职场人际关系攻击问卷的编制  

Development of the Relational Aggression in Workplace Questionnaire

作　　者：夏莹 杨子云[2] 甘雪莲 戢汉斌 XIA Ying YANG Ziyun GAN Xuelian et al(Wudong Hospital ,Wuhan 430084,Chin)

机构地区：[1]湖北省武汉市武东医院,430084 [2]中南财经政法大学,湖北武汉430074

出　　处：《中国健康心理学杂志》2017年第2期268-271,共4页China Journal of Health Psychology

摘　　要：目的:编制职场人际关系攻击问卷,并检验其信效度。方法:通过查阅文献、访谈等方法编制项目,采用便利抽样法选取武汉市某两所企业85名在职员工为初试,通过项目分析和探索性因素分析确定项目后,再选取武汉市某5所单位的408名在职员工为重测对象,确定问卷的信度和效度。结果:探索性因素分析结果表明,问卷由18个项目构成,包含直接攻击、间接攻击、直接受害和间接受害4个因素,可以解释总变异的61.649%,验证性因素分析表明,问卷有良好的结构效度(χ2/df=1.971,GFI=0.912,NFI=0.937,RMR=0.024,RMSEA=0.071),总量表的内部一致性系数为0.893,各分问卷的内部一致性系数在0.830~0.855之间,总量表和各分问卷的重测信度在0.82~0.90之间。结论:本研究编制的职场人际关系攻击问卷的心理测量学指标良好,可作为职场关系攻击的测量工具。Objective： To compile the questionnaire of relational aggression in workplace, and verify its reliability and validity.Methods：Compiling the items.by means of literature review and qualitative intervi＇ew.Using convenience sampling method to select 85 employees from two enterprises in Wuhan for pre--text, Through item analysis and exploratory factor analysis to confirm the items, then select 408 employees in five unit in Wuhan for formal question- naire and confirm the reliability and validity.Results： There were 18 items in the questionnaire, exploratory factor a- nalysis could be put forward direct-- attack,indirect-- attack, direct-- injured,indirect-- iniured four factors, and cu- mulative contribution factors reached 61. 649%. Confirmatory factor analysis showed that this questionnaire＇s con- struct validity was well（χ^2/df = 1.971, GFI = 0. 912, NFI = 0. 937, RMR = 0. 024, RMSEA = 0.071 ）. The scale Cronbach＇s Alpha was 0.893, each factors Cronbach＇s Alpha were between 0.830-0.855, and the retest were between 0.82 --0.90.Cone｜usion： These findings indicates that the relational aggression scale is reliable and valid for assessing rela- tional aggression in China.

关 键 词：职场 关系攻击 问卷编制 心理测量 

分 类 号：R395.6[哲学宗教—心理学] B841.7[医药卫生—医学心理学]