Validation of Interpersonal relationship scale inventory: Confirmatory factor analysis modelling approach using AMOS.

doi:10.21203/rs.3.rs-3813602/v1

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Validation of Interpersonal relationship scale inventory: Confirmatory factor analysis modelling approach using AMOS.

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Interpersonal relationships are crucial for the growth and development of the organization as it directly or indirectly impacts employee performance. The present study aimed to develop an interpersonal relationship scale inventory for nurses, identifying the various dimensions of interpersonal relationships and validating the developed scale using EFA and CFA approaches. A methodological cross-sectional study design consisting of two phases was used. The study was conducted in government and private-sector hospitals. In the first phase, 250 nurses participated in the study, and 4 factors with 16 items were identified using EFA. In the second phase, confirmatory factor analysis was performed with a sample size of 766 nurses. Information related to factor loading (EFA), descriptive statistic, correlation matrix, standardized estimation in the CFA model, and discriminant validity were presented in tabular form. Data were analyzed using SPSS 22.0 and AMOS 23.0. The result indicated that the CFA model was ascertained by the following indices: CFI =0.973; GFI= 0.958; RMSEA= 0.048; TLI= 0.967; SRMR= 0.033. The results were within the acceptable range, indicating that the four factors obtained from EFA were validated, also the reliability and the discriminant validity of the model were established. Moreover, the study shows that the four factors identified were regarded as crucial element that supports the interpersonal relationship scale developed in the study. The four-factor scale can be used by nursing managers, and educators to understand the competencies of nurses towards people management, which have a significant impact on patient outcomes. Also, the scale would be helpful in assessing the effectiveness of the training program to measure the social skills and competencies of the nurses, hence there exist a significant implication of this study. The study concludes with the validation of the four-factor interpersonal relationship scale inventory which can be a useful tool to assess workplace relationships for healthcare professionals. As a future scope, the researcher can validate the scale using different sample frames.

Nurses

Interpersonal relationship

Exploratory factor analysis

Confirmatory factor analysis

AMOS

Every aspect of hospital efficiency is affected by nurses, who are the foundation of patient care. The patient experience, patient health, and the hospital's overall success are having a direct impact on the nurse's clinical performance (Watanabe, et al., 2015). It was observed that hospital nurses' concerns with dissatisfaction have increased. This unhappiness is also a result of improper communication, which includes active listening, empathy, and authenticity, as well as interpersonal issues (Perry, et al., 2018). In order to feel comfortable at work, it is considered essential for nurses to communicate with one another and engage in positive interpersonal interactions and social engagement.

Patient safety is being threatened by medical errors and adverse results resulting from poor communication between healthcare professionals. Research demonstrates that interpersonal relationships and other human elements have an impact on healthcare providers' ability to communicate. As a result, varied interpersonal interactions among team members lead to distinct interpersonal behaviors, which, in turn, alter team communication and affect patient safety outcomes (Lee and Doran, 2017). The research also shows that good communication mediates the association between ethical leadership and the followers' trust in the leader. The study also highlights the necessity for supervisor training in successful interpersonal skills, which is a crucial component of relationships and ultimately raises followers' trust in leaders (Rajesh and Suganti, 2016).

Nursing education is experiencing difficulties, just like the other professional education streams in the nation. These difficulties included a scarcity of competent nurses (both in terms of quality and quantity), as well as a shortage of curricula that satisfies the requirements of the present healthcare industry and its clients. The principles of effectiveness, interpersonal communication, patient safety, multidisciplinary collaboration, and technological exposure are not taught in all curricula. Clinical expertise, social awareness, and ethical commitment are qualities that nurses should possess. Therefore, it can be concluded that professional self-concept significantly correlated positively with interpersonal interaction, clinical setting involvement, and coping strategy. Programs that support healthy self-concept development, including interpersonal relationships and coping, are therefore necessary (Yoo and Choi, 2019).

In order to offer excellent patient care, hospital nurses interact and communicate with other members of the healthcare team (Doran et al., 2002). Lack of verbal communication and poor interpersonal relations between staff members has been determined to be the cause of 37% of all mistakes (Donchin, et al., 1995). Hence, the objective of the present study was to understand the various dimensions of interpersonal relationships and to develop a scale to measure the same. Although a review of the literature identified certain instruments that measure the interpersonal relationship, none has been developed in the context of Indian nursing (Garthoeffner et al., 1993; Guerney, 1977; Horowitz et al., 1988; Nielsen et al., 2000, Rubin et al., 1988). Since the focus of the current study was on nurses, hence the data were collected exclusively from nurses to develop the interpersonal relationship scale inventory.

