Likert Scale Strengths

PILOT STUDY:
Pilot study was conducted among 175 respondents to find out reliability of the scales, details about the scales have been given in Table II.
Table II: Instruments and Reliability

Variables Source No. of
Items Scale Type Nature of Response Cronbach’s Alpha
Perceived Organizational Support (POS) Eisenberger et al., (1997) 8 7-point Likert Scale Strongly Disagree (1) to Strongly Agree (7) .847
Leader-Member Exchange
(LMX) Graen and
Uhl-Bien (1995) 7 5-point Likert Scale Strongly Disagree (1) to Strongly Agree (5) .877
Team-Member
Exchange (TMX) Sears, Petty and
Cashman (1995) 10 5-point
Likert Scale Strongly Disagree (1) to Strongly Agree (5) .810
Workplace Friendship (WPF) Nielson et al.(2000) with items after Morrison’s 2006 factor analysis 8 5-point Likert Scale Strongly Disagree (1) to Strongly Agree (5) .675
Core Self Evaluation (CSE) Judge et al. (2003) 12 5-point Likert Scale Strongly Disagree (1) to Strongly Agree (5) .777
Nursing Role Stress (NRS) Gray-Toft and Anderson (1981a) 34 4-point Scale Never (0) Very Frequently (3) .934
Affective

This is contradictory to the Meta analysis of Cummings (2009), as several studies have shown importance of the role of nurse supervisors particularly in causing retention or turnover of nurses. Nurse leaders in those countries are treated at par with doctors and administrators and nurses treat them as management representatives. In India nurses do not enjoy superior positions (George, 2005; Nair & Healey, 2006; Gill, 2009) and thus nursing supervisors are treated usually as a senior member of the team and not at par with the administrator or doctor (Dileep Kumar, 2005). Since nurse leaders do not enjoy the authority among nurses in India unlike to their western counterpart, perceived organizational support has emerged as major determining factor of affective