Exploratory Factor Analyses for Dependent Variables

Based on the scree plot and the Monte Carlo PCA, the second analysis is based on the varimax of four-factor extractions in doing the exploratory factor analysis (EFA). Table 4.28 shows the eigenvalue of four-factor extractions with 62.01% of the variance.

Table 4.28: Eigenvalue of Four-Factor Extractions for Dependent Variables

Component

Initial Eigenvalues

Extraction Sums of Squared Loadings

Total

% of

Variance Cumulative % Total

% of Variance Cumulative % 1 9.931 39.724 39.724 9.931 39.724 39.724 2 2.472 9.887 49.611 2.472 9.887 49.611 3 1.693 6.772 56.383 1.693 6.772 56.383 4 1.427 5.709 62.092 1.427 5.709 62.092

Again, the communalities loading are re-examined to ensure there are no loading values that less than 0.30. Table 4.29 shows that there are no communalities loading as indicated.

Table 4.29: Communalities Loading for Four-Factor Extractions

Initial Extraction (OC6) I am proud to tell others that I am part of this organization 1.000 .780 (CS2) I am satisfied with the progress I have made toward achieving my

overall career goals

1.000 .754

(CS3) I am satisfied with the opportunity to develop my skills 1.000 .745 (JS2) I am satisfied on my competence in making decision 1.000 .724 (OC8) I am extremely glad that I chose this organization to work for over

others I was considering at the time I joined

1.000 .721

(OC3) I feel very loyal to this organization 1.000 .688 (OC7) This organization really inspires the very best in me in the way of job

performance

1.000 .687

(CS5) I am satisfied with my quite high quality of work 1.000 .684 (CS1) I am satisfied with the success I have achieved in my career 1.000 .680 (OC2) I talk up this organization to my friends as a great organization to work

for

1.000 .667

(CS4) I am satisfied with the utilization of my skills 1.000 .658 (OC5) I find that my values and the organization's values are very similar 1.000 .647 (OC10) For me, this is the best of all possible organization for which to work 1.000 .641 (JS8) I am satisfied with the chances for advancement of this job 1.000 .640 (JS9) I am satisfied with the working conditions 1.000 .639 (OC9) I really care about the fate of this organization 1.000 .638 (JS1) I am satisfied the way I handle my colleagues 1.000 .619 (JS7) I am satisfied with the amount of work I do 1.000 .589 (JS) I am satisfied with the amount of pay received 1.000 .559 (JS10) I am satisfied with the feeling of accomplishment I get from the job 1.000 .558

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(JS3) I am satisfied that my job provides me a steady employment 1.000 .495 (OC4) I would accept almost any type of job assignment in order to keep

working for this organization

1.000 .474

(JS5) I am satisfied having the change to do something that makes use of my abilities

1.000 .463

(JS4) I am satisfied having the chance to tell people what to do 1.000 .390 (OC1) I am willing to put in a greatest deal of effort beyond that normally

expected in order to help this organization be successful

1.000 .385

Further, the rotated component matrix gives cluster of factors where DV Factor 1 (DVF1) comprises of 10 items. Meanwhile, DV Factor 2 (DVF2), DV Factor 3 (DVF3) and DV Factor 4 (DVF4) comprise five items each, respectively. Table 4.30 shows the loading of each factor generated by principal component factor analysis.

Based on the factor analysis on dependent variables, the factors are renamed based on the component thematics. The DVF1 name is retained as “organizational commitment” as most items are themed accordingly. This is because 10 items in the DVF1 are originally from organizational commitment variables. The DVF2 comprises five items from career satisfaction. Thus DVF2 is kept as “career satisfaction” as most items are themed accordingly.

Meanwhile, the DVF3 and DVF4 are divided equally from 10 job satisfaction variables. The DVF3 is comprised of five items and known as “job satisfaction”. This is because all items are themed in relation to job satisfaction. On the other hand, the DVF4 compriss five items but renamed as “job skills”. This is because the themed of all variables in the factor are more towards in dealing with faculty members’ ability in decision making and ability to deal with people.

