Limits...
IMatter: validation of the NHS Scotland Employee Engagement Index.

Snowden A, MacArthur E - BMC Health Serv Res (2014)

Bottom Line: Factor analysis revealed a four-factor structure consistent with the following interpretation: iMatter showed evidence of high reliability and validity.It is a popular measure of staff engagement in NHS Scotland.Implications for practice focus on the importance of coproduction in psychometric development.

View Article: PubMed Central - PubMed

ABSTRACT

Background: Employee engagement is a fundamental component of quality healthcare. In order to provide empirical data of engagement in NHS Scotland an Employee Engagement Index was co-constructed with staff. 'iMatter' consists of 25 Likert questions developed iteratively from the literature and a series of validation events with NHS Scotland staff. The aim of this study was to test the face, content and construct validity of iMatter.

Methods: Cross sectional survey of NHS Scotland staff. In January 2013 iMatter was sent to 2300 staff across all disciplines in NHS Scotland. 1280 staff completed it. Demographic data were collected. Internal consistency of the scale was calculated. Construct validity consisted of concurrent application of factor analysis and Rasch analysis. Face and content validity were checked using 3 focus groups.

Results: The sample was representative of the NHSScotland population. iMatter showed very strong reliability (α = 0.958). Factor analysis revealed a four-factor structure consistent with the following interpretation:

Conclusions: iMatter showed evidence of high reliability and validity. It is a popular measure of staff engagement in NHS Scotland. Implications for practice focus on the importance of coproduction in psychometric development.

No MeSH data available.


Related in: MedlinePlus

Mean response to each iMatter item by rank (N=1193).
© Copyright Policy - open-access
Related In: Results  -  Collection

License 1 - License 2
getmorefigures.php?uid=PMC4230359&req=5

Fig3: Mean response to each iMatter item by rank (N=1193).

Mentions: Summary of mean responses to each question is in Figure 3. This shows that the most positive item by this ranking measure is ‘I am clear what my duties and responsibilities are’. The least positive is ‘I feel involved in decisions relating to my organisation’. In order to construct a summary measure individual scores for each item were added using the coding in Table 3. The total was then divided by the number of items answered. iMatter thus consists of an aggregate representation of all 25 individual item scores.Figure 3


IMatter: validation of the NHS Scotland Employee Engagement Index.

Snowden A, MacArthur E - BMC Health Serv Res (2014)

Mean response to each iMatter item by rank (N=1193).
© Copyright Policy - open-access
Related In: Results  -  Collection

License 1 - License 2
Show All Figures
getmorefigures.php?uid=PMC4230359&req=5

Fig3: Mean response to each iMatter item by rank (N=1193).
Mentions: Summary of mean responses to each question is in Figure 3. This shows that the most positive item by this ranking measure is ‘I am clear what my duties and responsibilities are’. The least positive is ‘I feel involved in decisions relating to my organisation’. In order to construct a summary measure individual scores for each item were added using the coding in Table 3. The total was then divided by the number of items answered. iMatter thus consists of an aggregate representation of all 25 individual item scores.Figure 3

Bottom Line: Factor analysis revealed a four-factor structure consistent with the following interpretation: iMatter showed evidence of high reliability and validity.It is a popular measure of staff engagement in NHS Scotland.Implications for practice focus on the importance of coproduction in psychometric development.

View Article: PubMed Central - PubMed

ABSTRACT

Background: Employee engagement is a fundamental component of quality healthcare. In order to provide empirical data of engagement in NHS Scotland an Employee Engagement Index was co-constructed with staff. 'iMatter' consists of 25 Likert questions developed iteratively from the literature and a series of validation events with NHS Scotland staff. The aim of this study was to test the face, content and construct validity of iMatter.

Methods: Cross sectional survey of NHS Scotland staff. In January 2013 iMatter was sent to 2300 staff across all disciplines in NHS Scotland. 1280 staff completed it. Demographic data were collected. Internal consistency of the scale was calculated. Construct validity consisted of concurrent application of factor analysis and Rasch analysis. Face and content validity were checked using 3 focus groups.

Results: The sample was representative of the NHSScotland population. iMatter showed very strong reliability (α = 0.958). Factor analysis revealed a four-factor structure consistent with the following interpretation:

Conclusions: iMatter showed evidence of high reliability and validity. It is a popular measure of staff engagement in NHS Scotland. Implications for practice focus on the importance of coproduction in psychometric development.

No MeSH data available.


Related in: MedlinePlus