中国科学院行为科学重点实验室知识库

目的：检验员工真实性量表（Individual authenticity measure at work,IAM Work）在中国企业员工中应用的信度和效度。方法：用IAM Work中文版对657名企业员工进行测试,在样本中随机抽取214名员工同时施测IAM Work中文版、Utrecht工作投入量表简版（UWES-9）、建言行为量表和中国企业员工工作幸福感量表,并在两个月后重测。结果：验证性因素分析验证了员工真实性的三因素模型。各拟合指标分别为χ2/df=2.61,NFI=0.94,CFI=0.96,IFI=0.96,GFI=0.93,AGFI=0.91,RMSEA=0.05。简版量表为χ2/df=2.99,NFI=0.97,CFI=0.98,IFI=0.98,GFI=0.96,AGFI=0.94,RMSEA=0.06。所有项目的决断值均显著（P〈0.001）,项目与量表总分的相关在0.46～0.77之间。IAM Work中文版量表和真实的生活、自我异化、接受外部影响的Cronbach’sα系数依次为0.92、0.90、0.93、0.91。简版量表的Cronbach’sα系数依次为0.89、0.83、0.92、0.92。IAM Work量表两个月后的重测信度为0.79,简版为0.78。IAM Work中文版总分、简版总分与工作幸福感（r=0.67,0.58,P〈0.01）、工作投入（r=0.50,0.43,P〈0.01）与建言行为（r=0.34,0.23,P〈0.01）呈现显著正相关。结论：IAM Work中文版量表和简版量表具有良好的信效度,适合在中国背景下使用。

Objective： To test the reliability and validity of the Chinese version of Individual Authenticity Measure at Work（IAM Work）. Methods： The reliability and validity of the IAM Work was tested using a sample size of 657 employees. To evaluate the validity of the IAM Work, 214 employees were randomly selected to test with the IAM Work, UWES-9, Voice Behavior Scale, and the Employee Occupational Well-being in Chinese Enterprises Scale. These employees were re- tested two months later. Results： Confirmatory factor analysis supported the three-factor structure model. The fitted indi- ces are x2/df=2.61, NFI=0.94, CFI=0.96, IFI=0.96, GFI=0.93, AGFI=0.91, RMSEA=0.05, and the fitted indices for the short version are x2/df=2.99, NFI=0.97, CFI=0.98, IFI=0.98, GFI=0.96, AGFI=0.94, RMSEA=0.06. The critical ratios of all the items were statistically significant（P〈0.001）, and the correlations between each item and the total score ranged from 0.46 to 0.77. The Cronbach＇ s ct coefficients of the total scale, authentic living, self-alienation, and accepting external influ- ence subscale were 0.92, 0.90, 0.93 and 0.91 respectively. The Cronbach＇ sot coefficients for the short version are 0.89, 0.83, 0.92 and 0.92 respectively. The test-retest reliability after 2 months is 0.79 for the full scale and 0.7g for the short ver- sion. The total scores of both the Chinese version of IAM Work and the short version showed significant positive correlations with occupational well-being（r=0.67, 0.58, P〈0.01）, work engagement（r=0.50, 0.43, P〈0.01）, and the Voice Behavior Scale total score（r=0.34, 0.23, P〈0.01）. Conclusion： Both Chinese version of IAM Work and the short version are reliable, valid, and suitable for measuring the authenticity of Chinese employees.