All of our products and services are firmly grounded in Industrial and Organizational Psychology, psychometrics, statistics, and rigorous survey methodology. The initial validation study of our survey item library was overseen by the department of Psychology at the University of Colorado at Boulder. Initially, item wording underwent content and construct validation tests to assure each question measured what was intended to be measured. Pilot studies were internally validated through the results of other instruments, such as performance reviews and productivity evaluations within selected client organizations. Moreover, factor analysis was employed to guarantee that customized expressions of each item did not stray from the core intent of the question.
After the additional content analysis, our library now houses 150 validated base questions that can be used in survey creation based on the type of survey needed, industry specifics, and particular areas of measurement. Furthermore, our library contains survey scales designed to measure specific employee experience events and outcomes. Also, imbedded in our surveys are outcomes/scales that calculate engagement, union vulnerability, turnover intention, advocacy, rehire potential, etc.
Additionally, we have the ability to add in “experience factor” questions to help us identify what specific areas have the greatest impact on the outcome we’re measuring. As part of our philosophy, we regularly analyze our surveys for reliability and validity at a client and an industry level to provide solid psychometric value. We consistently assess the Confirmatory Fit Index (CFI) and Root Mean Square Error of Approximation (RMSEA) of our measurements to ensure good fit. Our surveys typically show a CFI over .90 (where 1.0 indicates perfect fit) and RMSEA of .07 or less (where 0 indicates perfect fit).
Linking Employee Perceptions to Outcomes
Our expertise and reliable analytics allow us to identify key metrics and factors that most significantly drive behaviors and impact outcomes linked to engagement, turnover, performance, and satisfaction. With analytics, it’s important to put a stake in the ground with a few crucial metrics and create a reliable way to evaluate and monitor over time. A baseline is initially set that consists of best practice metrics such as “Engagement”, “Turnover Intention”, “Rehire Potential”, “Union Vulnerability”, “Change Readiness”, and “Advocacy”.
We identify the most impactful factors for guiding action through a key driver analysis.