Age Diversity Management in Organizations Scale: Development and Evidence of Validity

Abstract This study aimed to develop the Age Diversity Management in Organizations scale for the Brazilian context and verify its evidence of validity. The process included five steps: proposal of its definition and development of the items according to the literature; content and semantic validity by judges; semantic validity by the target population; exploratory factorial analysis (EFA); and confirmatory factorial analysis (CFA). The EFA sample consisted of 674 workers from different organizations and the CFA of 722 workers. The final version of the scale was composed of 20 items (α =.91), divided into four factors: retirement preparation practices (5 items, α =.93); equal treatment for workers of different ages (6 items, a=.85), training to promote age diversity (5 items, α =.81), and management practices for older workers (4 items, α =.72). The theoretical and practical implications as well as the limitations of this measure are discussed.

摘要：本研究旨在针对巴西语境开发组织内年龄多样性管理量表（Age Diversity Management in Organizations scale），并验证其效度证据。研究流程共包含五个步骤：基于文献提出量表定义并开发条目；由评审专家开展内容效度与语义效度检验；针对目标人群实施语义效度检验；探索性因素分析（EFA）；验证性因素分析（CFA）。探索性因素分析样本涵盖来自不同组织的674名员工，验证性因素分析样本则包含722名员工。该量表最终版本共包含20个条目，克朗巴赫α系数为0.91，划分为四个维度：退休准备实践（5个条目，克朗巴赫α系数=0.93）、不同年龄群体员工的平等待遇（6个条目，克朗巴赫α系数=0.85）、促进年龄多样性的培训（5个条目，克朗巴赫α系数=0.81）以及针对年长员工的管理实践（4个条目，克朗巴赫α系数=0.72）。本研究还讨论了该测量工具的理论与实践价值及其局限性。