Search

Copyright of Socialiniai Tyrimai is the property of Vilnius University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The study provides evidence for the reliability and validity of the Intergenerational Tension Questionnaire (Teh, 2001; 2002). The research purposes were to examine the factorial validity, internal consistency of the Intergenerational Tension Questionnaire (Teh, 2002) and correlations with organisational climate and a team work. Study containing a total of 573 employees was performed in 3 different Lithuanian organisations. Participants completed three different tests: Intergenerational Tension Questionnaire (Teh, 2001; 2002), Organisational Climate Test (Merkys et al., 2005), Teampuls Test (Žydžiūnaitė, 2003; Dromantas and Merkys, 2004). Dimensionality of intergenerational tension in Lithuanian sample did not repeat the same scaling. Results of the study supported the validity of the measure with other structure of factors. The intergenerational tension was also assessed using correlations with two other constructs: organisational climate and teamwork. The research showed that intergeneration tension correlates moderately with dimensions of organisational climate construct (most as was expected with its subscale 'relations among different age groups') and with dimensions of teamwork. The study illustrated issues highlighted in the literature regarding the use of assessment measures in cross-cultural settings. Research in more diverse populations (culturally and organisationally) is needed to further examine the general applicability of the questionnaire. [ABSTRACT FROM AUTHOR]