{"id":{"repo_id":"ncsu","oai_identifier":"oai:repository.lib.ncsu.edu:1840.16/998"},"canonical_url":"https://search.dev.ndltd.org/etd/ncsu/oai:repository.lib.ncsu.edu:1840.16/998","repository":{"repo_id":"ncsu","name":"North Carolina State University","base_url":"https://repository.lib.ncsu.edu/server/oai/request"},"display":{"title":"Differences in Attitudes Towards Time at Work: Validations of the Time Preferences at Work Scale","abstract":"The purpose of this research was to develop an instrument to measure differences in workers' preferences related to the passage of time at work. Previous research indicates that this construct may have implications for the effectiveness of work teams, as well as other work outcomes such as person-organization fit. However, current methods of measuring time preferences are incomplete. Using a ten-factor theoretical framework introduced by Brislin and Kim (2003), a comprehensive instrument was designed and validated. In the first step of the validation, content validity evidence and item quality were assessed, demonstrating that the items were of acceptable quality and content-appropriate. Construct validity was then assessed. Undergraduate students (N = 601) responded to the 186-item questionnaire, as well as a variety of personality and background items. Analyses were conducted in three stages. In the first stage, an exploratory factor analysis revealed a six-factor structure to the items. The second stage of analysis used confirmatory factor analysis to test this structure. Finally, convergent and discriminant validity were assessed. Overall, the findings suggest that this scale is psychometrically sound and suitable for use in organizations.","abstract_html":"The purpose of this research was to develop an instrument to measure differences in workers' preferences related to the passage of time at work. Previous research indicates that this construct may have implications for the effectiveness of work teams, as well as other work outcomes such as person-organization fit. However, current methods of measuring time preferences are incomplete. Using a ten-factor theoretical framework introduced by Brislin and Kim (2003), a comprehensive instrument was designed and validated. In the first step of the validation, content validity evidence and item quality were assessed, demonstrating that the items were of acceptable quality and content-appropriate. Construct validity was then assessed. Undergraduate students (N = 601) responded to the 186-item questionnaire, as well as a variety of personality and background items. Analyses were conducted in three stages. In the first stage, an exploratory factor analysis revealed a six-factor structure to the items. The second stage of analysis used confirmatory factor analysis to test this structure. Finally, convergent and discriminant validity were assessed. 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However, current methods of measuring time preferences are incomplete. Using a ten-factor theoretical framework introduced by Brislin and Kim (2003), a comprehensive instrument was designed and validated. In the first step of the validation, content validity evidence and item quality were assessed, demonstrating that the items were of acceptable quality and content-appropriate. Construct validity was then assessed. Undergraduate students (N = 601) responded to the 186-item questionnaire, as well as a variety of personality and background items. Analyses were conducted in three stages. In the first stage, an exploratory factor analysis revealed a six-factor structure to the items. The second stage of analysis used confirmatory factor analysis to test this structure. Finally, convergent and discriminant validity were assessed. Overall, the findings suggest that this scale is psychometrically sound and suitable for use in organizations."]},{"key":"dc:format","label":"Dc Format","values":["Thesis (M.S.)--North Carolina State University."]},{"key":"dc:title","label":"Title","values":["Differences in Attitudes Towards Time at Work: Validations of the Time Preferences at Work Scale"]}]}],"canonical_facts":{"dc:contributor.advisor":["Adam Meade, Committee Member","Lori Foster Thompson, Committee Member","Frank J Smith, Committee Chair"],"dc:creator":["Shetye, Tara"],"dc:date.accessioned":["2010-04-02T17:59:56Z"],"dc:date.available":["2010-04-02T17:59:56Z"],"dc:date.issued":["2006-06-22"],"dc:description":["North Carolina State University Theses Psychology."],"dc:description.abstract":["The purpose of this research was to develop an instrument to measure differences in workers' preferences related to the passage of time at work. 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I retain all other ownership rights to the copyright of the thesis, dissertation or project report. I also retain the right to use in future works (such as articles or books) all or part of this thesis, dissertation, or project report."],"dc:subject":["work teams","scale validation","scale development","culture"],"dc:title":["Differences in Attitudes Towards Time at Work: Validations of the Time Preferences at Work Scale"]},"updated_at":"2026-08-21T22:21:56Z"}