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| dc.creator | Didier Pino, Nicolás Osvaldo | |
| dc.creator | Luna, Juan Francisco | |
| dc.date | 2021-01-10 | |
| dc.date.accessioned | 2023-03-20T15:55:13Z | |
| dc.date.available | 2023-03-20T15:55:13Z | |
| dc.identifier | https://reviberopsicologia.ibero.edu.co/article/view/rip.13309 | |
| dc.identifier | 10.33881/2027-1786.rip.13309 | |
| dc.identifier.uri | https://biblioteca-repositorio.clacso.edu.ar/handle/CLACSO/215579 | |
| dc.description | One of the most influential theoretical models in cross-cultural research was developed by Geert Hofstede, which initially considered four dimensions with which different national cultures could be compared. That model was based on attributions and perceptions of individuals related to the culture where they live without focusing on its measurement model in specific situations such as belonging to a particular organization or individual beliefs. Dorfman and Howell (1988) developed a version for Hofstede scales to include organizational domain responses to approach for the work culture. These scales have been disseminated and widely used within the research community transcultural without presenting a detailed analysis of such scales' quality of measurement. This article attempts to present the analysis results of the measurement invariance of scales, considering the four original dimensions of Hofstede, through the progressive factor analysis considering three steps of restrictions on the results. | en-US |
| dc.description | Uno de los modelos teóricos más influyentes en la investigación transcultural es el desarrollado por Geert Hofstede, que originalmente consideraba cuatro dimensiones con las cuales se podía comparar diferentes culturas nacionales. Este modelo se basaba en las atribuciones y percepciones de los sujetos en relación a la cultura donde se desenvolvían, sin ser focalizado su modelo de medida en situaciones específicas como la pertenencia a una determinada organización o las creencias individuales. Dorfman y Howell (1988) elaboran una versión para las escalas de Hofstede para incluir el dominio organizacional en las respuestas, como forma de dar cuenta de la cultura laboral. Estas escalas han sido difundidas y utilizadas ampliamente dentro de la comunidad de investigación transcultural, sin presentarse un análisis en profundidad de la calidad de medida de tales escalas. Este artículo se aboca en presentar los resultados del análisis de la invarianza factorial de las escalas, considerando las cuatro dimensiones originales de Hofstede, a través del análisis factorial progresivo considerando los tres pasos de restricciones respecto de los resultados. | es-ES |
| dc.format | application/pdf | |
| dc.language | spa | |
| dc.publisher | ĬbērAM | es-ES |
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| dc.rights | Derechos de autor 2021 Corporación Universitaria Iberoamericana | es-ES |
| dc.source | Revista Iberoamericana de Psicología; Vol. 13 Núm. 3 (2020): Revista Iberoamericana de Psicología; 146-155 | es-ES |
| dc.source | 2500-6517 | |
| dc.source | 2027-1786 | |
| dc.subject | Invarianza Factorial; Escala de Valores Laborales; Cultura Laboral; dimensiones culturales; psicometría; validación de instrumentos | es-ES |
| dc.subject | Psicometria | es-ES |
| dc.title | Analysis of Progressive Measurement Invariance of Dorfman and Howell’s Cultural Scales | en-US |
| dc.title | Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva | es-ES |
| dc.type | info:eu-repo/semantics/article | |
| dc.type | info:eu-repo/semantics/publishedVersion |
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