According to the social exchange theory, relationships between people persist because they exchange different resources (Vogli, 2010). According to research, interactions between leaders and followers have a significant influence on job engagement, which in turn influences how well employees accomplish their tasks. Therefore, the organization must focus on these factors, which finally result in employee happiness and a better workplace (Monika, 2019).

Additionally, it was discovered that the perceived costs and benefits of the relationship influenced the mentor and mentee's participating behaviors. Furthermore, the density of relationships inside an organization has a significant impact on its effectiveness. Moreover, it was discovered that workplace disorder negatively impacts interpersonal interactions, which in turn makes workers feel demotivated (Monux, et al., 2014). Thus, creating a communication plan is essential for addressing issues with superiors and coworkers.

The development of nursing with a view to its humanization depends on the components of interpersonal relationships, usually requiring ongoing training of nurses involved in the care process, not only in technical procedures but especially in their improved preparation for the development of healthy interpersonal relationships, trained as competent care resources (Borges, et al., 2017). Additionally, it can be said that empathy would be improved by interpersonal support systems and self-esteem. Additionally, encouraging support, motivation, interactions, and strategies will boost nurses' sense of self, interpersonal abilities, and intuition (Kim, 2018).

Interpersonal relationships are essential to the satisfaction of professional lives. Significant determinants of job happiness include social and professional relations. It was discovered that three aspects of interpersonal relationships i.e., personal attachment, credibility, and communication, help people build strategic alliances (Wang et al., 2018). The study also shows that interpersonal problems and emotional stress have a significant effect on one's perception of one's professional self. In order to improve the skills and professional self-concepts of nurses, the organization should develop strategies to lessen interpersonal difficulties and emotional function (Yeom, 2017).

According to research, employees' perceptions of uncertain behaviour were exquisitely preserved by organizational conformity. Additional findings indicate that interpersonal relationships at work are based on and fostered by amorphous deception on the part of employees, dishonesty on the part of managers, and organizational obscurantism (Baloch et al., 2019). Additionally, it was discovered that the correlation between psychological growth and communication satisfaction in the superior-subordinate relationship is mediated by relational maintenance behaviour (Goldman and Goodboy, 2017). Therefore, psychological growth is crucial for enhancing the partnership.

According to a study by Liew et al. (2018), healthy peer relationships mediated the relationship between early performance and resiliency, meaning that persons with high levels of resiliency are more likely to have better interpersonal relationships that are cordial and low in conflict.

Studies showed that effective leadership has a large direct impact on task alignment and organizational engagement as well as a considerable indirect impact on staff resilience. Engaged staff will aid businesses in increasing productivity. The most reliable indicator of involvement with nurses in practice has been interpersonal ties. Consequently, workplaces that foster good interpersonal ties can improve nurses' job effectiveness (Singh and Rangnekar, 2020).

Relationships with people and organizational stresses were discovered to be significant contributors to distress in nurses, including mental illness. It might be argued that organizational support interventions and enhancing the caliber of workplace relationships can increase employees' general well-being. Nursing care is significantly influenced by a nurse's and nursing associate's mutual understanding, enjoyment, and social interaction (Burtson and Stichler, 2010). According to a study by Penckofer, et al. (2011), managing the therapeutic relationship between the nurse and patient is significantly impacted by the trust.

Nurses support patients in reducing their anxiety, which has a significant impact on the patient's outcome. Supportive nursing management positively impacts patient care, employee happiness, and decreased desire to leave (Bogaert and Kowalski, 2013). Additionally, it was discovered that unprofessional interactions at work directly affect nurses' emotional well-being and productivity at work (Han, et al., 2015). As a result, nurses who participate in anger management education programs can express previously repressed feelings, which in turn helps them deal with interpersonal problems more effectively and improve interpersonal relationships. Additionally, a collaborative work environment has an impact on the nursing manager's job involvement and proactive work behavior (Warshawsky, et al., 2012).

