Validation of the Workplace Intergenerational Climate Scale (WICS) for Portugal

Abstract

The present study aims to adapt and validate the Portuguese version of the Workplace Intergenerational Climate Scale (WICS) (King & Bryant, 2017) exploring and confirming the factorial structure of the scale and exploring its psychometric properties (reliability, validity, and factorial invariance) with a group of Portuguese workers (N = 453, aged 18 to 65 years old, 36% were men, and 64% women). Based on this group of participants, exploratory and confirmatory factor analysis indicated a good fit of the five-factor model, same as in original scale after excluding one item and transferring another one from one subscale to another. The five factors of the scale are: Lack of Generational Stereotypes (LGS), Positive Intergenerational Affect (PIA), Intergenerational Contact (IC), Workplace Generational Inclusiveness (WGI), and Workplace Intergenerational Retention (WIR). Additionally, the WICS showed good indicators of reliability and construct, convergent (besides one subscale) and discriminant validity. However, factorial invariance across age was not confirmed. Thus, the WICS proved to be suitable for assessing employees’ attitude and perceptions about workers of different ages in the workplace in Portuguese population. However, its additional improvement and adjustment will be needed for use in the Portuguese context. Implications, limitations, and suggestions for future research are discussed.Key words: Age diversity, organizational climate, workplace intergenerational climate,scale validation, WICS.

O presente estudo tem como objetivo adaptar e validar a versão em português da Workplace Intergenerational Climate Scale (WICS) (King & Bryant, 2017) explorando e confirmando a estrutura fatorial da escala e explorando suas propriedades psicométricas (confiabilidade, validade e invariância fatorial) com um grupo de trabalhadores portugueses (N = 453, com idades compreendidas entre os 18 e os 65 anos, 36% eram homens e 64% mulheres). Com base nesse grupo de participantes, a análise fatorial exploratória e confirmatória indicou um bom ajuste do modelo de cinco fatores, igual ao da escala original após excluir um item e transferir outro de uma subescala para outra. Os cinco fatores da escala são: Lack of Generational Stereotypes (LGS), Positive Intergenerational Affect (PIA), Intergenerational Contact (IC), Generational Inclusion in the Workplace (WGI) and Intergenerational Retention in the Workplace (WIR). Além disso, o WICS apresentou bons indicadores de confiabilidade e validade de construto, convergente (além de uma subescala) e discriminante. No entanto, a invariância fatorial ao longo da idade não foi confirmada. Assim, o WICS revelou-se adequado para avaliar as atitudes e percepções dos colaboradores sobre os trabalhadores de diferentes idades no mercado de trabalho na população portuguesa. No entanto, o seu aperfeiçoamento e ajustamento adicionais serão necessários para utilização no contexto português. Implicações, limitações e sugestões para pesquisas futuras são discutidas.