O.Yildirim, R. Minga, A.C. Mercanlioglu, E. E.Yildirim
Thursday 28 September 2017 by Libadmin2017

References: 4th International Multidisciplinary Scientific Conference on Social Sciences and Arts SGEM 2017, www.sgemsocial.org, SGEM2017 Conference Proceedings, ISBN 978-619-7408-17-1 / ISSN 2367-5659, 24 - 30 August, 2017, Book 1, Vol 5, 1125-1134 pp, DOI: 10.5593/sgemsocial2017/15/S05.141


The purpose of this study is to create an original performance scale. For this purpose, exploratory factor analysis and reliability analyzes were performed. A two-step focus group study was conducted to construct scale expressions. When the proposed form was filled in by 45 top managers for 45 white collar employees, a total of 90 forms were obtained. These 90 forms have been prepared for analysis by data entry. In order to measure the performances of 90 white-collar employees, a group of managers, who provided plant management services, examined the performance scales mentioned in the current literature and decided that no scale was the right scale for them. At the same time, the existing scales were scales that were too difficult to fill for a manager, did not include criteria that were important for the company for a long time. When they asked for advice from the company they were consulting for, the firm first organized a focus on the managers to determine what the concept of "performance" was for them. In the first focus study, the characteristics sought for performance for the company’s group were ranked, and then the question of who or what would be determined whether these features were in question was revealed. In the second focus study conducted after 2 weeks, 31 determinations were made by subjecting the determinable items related to 38 performances in the previous study. The Institutional Commitment Scale consisting of 24 items was extracted from the analysis since there were 7 factor values in confirmatory factor analysis (CFA). In CFA with the remaining 17 items, factor weight values are in the range of (34-81). The reliability coefficient (.969) calculated from the total of the 29-item staff empowerment scale appears to be at the "high reliability" level.

Keywords: performance scale, validity, reliability, focus group