Translation and adaptation culture: Experience workplace incivility scale in Indonesia

Nurul Ain Hidayah Abas; Reny Yuniasanti

doi:10.37134/ajatel.vol9.no1.1.2019

Authors

Nurul Ain Hidayah Abas Faculty of Human Development, Universiti Pendidikan Sultan Idris, Tanjong Malim, Perak, MALAYSIA
Reny Yuniasanti Faculty of Psychology, University Mercu Buana Yogyakarta, INDONESIA

DOI:

https://doi.org/10.37134/ajatel.vol9.no1.1.2019

Keywords:

translation, cultural adaptation, assessment, experienced workplace incivility scale, Indonesia

Abstract

In disruptive need to create healthy workplace in organization, in other side 98% employee experienced workplace incivility. Most of experienced workplace incivility instrument develop and validated in English, and has not been much studied experienced workplace incivility instrument adapted from English to Indonesia. Hence, the research is aim to cross-culturally adapt the Workplace Incivility Scale. The process of the translation and culture adaption is referred to the guidelines for the cross cultural adaptation process, as suggested by Beaton, consisting of 6 stages. The first stage is forward translation, second stage is synthesis, third stage is back translation, the fourth stage is expert committee review, the fifth stage is pilot-test, and sixth stage is submission and appraisal of all written reports by developer’s/committee. Translation is conducted using two independent translators, two language native translators, expert committee review that consisted of four expert professional judgments at psychological field, one expert methodologist, and one expert language professional. Respondent questionnaire are used to analyse the results of pilot study on 46 employees. A validity item as a result of fifth stage is the correlation between item and total item range from 0,519 until 0,864. Item analysed quantitatively using SPSS and the result of the reliability with Cronbach’s Alpha is 0,861 indicating higher reliability. Based on the results of quantitative analysis of the test data, the items met the criteria of item validity and reliability. Significantly, the measuring tool can be used in the assessment employees for increasing health workplace and their performance.

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