Research on high-quality relationships (HQR) between coworkers has garnered considerable interest, yet the original HQR measure (Carmeli, 2009) has been adapted in disparate ways (e.g., including vs. omitting the vitality subscale). Continued application is further complicated by incomplete reporting on the measure’s factor structure. Relatedly, findings that women often experience relationships differently than men highlight the need to test whether the HQR measure functions similarly across genders. We surveyed 401 employees (50% women) to test four competing models and examine invariance across genders. Findings revealed that HQR is best conceptualized as six distinct but correlated constructs. Further, full scalar invariance was observed across genders, indicating that the measure functioned equivalently and can be used in gender comparisons involving HQR constructs.

中文翻译：

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衡量高质量的工作关系

对同事之间的高质量关系（HQR）的研究引起了相当大的兴趣，但是最初的HQR量度（Carmeli，2009）已经以不同的方式进行了调整（例如，包括与否，省略了活力分量表）。由于该度量的因素结构报告不完整，因此继续应用变得更加复杂。与此相关的是，女性经常与男性经历不同关系的发现强调需要测试HQR度量在性别上是否具有相似的功能。我们对401名员工（女性占50％）进行了调查，以测试四种竞争模型并检验性别之间的不变性。研究结果表明，HQR最好被概念化为六个不同但相关的结构。此外，在所有性别中都发现了完全的标量不变性，