Toby D. Wall

Bio: Toby D. Wall is an academic researcher from University of Sheffield. The author has contributed to research in topics: Job satisfaction & Job design. The author has an hindex of 56, co-authored 100 publications receiving 17342 citations. Previous affiliations of Toby D. Wall include University of Leeds.

New work attitude measures of trust, organizational commitment and personal need non‐fulfilment

Abstract: Within research on the quality of working life the variables of trust, organizational commitment and the fulfilment of personal needs play an important part. Yet relevant measures with adequate psychometric support are ditTicult to locate, especially ones applicable to blue-collar British working populations. The present paper introduces new measures of these variables, each of which has a number of subscales. Internal homogeneity, reliability and factor analytic data are described which show the scales to be psychometrically adequate and stable. To support the future use of the measures for diagnostic and evaluative purposes, normative data are also provided. The three scales reported in this paper add to the work previously reported in Warr et al. (1979), where it was argued that there exists a need to develop robust, short and generally applicable instruments relevant to multivariate research into the quality of working life. To that end the paper presented psychometric data in support of seven new measures covering work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, self-rated anxiety, job satisfaction and life satisfaction. The latter two measures included a number of subscales. The present paper extends this work by introducing three additional instruments, each with subscales, together with details of their psychometric properties and standardization data. These measures are, (a) interpersonal trusi al work, (b) organizational commilment, and (c) personal need non-futfthnent. All the scales have been developed primarily for use with UK blue-collar employees, and for that reason have been kept fairly brief, with the content of items easily understood.

Scales for the measurement of some work attitudes and aspects of psychological well‐being

Abstract: Two studies of male manual workers are described, in which eight scales relevant to the quality of working life are introduced and assessed. The scales build upon previous work, but are designed to remedy certain conceptual and operational deficiencies. They cover work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, job satisfaction, life satisfaction, happiness, and self-rated anxiety. In addition, components of job satisfaction and life satisfaction, derived through cluster analyses, are also identified. The scales are shown to have good internal reliability and to be factorially separate. Comprehensive psychometric data are provided as a base-line for future applications.

On the validity of subjective measures of company performance

Abstract: Subjective measures of company performance are widely used in research and typically are interpreted as equivalent to objective measures. Yet, the assumption of equivalence is open to challenge. We compared the use of both types of measure in 3 separate samples. Findings were consistent in showing that: (a) subjective and objective measures of company performance were positively associated (convergent validity); (b) those relationships were stronger than those between measures of differing aspects of performance using the same method (discriminant validity); and (c) the relationships of subjective and objective company performance measures with a range of independent variables were equivalent (construct validity).

Shopfloor innovation: Facilitating the suggestion and implementation of ideas

Abstract: Despite increasing recognition of the importance of fostering innovation among shopfloor employees, little empirical research has been conducted on the topic. Moreover, within work psychology, studies have tended to focus on the generation of ideas (creativity) rather than on their implementation. This study examines the impact of individual perceptions of individual, group and organizational factors on both elements of innovation. It was found that the suggestion of ideas was more highly related to individual (personal and job) characteristics than the group and organizational characteristics; whereas the implementation of ideas was more strongly predicted by group and organizational characteristics. As expected, interactions were found between the number of suggestions made and group and organizational characteristics, demonstrating how successful implementation of new ideas requires both their formulation in the first place and an appropriately supportive environment. Analysis to explore which factors have the greatest impact on the innovation process was also conducted. The practical, theoretical and methodological implications of the study are discussed.

The use of the General Health Questionnaire as an indicator of mental health in occupational studies.

Abstract: This paper examines the psychometric properties of an existing measure of mental health, the GHQ-12, as revealed in three studies involving employees in an engineering firm (n = 659), recent school-leavers (n = 647), and unemployed men (n = 92). The measure was shown to be psychometrically sound in all cases, with a Likert scoring method providing a more acceptable distribution of scores than the more commonly deployed ‘ GHQ score ’ for use in parametric statistical analyses. Scores on GHQ-12 were found to be much higher (indicating lower mental health) for those who were unemployed, higher for women than for men in one sample, and unrelated to age, job level and marital status.

An Integrative Model Of Organizational Trust

Abstract: Scholars in various disciplines have considered the causes, nature, and effects of trust. Prior approaches to studying trust are considered, including characteristics of the trustor, the trustee, and the role of risk. A definition of trust and a model of its antecedents and outcomes are presented, which integrate research from multiple disciplines and differentiate trust from similar constructs. Several research propositions based on the model are presented.

The measurement and antecedents of affective, continuance and normative commitment to the organization

Abstract: Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three-component model of commitment which integrates these various conceptualizations. The affective component of organizational commitment, proposed by the model, refers to employees' emotional attachment to, identification with, and involvement in, the organization. The continuance component refers to commitment based on the costs that employees associate with leaving the organization. Finally, the normative component refers to employees' feelings of obligation to remain with the organization. In Study 1, scales were developed to measure these components. Relationships among the components of commitment and with variables considered their antecedents were examined in Study 2. Results of a canonical correlation analysis suggested that, as predicted by the model, the affective and continuance components of organizational commitment are empirically distinguishable constructs with different correlates. The affective and normative components, although distinguishable, appear to be somewhat related. The importance of differentiating the components of commitment, both in research and practice, is discussed.

Evaluating Goodness-of-Fit Indexes for Testing Measurement Invariance

Abstract: Measurement invariance is usually tested using Multigroup Confirmatory Factor Analysis, which examines the change in the goodness-of-fit index (GFI) when cross-group constraints are imposed on a measurement model. Although many studies have examined the properties of GFI as indicators of overall model fit for single-group data, there have been none to date that examine how GFIs change when between-group constraints are added to a measurement model. The lack of a consensus about what constitutes significant GFI differences places limits on measurement invariance testing. We examine 20 GFIs based on the minimum fit function. A simulation under the two-group situation was used to examine changes in the GFIs (ΔGFIs) when invariance constraints were added. Based on the results, we recommend using Δcomparative fit index, ΔGamma hat, and ΔMcDonald's Noncentrality Index to evaluate measurement invariance. These three ΔGFIs are independent of both model complexity and sample size, and are not correlated with the o...

Out of the Crisis

Abstract: According to W. Edwards Deming, American companies require nothing less than a transformation of management style and of governmental relations with industry. In Out of the Crisis, originally published in 1982, Deming offers a theory of management based on his famous 14 Points for Management. Management's failure to plan for the future, he claims, brings about loss of market, which brings about loss of jobs. Management must be judged not only by the quarterly dividend, but by innovative plans to stay in business, protect investment, ensure future dividends, and provide more jobs through improved product and service. In simple, direct language, he explains the principles of management transformation and how to apply them.