4.14.1 Organizational Commitment

The Organizational commitment factor consists of 10 items. The items are contributed by organizational commitment variables, namely “I am proud to tell others that I am part of this organization”; “I feel very loyal to this organization”; “I am extremely glad that I chose this organization to work for over others I was considering at the time I joined”; “I talk up this organization to my friends as a great organization to work for”; “This organization really inspires the very best in me in the way of job performance”; “I really care about the fate of this organization”; “I would accept almost any type of job assignment in order to keep working for this organization”; “I am willing to put in a greatest deal of effort beyond that normally expected in order to help this organization

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be successful” and “For me, this is the best of all possible organization for which to work, I find that my values and the organization's values are very similar”. Cronbach’s alpha for organizational commitment factor is 0.92. This is considered very good in terms of reliability (Nunnally, 1978; Agarwal et al., 1999; Pallant, 2007; Field, 2009).

4.14.2 Career Satisfaction

Career satisfaction factor consists of five items. These items are originated from career satisfaction variables, namely “I am satisfied with the progress I have made toward achieving my overall career goals”; “I am satisfied with the opportunity to develop my skills;” “I am satisfied with the utilization of my skills”; “I am satisfied with the success I have achieved in my career” and “I am satisfied with my quite high quality of work.” Cronbach’s alpha for career satisfaction factor is 0.86. This is considered good in terms of reliability (Nunnally, 1978; Agarwal et al., 1999; Pallant, 2007; Field, 2009).

4.14.3 Job Satisfaction

Job satisfaction factor consists of five items contributed by job satisfaction variables. These factors are themed toward administrative and working environment. Thus, the factor is retained as job satisfaction. The factors are “I am satisfied with the amount of pay received”; “I am satisfied with the chances for advancement of this job”; “I am satisfied with the working conditions”; “I am satisfied with the amount of work I do” and “I am satisfied with the feeling of accomplishment I get from the job”. Cronbach’s alpha for job satisfaction factor is 0.82. This is considered good in terms of reliability (Nunnally, 1978; Agarwal et al., 1999; Pallant, 2007; Field, 2009).

4.14.4 Job Skills

Job skills factors are five items which are contributed by job satisfaction variables. Although the items are from job satisfaction of dependent variables, this factor is renamed as job skills where the theme of items is toward interactions and dealings with subordinates and colleagues. The factors are “I am satisfied on my competence in making decision;” “I am satisfied the way I handle my colleagues”; “I am satisfied having the chance to tell people what to do”; “I am satisfied that my job provides me a steady employment” and “I am satisfied having the change to do something that makes use of my abilities”. Cronbach’s alpha for job skills factor is 0.76. This is considered acceptable in terms of reliability (Nunnally, 1978; Agarwal et al., 1999; Pallant, 2007; Field, 2009).

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Table 4.30: Summary of Factor Loading for Dependent Variables

Organizational Commitment Loading

1 (OC6) I am proud to tell others that I am part of this organization .841

2 (OC3) I feel very loyal to this organization .799 3 (OC8) I am extremely glad that I chose this organization to work for over others

I was considering at the time I joined

.774

4 (OC2) I talk up this organization to my friends as a great organization to work for

.748

5 (OC7) This organization really inspires the very best in me in the way of job performance

.727

6 (OC9) I really care about the fate of this organization .719 7 (OC10) For me, this is the best of all possible organization for which to work .714

8 (OC5) I find that my values and the organization's values are very similar .705 9 (OC4) I would accept almost any type of job assignment in order to keep

working for this organization

.618

10 (OC1) I am willing to put in a greatest deal of effort beyond that normally expected in order to help this organization be successful

.538

Career Satisfaction _Loading

1 (CS2) I am satisfied with the progress I have made toward achieving my overall career goals

.791

2 (CS3) I am satisfied with the opportunity to develop my skills .756 3 (CS4) I am satisfied with the utilization of my skills .725 4 (CS1) I am satisfied with the success I have achieved in my career .723 5 (CS5) I am satisfied with my quite high quality of work .694

Job Satisfaction _Loading

1 (JS6) I am satisfied with the amount of pay received .734 2 (JS8) I am satisfied with the chances for advancement of this job .702 3 (JS9) I am satisfied with the working conditions .689 4 (JS7) I am satisfied with the amount of work I do .674 5 (JS10) I am satisfied with the feeling of accomplishment I get from the job .457

Job Skills _Loading

1 (JS2) I am satisfied on my competence in making decision .740 2 (JS1) I am satisfied the way I handle my colleagues .834 3 (JS4) I am satisfied having the chance to tell people what to do .513 4 (JS3) I am satisfied that my job provides me a steady employment .551 5 (JS5) I am satisfied having the change to do something that makes use of my

abilities

.499

The Cronbach’s alpha for dependent variable factors of organizational commitment, career satisfaction, job satisfaction and job skills are 0.92, 0.89, 0.82 and 0.76 respectively. Table 4.31 shows the overview of reliability analysis of factors of dependent variables.

