Organizational cohesion is a multifaceted construct that has been defined and assessed in a multitude of ways. For the purpose of this study, the researcher has defined organizational cohesion as the extent to which employees within an organization feel a sense of unity with one another. Practitioners are often faced with uncertainty regarding the necessary assessment materials when trying to evaluate organizational cohesion. An easily accessible and valid scale had yet to be created to measure organizational cohesion. The Organizational Cohesion Scale (OCS) is an eight-item assessment of an employee’s perception of the cohesion they have experienced with their peers within an organizational setting. The present research attempted to provide construct validity for the OCS. Assessments of the convergent and discriminant validity of the OCS were conducted; although the results did not provide strong evidence for construct validity of the OCS, the confirmatory factor analysis and criterion validity provided support for additional research to be conducted.
","abstract_html":"<p>Organizational cohesion is a multifaceted construct that has been defined and assessed in a multitude of ways. For the purpose of this study, the researcher has defined organizational cohesion as the extent to which employees within an organization feel a sense of unity with one another. Practitioners are often faced with uncertainty regarding the necessary assessment materials when trying to evaluate organizational cohesion. An easily accessible and valid scale had yet to be created to measure organizational cohesion. The Organizational Cohesion Scale (OCS) is an eight-item assessment of an employee’s perception of the cohesion they have experienced with their peers within an organizational setting. The present research attempted to provide construct validity for the OCS. Assessments of the convergent and discriminant validity of the OCS were conducted; although the results did not provide strong evidence for construct validity of the OCS, the confirmatory factor analysis and criterion validity provided support for additional research to be conducted.</p>","abstract_has_math":false,"creators":["Ruga, Kristen"],"institution":null,"degree_name":"Master of Arts","degree_level":null,"degree_discipline":"Department of Psychology","degree_department":null,"school":null,"contributors":["Dr. Reagan Brown (Director), Dr. Amber Schroeder, Dr. Anthony Paquin"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2014,"date_issued":"2014-05-01T07:00:00Z","date_published":"2014-05-01T07:00:00Z","updated_at":"2026-07-24T06:08:26Z","subjects":["workplace","unity","relationships","Organizational Cohesion Scale","Industrial and Organizational Psychology"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://digitalcommons.wku.edu/theses/1353","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Dr. Reagan Brown (Director), Dr. Amber Schroeder, Dr. Anthony Paquin"]},{"key":"dc:creator","label":"Author","values":["Ruga, Kristen"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:type","label":"Dc Type","values":["Thesis"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Department of Psychology"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Arts"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["workplace","unity","relationships","Organizational Cohesion Scale","Industrial and Organizational Psychology"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://digitalcommons.wku.edu/theses/1353"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Organizational cohesion is a multifaceted construct that has been defined and assessed in a multitude of ways. For the purpose of this study, the researcher has defined organizational cohesion as the extent to which employees within an organization feel a sense of unity with one another. Practitioners are often faced with uncertainty regarding the necessary assessment materials when trying to evaluate organizational cohesion. An easily accessible and valid scale had yet to be created to measure organizational cohesion. The Organizational Cohesion Scale (OCS) is an eight-item assessment of an employee’s perception of the cohesion they have experienced with their peers within an organizational setting. The present research attempted to provide construct validity for the OCS. Assessments of the convergent and discriminant validity of the OCS were conducted; although the results did not provide strong evidence for construct validity of the OCS, the confirmatory factor analysis and criterion validity provided support for additional research to be conducted.
"]},{"key":"dc:title","label":"Title","values":["Construct Validity Analysis of the Organizational Cohesion Scale"]}]}],"canonical_facts":{"dc:contributor":["Dr. Reagan Brown (Director), Dr. Amber Schroeder, Dr. Anthony Paquin"],"dc:creator":["Ruga, Kristen"],"dc:description.abstract":["Organizational cohesion is a multifaceted construct that has been defined and assessed in a multitude of ways. For the purpose of this study, the researcher has defined organizational cohesion as the extent to which employees within an organization feel a sense of unity with one another. Practitioners are often faced with uncertainty regarding the necessary assessment materials when trying to evaluate organizational cohesion. An easily accessible and valid scale had yet to be created to measure organizational cohesion. The Organizational Cohesion Scale (OCS) is an eight-item assessment of an employee’s perception of the cohesion they have experienced with their peers within an organizational setting. The present research attempted to provide construct validity for the OCS. Assessments of the convergent and discriminant validity of the OCS were conducted; although the results did not provide strong evidence for construct validity of the OCS, the confirmatory factor analysis and criterion validity provided support for additional research to be conducted.
"],"dc:identifier":["https://digitalcommons.wku.edu/theses/1353"],"dc:subject":["workplace","unity","relationships","Organizational Cohesion Scale","Industrial and Organizational Psychology"],"dc:title":["Construct Validity Analysis of the Organizational Cohesion Scale"],"dc:type":["Thesis"],"thesis:degree_discipline":["Department of Psychology"],"thesis:degree_name":["Master of Arts"]},"updated_at":"2026-07-24T06:08:26Z"}