Workplace Mindfulness Scale: A Non-Western Adaptation

Workplace Mindfulness Scale: A Non-Western Adaptation | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article Workplace Mindfulness Scale: A Non-Western Adaptation Zeynep Tunay Gül, Bülent Alcı This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-7876869/v1 This work is licensed under a CC BY 4.0 License Status: Posted Version 1 posted You are reading this latest preprint version Abstract Objective This study extends workplace mindfulness to a non-Western context where business competition heightens its relevance for psychological well-being. The Workplace Mindfulness Scale (Zheng et al., 2023) was adapted to Turkish, and its validity and reliability were tested in a sample of Turkish employees, addressing occupational conditions in Turkey and providing a reliable tool to assess workplace mindfulness among employees. Method A two-stage design was used. First, linguistic equivalence was established with 65 bilingual academics through translation, synthesis, back-translation, expert review, and pretesting following cross-cultural adaptation guidelines. Second, the finalized Turkish WMS was administered online to 350 employees from public and private organizations across diverse departments. Analyses were conducted in SPSS and JASP (lavaan). Confirmatory factor analysis (CFA) tested the original three-factor, 18-item structure using DWLS estimation given non-normality. Reliability was assessed via Cronbach’s α and McDonald’s ω; item–total correlations were inspected to evaluate internal consistency. Results Linguistic equivalence was supported: a strong positive correlation between English and Turkish forms (r = .97, p < .01) and no significant mean differences on a dependent-samples t-test. CFA indicated good model fit for the three-factor structure (attention, awareness and acceptance). Internal consistency was acceptable to good across factors with total α = .849 and item–total correlations generally in the .35–.71 range. Overall, the Turkish scale demonstrated satisfactory validity and reliability as a measure of workplace mindfulness among Turkish employees. Conclusion The instrument can be applied to studies on job motivation, well-being, performance, and mindfulness in professional contexts. Figures Figure 1 1. Introduction In modern life, the multitude of stimuli and the expectation of being fast and efficient can cause individuals to multitask in a relentless work pace, often without realizing it. In organizational settings shaped by efficiency imperatives, employees are required to work efficiently and present satisfactory performance. High performance demands not only present-moment attention but it also entails actively enacting one’s plans and intentions (Ajzen, 1991). On the other hand, according to the happy and productive employees’ hypothesis, higher levels of employee well-being are associated with better performance (Cropanzano &Wright, 2001). Therefore, organizations increasingly recognize well-being as a key factor in improving employee performance. The evolving nature of work in career counseling literature (Herr, 2003; Savickas, 2003) is driving interest in mindfulness as a remedy for anxiety and stress linked to employment ambiguity in the workplace (Blustein, 2008; Quillian-Wolever & Wolever, 2003) and well-being. Among employees, mindfulness is positively associated with work engagement and job satisfaction (Leroy et al., 2013) and negatively associated with turnover intentions (Hülsheger et al., 2013), and emotional exhaustion/burnout (Dane & Brummel, 2013). Since these outcomes are related to all cultures, the primary aim of the present study is to adapt the Workplace Mindfulness Scale (Zheng et al., 2023), to the context of Turkey, which is at the same time its first non-Western adaptation. Measuring workplace mindfulness in the Turkish context can provide critical insights into employees’ psychological well-being and guide the development of interventions to enhance this capacity. This is particularly salient given the fact that Turkey ranks among the countries with the highest number of overtime workers in the world Organization for Economic Cooperation and Development [OECD], (2022) revealing the current situation clearly by highlighting the strain on employees. Originated from Eastern meditation and is a way of focusing attention (Baer, 2003), mindfulness is the experience of attention and awareness in the present moment. Dr. Jon Kabat-Zinn, a pioneer known for his research and studies on mindfulness which dates back 2500 years and appears in Far Eastern doctrine, has integrated mindfulness into medical practices in the Western world since the 1970s, defines conscious awareness as follows: ‘Focusing our attention on the present moment, on the experience we are currently experiencing, perceiving and accepting this experience as it is’ (Kabat-Zinn, 1994). Regulating attention to the present, focusing, orienting to experience, openness, and acceptance are the basic opponents of mindfulness (Germer, Siegel & Fulton, 2005; Kabat-Zinn, 2003; Mackenzie, Poulin & Carlson, 2005). Finally, a further perspective (Baer et al., 2004, 2006) defines mindfulness as a composite of multiple facets, including the ability to observe, describe, and act with awareness, as