Employee voice has been studied for more than two decades because of its essential role for organizational effectiveness. Employee voice is part of contextual performance, performance that does not contribute directly to the ‘ technical core ‘ but supports the social conditions and psychological environment the organization wants to achieve. In this regard, employee voice is classified as proactive behavior.
The literature studies showed that employee voice has an important impact on the organization. For example, better managerial decision making, more effective problem solving, and increased ability to learn for organizations.
Furthermore, employee voice also has a positive impact on employees. They become more attached, more committed to the organization, and have a sense of value.
The importance of employee voice for organizations and individuals makes the measurement of this concept relevant. Valid and reliable measurement employee voice require a study on the validation of the measuring instrument.
A validity study of employee voice scale will provide information about the psychometric property needed in interpreting the scores from that scale. This study aims to validate the employee voice scale, which has been translated into Indonesian.
This research was conducted in two stages, Study 1, the researcher conducted a study of employee voice measurements over the past five years (2013-2018). The procedure includes several stages and inclusion criteria.
First, a search is carried out through the EBSCOhost and Proquest databases with keywords [” employee voice ” AND ” voice behavior ” AND ” voice in organization”]. Second, articles can be accessed and downloaded. Third, the measurement of voice is used in study associated with factors that influence voice (antecedent).
In Study 2, researchers conducted a translation process and tested the Employee Voice (EV) scale developed by Liang, Farh, and Farh (2012). The study was conducted following the International Test Commission Guidance for Translating and Adapting Test reference (2017). The selection of the scale was based on Study 1.
This scale consists of two dimensions, Promotive and Prohibitive. Each dimension consists of five items. The subjects in this study were employees who came from various types of businesses, with a total of 180 people. Confirmatory factor analysis (CFA) was performed to test the EV scale measurement model.
The test results show that the internal structure of EV fit scale with a model consisting of two dimensions, Promotive and Prohibitive. The five items in the promotive have a factor load ≥ 0.5. Thus the five items are linked to the promotive dimension.
The promotive dimension has CR = 0.91 and AVE = 0, 68. It shows that this factor has good reliability. Furthermore, the promotive dimension fulfills convergent validity because it has a factor load value of ≥ 0.5, CR value ≥ 0.7, and AVE ≥ 0.5.
Convergent validity is the extent to which various measuring devices measuring the same construct will have a high correlation. The promotive dimension also has evidence of discriminant validity that shows the extent to which a latent variable is different from other latent variables.
Discriminant validity is achieved if the AVE square root value is higher than the correlation between constructs. Correlation test results between promotive dimensions with prohibitive dimensions obtained value of r = 0.76.
On the prohibitive dimension, there is one item that has a factor load of <0.5, item no.6 with a factor load of 0.43. The reliability of the prohibitive dimension is good, that is 0.81, but the AVE value (= 0.43) is low. This dimension adequately still fulfills convergent validity but does not meet discriminant validity because the AVE value of the prohibitive dimension is smaller than the square root value of correlation between constructs.
Based on these results, it is necessary to revise item No. 6. Hopefully, it can increase the value of factor load and increase the AVE value so that the discriminant validity of the employee voice scale can be achieved. (*)
Author:
Unika Prihatsanti1, Fajrianthi2, Urip Purwono3
1Universitas Diponegoro; Universitas Airlangga
2Universitas Airlangga, Surabaya, Indonesia
3Universitas Padjajaran
fajrianthi@psikologi.unair.ac.id
urip.purwono@unpad.ac.id
Detailed information of this study can be seen in
Jurnal Psikologi, Vol. 18, No 1 (1019): April 2019. OPEN ACCESS
The article can be accessed via the link: https://ejournal.undip.ac.id/index.php/psikologi/article/view/20102
How to cite (IEEE): U. Prihatsanti, F. Fajriyanthi, and U. Purwono, “PENGUKURAN EMPLOYEE VOICE,” Jurnal Psikologi, vol. 18, no. 1, pp. 41-54, Aug. 2019. https://doi.org/10.14710/jp.18.1.41-54
