Measure

This study utilized the following survey questionnaire adopted from the

Dimensions of the Learning Organization Questionnaire, Empowering Leadership

Questionnaire, Organizational Change Questionnaire, Corporate Communication Scale,

Employee Resilience Scale (EmpRes), Job Engagement Scale, Satisfaction Subscale,

and Turnover Intentions Scale. The questionnaire has nine parts. The first part

contained sections asking for the demographic profile of the respondents in terms of

age, sex, years of working experience, and designation. The second part contained five

questions that assessed the learning culture of respondents. The Dimensions of the

Learning Organization Questionnaire was developed by Marsick and Watkins (2003).

Higher ratings correspond to a more learning-oriented company culture. Reliability

statistics obtained by Yang, Watkins, and Marsick (2004) identified Cronbach’s alpha

scores ranging between α= .80 and .87.

The third part contained ten questions that assessed the empowering leadership

within the organization. The Empowering Leadership Questionnaire (Arnold et al., 2000)

was utilized to measure the level of empowering leadership within the organization.

Higher scores indicate a greater degree of empowering leadership. Arnold, et al., (2000)

identified Cronbach’s alpha scores of α= .92, .91 and .94. The fourth part contained four

questions that assessed the employee participation of respondents. Bouckenooghe’s

and colleagues Organizational Change Questionnaire-Climate of Change, Processes,

and Readiness (Bouckenooghe et al., 2009) were used. Higher scores indicate a

greater amount of employee participation. Cronbach’s alpha’s of α= .85 and .79 were

found for the

samples of the study of Bouckenooghe et al., (2009).

The fifth part contained four questions that assessed the corporate

communication of respondents. The Corporate Communication Scale was developed to

assess the extent to which the senior management team communicated with the rest of

the staff. Higher scores indicate a greater extent of corporate communication. The

internal consistencies (Bouckenooghe et al., 2009) ranged from α= .79 to .75. The sixth

part contained 13 questions that assessed the employee resilience of respondents. The

13 item Employee Resilience Scale (EmpRes) was used to measure employee

resilience. High scores represent a more resilient employee. The questionnaire

demonstrated high Cronbach’s alphas of α= .89 (Naswall, et al., 2013).

The seventh part contained six questions that assessed the job engagement of

respondents. Saks (2006) Job Engagement Scale was used to measure job

engagement. Higher scores indicate that employees are more engaged in their jobs.

Saks (2006) obtained a high internal consistency of α= .82. The eighth part contained

three questions that assessed the job satisfaction of respondents. The Job Satisfaction

Subscale of The Michigan Organizational Assessment Questionnaire (Cammann,

Fichman, Jenkins, & Klesh, 1983) was used. High scores represent high job satisfaction

for question one and three. However, as item two was reverse coded, lower ratings on

this item related to a greater degree of job satisfaction. A high Cronbach’s alpha of α=

0.84 was found by Bowling and Hammond (2008).

The ninth part contained three questions that assessed the intentions to turnover

of respondents. Employee’s Intention to Turnover was measured using an adapted

Turnover Intentions scale by Vandenberghe and Bentein (2009). Higher scores

represent a high intention to turnover. Vandenberghe and Bentein (2009) found high

internal consistency scores of α= .84 and .80. Responses for all nine parts were

indicated on seven-point Likert scale (1=strongly disagree, 2=disagree, 3= slightly

disagree, 4=neutral, 5= slightly agree, 6= agree, and 7= strongly agree) and are

interpreted as follows:

Weight Range Description Interpretation

7 6.01 – 7.00 Strongly Agree Very High

6 5.01 – 6.00 Agree Slightly High

5 4.01 – 5.00 Somewhat Agree High

4 3.01 – 4.00 Neither Agree or Disagree Neutral

3 2.01 – 3.00 Somewhat Disagree Low

2 1.01 – 2.00 Disagree Slightly Low

1 0.01 – 1.00 Strongly Disagree Very Low