well as the capacity to accept without judgment and remain non-reactive to internal experience. Inattention (mindlessness), absent-mindedness, indifference is the relative absence of mindfulness. It is the individual's refusal to pay attention to or accept a thought, emotion, motive, a perception that they oppose (Brown & Ryan, 2003). Mindfulness captures momentary experiences and functions that are clear and vivid. Inattention, in contrast, is the lack of awareness of habits, and automatic functions, which can be chronic for many individuals. There is a potential relationship between employee performance, absent-mindedness and awareness (Glomb et al. 2011; Shao & Skarlicki 2009). Research has presented that task performance is reduced by mind wandering (Smallwood & Schooler, 2014). On the other hand, awareness empowers individuals to be more attuned to their surroundings, equipping them to navigate challenging and unpredictable situations more adeptly (Dane, 2011; Salvato, 2009; Weick & Sutcliffe, 2006). It is worth emphasizing that the concept of awareness is one of the most fundamental aspects of mindfulness. Mindfulness is expected to provide positive organizational behavioural outcomes as it provides employees with skills such as solving problems with understanding, connecting with others and focusing on work. Positive organizational behaviour refers to an approach that is related to studying and applying measurable, developable, and manageable human strengths and psychological capacities to improve workplace performance, rather than weaknesses and negative attitudes (Luthans, 2002). Despite a growing body of research on the positive outcomes of mindfulness in many disciplines such as education (Weare, 2019), medicine (Chmielewski, 2021), neuroscience (Brewer, 2019), psychology (Phan et al., 2020), and clinical psychology (Pintado, 2019), recently, the impact of mindfulness on key aspects, such as job performance and career satisfaction which have a pivotal function in organizational effectiveness, has received scant attention in the literature on positive organizational behaviour. However, mindfulness practices enable individuals to regulate emotions and behaviors (Arch & Craske, 2006; Astin, 1997; Brown et al., 2007; Hill & Updegraff, 2012). In many studies, mindfulness based exercises strengthen interpersonal relationships (Dekeyser et al., 2008); reduce stress (Jensen et al., 2012; ), anxiety, and depression (Bajaj et al., 2016); increase life satisfaction (Amundsen et al., 2020; Chandrasekara, 2018; Gupta & Verma, 2020; Henriksson et al., 2016; Kong et al., 2014; Lotzke et al., 2016) increase professional satisfaction (Raza et al, 2018), job performance (King & Haar, 2017); increases professional commitment (Johnson et al., 2020; Monteiro & Padhy, 2020). Another study demonstrates that positive affect serves as a proximal daily mechanism through which trait mindfulness shapes experiences of vigor, fatigue, concentration, and rumination. Moreover, mindfulness has positive effects on well-being (Brown et al., 2009), emotional exhaustion (Hülsheger et al., 2013) and turnover intention (Andrews et al., 2014). Last of all, mindfulness has been found to contribute more to employees' work engagement (Gunasekara & Zheng, 2018). A plausible mechanism for these findings is the regulation of attentional resources on the task at hand. According to Beal et al. (2005), performance can be negatively influenced by affective processes like rumination and arousal, which draw away the required attentional resources from the task at hand. Perfectionistic concerns, viewed as maladaptive perseverative cognitions, can prolong psychophysiological activation and, in turn, impair employee functioning—namely, by increasing stress and impeding recovery (Kleszewski et al., 2025). Mindfulness is associated with emotion regulation and reduced rumination in a positive way (Brown & Ryan 2003), which potentially may reduce how much emotions interfere with performance. It can be important for dissociating from automatic thinking processes, conditioned routines or habits and unhealthy behavioural tendencies as well. Thus, the individual's regulation of his/her own behaviour, which is related to increasing well-being, may play a key role (Brown & Ryan, 2003; Ryan & Deci, 2000). As organizational scholars have turned their attention to explore the role of mindfulness in the workplace, a crucial area of human activity, mindfulness practices have accordingly gained popularity in the development of management programs (Shahbaz & Parker 2022; Zhang et al. 2021). Consistent with prior work, the study findings showed that when a health-promotion intervention is grounded in mindfulness, participants exhibit significant gains in mindful awareness, healthier lifestyle choices, stress management, lower perceived anxiety, greater resilience, and a stronger sense of relational security (Ray and Flessati, 2025). In line with this perspective, curriculum-based evidence indicates that mindfulness-centered instruction yields broad benefits that are directly relevant to work settings and directly applicable to organizational and workplace contexts. These trends underscore the rationale for systematically assessing workplace mindfulness before turning to measurement tools. Addressing the identified