, we conducted scale evaluation, which was divided into a pilot-test stage and a formal-test stage. In the pilot-test stage, we recruited 200 university students as participants. After conducting an item analysis and an exploratory factor analysis, we retained 76 items and ten dimensions, namely professional self-realization, professional self-growth, reflection and challenges, guiding students, social contribution, equality and justice, interpersonal interaction and management, artistic and physical activities, working conditions and benefits, and social status. In the formal-test s

本研究編製一份教師工作價值觀量表，期望未來幫助師資培育單位檢視師資生的教師工作價值觀，以提供學業成就之外的指標。研究一以30位資深教師，透過四場焦點團體之內容分析及文獻整理，初步整理出18個向度作為量表編製之依據；研究二分為預試階段及正式施測兩個階段。在預試階段方面，經由200位大學生之預試結果，最後保留76題，共10個向度之正式題本，其向度分別為「專業自我實現」、「專業自我成長」、「思考與挑戰性」、「引導陪伴學生」、「社會貢獻」、「公平正義」、「人際互動與管理」、「藝術體能活動」、「工作條件與福利」及「社會地位」。在正式施測方面，召募800位大學生作為參與者，進行信度及效度之檢驗。從折半信度及內部一致性之結果，顯示教師工作價值觀量表具有良好的信度。從驗證性因素分析之結果，本研究提供教師工作價值觀之構念效度證據，並針對教師工作價值觀編製之結果，提出未來實務應用上之建議。

本研究主要目的是發展「銷售工作價值觀量表」(Sales Work Value Scale: SWVS)，期能有效測量出適任業務員應具備之工作價值觀，同時彌補學術界引用國外量表且偏重一般工作情境測量之缺失。本研究以文獻演繹及訪談歸納方式進行題項發展及篩選，293位業務員及147位非業務員進行內容效度及項目分析，再經219位253位業務員進行信度及交叉效度檢驗。研究結果顯示，萃取出六大構面（報酬與獎金、彈性土作時間、利他主義、他人肯定、自我成長及生活方式自主）計23題之SWVS具有良好之收斂效度、區別效度與效標關聯效度。另外，SWVS與國內常用乏吳鐵雄編「工作價值觀量表」(WWVS)相比，確有較佳之效度表現。最後，本研究提SWVS在實務管理及後績研究之若干建議

The literatures on both authentic leadership and behavioral integrity have argued that leader integrity drives follower performance. Yet, despite overlap in conceptualization and mechanisms, no research has investigated how authentic leadership and behavioral integrity relate to one another in driving follower performance. In this study, we propose and test the notion that authentic leadership behavior is an antecedent to perceptions of leader behavioral integrity, which in turn affects follower affective organizational commitment and follower work role performance. Analysis of a survey of 49 teams in the service industry supports the proposition that authentic leadership is related to follower affective organizational commitment, fully mediated through leader behavioral integrity. Next, we found that authentic leadership and leader behavioral integrity are related to follower work role performance, fully mediated through follower affective organizational commitment. These relationships hold when controlling for ethical organizational culture.

Although the concept of employee sustainable performance has received considerable attention in the practitioner literature, academic research still lacks a clear conceptualization and empirical operationalization of this concept. Defining employee sustainable performance as a regulatory process in which an individual worker enduringly and efficiently achieves particular desired work goals while maintaining a satisfactory level of well-being, this paper describes a corresponding instrument called E-SuPer, and examines its psychometric properties. The E-SuPer instrument was tested and cross-validated using two cross-sectional survey studies (n = 153 and n = 160), focusing on factorial validity, internal consistency, and discriminant and concurrent validity. Psychometric findings across the two samples revealed that the E-SuPer instrument consists of one general factor of ten items with good internal consistency. Discriminant validity and concurrent validity with other relevant constructs (task performance, counterproductive work behavior, and employee vitality) were also confirmed, showing promising results. Finally, theoretical and practical implications, as well as suggestions for future research, are outlined.