Purpose of the Questionnaire

The General Work Competencies Questionnaire (GWCQ) was developed by I. Nikolaou with the main objective of assessing core work competencies in professional environments. Based on the competency model proposed by Boyatzis (1982), this tool is addressed to companies, organizations, and researchers, aiming to measure three key dimensions: action-leadership, people orientation, and communication. Its application covers all hierarchical levels and professional sectors, offering a comprehensive evaluation of general work-related competencies.

Questionnaire Analysis

The GWCQ consists of a total of 17 questions distributed across the three main scales. Specifically, the Action-Leadership scale includes 6 questions, the People Orientation scale includes 5 questions, and the Communication scale includes 6 questions. Each question is rated on a five-point Likert scale, ranging from 1 (Never) to 5 (Always). The questionnaire has been validated on a Greek sample that includes 300 employees and 81 supervisors. It offers flexible administration, as it can be used both as a direct evaluation by a supervisor and in a 360-degree format, including feedback from colleagues and clients.

Scoring System

The GWCQ scoring system transforms qualitative responses into quantitative scores: 1 point for the answer “Never”, 2 points for “Rarely”, 3 points for “Sometimes”, 4 points for “Often”, and 5 points for “Always”. Total scores are calculated separately for each of the three scales by summing the corresponding items. For result interpretation, the following classification is adopted: scores between 17 and 25 indicate a low level of competencies, scores between 26 and 34 indicate a moderate level, and scores between 35 and 43 indicate a high level. For example, an employee scoring 38 in the Action-Leadership scale, 32 in the People Orientation scale, and 40 in the Communication scale is characterized by particularly well-developed communication skills and a high level of leadership abilities.

Statistical Analysis

The statistical analysis of GWCQ results involves multiple levels of examination. Initially, the average scores are calculated for each of the three scales at both individual and group levels. Comparisons are then made among different groups of employees, taking into account factors such as professional field, hierarchical level, and years of experience. Additionally, correlations between scores and job performance indicators or organizational behavior variables are examined. Factor analysis is also applied to confirm the structure of the three scales and their consistency with the theoretical framework.

Validity of the Questionnaire

The GWCQ demonstrates strong scientific validity. It shows high content validity, as its questions thoroughly cover the theoretical dimensions derived from Boyatzis’ model. Its convergent validity is supported by significant correlations with other standardized work competency assessment tools. Discriminant validity is confirmed through the tool’s ability to effectively differentiate between various professional groups and hierarchical levels. Predictive validity is evidenced by statistically significant correlations with job performance indicators and Organizational Citizenship Behavior (OCB). Within the Greek context, the tool has been widely used in research, offering further support for its local validity.

Reliability of the Questionnaire

The reliability of the GWCQ is exceptionally high, as evidenced by various studied indicators. Internal consistency coefficients (Cronbach’s alpha) for all scales exceed 0.90, indicating a very high degree of homogeneity among the items in each dimension. Test-retest reliability over a four-week period shows correlations above 0.85, confirming the stability of the measurements over time. Furthermore, the tool exhibits strong discriminative ability, as it can effectively distinguish among employees with different levels of experience and hierarchical status. These findings, along with its broad application in diverse professional settings, establish the GWCQ as a reliable tool for assessing general work competencies.

References

Nikolaou, I. (2003). The Development and Validation of a Measure of Genetic Work Competencies. International Journal of Testing, 3, 309–319. Nikolaou, I., & Robertson, I. T. (2001). The Five-Factor Model of Personality and Work Behaviour in Greece. European Journal of Work and Organizational Psychology, 10, 161–186. Boyatzis, R. E. (1982). The Competent Manager: A Model for Effective Performance. John Wiley & Sons.

Keywords

Work Competencies, Personnel Assessment, Leadership Skills, Communication Skills, Organizational Behavior, Human Resources.