Technical Sheet

NOMBRE:Cuestionario de Compromiso Organizacional (CCO)

AUTHOR YEAR: Meyer, Allen and Smith (1993)

CONSTRUCT THAT EVALUATES: Organizational Commitment presented by the

individuals with their organization.

APPLICATION TIME: approximately 15 minutes

AGES OF APPLICATION: 18 years and older

APPLICATION METHOD: it can be applied individually or collectively

PLACE OF BAREMATION AND STANDARDIZATION: United States

VARIABLESINWHICHTHEBEARINGSARESUBDIVIDED:

Sexo, edad

THEORETICAL SUSTAINING

CONCEPTUALIZATION OF THE CONSTRUCT TO BE EVALUATED.

Organizational Commitment:

For their part, Meyer and Allen (1991) defined commitment as a state
psychological that characterizes the relationship between a person and an organization, which
influences the decision to stay in the organization or leave it.

According to Mowday (1999), organizational commitment is a force of identification

that comes from the active participation of an individual in a company. Its power
originally, committed people end up believing and accepting the goals and
organization values; as well as, having their work disposition to
achieving it, and their sense of belonging to the institution.

También, Chiavenato (como se citó en De la Puente, 2017) la menciona como un

volitional element that the worker has towards their organization and drives their effort
for achieving the goals and/or objectives set.

In the case of being an instrument that evaluates a construct, which is divided into factors, develop
an explanatory chart of each of the factors evaluated by the test with their conceptualizations
from different authors, at least three
 CONSTRUCTS
COMPROMISO AFECTIVO COMMITMENT OF COMMITMENT
CONTINUITY NORMATIVE
It is the emotional bond, which is the valuation of the researchers Meyer
Individuals establish benefits to sacrifice for and Allen in the year 1991,
with the organization, the permanence or not indicates that it is the
manifesting itself as the organization, thinking in a sense of obligation
enjoyment and pleasure of working, the costs. moral in which one
identifying with their Meyer and Allen (as loyalty manifests itself in the
Meyer organization, Allen and cited in Montoya, 2014) worker for the
Smith (as cited in prestaciones recibidas.
Figueroa, 2016

It contemplates the aspects of Chiang, Nuñez, Martin and Significaba. la

personal information of the collaborator, Salazar (as cited in socialization a level
the características y Hidrovo y Naranjo, 2016) cultural, familiar y
organization structure of Indican how the organizational, those
just like experiences, it is a commitment based on the investments made by
to express comfort, satisfaction of needs, as it is in favor of the organization
and competition at work. individual evaluate the individual, the norms
(see in commitment 4) investment of time and reciprocity between
effort that would end both actors.
losing if you decide not to be
part of the organization.

The emotional affection is time, perseverance. It consists of the duty of

collaborator towards the and effort invested that has collaborated when feeling
company, acquired as achieved reach the one identified with culture
well-being result per employee in company's motto and philosophy.
part of the organization of organization during demonstrating pride in
the needs Yesterday at his job was a moment to express himself.
perspectives that the(Meyer and Allen, 1997, from their workplace
employee feels. quoted by Funes 2013). (Arciniega, 2006, cited)
(Meyer & Allen, 1997, by Funes, 2013).
cited by Peralta 2013,
p.25).

SUMMARY OF THE TEST HISTORY

In what year was it created? 1993

Under what necessity was it created.

Under the need to get individuals committed to their institution, so that they lead
his dedication to achieving its objectives; thus becoming the
commitment, as a primordial element of efficiency, productivity, and effectiveness in
the organizations.
How many versions or editions does the test have?

There are adaptations to the Ecuadorian or Latin American context.

The organizational commitment scale of Meyer and Allen (1997), adapted and validated in
Spanish version in Mexico by Luis Arciniega and Luis Gonzáles (2006),
Argentina

Peru

Has it been standardized for Ecuador or another Latin American country?

ANÁLISIS ESTRUCTURAL DEL TEST

WHAT TYPE OF ITEMS DOES IT HAVE?

WHAT IS THE WAY TO RESPOND?

Likert scale

HOW MANY ITEMS ARE THERE?

The questionnaire consists of 18 items.

HOW ARE THEY GROUPED?