scarcity of research on mindfulness within organizational settings, particularly concerning employee samples in diverse cultural contexts, the imperative for culturally sensitive and validated measurement instruments becomes evident. To better comprehend the role of mindfulness in occupational settings, Zheng et al. (2023) developed and empirically tested the Workplace Mindfulness Scale within a work-specific framework, following a systematic seven-phase process and identified 3 factors. The Cronbach’s α scores for three factors; attention, awareness, acceptance, and the overall scale were 0.89, 0.89, 0.77 and 0.91, respectively (Zheng et al., 2023). Consequently, this comprehensive approach yielded a reliable 18-item Workplace Mindfulness Scale, the validity of which was supported by its psychometric properties. More recently, Zivnuska et al. (2016) proposed a single-dimension, five-item workplace mindfulness scale; however, Zheng et al. (2023) introduced the Workplace Mindfulness Scale as a psychometrically robust instrument validated through rigorous and comprehensive procedures. Research conducted in recent years has shown that Turkey has experienced a significant decline in terms of well-being indicators. According to Gallup’s Global Emotions Report (2024), Turkey is one of the countries that experience the least positive emotions in the world. Among 142 countries, Turkey is one of the 3 countries with the lowest rate of experiencing a positive emotion in a day. According to results, Turkey belongs to the most negative quartile. To facilitate a more nuanced understanding of workplace mindfulness among Turkish employees, who navigate demanding professional landscapes, alongside comparatively low well-being scores, the current study focuses on the adaptation and psychometric evaluation of an existing scale, the Workplace Mindfulness Scale (Zheng et al., 2023), specifically designed to assess this construct within a work environment. This new (Turkish version) instrument offers a noteworthy tool for researchers, professionals, and practitioners to evaluate mindfulness levels of employees in work settings, enabling the collection of additional evidence on the connections between workplace mindfulness and work-related outcomes as well as the concept of well-being. 2. Methods In this study, it is aimed to reveal the structure of the Turkish version of the Workplace Mindfulness Scale developed by Zheng et al., (2023) and to verify the validity and reliability of the adapted scale in a sample of employees in Turkey. The study consisted of two stages. First, the linguistic equivalence of the scale was determined with 65 academics working at an English-centred university in Turkey and were confirmed to be competent in both languages. The linguistic equivalence process consists of the scale translation from the native language to the target language, comparing, and analysing the translations, making a backward translation, getting the first form of the translated scale, conducting a pilot study and performing statistical analyses for language validity, and giving the final version to the form which the language validity is provided. The next step was the implementation of cross-cultural research with 350 participants who were currently working in various companies from Turkey. Detailed information about the participants, original scale, and operations performed on the different samples are explained in detail below. 2.1. Participants For the first stage of the study, 65 employees participated. In this stage, it was aimed to determine the items’ consistency in Turkish by testing both the original scale and its adapted form to adults who were competent in both languages. The final form of the adapted scale was administered on a total of 350 employees who worked for public and private companies in Turkey. In terms of the sample's features, women make up 66,3% of the total, while men account for 33,7%. The departments of the participants working vary from human resources, IT, accounting, finance, marketing, research and development (R&D), education, medicine and production. 2.2. Data collection tool 2.2.1. Workplace Mindfulness Scale For the development of the original scale by (Zheng et al., 2023), the researchers conducted the scale development for the Workplace Mindfulness Scale through a systematic process across seven phases: Item Generation: They employed both deductive and inductive approaches to create an initial pool of items. This involved adapting existing mindfulness items to the workplace context and generating new items based on critical incidents reported by participants. Item Reduction: Three Ph.D. students evaluated the initial items for clarity and relevance, resulting in a refined pool of 52 items. Content Validity : Experts assessed the content validity of these items to ensure they accurately reflected the dimensions of workplace mindfulness, leading to a final pool of 38 items. Exploratory Factor Analysis (EFA): Conducted on the 38 items with a sample of employees, identifying three factors corresponding to awareness, attention, and acceptance, and resulting in 33 retained items. Confirmatory Factor Analysis (CFA): The researchers tested the factor structure with a different sample to confirm that the three dimensions represented a second-order construct of workplace mindfulness. Convergent and Discriminant Validity: They examined the relationships of the WMS with other constructs to validate its uniqueness. Predictive Validity: Finally, they tested the scale's predictive validity regarding various work-related outcomes, showing that it effectively correlates with emotional and job performance indicators. Finally, The Cronbach’s α scores for attention, awareness, acceptance, and the overall scale were 0.89, 0.89, 0.77 and 0.91, respectively (Zheng et al., 2023). This structured approach across seven phases culminated in a sound 18-item Workplace Mindfulness Scale with valid psychometric properties. 