Psychometric Properties of the Chinese Version of the Organization Big Five Scale.

Yong Meng,Chaoping Li,Yuanmei Lan,Boxiang Yu

doi:10.3389/fpsyg.2021.781369

Yong Meng, Chaoping Li + Show 2 more

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https://doi.org/10.3389/fpsyg.2021.781369

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Abstract

This study translates the Organization Big Five Scale (ORG-B5) into Chinese and tests its reliability and validity. In Study 1 (N=406), the ORG-B5 was translated into Chinese, and an exploratory factor analysis established the scale’s factorial validity. In Study 2 (N=391), confirmatory factor analyses found that the five-factor correlation model fit the data best. The results from the configural, metric, and scalar invariance models also demonstrate that the ORG-B5 is equivalent across gender, age, and work tenure. The relationship between ORG-B5 and related constructs was also explored further. This study argues that the Chinese version of ORG-B5 provides researchers with a psychometrically sound and efficient tool to assess the Big Five personality traits within organizations in the Chinese context.

Highlights

With in-depth research being conducted on the interaction between individuals and their environment, an increasing number of researchers have begun to pay attention to the role of personality in this interaction
Combined with the results of the scree plot, parallel analysis, and percentage of variance explained by the factors, we argued that the Chinese version of the ORG-B5 is consistent with the original ORG-B5 measure and contains five different factors: the five dimensions of personality
In study 2, we examined the factor structure and model fit of the Chinese version of the ORG-B5 using a series of confirmatory factor analyses (CFAs), including a correlated five-factor model, a single factor model, and a second-order five-factor model

Summary

Introduction

With in-depth research being conducted on the interaction between individuals and their environment, an increasing number of researchers have begun to pay attention to the role of personality in this interaction. Personality has been consistently found to influence various work outcomes such as task performance (Barrick and Mount, 1991; Judge et al, 2013), leader–member exchange (Dulebohn et al, 2012), and work engagement (Young et al, 2018). These studies on personality continue to encourage researchers in psychometrics to explore personality measurement tools more effectively. The traditional approach to personality measurement focuses on characterizing people’s average behavioral tendencies, attitudes, relationships, preferences, and social skills across various situations (Costa and McCrae, 1992a). Some researchers have questioned the validity of this traditional approach. Judge and Zapata (2015) believe that

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