Effective relationships required understanding the equal value of each team member's contribution to patient care as well as a clear understanding of each person's role on the team. According to the study, effective communication skills and active listening could promote cross-disciplinary cooperation and teamwork (Espinoza et al., 2018). The study also demonstrates that friendly and subservient interpersonal behaviour reduces emotional exhaustion and depersonalization. Emotional exhaustion and disengagement would rise if interpersonal interaction were increasingly dominated by dominance. Therefore, people's cooperative, subservient behaviour can help to enhance interpersonal relationships (Martinez-Zaragoza, 2017).

Since relationship management is one of the key components of emotional intelligence, it has been found that emotional intelligence has a favourable effect on stress and burnout reduction, which further promotes job retention and improves individual well-being (Afsar, et al., 2017). Further, the improvement of interpersonal relationships at work can be achieved through improved organizational structure, communication methods, and mentoring.

The objective of the study was to develop and validate the interpersonal relationship scale inventory. The development of the “Interpersonal Relationship (IPR) Scale” used a cross-sectional methodological study design consisting of two phases: (1) In the first phase of the study, researchers used exploratory factor analysis (EFA) approaches to identify the various dimensions of interpersonal relationship (2) and in the second phase, confirmatory factor analysis (CFA) was used to establish and validate the psychometric property of the instrument.

Phase I: The first step in this phase was to understand the concept of interpersonal relationships and to identify its dimensions and its relevance to the nurses. The items were designed based on the review of the literature, and by conducting semi-structured interviews with 20 nurses. The initial questionnaire consists of 65 items based on five points Likert scale: Never, Rarely, Sometime, Often, Always. The instruction on the scale was “Kindly mark your perception regarding your relationship with your colleague in your organization”. Finally, the content of each item was also examined by two nursing educators. Based on the opinion of the experts, six items were dropped and finally, 59 items were obtained for the study. A sample of 250 registered nurses working in government and private hospitals was selected based on the proportionate sampling method. The eligibility criteria include that the nurses should be working in a hospital with a minimum of 100 beds and above. The questionnaires were provided to the ward in-charges of each department who in turn distributed them to the nurses for completion. Factor analysis was performed on the collected data using SPSS 22.0 and the results were presented in the tabular form.

Phase II

In the study’s second phase, the factors obtained from EFA were subjected to confirmatory factor analysis using AMOS 23.0. A sample of 766 nurses was finally considered for the purpose of the scale validation and the results were presented accordingly. The developed instrument consists of two sections, ie. the demographic profile and the information related to measuring interpersonal relationships which consist of 16 items based on the EFA. The scale was measured on a 5-point liker scale (1 = Never; 2 = Rarely; 3 = Sometime; 4 = Often; 5 = Always).

3.1 Demographic details

For phase 1 of the study, out of 250 respondents, 4% (n = 9) were males and 96% (n = 241) were females; 57% (n = 143) belong to the age group 20–30 yrs.; 23% (n = 57) to age group 31–40 yrs.; 14% (n = 35) to age group 41–50 yrs.; and 6% (n = 15) above 50 yrs. Moreover, 53% (n = 132) of respondents were graduates; 6% (n = 15) were post-graduate, and 41% (n = 103) were diploma holders.

In study 2, out of 766 respondents, 645 (84.2%) were female and 121 (15.7%) were males. Moreover, the majority of the respondents ie. 345 (45%) belong to the 20-30yrs of age group, whereas 249(32.5%) belong to 31-40yrs, 120 (15.7%) fall into 41-50yrs and 52 (6.8%) in the age group more than 50years. In terms of educational qualification, 380(49.6%) of respondents were graduates, 64(8.4%) were postgraduate and 322(42%) diploma holders. In terms of experience 315(41.1%) respondents were below 5 years of experience, 152(19.8%) had experience of 5–10 years, 163(21.3%) had experience of 10–15 years, 77(10.1%) respondents had experience of 15–20 years and 59(7.7%) were more than 20 years of experience. Concerning the designation of respondents, 135(17.6%) belong to the senior nursing category and 631(82.4%) belong to the junior nursing category.

Data were analyzed using SPSS 22.0 and AMOS 23.0 statistical software. For study 1 Exploratory factor analysis was conducted by principal component analysis using Varimax rotation with the Kaiser Normalization method. The correlation coefficients between the factors were presented in tabular form. As recommended by Chou and Bentler (1995), the first step involves identifying the normal standard distribution by verifying that the kurtosis (< 7) and skewness (< 2) were in the acceptable range.

