The purpose of this study was to compare the results of a subjective and a statistical method of detecting non-comparable items in 14 language-translated forms of a survey measuring organizational culture.
Data were obtained from a large multinational organization using a 60-item organizational culture survey.
First, we review the basic tenets and past findings focusing on ME/I, and discuss the item response theory differential item functioning framework used here.
Next, we show ME/I being upheld using organizational survey data wherein violations of ME/I would reasonably not be expected (i.e., the null hypothesis was predicted and supported), and simulate the consequences of ignoring ME/I.
In using organizational surveys for decision-making, it is essential to consider measurement equivalence/invariance (ME/I), which addresses the questions of whether score differences are attributable to differences in the latent variable we intend to measure, or attributable to confounding differences in measurement properties.
In order to test thereliability of the instrument, Crobanch alpha test was used.
The use of language-adapted organizational surveys has become increasingly important to multinational organizations.
In examining scores from such surveys the establishment of score comparability is essential.
Findings indicate that involvement culture (β1 =0.230, p-value<0.05) and consistency culture (β2 = 0.286, p< 0.05) has apositive and significant effect on employee performance.
Ownership thushas positive and significant moderating effect of bank ownership on therelationship between involvement culture and employee performance (β =0.26, ρ<0.05) and (β= -0.2, ρ<0.05) respectively hence concluding thatconsistency culture and involvement culture improves employeeperformance.