They are distributed in three dimensions: Dimension I: Affective Commitment (6 items).

Dimensión II: Compromiso de continuidad (6 ítems). Dimensión III: Compromiso
regulatory (6 items).
WHAT TYPE OF ORDER DO THEY FOLLOW? (SEQUENTIAL, PROGRESSIVE IN DIFFICULTY, RANDOM)

What items are out of context in language for our environment?

¿QUÉ ITEMS ESTÁN DESCONTEXTUALIZADOS EN CONTENIDO A NUESTRO ENTORNO?

WHAT ITEMS WOULD YOU IMPROVE AND WHY?

 PSYCHOMETRIC INFORMATION

WHAT WAS THE TECHNIQUE OR METHODS USED TO VALIDATE THE INSTRUMENT? (CITE THEM)
STUDIES

Argomedo (2013) conducted a pilot study to determine the properties

psychometric tests of the assessment in civilian employees of a military institution in Lima

Metro. The results are described below:

Judges' Validation of Meyer and Allen's Organizational Commitment Questionnaire.

The judges selected to evaluate the Labor Engagement Questionnaire of

Meyer and Allen have experience in the area of organizational psychology 4, 9, 10

and two of 30 years old. After obtaining the results, the procedure was carried out.

binomial test, which demonstrates that this questionnaire is valid for application

in civilian personnel of a military institution.

Another study was conducted in Mexico, where the commitment scale was applied.

Meyer and Allen's organizational in a sample of 233 Mexican workers from two

organizations (public and private). To carry out the construct validity, a was conducted

a principal component factor analysis and varimax rotation, from which

they obtained significant results. In this study, the 18 version was also used.

items. Then, a consistency test was carried out where the indices of

consistency according to Cronbach obtained, in that Spanish version of the items, was .81

for the subscale of affective commitment, .48 for the subscale of commitment of

continuity and .82 for the normative commitment subscale (Betanzos, Andrade &

Peace, 2006).
 En Latinoamérica, se llevó a cabo un estudio en Brasil para validar el modelo de Meyer

and Allen and his three dimensions. The participation of 373 employees was counted from

various companies. A factorial analysis, of principal components was conducted and

varimax rotation, likewise, cluster analysis was used. The results

they confirmed the 3 dimensions. It should be added that 2 variables were eliminated due to their

influencia en un alfa de Cronbach bajo. (Mederios & Enders, 1997).

WHAT WAS THE TECHNIQUE OR METHODS USED TO DETERMINE THE CONFIDENCE OF

INSTRUMENT? (CITE THE STUDIES)

Figueroa (2016) in Trujillo, La Libertad, estimated the reliability of the instrument by means of a

internal consistency analysis finding the following Cronbach's Alpha indices:

Cuestionario general (.806); Afectivo (.748), Continuidad (.746) y Normativo (.704)

Argomedo (2013) estimated the reliability of the instrument using the consistency method.

internal, using the Cronbach's Alpha statistic, which reached an index of 0.822,

thus demonstrating that the instrument has a high internal consistency.

CUÁLES SON LOS INDICADORES DE VALIDEZ Y CONFIABILIDAD QUE TIENE EL TEST. (EJEMPLO
WHAT IS YOUR ALPHA COEFFICIENT OF CROMBRACH)

In a study conducted by Arias Galicia, Mercado, and Belausteguigoitia (1998), it was found

that the test has content validity (p<0.05) and reliability by the method of

internal consistency of: Cronbach's Alpha of 0.81 for affective commitment, 0.82 for

regulatory commitment and 0.48 for continuity commitment.

STANDARDIZATION INFORMATION

In which populations has the test been standardized?

EXPLAIN THE METHODOLOGICAL PROCESS USED FOR STANDARDIZATION.

WHAT BENCHMARKS HAVE BEEN OBTAINED AND HOW? (EXPLAIN THE STUDIES FOR OBTAINING)
BAREMOS

APPLICATION RULES

APPLICATION TIME? Approximately 15 minutes

MATERIALES. Cuestionario, cronómetro, lapicero negro

INSTRUCTIONS FOR THE EVALUATED.

Before applying the test, a brief explanation is given about the instrument to be used and the
consentimiento informado para garantizar la participación voluntaria y confidencial del
evaluated.

