Research on the concept of existing unidimensional Perceived Work Ability scale (PWA) in organizational science has recently increased due to its prediction of important work, individual, and labor force outcomes. To date, PWA has been measured as a unidimensional construct. The present study outlines the need for the multidimensional conceptualization of PWA and its measurement. We describe the development and validation of the Multidimensional Perceived Work Ability Scale (M-PWAS), comprising four dimensions: physical, cognitive, interpersonal, and emotional. In line with Hinkin's (1998) approach to scale validation, we use four samples (total N = 1,152) to establish the M-PWAS as a reliable and valid measure of PWA. Through an iterative item generation and review process, we found evidence for content validity. Furthermore, each subscale demonstrated high internal consistency and factorial validity, and analysis of the PWA nomological network demonstrated evidence for convergent and discriminant validity. Finally, we found that the M-PWAS showed incremental validity over an existing unidimensional PWA measure in the prediction of perceived stress, emotional exhaustion, work engagement, and turnover. We discuss implications for theory, research, and workplace interventions. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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多维感知工作能力量表的开发和验证。


组织科学中现有的一维感知工作能力量表（PWA）概念的研究最近有所增加，因为它可以预测重要的工作、个人和劳动力结果。迄今为止，PWA 已被作为一维结构来衡量。本研究概述了 PWA 多维概念化及其测量的必要性。我们描述了多维感知工作能力量表（M-PWAS）的开发和验证，该量表包括四个维度：身体、认知、人际和情感。根据 Hinkin (1998) 的规模验证方法，我们使用四个样本（总 N = 1,152）将 M-PWAS 建立为可靠且有效的 PWA 衡量标准。通过迭代项目生成和审核过程，我们找到了内容有效性的证据。此外，每个子量表都表现出高度的内部一致性和因子效度，并且 PWA 法理学网络的分析证明了收敛效度和判别效度的证据。最后，我们发现 M-PWAS 在预测感知压力、情绪疲惫、工作投入度和流动率方面比现有的一维 PWA 测量显示出增量有效性。我们讨论对理论、研究和工作场所干预的影响。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。