Factorial validity, cross-cultural equivalence, and latent means examination of the organizational career growth scale in Italy and China
研究检验了组织职业生涯成长量表在意大利（882人）和中国（256人）样本中的因子结构和跨文化等价性，发现四因子模型成立，且中国样本在三个维度上的潜在均值显著高于意大利样本。
Organizational Career Growth scale (OCG scale) is a measure of employee perceptions of their chances of development and advancement within an organization. Despite the growing interest of scholars in this field, research using the OCG scale is in its early infancy. The current study aims to contribute to the validation of the OCG scale by testing its dimensionality and measurement invariance across Italian (N = 882) and Chinese (N = 256) samples. Structural Equation Modeling with Confirmatory Factorial Analysis, Multi-Group Confirmatory Factorial Analysis and latent means analysis were used. The four-factor model of the OCG scale prevailed both in the Italian and Chinese samples. Moreover, full metric and partial scalar invariance were achieved. Overall, the results supported the factorial validity and cross-cultural equivalence of the OCG scale. Latent means examination showed evidence of significantly higher latent means in the Chinese sample for three dimensions of the OCG scale (career goal progress, professional ability development, promotion speed) than in the Italian sample. Limitations, suggestions for future research and practical implications are discussed.