ŠIKANA NA PRACOVIŠTI: RELIABILITA A VALIDITA ČESKÉHO PŘEKLADU REVIDOVANÉ VERZE DOTAZNÍKU NEGATIVNÍCH AKTŮ - NAQ-R

• Published in: Československá psychologie Vol. 61; no. 6; pp. 546 - 558
• Main Authors: Cakirpaloglu, Panajotis, Šmahaj, Jan, Cakirpaloglu, Simona Dobešová, Zielina, Martin
• Format: Journal Article
• Language: Czech
• Published: Praha Institute of Psychology, Academy of Science 01.11.2017
• Subjects: Bullying; Discriminant analysis; Reliability; Validity; Work environment; Czech Republic
• ISSN: 0009-062X; 1804-6436

Objectives. The purpose of the study was to translate the revised version of the Negative Acts Questionnaire (NAQ-R) into the Czech language with a back translation procedure, and to test the reliability, validity, and factor structure of the scale. Sample and setting. The sample consisted of 7103 employees of public, private, and nonprofit organizations from all the regions of the Czech Republic (26.26% men, and 73.74% women, M = 42, SD = 11.03). The variables were assessed by Negative Acts Questionnaire - Revised (NAQ-R), Questionnaire detecting the structure and the dynamics of subjective states (SUPSO) as well as Anamnestic Questionnaire. Statistical analysis. Using softwares R (package "polycor"), SPSS Amos 24 and Statistica 12, calculation of descriptive statistics, Cronbach's α, Revelle's β, Pearson and polychoric correlation coefficients, exploratory and confirmatory factor analysis were performed. Results. The confirmatory factor analysis confirmed the three-factor structure of the Czech version of the NAQ-R. The total Cronbach's alpha (0,94) for the 22 behavioural items indicated a high reliability and satisfactory internal consistency of the Czech version of the NAQ-R. The significant correlations between the three factors of the NAQ-R and the seven scales of the SUPSO diagnostic questionnaire suggest a high external validity of the Czech version of the NAQ-R. Study limitations. Although the negative acts questionnaire (NAQ-R) has satisfactory psychometric properties, the method of questioning fails to discern the motivational, emotional and other mental processes including the complex dynamics of formal and informal relationships among employees affected by bullying. The authors recommend the use of mixed approach research design in future studies of workplace bullying. Among the limits of this research are some specifics in the electronic data collection, since only 19.9% of the respondents (9143) fullfiled the complete questionnaire.