First-order confirmatory factor analysis was conducted for study 2 using AMOS 23.0 to validate the factors obtained as a result of EFA. Various fit indices such as Chi-square goodness of fit (p > 0.05), CFI > 0.95, TLI > 0.95, SRMR < 0.08, GFI > 0.95 and RMSEA < 0.08 (Hooper et al., 2008; Hu and Bentler, 1999). Moreover, convergent and discriminant validity was also established (CR > 0.70; AVE > 0.50; CR > AVE).

Table I: KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy.		0.832
Bartlett's Test of Sphericity	Approx. Chi-Square	820.486
	Df	105
	Sig.	0.000

Table II: Varimax Rotated Component Matrix for Interpersonal Relationships at Workplace
	Items	Components
	Items	1	2	3	4
Team management	IRA1	.704
	IRA2	.684
	IRA3	.661
	IRA4	.642
	IRA5	.618
	IRA6	.564
Emotion management	IRB1		.787
	IRB2		.704
	IRB3		.564
	IRB4		.557
Social management	IRC1			.722
	IRC2			.600
	IRC3			.518
Politic management	IRD1				.769
	IRD2				.658
	IRD3				.691
	Eigen Value	4.220	1.605	1.167	1.039
	% Of variance				53.546%

Table III: Descriptive statistic: study 1 (mean and standard deviation) (n = 250)
Item code	Mean	SD	Skewness	Kurtosis
IRA1	3.81	1.166	− .722	− .300
IRA2	4.09	.996	− .850	− .171
IRA3	3.71	1.056	− .569	− .106
IRA4	3.73	1.167	− .641	− .321
IRA5	3.73	1.181	− .578	− .649
IRA6	3.77	1.151	− .611	− .466
IRB1	3.44	1.122	− .271	− .500
IRB2	3.35	1.081	− .238	− .608
IRB3	3.26	1.148	− .105	− .677
IRB4	3.65	1.092	− .738	.147
IRC1	3.34	1.162	− .127	− .847
IRC2	3.32	1.076	− .237	− .425
IRC3	3.57	1.164	− .515	− .486
IRD1	3.25	1.110	− .237	− .402
IRD2	2.24	1.277	.735	− .602
IRD3	3.61	1.295	− .637	− .654

4.1 Exploratory Factor Analysis

According to the recommendation of Tabachnick and Fidell (2014), ignoring factor loading with an absolute value of less than 0.3 (representing 10% of the shared variance). The Kaiser- Meyer- Olkin (KMO) and Bartlett’s test illustrate that the data were appropriate for factor analysis (KMO index = 0.832, Chi-square = 820.486, p < 0.001) (See Table I). An average value of KMO above 0.6 is acceptable for a sample less than 100, and an average value between 0.5 and 0.6 is acceptable for a sample size between 100 and 200 (MacCallum et al., 1999). Principal component analysis using Varimax rotation results in four factors with eigenvalues greater than 01 and sixteen items with factor loading greater than or equal to 0.4, which accounted for 53.546% of the total variance explained. The proportion of the total variance explained by the retained factors should be at least 50% (Streiner, 1994). The four factors are as follows: Team management (6 items), Emotion management (4 items), Social management (3 items), and Politic management (3 items) as shown in Table II. Reliability was measured using Cronbach’s alpha coefficient and it was found to be 0.783 for the whole scale which was above the minimum acceptable value as recommended by Wells and Wollack (2003). Correlation coefficients between the four factors were ranging from 0.343 to 0.620. The correlation coefficient between Politics management (IRD) and Team management (IRA) was found to be the highest i.e. 0.620, which shows there is a high positive correlation between these two factors. The other factor has a moderate correlation coefficient between 0.275–0.490 which shows the factors had correlations but do not overlap with each other.

With respect to the descriptive statistics, the sixteen items were measured by mean, standard deviation, skewness, and kurtosis (Table: III). The mean range of the items varies from 2.24 to 4.09 and the standard deviation varies from 0.996 to 1.295. The skewness ranged from − 0.105 to 0.735, and kurtosis ranged from − 0.106 to 0.147.

