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題 名 | 工作行為衡量表的研發與心理計量初探=The Development of a Work Behavior Inventory and the Preliminary Testing of Its Psychometric Properties |
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作 者 | 吳明宜; 汪翠瀅; | 書刊名 | 職能治療學會雜誌 |
卷 期 | 23 民94.10 |
頁 次 | 頁74-86 |
分類號 | 542.77 |
關鍵詞 | 工作行為; 精神疾病; 職業輔導評量; Work behavior; Mental illness; Vocational assessment; |
語 文 | 中文(Chinese) |
中文摘要 | 目的:本研究針對精神病人的行為特性,研發適用於精神病人就業服務的「工作行為衡量表」,並進行該工具之信效度檢驗。 方法:「工作行為衡量表」包含四個向度(一般行為、人際互動、工作態度、和工作技能),共26個題項。其信效度驗證是由兩位就業服務員每兩週評估一次成大精神科工作隊成員(N=37)的職場工作行為表現,共收集了5次數據。在此過程中,兩位就服員不互相討論評量內容。研究結束之後,再請就服員一起就個案的整體工作表現打分數。 結果:使用intra-class correlation檢驗評分者間信度,其值高達0.96。以Pearson' s r值來檢測個案的再測信度,發現各題項的信度值介於中度範圍。再以Cronbach's α值檢驗題項間的內部一致性,則顯示相當高的同質性。此外,以個案的每週工時數和整體表現評分作為效標,來檢驗與「工作行為衡量表」各向度間的相關性。發現人際互動和工作技能二向度與每週工時數有顯著的中度正相關,而人際互動和工作態度二向度則與整體表現評分有顯著的中度正相關。 結論「工作行為衡量表」具備高度的施測者間信度和內部一致性,以及中等的再測信度;但效度驗證的結果較令人不滿意,後續研究應繼續往專家效度檢驗來進行。研究結果建議精神病人的工作行應該每個月至少評量一次,以呈現個案於該段時間點的真實行為。 |
英文摘要 | Objective: This study was to develop a work behavior inventory (WBI) that is based on the characteristics of people with mental illness and is applicable to their vocational rehabilitation. Psychometric testing was also conducted. Method: The WBI consists of 26 target behavior items that can be classified into four subscales (general behavior, interpersonal behavior, attitudinal behavior, and performance behavior). Its psychometric testing was based on the five biweekly data on 37 work rehabilitation patients, and graded by two vocational specialists of the Psychiatric Department, NCKU Hospital. Throughout the research, the two specialists worked independently in behavior grading. After that, both specialists scored a score for patients' global work performance. Results: The WBI showed very high item homogeneity and interrater consistency, and a moderate level of over-time consistency. Using the global work performance score and weekly working hours as criteria, it also demonstrated a moderate level of criterion-related validity. Conclusion: The WBI has high interrater reliability and internal consistency, and moderate test-retest reliability. The validation results, however, is unsatisfactory. Expert validation is suggested for future research. Base on the test-retest results, a monthly reassessment on work behaviors is recommended in order to captor the worker's actual behavior at the time. |
本系統中英文摘要資訊取自各篇刊載內容。