2.3. Procedure 2.3.1. Scale adaptation and validation In order to ask for a permission to adapt the Workplace Mindfulness Scale to Turkish, the corresponding author was sent an e-mail. After obtaining the necessary permissions to ensure that the scale had not previously been translated into Turkish, an application was submitted to the Social Sciences Scientific Research and Publication Ethics Committee of XXXXXX for ethical approval, and an ethics committee report was soon obtained. Next step was ensuring cultural and linguistic equivalency. In this study, 5 steps were performed by following the guidelines proposed by Beaton et al. (2020) grounded in certain procedures followed for translation and adaptation of the scale (Figure 1). The first stage of this was Translation. For this purpose, field experts with a master’s degree and minimum five-year experience of teaching English Language participated in the translation group. The Turkish translation was carried separately by three different experienced lecturers none of whom knew each other in a way to make sure that there was no interaction with each other. The second stage, Synthesis was about collecting and comparing of different translations obtained from the language experts. For this reason, all the language experts came together with an online meeting platform to give shape to the Turkish form. After reaching an agreement on the disagreed items, the translation was presented to a Turkish language expert who is competent in both languages. After the recommendations given by the Turkish language expert to the scale, which was examined for spelling and grammar, minor adjustments in a few words were made without deviating from the meaning. In the third stage-Backward Translation-the Turkish version of the scale to be translated back into English was sent to another group of three different English lecturers, who were not in the first translation stage. In this way, independent language experts had participated in these two translation processes. Stage 4, Pretesting demonstrated that no significant difference was observed between the two scales which were compared by both the language experts and researchers. For the final stage, pretesting, a pilot study was conducted to test the items’ consistency in Turkish. First, data were collected from 65 employees at a private company in Turkey via the original form (in English). In the same way, the same group filled out the Turkish form of the scale. To validate the scale, a pilot study was conducted. Results showed a high Pearson correlation coefficient between the Turkish and English versions of the scale. Furthermore, the t-Test for Dependent Samples, which was conducted to reveal whether there is a statistically significant difference between the Turkish and English items of the scale, revealed no statistically significant differences between the mean scores of the original English items and their Turkish translations. After all these procedures, the final Turkish version of the Workplace Mindfulness Scale was obtained and ready for application. The final form of the scale was sent online by using a Google Form to 350 employees in Turkey from different cities, companies, and department. In the first part of the form, it was clearly stated that the participation is voluntary, and the data obtained would only be used within the scope of scientific research. The data collection process took nearly 2 months. 3. Results This section presents the findings regarding the linguistic equivalence, validity, and reliability studies of the Workplace Mindfulness Scale. All data were analyzed via IBM SPSS 22 and Latent Variable Analysis (Lavaan) module in JASP software programs. 3.1. Linguistic Equivalence In order to test the linguistic equivalence of the scale, 65 employees working in a private company from Turkey were first administered the English form of the scale, then the Turkish form in January 2025. According to the results of the correlation analysis, it was found that there was a highly positive and significant relationship between the English and Turkish forms of the scale (r = .97, p < .01). Correlation analysis results are presented in Table 1 . Table 1 Item Total Correlation Analysis Between English and Turkish Scales. N p r The Original Version (EN) The Adapted Version (TR) 65 0,00* ,973 p < .01 In addition, as a result of the t-Test for dependent samples, which was conducted to reveal whether there is a statistically significant difference between the Turkish and English items of the scale, it was found that there was no statistically significant difference between the original