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Abstract
The purpose of this study was to investigate the construct validity of the IWP Multi-Affect Indicator scale. A questionnaire was administered to an occupationally heterogeneous sample of 341 employees. Confirmatory factor analysis (CFA) was used to determine the factor validity of the questionnaire. We employed network analysis as a novel approach to elucidate differential relationships involving the IWP Multi-Affect Indicator's four-factor structure. CFA results revealed satisfactory model fit, ,best represented by a 4-factor model for the Romanian sample, while network analysis confirmed the relationships between items and factors. We have concluded that this questionnaire is suitable to measure differentiated core affects among Romanian employees.
Keywords
IWP Multi-Affect Indicator; Core affect, Circumplex model, Confirmatory factor analysis.
Introduction
Well-being in the workplace has been of growing interest amongst Romanian researchers and practitioners. Accordingly, it is important to determine the validity of measures related to well-being. Researchers outside of Romania continue to investigate the validity of well-being scales among individuals in various contexts. From this information, we can compare their well-being scale models with Romanian datasets and assess their validity, Cross-cultural comparisons of this sort are important. The number of international research studies on well-being is steadily increasing and well-being is in part culturally relative culture (Veenhoven, 2012). Therefore, studies need to continue to focus on cultural validity characteristics of these measures.
The various conceptualizations of well-being have led to several specific approaches toward its assessment. Most approaches typically investigated measurable affects, especially in the work environment. Measuring job-related affects is important, along with taking into account the central aspect of emotions including the well-being, superseding cognitive, social, and psychosomatic dimensions (Van Horn, Taris, Schaufeli, & Schreurs, 2004). Throughout the last six decades of research on the psychology of emotions, several measures have been proposed (e.g., Burke, Brief, George, Roberson, & Webster, 1989; Daniels, 2000; Van Katwyk, Fox, Spector, & Kelloway, 2000; Watson, Clark, & Tellegen, 1988). However, few of these measures focus on feelings experienced in a specific context, such as that of work, rather than in general settings (Burke et al., 1989; Daniels, 2000; Daniels, Brough, Guppy, Peters-Bean, & Weatherstone, 1997; Daniels & Guppy, 1994; Hosie & Sevastos, 2010; Madrid & Patterson, 2014).
This limitation of earlier measures was recognized by Warr (1990b), who...