A central question in cross-cultural research: Do employees of different cultures interpret work-related measures in an equivalent manner?
用协方差结构分析检验组织量表在不同文化群体间的稳定性和可转移性，发现文化群体对某些量表的理解框架和评分标准存在差异，调整后仍可比较潜在均值。
Within the present research, a covariance structure analytic procedure is applied to test the stability and transferability of organizational measures between groups in cross-cultural research. Findings support the need to establish the equivalency of constructs and measures prior to interpreting differences in means of self-report variables between culturally diverse groups. Indeed, for two measures, the cultural groups were using different conceptual frames of reference when responding to the items. For a third measure, the groups were calibrating the true scores differently. However, the source of the calibration difference was identified and subsequently accounted for in later analyses. Thus, differences between latent means for the culturally diverse groups were calculated and interpreted. The approach outlined in this paper is proffered as yielding valuable insights regarding the appropriateness of comparative cross-cultural studies.