English item mean score and the Turkish item mean score [t (65) =,815, p > 0.01].The data presented herein indicates that the Workplace Mindfulness Scale satisfies the criteria for linguistic equivalence. Table 2 provides a comprehensive overview of the dependent samples t-test analysis. Table 2 t-Test Results for Dependent Samples Examining the Relationship Between Turkish and English Scale Items. N x̄ Ss Sd t p The Original Version (EN) 65 56,0 ,679 5,47 ,815 ,418 The Adapted Version (TR) 55,5 3.2. Structural Validation Confirmatory Factor Analysis was used to test whether the original Workplace Mindfulness Scale, which was developed as a three-factor scale, retained its three-dimensional structure in Turkish culture or not. As the assumption of multiple normality between the items was not met, parameter estimation was performed with the Diagonally Weighted Least Squares (DWLS) method. In the case of adaptation of the developed scale to the Turkish culture, the fit indices of whether the three-factor model is compatible with the data are shown in Table 3 . Table 3 Model Data Fit Indices Model Comparative Fit Index (CFI) 0.957 Tucker-Lewis Index (TLI) 0.949 Bentler-Bonett Non-normed Fit Index (NNFI) 0.949 Bentler-Bonett Normed Fit Index (NFI) 0.918 Parsimony Normed Fit Index (PNFI) 0.783 Bollen's Relative Fit Index (RFI) 0.903 Bollen's Incremental Fit Index (IFI) 0.957 Relative Noncentrality Index (RNI) 0.957 S-RMR 0.070 RMSEA 0.054 Lower- Upper 90% CI for RMSEA 0.043–0.063 p-value RMSEA < = 0.05 0.272 According to the fit criteria accepted as CFI, TLI, IFI, RNI ≥ 0.95 → excellent fit; PNFI ≥ 0.70 → good fit, the three-factor structure of the scale shows validity for Turkish culture. Since RMSEA = 0.054, it can be said that the model fits the data well. The fact that the fit indices have good fit values indicates that the original scale model fits the data collected with the three-dimensional scale well and confirms the theoretical structure. In other words, the three-factor Turkish form of 18-item Workplace Mindfulness Scale is a valid and reliable measurement model. It was observed that the standardized factor loadings of all items were above 0.30. This impies, it can be concluded that the scale items adequately represent the relevant factors. Table 4 . Table 4 Standardized Factor Loadings Factor No Item No Estimation Std. Error z p CI (lower) CI (upper) Factor Loading Factor1 =~ I1 1.000 0.000 1.000 1.000 0.588 Factor1 =~ I2 0.799 0.068 11.782 < .001 0.666 0.931 0.617 Factor1 =~ I3 1.071 0.092 11.584 < .001 0.890 1.253 0.615 Factor1 =~ I4 0.587 0.067 8.773 < .001 0.456 0.718 0.351 Factor1 =~ I5 0.884 0.077 11.513 < .001 0.734 1.035 0.586 Factor1 =~ I6 1.089 0.091 11.994 < .001 0.911 1.267 0.710 Factor2 =~ I7 1.000 0.000 1.000 1.000 0.573 Factor2 =~ I9 1.177 0.113 10.456 < .001 0.956 1.397 0.433 Factor2 =~ I10 1.689 0.133 12.690 < .001 1.428 1.950 0.739 Factor2 =~ I11 1.560 0.127 12.326 < .001 1.312 1.808 0.704 Factor2 =~ I12 1.728 0.142 12.170 < .001 1.449 2.006 0.625 Factor3 =~ I13 1.000 0.000 1.000 1.000 0.713 Factor3 =~ I14 0.683 0.066 10.366 < .001 0.554 0.812 0.438 Factor3 =~ I15 0.882 0.074 11.913 < .001 0.737 1.027 0.626 Factor3 =~ I16 1.026 0.084 12.263 < .001 0.862 1.190 0.656 Factor3 =~ I17 0.872 0.076 11.441 < .001 0.723 1.022 0.541 Factor3 =~ I18 0.892 0.079 11.248 < .001 0.736 1.047 0.531 3.3. Reliability To test the reliability of the scale, Cronbach's Alpha (α) and McDonald's Omega (ω) were calculated. In Factor 1, both reliability coefficients showed similar results. The first factor of the scale was found to have high internal consistency. Factor 2 also had very high reliability indicators and was found to have a triple internal consistency. Factor 3 was similarly found to have good reliability values. Overall, all three factors in the scale were found to have a high internal consistency. It is shown in Table 5 . Table 5 Cronbach's Alpha (α) McDonald's Omega (ω) Internal Consistency Coefficients Estimate McDonald's ω Cronbach's α Factor1 Point estimate 0.754 0.761 95% CI lower bound 0.715 0.719 95% CI upper bound 0.794 0.798 Factor2 Point estimate 0.793 0.790 95% CI lower bound 0.759 0.754 95% CI upper bound 0.826 0.823 Factor3 Point estimate 0.770 0.767 95% CI lower bound 0.733 0.727 95% CI upper bound 0.807 0.802 Item-test correlations ranged between 0.426 and 0.553 for the first factor, between 0.351 and 0.709 for the second factor, and between 0.426 and 0.553 for the third factor. In general, the items were found to have a strong relationship with the factor. The total Cronbach's alpha coefficient of the scale was calculated as 0.849. Item-total correlations, known as item validity coefficients, are shown in Table 6 . Table 6 Item-total correlations and Total Cronbach's Alpha coefficient Factor No Item Item-total correlation Cronbach Alfa Factor1 I1 0.426 0.849 I2 0.491 I3 0.507 I4 0.553 I5 0.551 I6 0.533 Factor2 I7 0.554 I8 0.660 I9 0.351 I10 0.709 I11 0.599 I12 0.492 Factor3 I13 0.426 I14 0.491 I15 0.507 I16 0.553 I17 0.551 I18 0.533 In the first factor, item–test correlations range from 0.426 to 0.553; in the second factor, they range from 0.351 to 0.709; and in the third factor, from 0.426 to 0.553. Overall, the items were found to have a strong relationship with their respective factors. 