Confirmatory factor analysis of unethical HRM practices (standardized solution)
| Dimensions and items | Factor loadings |
|---|---|
| Practices favoring those in power (α=0.82, CR=0.84, AVE=0.52) | |
| Disciplining less severely employees with a higher position in the organization’s hierarchy | 0.907 |
| Facilitating the process of selecting a family member of a senior corporate officer for a job opening in the organization | 0.880 |
| Ignoring a sexual harassment complaint against a senior official of the organization when no evidence is available | 0.654 |
| Increasing the CEO’s salary when the organization is going through a period of budget cuts and employee dismissals | 0.621 |
| Turning a blind eye to unprofessional behaviors of the organization’s most profitable employees (e.g. delays) | 0.459 |
| Discrimination practices (α=0.73, CR=0.73, AVE=0.41) | |
| Not selecting candidates from particular ethnic origins | 0.830 |
| Selecting men for roles that involve a heavier workload | 0.626 |
| Not recruiting candidates in advanced stages of pregnancy | 0.607 |
| Using job quotas to select candidates from a particular university | 0.448 |
| Practices showing a disregard for the individual (α=0.64, CR=0.67, AVE=0.42) | |
| Repeating to other colleagues information confided by an employee | 0.850 |
| Recommending a “problematic” worker to another area of the organization | 0.554 |
| Sending performance appraisals to employees by e-mail | 0.465 |
| Fit indices | |
| χ2 | 82.55 |
| df | 51 |
| χ2/df | 1.62 |
| RMSEA | 0.068 |
| CFI | 0.951 |
| TLI | 0.937 |
| AIC | 5,356.16 |
| Dimensions and items | Factor loadings |
|---|---|
| Disciplining less severely employees with a higher position in the organization’s hierarchy | 0.907 |
| Facilitating the process of selecting a family member of a senior corporate officer for a job opening in the organization | 0.880 |
| Ignoring a sexual harassment complaint against a senior official of the organization when no evidence is available | 0.654 |
| Increasing the CEO’s salary when the organization is going through a period of budget cuts and employee dismissals | 0.621 |
| Turning a blind eye to unprofessional behaviors of the organization’s most profitable employees (e.g. delays) | 0.459 |
| Not selecting candidates from particular ethnic origins | 0.830 |
| Selecting men for roles that involve a heavier workload | 0.626 |
| Not recruiting candidates in advanced stages of pregnancy | 0.607 |
| Using job quotas to select candidates from a particular university | 0.448 |
| Repeating to other colleagues information confided by an employee | 0.850 |
| Recommending a “problematic” worker to another area of the organization | 0.554 |
| Sending performance appraisals to employees by e-mail | 0.465 |
| 82.55 | |
| df | 51 |
| 1.62 | |
| RMSEA | 0.068 |
| CFI | 0.951 |
| TLI | 0.937 |
| AIC | 5,356.16 |
Notes: CR, composite reliability; AVE, average variance extracted; RMSEA, root mean square error of approximation; CFI, confirmatory fit index; TLI, Tucker–Lewis index; AIC, Akaike information criterion
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