Then the explanation of the instrument to be applied is given:

GENERAL INSTRUCTIONS

You must express your agreement or disagreement with each of the statements that
will be presented below, for this a 7-point scale will be used offered to
continuación: 1= Totalmente en desacuerdo 2= Moderadamente en desacuerdo 3=
Débilmente en desacuerdo 4= Ni de acuerdo ni en desacuerdo 5= Débilmente de acuerdo
6= Moderadamente de acuerdo 7= Totalmente de acuerdo

To do this, you must choose the answer that best fits your reality and your feelings. No
there are good or bad answers.

The results of this questionnaire will be strictly confidential and, under no circumstances,
accessible to other people. Its purpose is to contribute to the knowledge of their degree of
commitment in the organization.

Each of the sentences must be answered by marking with an X the option that best fits.
adjust your thinking.

INSTRUCCIONES PARA EL EVALUADOR

To undertake the application procedure of the test, the evaluator must (González, 2007):

Read the evaluation instrument thoroughly before applying it and become familiar with it.
way in which that particular test is applied.
Provide clear and precise instructions.
Maintain a kind attitude towards the examinee.
 You should be aware of the possible questions that examiners may ask about the
instrument by which one must have knowledge of it so that in this way one achieves
resolve the doubts of the evaluated.

For the correction and punctuation of the instrument, you must follow the instructions.
corresponding.

HOW TO FILL OUT THE ANSWER SHEET.

(IN THIS PART OF THE PRESENTATION YOU CAN USE THE VIDEO, AND YOU COULD ALSO USE THE)
SELF-APPLICATION WORKSHOP TECHNIQUE

CORRECTION STANDARDS

WHAT INDICATORS ARE OBTAINED FROM THE TEST?

HOW IS IT GRADED? (IS THERE A KEY OR A CRITERIA TO GRADE IT)

The direct scalar value is granted for positive items and the inversion for the items.
negatives.
Todos los ítems del cuestionario se responden a una escala tipo Likert, con 7 opciones
donde: (1) En fuerte desacuerdo, (2) En moderado desacuerdo, (3) En ligero desacuerdo,
(4) Indiferente, (5) En ligero acuerdo, (6) En moderado acuerdo, (7) En fuerte acuerdo.

Higher score, greater perception of that factor. The items of each of the sub
The scales are the ones presented below.

COMPONENT COMPONENT COMPONENT

AFFECTIVE NORMATIVE CONTINUITY
Questions 6,9,12,14,15,18 2,7,8,10,11,13 1,3,4,5,16,17
Subtotal 6 6 6
TOTAL 18

The final score will be obtained by summing the scores achieved in the response to each item.

There are reverse items, whose scores need to be inverted, these are: 1, 3, 10, 14, 15, and 18.
Are there automated ways to grade the instrument?

Una vez reunida la información se puede de manera automatizad calcular o tabular la

information, encoding it and transferring it to a computerized database,

called IBM SPSS 22 and MS Excel 2016.

WHAT ARE THE CRITERIA TO USE THE BAREMS AND CONVERT THE SCORES INTO
DIAGNOSES? (E.G. CHANGE THE INTERPRETATION OF THE SAME SCORE ACCORDING TO THE
AGE OR EDUCATION LEVEL

RULES OF INTERPRETATION

¿QUÉ SIGNIFICA CADA UNO DE LOS ÍNDICES QUE ME ARROJA EL TEST? (PONER CONCEPTOS
THEORISTS OF EACH INDICATOR, FROM AT LEAST 3 AUTHORS

AFFECTIVE COMMITMENT

HIGH

It would reflect a favorable intention to connect with your institution through an attachment.

emotional, when finding satisfaction of their psychological needs and having high
possibilities of staying in the institution when feeling proud to be part of it,
because the experiences he has gained in the institution are consistent with his
expectations and the satisfaction of their needs; all of which is mentioned by
Meyer, Allen and Smith (as cited in Figueroa, 2016)

LOW

COMMITMENT TO CONTINUITY

ALTO

LOW

They do not necessarily present a commitment based on need, since according to Meyer
and Allen (1990) firm continuance commitment is the result of what one feels that
the individual needs. It may be the case that they perceive that the costs of staying in
the institution is excessively high, so its commitment in this regard tends to
decrease significantly,