4. Discussion It is known that psychological resources (Avey et al., 2010 ), positive emotions, and emotional experiences (Fredrickson, 2001 ), and positive personality traits (Brown & Ryan, 2003 ) increase employee performance and well-being. In this context, positive psychological capital and mindfulness stand out as important concepts in enhancing employee well-being. Yet, mindfulness research has predominantly focused on non-workplace contexts (Baer et al., 2004 ; Brown & Ryan, 2003 ). While the core principle of mindfulness remains consistent regardless of setting, its manifestation differs across contexts due to the unique characteristics inherent in a professional environment compared to non-work contexts (Dane & Brummel, 2013 ; Zivnuska et al., 2016 ). In certain professions, individuals’ mindfulness levels are consequential; for example, physicians with lower mindfulness levels pose a critical risk, compromising clinical performance and adversely affecting patient care (Gümüş Özçelik et al., 2025 ). As a matter of fact, mindfulness practice is recognized as one of the tools for improving the workplace (Petchsawang & McLean, 2017 ). Employees in the workplace function within task-driven processes, workflows, and employment relations (Zivnuska et al., 2016 ). Therefore, the ways in which mindfulness appears in everyday life are not identical to how it manifests in work settings. Prior research has further shown that using a frame of reference (e.g., the workplace) strengthens the criterion-related validity of context-specific measures (Lievens et al., 2008 ). Consequently, when a mindfulness scale overlooks the specific context, situational differences may be neglected, which in turn can weaken both its explanatory power and predictive validity (Robie et al., 2000). Therefore, addressing this highly significant, multidimensional matter requires incorporating employees’ self-assessments of workplace mindfulness, especially as situated within organizational contexts. With this purpose in mind, this study aimed to adapt the workplace mindfulness scale into Turkish context where occupational stress and workload are notably high (Akdeniz et al., 2023 ; Palancı et al., 2021 ). Here, “workplace mindfulness” refers to employees’ beliefs about their capacity to remain at present and attentive to their tasks, interactions and internal experiences within organizational settings. In the first part (language equivalence validity) of the study, 65 academics from a private university took part in. The results showed that there found to retain a statistically significant relationship between the original and Turkish form in a positive direction. Moreover, the dependent sample t-test result demonstrated no statistically significant difference between both forms which indicates that the scale provides the condition of linguistic equivalence. The final version of the scale was tested on a group of 350 employees working in a variety of departments from public and private companies in Turkey. According to the results of the Exploratory Factor Analysis, the original version of the scale was retained as 18 items in total, with 3 factors (awareness, attention, and acceptance) as in the original form. While the Cronbach’s Alpha internal consistency coefficient calculated for the first factor consisting of 6 items was found to be .703; The Cronbach’s Alpha internal consistency coefficient calculated for the second factor consisting of 6 items was found to be .856 and the third factor with 6 items was found to be ,768. This shows that the scale is highly reliable and has strong consistency. When the results of Confirmatory Factor Analysis are examined, it is seen that the scale has acceptable fit indices. It was obtained high internal consistency as the Cronbach’s Alpha coefficient of the 18-item scale was 0.849. Therefore, the reliability of the scale is high, and the internal consistency between the items is high, so it is as it is expected and desired in this study. To testify the construct validity of the adapted scale, item, and test analyses were performed with the help of the Classical Test Theory (CTT), which is known to be widely applied, practical, and beneficial (Hambleton, 2002 ). This scale, which has been adapted to Turkish, will serve to comparing and understanding the level of workplace mindfulness in the Turkish context. Nevertheless, this study has some limitations. At the time of completing the scale, it is not known whether participants were working in person at the office or remotely online. Accordingly, future research could include an item addressing the potential influence of working arrangements (in-office vs. online) on the workforce. In addition, this research was limited with 350 participants. Future researchers can be suggested to include a larger number of participants. Lastly, the study can be repeated by separate participants divided by working groups as part-time and full-time as in the current study, there is not such a distinction. 