Analysis

The Organizational Constraints Scale (OCS) was developed to assess the various types of constraints that may affect employee performance within an organization. These constraints can be physical, administrative, or environmental and include the lack of resources and support, insufficient information and training, poor working conditions, and bureaucracy.

Purpose

The purpose of the scale is to provide a clear and reliable measurement of the constraints employees face in their work environment.

Calibration

Calibration is carried out using a 5-point Likert scale (1 = “never” to 5 = “always”), where participants evaluate the frequency or intensity of the constraints they encounter in various statements related to the OCS dimensions.

References

Peters, L. H., & O’Connor, E. J. (1980). Situational Constraints and Work Outcomes: The Influences of a Frequently Overlooked Construct. Academy of Management Review, 5(3), 391–397.
Spector, P. E., & Jex, S. M. (1998). Development of Four Self-Report Measures of Job Stressors and Strain: Interpersonal Conflict at Work Scale, Organizational Constraints Scale, Quantitative Workload Inventory, and Physical Symptoms Inventory. Journal of Occupational Health Psychology, 3(4), 356–367.
Gilboa, S., Shirom, A., Fried, Y., & Cooper, C. (2008). A Meta-Analysis of Work Demand Stressors and Job Performance: Examining Main and Moderating Effects. Personnel Psychology, 61(2), 227–271.