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Table 4.31: Summary of Rationalization and Cronbach’s Alpha for Dependent Variables Dependent Variables No of Items Cronbach’s Alpha Reliability Indication Organizational Commitment 10 0.92 Very Good Career Satisfaction 5 0.89 Preferable Job Satisfaction 5 0.82 Preferable

Job Skills 5 0.76 Acceptable

4.15 Goodness of Measures

In this study, it has been determined that the communalities value is acceptable if it is above 0.3. The result of the factor analysis show the communalities that observed are above 0.3. The acceptable communalities value is in the range between 0.7 to < 0.4 depending on the number of variables (Stevens, 2002; Field, 2009).

The initial factor analysis extraction for independent variables, the communalities loading are between 0.38 and 0.74 for 12 components. Meanwhile in the five-factor extraction, the communalities are between 0.22 and 0.67. Factor, TL5, “I do decide what and how shall the job be done” has the lowest communalities loading with a 0.22 value. Thus TL5 is dropped from further factor analysis. After dropping TL5, the communalities loading are between 0.31 and 0.68. Meanwhile for dependent variable, the communalities value is between 0.39 and 0.78. Therefore, no variable is dropped from dependent variables in this study. All items are accepted for further analysis.

Based on the anti-image correlations value, this study adopts the value more than 0.5. Moreover, the anti-image correlations value for the independent and dependent variables are above 0.5.

For independent variable, the KMO is 0.877 and is considered great (Yiing & Ahmad, 2009). Further, it is supported by the Bartlett’s test of sphericity as significant (p < 0.000). The total variance explained is 45.57%. Meanwhile for dependent variable, the KMO is 0.914 and is considered superb (Yiing & Ahmad, 2009). Moreover, the dependent variables are supported by the Bartlett’s test of sphericity as significant (p < 0.000). The total variance explained is 62.09%. Table 4.32 summarizes the goodness of measure.

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Table 4.32: Summary of the Goodness of Measure

Independent Variable KMO

Bartlett’s test of sphericity Communalities Anti-image correlations 0.877 Sig. 0.000 > 0.3 > 0.5 Dependent Variable KMO

Bartlett’s test of sphericity Communalities Anti-image correlations 0.914 Sig. 0.000 > 0.3 > 0.5 4.16 Reliability

To verify the reliability of the study’s questionnaire items, the academic leadership and work-related attitude are analyzed using reliability analysis. In this study, the internal consistency reliability analysis for academic leadership and work-related attitude constructs are from 0.76 and 0.91. On the other hand, the work-related attitude constructs are from 0.76 to 0.92. Those values of consistency reliability analysis are considered having an acceptable value of 0.7 to 0.8 (Field, 2009). The interim consistency reliability analysis of the study is depicted in Table 4.33.

Table 4.33: Cronbach’s Alpha of Academic Leadership and Work-Related Attitude Constructs

Construct No of Questions Cronbach’s Alpha Consideration Academic Leadership Innovative Effective Executive Adaptive 18 10 10 8 0.91 0.80 0.81 0.76 Very Good Preferable Preferable Acceptable Work-Related Attitude Organizational Commitment Career Satisfaction Job Satisfaction Job Skills 10 5 5 5 0.92 0.86 0.82 0.76 Very Good Preferable Preferable Acceptable

Further, the generally accepted value of 0.8 is appropriate for cognitive tests such as intelligence tests, for ability tests a cut-off point of 0.7 is more suitable (Field, 2009). According to Pallant (2007), Cronbach’s alpha that reads a value of 0.77 is considered acceptable, a value of 0.80 considered preferable, and a value of 0.89 is considered very good internal consistency. In this study, Cronbach’s alpha is between 0.70 and 0.90 which is acceptable toward good internal consistency. Further this shows no problems relating to the quality of the data are foreseen (Nunnally, 1978; Agarwal et al., 1999).

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Thus the study has fulfilled the acceptable value of its consistency reliability analysis (Nunnally, 1978; Agarwal et al., 1999; Field, 2009).