5. Conclusion In sum, Workplace Mindfulness Scale was introduced to the Turkish literature as a valid and reliable data collection tool consistent with the initial aim of this scale adaptation study. In this way, the study is thought to contribute to filling a gap as no Turkish scale on the topic exists. In this sense, the adapted scale was considered to be a valid and reliable tool that will assist researchers and practitioners in Turkey to obtain data for determining employees’ mindfulness in working situations. The study is believed to have great importance since it will help to reach an expressive demonstration of how employees perceive themselves (mindful or not) in their job environments, which parts need more improvement, and what can be done to be a more mindful individual at work. Finally, this adapted scale can finally be applied for research concerning job motivation, attention, well-being, creativity in workplace, gender differences in terms of mindfulness, job performance, attitudes towards mindfulness, and positive communication in professional life. Acknowledging the impact of professional success on human psychology, we hope that the Turkish form of Workplace Mindfulness Scale will enable researchers and practitioners to measure the relationship between mindfulness which is an important part of psychological well-being, and its levels in the context of Turkey, lead to improvements in the content of working situations and serve as a life-long tool. Through this rigorous methodology, the researchers ensured that the Turkish version of the Workplace Mindfulness Scale was both reliable and valid for assessing workplace mindfulness in the context of Turkey. Declarations Author Contribution The authors declare that they contributed equally to the conception, design, data collection, analysis, and writing of this manuscript Acknowledgement The article is based on the first author’s doctoral dissertation, which is currently under review and has not yet been published. Data Availability Data is provided within the manuscript or supplementary information files. References Ajzen, I. (1991). The theory of planned behavior. Organizational Behavior and Human Decision Processes , 50 (2), 179-211. https://doi.org/10.1016/0749-5978(91)90020-T Akdeniz, Ş., Çoban, M., Koç, O., Pekesen, M., Korkmaz Yaylagül, N., Sönmez, S., Yetiz, F., Başıbüyük, G. Ö., Efe, M., Ergun, A. D., & Tufan, İ. (2023). Determination of workload, work stress and related factors in nursing home workers during the COVID‑19 pandemic in Turkey. 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Introduction","content":"\u003cp\u003eIn modern life, the multitude of stimuli and the expectation of being fast and efficient can cause individuals to multitask in a relentless work pace, often without realizing it. In organizational settings shaped by efficiency imperatives, employees are required to work efficiently and present satisfactory performance. High performance demands not only present-moment attention but it also entails actively enacting one’s plans and intentions (Ajzen, 1991). On the other hand, according to the happy and productive employees’ hypothesis, higher levels of employee well-being are associated with better performance (Cropanzano \u0026amp;Wright, 2001). Therefore, organizations increasingly recognize well-being as a key factor in improving employee performance. The evolving nature of work in career counseling literature (Herr, 2003; Savickas, 2003) is driving interest in mindfulness as a remedy for anxiety and stress linked to employment ambiguity in the workplace (Blustein, 2008; Quillian-Wolever \u0026amp; Wolever, 2003) and well-being. Among employees, mindfulness is positively associated with work engagement and job satisfaction (Leroy et al., 2013) and negatively associated with turnover intentions (Hülsheger et al., 2013), and emotional exhaustion/burnout (Dane \u0026amp; Brummel, 2013). Since these outcomes are related to all cultures, the primary aim of the present study is to adapt the Workplace Mindfulness Scale (Zheng et al., 2023), to the context of Turkey, which is at the same time its first non-Western adaptation. Measuring workplace mindfulness in the Turkish context can provide critical insights into employees’ psychological well-being and guide the development of interventions to enhance this capacity. This is particularly salient given the fact that Turkey ranks among the countries with the highest number of overtime workers in the world Organization for Economic Cooperation and Development [OECD], (2022) revealing the current situation clearly by highlighting the strain on employees.\u003c/p\u003e\n\u003cp\u003eOriginated from Eastern meditation and is a way of focusing attention (Baer, 2003), mindfulness is the experience of attention and awareness in the present moment. Dr. Jon Kabat-Zinn, a pioneer known for his research and studies on mindfulness which dates back 2500 years and appears in Far Eastern doctrine, has integrated mindfulness into medical practices in the Western world since the 1970s, defines conscious awareness as follows: \u003cem\u003e‘Focusing our attention on the present moment, on the experience we are currently experiencing, perceiving and accepting this experience as it is’\u003c/em\u003e (Kabat-Zinn, 1994). Regulating attention to the present, focusing, orienting to experience, openness, and acceptance are the basic opponents of mindfulness (Germer, Siegel \u0026amp; Fulton, 2005; Kabat-Zinn, 2003; Mackenzie, Poulin \u0026amp; Carlson, 2005). Finally, a further perspective (Baer et al., 2004, 2006) defines mindfulness as a composite of multiple