Organizational survey data are an important part of workforce analytics for HRD researchers and practitioners. Despite the wealth of research on the business impact of employee attitudes, such as job satisfaction or engagement, there has been relatively little research to help HRD practitioners identify the optimal methods for scoring and reporting survey results. Inspired by customer satisfaction research, this study empirically examines how the use of different metrics for scoring survey responses affects the distributions of work unit engagement scores and relationships with work outcomes. Survey data were gathered from 1,242 work units in a healthcare organization. Results indicate that the choice of scoring method can meaningfully affect the distribution and validity of scores. Metrics based on extremely positive responses (top box and net promoter) were positively skewed and yielded the strongest correlations with performance. Benchmark scores were also positively skewed but did not provide any added criterion‐related validity. In contrast, mean and percent favorable scores were negatively skewed, provided less variability in scores between groups, but equally predicted unit turnover. These results indicate that using top box or net promoter scoring may yield a more normal distribution of group scores while also providing equal to greater predictive validity for performance. However, these results were only observed within a single organization. Further research is needed to determine whether these results can be replicated within different organizational contexts or when using different criterion measures including objective performance measures or patient and customer satisfaction.

中文翻译：

---

将净发起人和基准评分与其他常用员工敬业度指标的有效性进行比较

对于HRD研究人员和从业人员而言，组织调查数据是劳动力分析的重要组成部分。尽管对员工态度（例如工作满意度或敬业度）对业务的影响进行了大量研究，但很少有研究可以帮助人力资源开发从业人员确定评分和报告调查结果的最佳方法。受客户满意度研究的启发，本研究从实证角度考察了使用不同指标对调查响应进行评分的方式如何影响单位参与度得分的分布以及与工作成果的关系。调查数据是从一个医疗保健组织的1,242个工作单位收集的。结果表明，计分方法的选择可以有意义地影响分数的分布和有效性。基于极端积极响应（顶盒和净启动子）的指标出现正偏，并与性能产生最强的相关性。基准评分也出现正偏，但未提供任何与标准相关的附加效度。相反，平均得分和有利得分百分率均出现负偏斜，各组之间得分的变异性较小，但平均预测了单位周转率。这些结果表明，使用顶盒评分或净启动子评分可能会产生更正态的组分数分布，同时还提供更高的预测效度。但是，这些结果仅在单个组织中观察到。