Questionnaire

Scales:
Perceived External Prestige: 8 items scale developed by Mael & Ashforth (1992).
Perceived Organizational support: 8 items scale developed by Eisenberger et al
(1997)
Organizational Identification: 6 items scale developed by Mael & Ashforth (1992)
Turnover Intentions: 3 items scale developed by Cummann et al (1979)
Readiness for Change: 7 items scale used by Kwahk & Lee 2008 (adopted and
modified from Dunham et al 1989)
Job Satisfaction: 3 items scale developed by Cammann et al. (1983).

Readiness for Change: (Kwahk & Lee 2008)

(Cronbachs alpha of original 18 items scale is .89)
The below mentioned questions should be answered by keeping in mind that change
means changes in organizational structure, processes, procedures, objectives and
technological changes at work.
1- I look forward to changes at work
2- I find most changes to be pleasing
3- Other people think that I support change
4- I am inclined to try new ideas
5- I usually support new ideas
6- I often suggest new approaches to things
7- I intend to do whatever is possible to support change

Perceived organizational prestige (Mael & Ashforth 1992)

1- People in my community think highly of my organization (i.e. give it much
importance).
2- It is considered prestigious in the community to be an employee of my organization.
3- My organization is considered as one of the best in this sector (Sector name).
4- People from other organizations/companies look down at my organization/company.
(R)
5- Retired employees or ex-employees of my company/organization would be proud to
have their children join this organization.

6- My organization/company.. (Name of organization) does not have a good

reputation in my community. (R)
7- A person seeking to advance his career in. (Name of organization)
should downplay (gives less importance to) his association with this organization. (R)
8- When other organizations/companies are recruiting new employees, they would not
select or recruit candidates from my organization (Name of
organization). (R)
Turnover Intention (Cummann et al, 1979)
1- I will likely actively look for a new job in the next year
2- I often think about quitting
3- I probably look for a new job in the next year.

Organizational identification (Mael & Ashforth 1992)

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When someone criticizes (name of organization), it feels like a personal insult.

I am very interested in what others think about (name of organization).
When I talk about my organization, I usually say 'we' rather than 'they`.
This organization's successes are my successes.
When someone praises this organization, it feels like a personal compliment.
If a story in the media criticized the organization, I would feel embarrassed.

Perceived organizational support (Eisenberger et al 1997)

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The organization values my contribution to its well being

The organization fails to appreciate any extra effort from me
The organization would ignore any complaint from me
The organization really cares about my well being
Even if I did the best job possible, the organization would fail to notice
The organization cares about my general satisfaction at work
The organization shows very little concern for me
The organization takes pride in my accomplishment at work

Job Satisfaction: (Alpha = .83) Cammann et al. (1983).

1. All in all, I am satisfied with my job
2. In general, I do not like my job (R)
3. In general, I like working here

Irfan Hameed
PhD Scholar & Lecturer
Department of Business Administration