Original Research

Bias and equivalence of the Strengths Use and Deficit Correction Questionnaire

Crizelle Els, Karina Mostert, Symen Brouwers
SA Journal of Industrial Psychology | Vol 42, No 1 | a1365 | DOI: https://doi.org/10.4102/sajip.v42i1.1365 | © 2016 Crizelle Els, Karina Mostert, Symen Brouwers | This work is licensed under CC Attribution 4.0
Submitted: 14 April 2016 | Published: 01 November 2016

About the author(s)

Crizelle Els, WorkWell Research Unit, Faculty of Economic and Management Sciences, North-West University, Potchefstroom Campus, South Africa
Karina Mostert, WorkWell, Research Unit for Economic and Management Sciences, North-West University, Potchefstroom, South Africa
Symen Brouwers, WorkWell Research Unit, Faculty of Economic and Management Sciences, North-West University, Potchefstroom Campus, South Africa


Share this article

Bookmark and Share

Abstract

Orientation: For optimal outcomes, it is suggested that employees receive support from their organisation to use their strengths and improve their deficits. Employees also engage in proactive behaviour to use their strengths and improve their deficits. Following this conversation, the Strengths Use and Deficit Correction Questionnaire (SUDCO) was developed. However, the cultural suitability of the SUDCO has not been confirmed.

Research purpose: The purpose of this study was to examine the bias and structural equivalence of the SUDCO.

Motivation for the study: In a diverse cultural context such as South Africa, it is important to establish that a similar score on a psychological test has the same psychological meaning across ethnic groups.

Research design, approach and method: A cross-sectional survey design was followed to collect data among a convenience sample of 858 employees from various occupational sectors in South Africa.

Main findings: Confirmatory multigroup analysis was used to test for item and construct bias. None of the items were biased, neither uniform nor non-uniform. The most restrictive model accounted for similarities in weights, intercepts and means; only residuals were different.

Practical/managerial implications: The results suggest that the SUDCO is suitable for use among the major ethnic groups included in this study. These results increase the probability that future studies with the SUDCO among other ethnic groups will be unbiased and equivalent.

Contribution: This study contributed to existing literature because no previous research has assessed the bias and equivalence of the SUDCO among ethnic groups in South Africa.


Keywords

perceived organisational support for strengths use; perceived organisational support for deficit correction; strengths use behaviour; deficit correction behaviour; Strengths Use and Deficit Correction Questionnaire (SUDCO); bias; equivalence

Metrics

Total abstract views: 1199
Total article views: 2723

 

Crossref Citations

1. Bias and equivalence of the Strengths Use and Deficit COrrection Questionnaire in a South African context
Symen A. Brouwers, Karina Mostert, Sanelisiwe V. Mtshali
SA Journal of Human Resource Management  vol: 1  issue: 2  year: 2017  
doi: 10.4102/sajhrm.v15i0.889