Iman Shakeri; Ali Mehdad; Hadi Farhadi
Abstract
IntroductionResearch shows that mental toughness is effective in predicting outcomes in a variety of stressful contexts such as athletics, the military, and the workplace. Despite the existence of extensive research on mental toughness, different researchers have not reached the necessary coherence and ...
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IntroductionResearch shows that mental toughness is effective in predicting outcomes in a variety of stressful contexts such as athletics, the military, and the workplace. Despite the existence of extensive research on mental toughness, different researchers have not reached the necessary coherence and integrity in conceptualizing and defining the dimensions of this construct. Therefore, the purpose of this research was to design and validate the situational judgment test of mental managers’ toughness of. MethodThis research is descriptive-survey and practical in terms of purpose. The statistical population included 196 employees (for exploratory and reliability factor analysis) and 210 separate employees (for convergent validity and confirmatory factor analysis) from the managerial ranks in Iran Alloy Company, who were selected by random stratified sampling method. In order to compile the situations and answer options of the test, the opinions of experts were used and the validity of the test was investigated using correlation methods, goodness of fit study, factor analysis, and reliability analysis.ResultsIn order to investigate the validity of the situational judgment test of mental toughness several methods were used. The exploratory factor analysis with principal components method and varimax rotation, as expected, suggested a structure based on five subscales including "Attention control", "Emotion control", "Utilization of feedback", "Task persistence" and " goal attainment". Confirmatory factor analysis showed the researcher’s hypothesis that the structure is based on five components is confirmed. Also, convergent validity was confirmed by its correlation with the scores of mental toughness in the assessment center. Evaluation of internal consistency of scale by Cronbach’s alpha method and correlation of each question with the total score showed that questions of this scale have acceptable internal consistency. Discussion The research findings showed situational judgment test of mental toughness is composed of five factors and acceptable validity and reliability. Consequently, it can be applied to measure the mental toughness of employees in complex organizational situations. This research has provided promising fields for studies that measure and develop employees’ mental toughness in the workplace.
Iman Shakeri
Abstract
The aim of this study was to investigate the validity of two methods of performance appraisal. 71 supervisor the participants include candidates in Iran Alloy Steel Company. Data were analyzed using Pearson correlation and hierarchical regression analysis. Results of criterion validity showed traditional ...
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The aim of this study was to investigate the validity of two methods of performance appraisal. 71 supervisor the participants include candidates in Iran Alloy Steel Company. Data were analyzed using Pearson correlation and hierarchical regression analysis. Results of criterion validity showed traditional performance appraisal and multi-source appraisal of competencies positively and significantly predicted assessment center scores. Evidence-based incremental validation showed multi-source appraisal of competences in comparison with traditional performance evaluation has been, 26.3% more successful in predicting assessment center scores. Also, investigation of the same competencies in multi-source appraisal and assessment center confirmed convergent validity of 4 competences and rejected 2 of them. Findings indicate multi-source appraisal of competences in comparison with traditional appraisal have greater validity for employees¢ performance appraisal.
