VALIDITÉ INTERCULTURELLE D'UNE ÉCHELLE DE MESURE DE L'IMPLICATION ORGANISATIONNELLE EN FRANCE ET EN CHINE

Organizational commitment, a concept of paramount interest to researchers and managers in North America, has a significant impact on work-related attitudes and behaviors in organizations. The notion of commitment, once spurred by the search of productivity, is an important and emerging construct in the competitive market economy and changing contract of employment in China. Validated scales in both France and in China will enable researchers and managers to have a better understanding of work-related attitudes and behaviors across cultures. This exploratory research investigates the cross-cultural validity of two commitment scales in two samples of employees from France and two samples of employees from People's Republic of China: the Organizational Commitment Questionnaire (Mowday, 1974) and the Continuance Commitment Scale (Allen & Meyer, 1993); was adapted the methodology, recommended by Churchill (1979) and other researchers (e.g., Anderson & Gerbing, 1982; Grunert et al., 1993; Nyeck et al., 1996), to evaluate the reliability and validity of these two measures. Results from the first French (N = 290) and Chinese (N = 300) samples were cross-validated in the second French (N = 291) and Chinese (N = 298) sample. Results suggested that the OCQ has excellent psychometric properties, in China as well in France. The continuance scale needs some more improvement. The two-factor model revealed a poor cultural comparability. Nevertheless, it increases the need to better understand the concept of organizational commitment to improve the scales both in France and China.