Validation of the French-Canadian Translation of the ecSatter Inventory 2.0 in an Adult Sample.

OBJECTIVE: Evaluate the psychometric proprieties of the French-Canadian translation of the Satter Eating Competence Inventory (FrCanada ecSI 2.0). DESIGN: Cross-sectional validation study. PARTICIPANTS AND SETTING: 424 French-Canadian adult Facebook users (61.8% women, 96.0% White). VARIABLES MEASURED: Eating competence and variables related to eating or body image. ANALYSIS: Factor analyses to assess the structural validity. Cronbach α and intraclass correlation coefficient to estimate reliability. Chi-square test of independence, Student t test, and Pearson's correlations to assess construct validity. RESULTS: The mean eating competence score was 33.0 ± 7.8; 62.0% of participants were considered competent eaters (total score ≥ 32/48). The original 4-factor structure was not reproduced (unsatisfactory fit indices and/or factor loadings). Therefore, it is recommended to use the global score-but not the subscale scores-of the FrCanada ecSI 2.0. The questionnaire showed good internal consistency (Cronbach α = 0.86) and test-retest reliability (intraclass correlation = 0.81). Competent and noncompetent eaters differed according to gender (39.5% vs 27.3% male; P = 0.03), age (49.3 ± 13.6 vs 42.7 ± 14.2 years; P < 0.01), education (62.3% vs 50.6% with a university degree; P = 0.03), intuitive eating (3.6 ± 0.5 vs 3.1 ± 0.6; P < 0.001), cognitive restraint (12.3 ± 3.3 vs 13.8 ± 3.7; P < 0.001), and body esteem (3.3 ± 0.8 vs 2.5 ± 0.8; P < 0.001). CONCLUSION AND IMPLICATIONS: Results suggest that the FrCanada ecSI 2.0 is a valid and reliable tool to measure eating competence in French-Canadian adults.

Employee human resource management values: validation of a new concept and scale.

Purpose: Although human resource management (HRM) practices all seek to support and improve organizational functioning, the value ascribed to various HRM practices differs greatly among employees. Drawing on an exhaustive measure of HRM practices, this study proposed a new conceptualization and measure of HRM values, the HRM Values Scale (HRM-VS). Design/methodology/approach: To examine the psychometric properties of scores obtained on this new measure, we rely on a sample of 979 employees occupying a variety of jobs within various private and public organizations. Findings: Through the comparison of confirmatory factor analysis (CFA) and exploratory structural equation modeling (ESEM) solutions, our results supported a nine-factor structure of participants' responses to the HRM-VS and the measurement invariance of this solution across male and female employees. Specifically, they support that the HRM-VS items adequately capture core HRM values underlying independent HRM practices. Criterion-related validity was evidenced with respect to employees' ratings of intrinsic and extrinsic job satisfaction. Research implications: The HRM-VS appears to represent a promising tool for research and intervention seeking to account for individual differences in the relative importance of various HRM practices, in order to devise more effective HRM systems. Practical implications: This new concise but complete measure could help better guide organizations in tailoring their strategic HRM. Originality/value: This study introduces HRM values as a valid concept that characterizes what employees desire or consider to be important in relation to HRM practices.

Predicting nurses' occupational commitment and turnover intention: The role of autonomous motivation and supervisor and coworker behaviours.

AIM: To examine whether supportive supervisor (transformational leadership) and coworker (autonomy-supportive) behaviours predict occupational commitment and turnover intention over time through autonomous motivation. BACKGROUND: Nurse turnover is a serious issue in several countries, straining the efficiency of the healthcare system and compromising both the quality and accessibility of healthcare. METHOD: Longitudinal data were collected over 12 months from 387 French-Canadian registered nurses. Structural equation modeling was used to test the hypothesized model. RESULTS: The relationships between predictors at Time 1 (supervisor and coworker behaviours) and occupational commitment and turnover intention at Time 2 are mediated by autonomous motivation at Time 1. CONCLUSION: In times of global scarcity, the present findings provide insights into how the healthcare work environment acts on nurses' occupational turnover and commitment. IMPLICATIONS FOR NURSING MANAGEMENT: Healthcare organizations are advised to foster supportive work environments and promote autonomous motivation to sustain the nursing workforce.