COVID-19 BR T1
收藏资源简介：
This dataset's answers referes to 386 employees (fixed employees and public servants), both genders. We have information about marital status, level of education, income and also questions to better understand how populous the teleworking was, considering the first pandemic pick. It means that data was collected between May and July/2020. About the constructs, we publish in this database the follow constructs. - Work as Meaning Inventory WAMI: is a 10-item measure assessing search for Greater Good Motivation (3 items; e.g. My work helps me make sense of the world around me), positive meaning (4 items; e.g. I have found a meaningful career”) and contribution to meaning-making (3 items; e.g. I view my work as contributing to my personal growth”). The items of the inventory are rated from 1 (absolutely untrue) to 5 (absolutely true); - Performance. Short Version of General Self-Assessment Scale of Job Performance has 10 items to measure Task and Context performance (e.g. I take initiatives to improve my results at work). Items are rated from 1 (absolutely false) to 5 (absolutely true). - I- deal. The HR flexibility and development i-deal is a measure with 6 items (HR i-deal e.g. I try to negotiate my job conditions with the company). We use the scale is a single factor just considering flexibility aspect. Items rated from 1 (Never) to 5 (Always). - Recovery Experience Questionnaire is composed of four types of recovery experience (psychological detachment, relaxation, mastery and control). We reduce 1 item of each scale based on the factor loading. Participants indicated on a 5-point scale (1 = never to 5 = always) the extent to which each recovery experience was de-scribing the psychological detachment (3-item), relaxation (3-item), mastery (3-item), and control (3-item).. We keep in this database all the factors about the constructs measured and also the clusters we found considering Belasos Model. All these information was collected in a second moment (T2 281_COVID-19 BR.csv)
本数据集的受访对象为386名雇员（含固定员工与公务员），涵盖男女两性。我们收集了受访者的婚姻状况、受教育水平、收入信息，同时设置相关问题以深入了解新冠疫情首轮暴发高峰期间远程办公的普及程度。本次数据采集工作于2020年5月至7月间开展。关于测量构念，本数据库公开了以下量表：1. 工作意义量表（Work as Meaning Inventory, WAMI）：该量表共包含10个题项，用于评估三个维度：寻求更大福祉动机（3个题项，例如“我的工作帮助我理解周遭世界”）、积极意义感（4个题项，例如“我已找到一份富有意义的职业”）以及意义构建贡献（3个题项，例如“我认为我的工作助力了我的个人成长”）。所有题项采用1（完全不符合）至5（完全符合）的5级计分制。2. 绩效量表：通用工作绩效自我评估简版（Short Version of General Self-Assessment Scale of Job Performance），包含10个题项，用于评估任务绩效与情境绩效（例如“我会主动采取措施提升自身工作成果”）。题项采用1（完全不符合）至5（完全符合）的5级计分制。3. I-deal量表：人力资源弹性与发展I-deal量表，共包含6个题项（人力资源I-deal维度，例如“我会尝试与公司协商自身的工作条件”）。本研究仅从弹性维度将其作为单因子量表进行分析。题项采用1（从不）至5（总是）的5级计分制。4. 恢复体验问卷（Recovery Experience Questionnaire）：该问卷包含四类恢复体验，即心理脱离、放松、掌控感与控制感。我们基于因子载荷对每个量表各删减1个题项。参与者采用5级计分制（1=从不，5=总是）对每种恢复体验的符合程度进行评分，其中心理脱离维度（3个题项）、放松体验维度（3个题项）、掌控感维度（3个题项）以及控制感维度（3个题项）。本数据库保留了所有测量构念的相关因子，同时也保留了基于Belasos模型得到的聚类结果。所有上述信息均于第二波数据采集阶段（T2，281_COVID-19 BR.csv）收集完成。
