Development and validation of the Japanese version of the Organizational Mattering Scale (OMS-J)
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The Organizational Mattering Scale (OMS) was developed to measure the sense of mattering within organizational contexts. Reece et al. (2021) created and validated the scale through four studies, demonstrating that two key factors—Achievement and Recognition—serve as valid indicators of mattering in the workplace. To examine the applicability of the OMS in Japan, we developed a Japanese version of the scale and conducted a study to evaluate its reliability and validity.
Development and validation of the Japanese version of the Organizational Mattering Scale (OMS-J)
- 1. Development and validation of the Japanese version of the Organizational Mattering Scale (OMS-J) 178
- 2. Objective 2
- 3. Organizational Mattering Scale （ . 3 Reece, A., Yaden, D., Kellerman, G., Robichaux, A., Goldstein, R., & Schwartz, B. (2021). Mattering is an indicator of organizational health and employee success. The Journal of Positive Psychology, 16(2), 228-248.
- 4. A study conducted exclusively on working professionals. 4
- 5. Parallel Analysis Scree Plot PWELS-SES (Total 10 items)
- 6. Factor analysis 6 GFI =.99、AGFI＝.98、 RMSEA = .04 90% CI: (.04, .05) Bentler-Bonett NFI = 0.9、CFI = 0.99 Achievement N= 4937 Recognition Recogni tion Achieve ment
- 7. Ht（NIRT） ω α SD M .69 .86 .86 3 9 Achievement .69 .89 .89 4 12 Recognition .65 .92 .92 6 22 OMS Toal Note: M = Mean Score, SD = Standard Deviation, Ht coefficient represents the total Ht coefficient. The Ht coefficient is derived from Item Response Theory (IRT) using Mokken Scale Analysis. N = 4,937 (Male: 2,264, Female: 2,673) Mean age = 36 years, SD = 17. A high reliability coefficient and strong items were demonstrated.
- 8. Ceiling and floor effects were not observed in the item analysis. Item Scalability Coefficient (Hi) Hi indicates how well each item contributes to the unidimensional structure of the scale. Values above 0.30 are acceptable, and values above 0.60 suggest strong scalability. In this study, all items showed Hi > 0.69, indicating a highly consistent and reliable measurement of the latent construct (Ligtvoet, Van der Ark, te Marvelde, & Sijtsma, 2010). .69 .58 1.0 3.2 Achievement_1 .70 .86 1.0 3.0 Achievement_2 .69 .73 1.1 3.0 Achievement_3 .68 .61 1.0 3.1 Recognition_1 .70 .83 1.0 3.1 Recognition_2 .70 .74 1.0 3.1 Recognition_3 .69 .73 1.0 3.1 Recognition_4
- 10. Big5 Personality Test The Big Five personality traits, also known as the five-factor model (FFM) and the OCEAN model, is a taxonomy for personality traits. 10 ①Openness to experience (inventive/curious vs. consistent/cautious) ②Conscientiousness (efficient/organized vs. easy-going/careless) ③Extraversion (outgoing/energetic vs. solitary/reserved) ④Agreeableness (friendly/compassionate vs. challenging/detached) ⑤Neuroticism or Emotional instability (sensitive/nervous vs. secure/confident) A validation study utilizing the Ten-Item Personality Inventory (TIPI) was conducted. Gosling, S. D., Rentfrow, P. J., & Swann, W. B., Jr. (2003). A very brief measure of the Big-Five personality domains. Journal of Research in Personality, 37, 504–528.
- 11. 11 OMS-J and its subscales showed positive correlations with conscientiousness, extraversion, and openness, and negative correlations with neuroticism. These findings suggest that personality traits significantly contribute to individuals' psychological strengths as measured by the OMS. All *p<.05 Openness to Experience Neuroticism Agreeableness Extraversion Conscienti ousness .31 -.29 .20 .33 .31 OMS_Achievement .31 -.28 .21 .32 .30 OMS_Recognition .33 -.30 .22 .35 .32 OMS_Total
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- 13. Rashid expanded PERMA into a 7-factor model, adding Resilience and health-related aspects, leading to the 35-item Flourishing Inventory for comprehensive well-being assessment. https://strengthsbasedresilience.com/assessments/flourishing ①Positive Emotions ②Engagement ③Relationships ④Meaning ⑤Accomplishment ⑥Health ⑦Resilience 13
- 14. 14 ◆35 Flourish Inventory（PERMA＋2） The OMS-J showed generally strong correlations with all dimensions of the Flourish model These findings suggest that both internal achievement and external recognition are associated with Flourish and Well-being. Tailoring workplace well-being initiatives to individual Flourish profiles may enhance their effectiveness. P7_Resilience P6_Health P5_Accom plishment P4_Meaning P3_Relationships P2_Engagement P1_Positive_ Emotions .61 .54 .62 .62 .55 .60 .53 OMS_Achiev ement .62 .57 .63 .63 .59 .63 .58 OMS_Recogn ition .65 .59 .66 .66 .60 .66 .59 OMS_Total
- 15. The Utrecht Work Engagement Scale(UWES) (Schaufeli et al., 2019) The Utrecht Work Engagement Scale (UWES) is a self-rating questionnaire aimed at measuring an Individual characteristics in “Work Engagement” UWES-3 was selected, each or every dimension of work engagement: • 【Vigor】(1)“At my work, I feel bursting with energy” • 【Dedication】 (2) “I am enthusiastic about my job” • 【Absorption】 (3) “I am immersed in my work” Schaufeli, W. B., Shimazu, A., Hakanen, J., Salanova, M., & De Witte, H. (2019). An ultra- short measure for work engagement: The UWES-3 validation across five countries. European Journal of Psychological Assessment, 35, 577- 591.http://dx.doi.org/10.1027/1015-5759/a000430
- 16. 16 Correlation analysis between OMS-J and Work Engagement. All *p<.05 WORK_Engagement Total Absorption Dedication Vigor .68 .58 .59 .62 Achievement .70 .60 .61 .64 Recognition .73 .63 .63 .67 OMS_Total
- 17. - The interaction effect is relatively small, but recognition and achievement have a strong impact on work engagement, with the primary effects being highly significant. - If recognition or achievement levels become excessively high, work engagement may decrease due to a saturation effect. - This suggests that maintaining a balanced level of recognition and achievement is optimal for enhancing work engagement. 17 Work Engagement
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- 19. 19 Psychological Stress Innovation Meaning Prospection Resilience Social Support Positive Cognitive Behavior OMS_ Recognition OMS_ Achievement Work Engagement Psychological Network Analysis ＊PRISM Scale ＊OMS-J
- 20. Discussion ■OMS-J showed excellent Exploratory factor analysis (2 Factors, α=.92) in a sample of= 4,937 individuals. ■Criterion-related validity was also determined among Big5, Flourish Inventory, Work Engagement. ■The results of this study confirmed the reliability and validity of the proposed scale for evaluating in individuals. ■However, it will be necessary to conduct a psychological experiment and Intervention based on Personality psychology. 20