Table IV: Correlation matrix of the factors in the CFA model (Study 2)
	IRA	IRB	IRC	IRD
IRA	1
IRB	.539^**	1
IRC	.540^**	.488^**	1
IRD	.390^**	.331^**	.349^**	1
^**p < 0.01

Table V: Standardized estimate in the CFA model
Factors	Item code	Estimates
Factor 1	IRA1	0.74^**
	IRA2	0.76^**
	IRA3	0.82^**
	IRA4	0.84^**
	IRA5	0.80^**
	IRA6	0.81^**
Factor 2	IRB1	0.68^**
	IRB2	0.79^**
	IRB3	0.77^**
	IRB4	0.76^**
Factor 3	IRC1	0.79^**
	IRC2	0.81^**
	IRC3	0.71^**
Factor 4	IRD1	0.81^**
	IRD2	0.75^**
	IRD3	0.78^**
^**p < 0.01

4.2 Confirmatory factor analysis

Cross-validation of the identified four factors was conducted using CFA. There was a positive correlation between the factors, with estimates ranging from r = 0.331 to r = 0.539, and there was a significant relationship among the factors (Table IV). The result presented in table V shows the standardized estimates of the 16 items which ranged from β = 0.68 to β = 0.84 (p < 0.001).

Figure 1 presents the model with the standardized estimate. The Chi-square goodness of fit statistic was not statistically significant (χ² = 270.416, d.f = 98, p = 0.000). Since Chi-square is extremely sensitive to the model fit and tends to reject the model when the sample or model is large (Bentler and Bonett, 1980). Due to the limitation of the Chi-square, other multiple indices were used to assess the model fit ie. CFI, GFI, TLI, and RMSEA, indicated that the model was supported by most of the indices. In the present model, the various indices were as follows: CFI = 0.973; GFI = 0.958; RMSEA = 0.048; TLI = 0.967; SRMR = 0.033. These results were found to be within the acceptable range, which shows that the four factors obtained from the EFA were validated.

Table VI: Discriminant validity, CR, and AVE of the CFA model (Fornel and Larker Criterion)
	CR	AVE	MSV	MaxR(H)	IRB	IRA	IRC	IRD
IRB	0.839	0.566	0.366	0.844	0.752
IRA	0.911	0.630	0.379	0.913	0.605	0.794
IRC	0.812	0.591	0.379	0.818	0.588	0.616	0.768
IRD	0.825	0.612	0.196	0.828	0.385	0.443	0.421	0.782

Moreover, the convergent and the discriminant validity of the model was also established as shown in table VI. The AVE of the constructs was above the threshold value ie > .50. The convergent validity of the model was established as CR > 0.70, AVE > 0.50, and CR > AVE (Brown and Moore, 2012). Since the square root of AVE was found to be greater than the correlation coefficient of the other constructs. Hence discriminant validity of the model was established.

Most of the interpersonal relationship measurement scale has been developed focusing primarily on intimate and close personal relationships (Guerney, 1977). In addition, several scholars have used the modification of the scales to study the relationship of premarital or married couples (Gordon and Waldo, 1984; Heitland, 1986; Jessee and Guerney, 1981). Also, the nurse-nurse collaboration scale developed by Dougherty and Larson (2010), measures organizational climate, focusing on communication, coordination, problem-solving, and conflict management and these categories have been adapted from the ICU nurse-physician questionnaire developed by Shortell et al. (1991). Some of the studies also focus on the relationship between nurse and physician as a part of the organizational assessment method or as a subset of a larger construct (Sasagara, et al. 2003; Vazirani et al., 2005).

Nurses are aware that they collaborate at work utilizing team management, emotion management, social management, and political management since the four elements established from the exploratory factor analysis have been validated. The management of the nurses' interpersonal relationships depends on each of the constructs to some extent. The sub-construct "team management" highlights the significance of working in a team, including supporting team members, building trust and a sense of community among co-workers, and collaborating with individuals from various cultural backgrounds. The ability of the nurses to regulate their emotions and deal with challenges and difficult circumstances sensibly is indicated by the sub-construct "emotion management." The sub-construct "politics management" clarifies the capacity of nurses in managing work responsibility and using relationships for material benefits, while the sub-construct "social management" focuses on aspects such as handling personal commitment and maintaining cordial relationships with colleagues. The results show that the various sub-constructs are regarded as a crucial element that supports the interpersonal relationship scale developed during the study. Additionally, since it is a multidimensional scale, each dimension can be utilized separately as a scale (DeVellis, 1991).

