Track

TAI

Presentation Type

Oral

Description

Perceived corporate hypocrisy (PCH) has become a widely researched construct, particularly when corporate behaviors are found contradicting their stated social responsibility standards. However, limited research has investigated PCH among employees. Review of literature highlighted the need for a valid scale for measuring employees’ PCH for their employers. To address this gap, a three-stage approach of scale development using Item Response Theory was undertaken. Several qualitative and quantitative phases, along with six iterations, helped to conceptualize and psychometrically analyze the scale items. With an additional analysis of reliability, content and construct validity, and test-fairness, the nine-items PCH scale was confirmed. This scale not only fills a critical literature gap and allows future research opportunities, but also enable corporations to get an understanding and estimate of their employees’ perceptions. Given PCH’s association with turnover intentions, this scale can help corporations to understand their reputation among their employees, improve such image, and manage employee commitment.

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Creative Commons Attribution 4.0 License
This work is licensed under a Creative Commons Attribution 4.0 License.

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Jan 1st, 12:00 AM

Conceptualization, Scale Development, and Validation of Perceived Corporate Hypocrisy

Perceived corporate hypocrisy (PCH) has become a widely researched construct, particularly when corporate behaviors are found contradicting their stated social responsibility standards. However, limited research has investigated PCH among employees. Review of literature highlighted the need for a valid scale for measuring employees’ PCH for their employers. To address this gap, a three-stage approach of scale development using Item Response Theory was undertaken. Several qualitative and quantitative phases, along with six iterations, helped to conceptualize and psychometrically analyze the scale items. With an additional analysis of reliability, content and construct validity, and test-fairness, the nine-items PCH scale was confirmed. This scale not only fills a critical literature gap and allows future research opportunities, but also enable corporations to get an understanding and estimate of their employees’ perceptions. Given PCH’s association with turnover intentions, this scale can help corporations to understand their reputation among their employees, improve such image, and manage employee commitment.

 

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