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the outcome of this factor analysis is a multidimensional measure (set of values) of a concept (observed variable) or a score of a concept with several levels. this multidimensional measure is used for the statistical description of the pattern of relationship within a population and to discriminate between different groups. it is the purpose of the factor analysis to separate different aspects of the concept into different factors.
participants completed the survey by answering one of the following two randomized questions presented on the left side of the screen: “do you agree with the statement: ‘i always think about what i could do to help others’?” or “do you agree with the statement: ‘my team works with a sense of teamwork’?” participants’ consent was expressed when they clicked “yes” or “no” and when they were presented with the end-of-study question, “does the picture you see here describe you?” the pictures of employees depicted one of three patterns: a team of five employees, a team of two employees, or a lone employee. participants’ gender (male or female), age (years), tenure, job level (1–9), and organizational size (number of employees) were also recorded.
the theory supported unidimensionality of the instrument in this analysis of the same data in a previous study using a competing values framework (cvf) [ 17 ]. however, the item that scored highest loading into this dimension in the first analysis was an item directly attuned to a second dimension of the cvf; that is, the item “in this organization, senior executives are likely to take the initiative to implement organizational changes.” the ambiguity and complexity of the concept of initiative, along with the item not being attuned to the cvf’s second factor, “the senior executives are not given responsibility for developing major organizational changes,” led the authors to redefine the lower-order latent variable in the cvf to capture the organization’s characteristic initiatives, rather than being captured by the two higher-order factors.
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