"The present study attempted to investigate a never explored research question, i.e., whether an observed engagement measure would be as valid as self-reported engagement measure. Data were collected from the employees of an academic institute. Minimum of 110 self-ratings from subordinate employees (i.e. the self-raters) and 110 observer-ratings from those subordinates' respective supervisor employees (i.e. the other raters) were supposed to be collected to robustly test the formulated hypotheses of the present study. However, due to some sudden structural changes within the organization (i.e. the academic institute from where data were collected), only 32 observer-ratings and 32 self-ratings (i.e. 32 matched pairs) could be gathered. Therefore, instead of 110 pairs, the statistical analyses (such as- bivariate correlations, exploratory factor analyses, multiple regression analyses) were administered on 32 matched pairs only. As the validity is the appropriateness and accuracy of the interpretation of the scores of the measure, based on the findings from the present study, the study showed that the measure of observed engagement was not found to be as valid as self-reported engagement measure in terms of the construct, content, or predictive validity. In other words, none of the proposed hypotheses were supported. Furthermore, apart from the restructuring issues within the approached organization, there were some other limitations that transpired in the present study which are discussed in detail"--Abstract, page iii.
Reynolds Kueny, Clair
Burns, Devin Michael
Weidner, Nathan W.
M.S. in Industrial-Organizational Psychology
Missouri University of Science and Technology
xi, 127 pages
© 2018 Debarati Majumdar, All rights reserved.
Thesis - Open Access
Electronic OCLC #
Majumdar, Debarati, "Is a measure of observed engagement as valid as self-reported engagement measure?" (2018). Masters Theses. 7830.