NORMATIVE COMMITMENT

HIGH

LOW

The fidelity factor is not clearly positioned, as there may possibly be a

disintegration in reference to socialization experiences, where the factor
the convenience of remaining loyal to their police institution is reducing the obligation to
the response is presented initially.

low level of organizational commitment, is characterized as one that does not accept the policies,
norms and customs as well as the culture of the National Police of Peru,

high level, demonstrates that each of its committed individuals shows loyalty towards
your organization, the same one that is firmly rooted since they identify with it,
interest, they are linked to their institution, with the willingness to continue to remain in it, the
which would be reflected in the respect for the culture in which they operate (Newstrom as cited
in Vargas, 2017)

WHAT ARE THE CUT-OFF POINTS FOR EACH INDICATOR THAT DETERMINE THE
LINE BETWEEN THE NORMAL AND ABNORMAL STATE OF THE INDICATOR?

WHAT CLINICAL DIAGNOSES CAN BE HYPOTHESIZED AFTER THE USE OF THE INSTRUMENT,
IN CASE OF OBTAINING NEGATIVE INDICATORS?

UTILITY OF THE TEST

FOR WHAT PURPOSES WOULD PSYCHOLOGISTS USE THE TEST? (ARGUE EACH USE.)

To develop an intervention plan capable of enhancing and/or increasing commitment

latent or absent diminished organizational based on the test results.
Para fomentar un agradable clima laboral que influya positivamente a innovar mediante el
commitment, collaborating with the organization.
 To improve productivity levels in the face of new challenges that arise in
our century.

WHAT IS THE TEST TRADITIONALLY USED FOR?

Think of a research question that you believe you could answer.

USING THIS TEST?

What is the level of organizational commitment shown by the police officers?

Nacional del Ecuador?

LIMITATIONS OF THE TEST

LIST THE LIMITATIONS THAT YOU HAVE DETERMINED THE TEST HAS AND ARGUE
THE REASON WHY THEY ARE CONSIDERED AS LIMITATIONS.

DETERMINE ALTERNATIVAS PARA SUPERAR ESAS LIMITACIONES. (QUÉ ESTUDIOS DEBERÍAN

TO MINIMIZE LIMITATIONS, AND HOW YOU WOULD PROPOSE A PROCESS
METHODOLOGICAL TO IMPROVE THIS TEST

Didactic resources

IN THESE SLIDES PUT ALL THOSE IMAGES, VIDEOS, SOUNDS, QUOTATIONS,

PHRASES THAT I CONSIDER RELEVANT TO IMPROVE THE UNDERSTANDING OF YOUR PRESENTATION.

CAN YOU PLACE IMAGES OF THE MATERIALS USED IN THE TEST OR VIDEO LINKS OF
YOUTUBE, OR WHAT YOU CONSIDER COULD HELP YOUR CLASSMATES TO
CONTINUE LEARNING ABOUT THE INSTRUMENT THAT HAS BEEN EXPLAINED.

BIBLIOGRAPHY

CITE ACCORDING TO APA STANDARDS, ALL ARTICLES, BOOKS, MAGAZINES, WEBPAGES,

PORTALS USED TO MAKE HIS PRESENTATION.

The authors have established the following to interpret the total score of the test:

Puntaje Alto: 126 a más

Average score: 19 to 125

Low Score: 18 points

HIGH SCORE:

Likewise, in order to obtain the percentile norms for the studied population,
the following categories were established in the scoring of the Global Questionnaire
we have: 40-70 low, from 71-97 medium and >98 high; for the emotional commitment from 16-
27 low, from 28-38 medium and >39 high, the commitment to continuity of 6-16 low, from
17-26 medium and >27 high, as well as for the regulatory commitment of 10-26 low,
27-36 medium and >37 high, the

Regarding the scoring of the overall questionnaire, it was obtained: 20-75 low, from 76-94
medium and 95-111 high. For the affective dimension, it showed 8-25 low, 26-35 medium.
and from 36-41 high, continuity dimension 6-20 low, 21-30 medium and from 31-38 high,
normative dimension we have low from 6-24, medium from 25-33, and high from 34-41.