In the context of the nurse-nurse interaction in India, interpersonal relationships are a less discussed area in the healthcare sector (Bogaert and Kowalski, 2013; Kim, 2018; Robson and Robson, 2016; Sarah, 2005). Studies are largely based on interactions between patients and nurses. It is sad for the future of academia and industry that there is so little quantitative research in this area. In addition, a severe lack of healthcare workers combined with a heavy workload leads to stress, emotional weariness, and burnout, all of which have a negative influence on patient care and safety (Pino and Rossini, 2012).

The goal of the current research study was to comprehend how crucial interpersonal relationships are at work for an organization's growth. The following are the study's implications:

Since the study addresses the association and relevance of various factors of interpersonal relationships at the workplace. Hence, the healthcare sector will be benefitted by knowing the elements of interpersonal relationships at the workplace and the variables influencing them in detail and also aid organizations to design an appropriate training program for their employees.
Researcher would like to give recommendations to the governing bodies to keep in place such practices that can boost the level of interpersonal relationships of the nursing staff which in turn will be more beneficial for organizational development and patient care.
The findings of the research can also inform the researcher and the potential employer in terms of recruiting nurses with an acceptable level of required social skills and training them accordingly to prove patient-centric care.

A study by Kornhaber, et al., (2016) suggests that, primarily among younger and less experienced employees, exhaustion and burnout were found to have an indirect impact on nursing care. As a result, nursing managers have to change direction from educational intervention to a sense of social belonging. Clinical interpersonal relationships are the main element of all healthcare facilities that can be further enhanced by listening and responding to the person’s feelings. Relationship issues are also severely influenced by interpersonal problems such as employee emotional stress and inadequate communication (Howard and Shaw, 2011). By recognizing and communicating these concerns as well as obtaining the right leadership support, these interpersonal challenges can be further addressed.

The study concludes with the validation of the 16-item scale to measure interpersonal relationships at the workplace. Moreover, the scale demonstrates acceptable reliability and validity. It can be said that work-related productivity is severely affected by people’s mental health. Most of the studies indicate that mental illness causes symptoms such as pain and stress and it lowers productivity at the workplace which has a direct impact on their family and social relationship (Vasconcelos et al. 2016). Despite understanding that many aspects contribute to the nursing professional’s health risk, the administrators are neglecting the proactive measures and care for the same. The study has provided insight into the various dimensions of interpersonal relations in the context of health care professionals (nurses).

The four-factor scale can be used by nursing managers, and educators to understand the competencies of nurses towards people management, which have a significant impact on patient outcomes. Also, the scale would be helpful in assessing the effectiveness of the training program to measure the social skills and competencies of the nurses.

Since the study exclusively examined the nurse-nurse relationship, also the study's participating nurses were restricted to hospitals in the Delhi region of India. Hence, the place significance of the study imposes a restriction on its ability to be generalized. Additionally, the researcher can validate the scale using samples from other sectors. Also, the relationship of scale with the other psychological variable can also be explored as a future scope of study so as to find its significant impact on better workplace management.

Funding: No financial grant was obtained for this study.

Conflicts of interest/Competing interests: The author declares that there is no conflict of interest.

Ethics approval: The present research was a part of the doctoral research of the first author. Hence, prior ethical approval was granted by the doctoral committee, Guru Gobind Singh Indraprastha University, Delhi (India) to pursue this study from the institution where the researcher was registered.

Consent to participate: Informed consent was obtained from all individual participants included in the study.

About the authors

Dr. Sumit Kumar Debnath is working as an Asst. Professor at Ideal Institute of Management and Technology affiliated to Guru Gobind Singh Indraprastha University, Delhi. His keen research areas include organization behavior, and human resource management. Sumit Kumar Debnath is the corresponding author and can be contacted at: [email protected]

Prof. Puja Khatri is currently working as a Professor at the University School of Management Studies, Guru Gobind Singh Indraprastha University, Delhi. She has a Ph.D. degree in organizational behavior and higher education. She has published more than 90 research papers and articles in journals of national and international repute and in proceedings of national and international conferences.

Dr. Shweta Nanda is currently working as Associate Professor, Amity University, Noida.

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Validation of Interpersonal relationship scale inventory: Confirmatory factor analysis modelling approach using AMOS.

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Abstract

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1. Introduction

2. Literature review

3. Methodology

3.1 Demographic details

4. Data analysis

4.1 Exploratory Factor Analysis

4.2 Confirmatory factor analysis

5. Discussion and conclusion

6. Managerial implication

7. Conclusion

8. Limitations and suggestions for future research

Declarations

References

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