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A Short Version of the Occupational Self-Efficacy Scale: Structural and Construct Validity
across Five Countries
1. Thomas Rigotti1,
2. Birgit Schyns2 and
3. Gisela Mohr3
+Author Affiliations
1.
1
University of Leipzig, rigotti@uni-leipzig.de
2.
2
University of Portsmouth
3.
3
University of Leipzig
Abstract
Occupational self-efficacy is an important resource for individuals in organizations. To be able to
compare the occupational self-efficacy of employees across different countries, equivalent
versions of the standard instruments need to be made available in different languages. In this
article, the authors report on the structural and construct validity of an instrument that assesses
occupational self-efficacy across five countries (Germany, Sweden, Belgium, United Kingdom,
Spain), based on an overall sample of N =1,535. The instrument can be recommended for
comparative use in German, Swedish, Belgian, Spanish, and British organizational contexts.



Perceived organizational support- questionnaires
Information about Assessing Perceived Organizational Support
Consistent with the view that employees form a general belief regarding the organizations
commitment to them, Eisenberger et al. (1986) reported that employees showed a consistent
pattern of agreement with statements concerning whether the organization appreciated their
contributions and would treat them favorably or unfavorably in differing circumstances.
Subsequent exploratory and confirmatory factor analyses with employees from diverse
occupations and organizations provide evidence for the high internal reliability and
unidimensionality of Eisenberger et al.s scale (Survey of Perceived Organizational Support;
SPOS), both in its original, 36-item form and subsequent, shorter versions (e.g.,Armeli,
Eisenberger, Fasolo, & Lynch, 1998; Eisenberger, Fasolo, & Davis-LaMastro, 1990; Lynch,
Eisenberger, & Armeli, 1999; Shore & Tetrick, 1991; Shore & Wayne, 1993). Employees
evidently believe that the organization has a general positive or negative orientation toward them
that encompasses both their contributions and their welfare.



POS has been found to be related to yet distinct from affective organizational commitment
(Eisenberger et al., 1990; Settoon, Bennett, & Liden, 1996; Rhoades, Eisenberger, & Armeli,
2001; Shore & Tetrick, 1991), effort-reward expectancies (Eisenberger et al., 1990), continuance
commitment (Shore & Tetrick, 1991), leadermember exchange (Settoon et al., 1996; Wayne,
Shore, & Liden, 1997), supervisor support (Kottke & Sharafinnski, 1988; Malatesta, 1995; Shore
& Tetrick, 1991), perceived organizational politics (Andrews & Kacmar, 2001; Cropanzano,
Howes, Grandey, & Toth, 1997; M. L. Randall, Cropanzano, Bormann, & Birjulin, 1999),
procedural justice (Andrews & Kacmar, 2001; Rhoades et al., 2001), and job satisfaction
(Aquino & Griffeth, 1999; Eisenberger et al., 1997; Shore & Tetrick, 1991). In sum, POS is a
distinctive construct that the SPOS measures with high reliability.



The majority of studies on POS use a short form developed from the 17 highest loading items in
the SPOS (Eisenberger et al., 1986). A link to the 36-item Survey of Perceived Organizational
Support (SPOS) is given below. The items indicated by an asterisk are a 17-item short form. The
reference for the scale is:
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational
support. Journal of Applied Psychology, 71, 500-507.
If a still shorter 8-item version of the scale is needed, the following scale selected from high
loading items from the original SPOS may be used:

1. The organization values my contribution to its well-being.
3. The organization fails to appreciate any extra effort from me. (R)
7. The organization would ignore any complaint from me. (R)
9. The organization really cares about my well-being.
17. Even if I did the best job possible, the organization would fail to notice. (R)
21. The organization cares about my general satisfaction at work.
23. The organization shows very little concern for me. (R)
27. The organization takes pride in my accomplishments at work.
This 8-item scale follows the recommendation of Rhoades and Eisenberger (2002, p. 699) that
Because the original scale is unidimensional and has high internal reliability, the use of shorter
versions does not appear problematic. Prudence nevertheless dictates that both facets of the
definition of POS (valuation of employees contribution and care about employees well-being)
be represented in short versions of the questionnaire.

The above 1986 article should be referenced if you are going to use the 8-item version. Item
numbers refer to the 1986 article.
17 item and 36 item questionnaires.
8 item questionnaire.