facets, including the ability to observe, describe, and act with awareness, as well as the capacity to accept without judgment and remain non-reactive to internal experience. Inattention (mindlessness), absent-mindedness, indifference is the relative absence of mindfulness. It is the individual's refusal to pay attention to or accept a thought, emotion, motive, a perception that they oppose (Brown \u0026amp; Ryan, 2003). Mindfulness captures momentary experiences and functions that are clear and vivid. Inattention, in contrast, is the lack of awareness of habits, and automatic functions, which can be chronic for many individuals. There is a potential relationship between employee performance, absent-mindedness and awareness (Glomb et al. 2011; Shao \u0026amp; Skarlicki 2009). Research has presented that task performance is reduced by mind wandering (Smallwood \u0026amp; Schooler, 2014). On the other hand, awareness empowers individuals to be more attuned to their surroundings, equipping them to navigate challenging and unpredictable situations more adeptly (Dane, 2011; Salvato, 2009; Weick \u0026amp; Sutcliffe, 2006). It is worth emphasizing that the concept of awareness is one of the most fundamental aspects of mindfulness.\u003c/p\u003e\n\u003cp\u003eMindfulness is expected to provide positive organizational behavioural outcomes as it provides employees with skills such as solving problems with understanding, connecting with others and focusing on work. Positive organizational behaviour refers to an approach that is related to studying and applying measurable, developable, and manageable human strengths and psychological capacities to improve workplace performance, rather than weaknesses and negative attitudes (Luthans, 2002). \u0026nbsp;Despite a growing body of research on the positive outcomes of mindfulness in many disciplines such as education (Weare, 2019), medicine (Chmielewski, 2021), neuroscience (Brewer, 2019), psychology (Phan et al., 2020), and clinical psychology (Pintado, 2019), recently, the impact of mindfulness on key aspects, \u0026nbsp; such as job performance and career satisfaction which have a pivotal function in organizational effectiveness, has received scant attention in the literature on positive organizational behaviour. However, mindfulness practices enable individuals to regulate emotions and behaviors (Arch \u0026amp; Craske, 2006; Astin, 1997; Brown et al., 2007; Hill \u0026amp; Updegraff, 2012). In many studies, mindfulness based \u0026nbsp;exercises strengthen interpersonal relationships (Dekeyser et al., 2008); reduce stress (Jensen et al., 2012; ), anxiety, and depression (Bajaj et al., 2016); increase life satisfaction (Amundsen et al., 2020; Chandrasekara, 2018; Gupta \u0026amp; Verma, 2020; Henriksson et al., 2016; Kong et al., 2014; Lotzke et al., 2016) increase professional satisfaction (Raza et al, 2018), job performance (King \u0026amp; Haar, 2017); increases professional commitment (Johnson et al., 2020; Monteiro \u0026amp; Padhy, 2020). Another study demonstrates that positive affect serves as a proximal daily mechanism through which trait mindfulness shapes experiences of vigor, fatigue, concentration, and rumination. Moreover, mindfulness has positive effects on well-being (Brown et al., 2009), emotional exhaustion (Hülsheger et al., 2013) and turnover intention (Andrews et al., 2014). Last of all, mindfulness has been found to contribute more to employees' work engagement (Gunasekara \u0026amp; Zheng, 2018). A plausible mechanism for these findings is the regulation of attentional resources on the task at hand. According to Beal et al. (2005), performance can be negatively influenced by affective processes like rumination and arousal, which draw away the required attentional resources from the task at hand. Perfectionistic concerns, viewed as maladaptive perseverative cognitions, can prolong psychophysiological activation and, in turn, impair employee functioning—namely, by increasing stress and impeding recovery (Kleszewski et al., 2025). Mindfulness is associated with emotion regulation and reduced rumination in a positive way (Brown \u0026amp; Ryan 2003), which potentially may reduce how much emotions interfere with performance. It can be important for dissociating from automatic thinking processes, conditioned routines or habits and unhealthy behavioural tendencies as well. Thus, the individual's regulation of his/her own behaviour, which is related to increasing well-being, may play a key role (Brown \u0026amp; Ryan, 2003; Ryan \u0026amp; Deci, 2000). As organizational scholars have turned their attention to explore the role of mindfulness in the workplace, a crucial area of human activity, mindfulness practices have accordingly gained popularity in the development of management programs (Shahbaz \u0026amp; Parker 2022; Zhang et al. 2021). Consistent with prior work, the study findings showed that when a health-promotion intervention is grounded in mindfulness, participants exhibit significant gains in mindful awareness, healthier lifestyle choices, stress management, lower perceived anxiety, greater resilience, and a stronger sense of relational security (Ray and Flessati, 2025). In line with this perspective, curriculum-based evidence indicates that mindfulness-centered instruction yields broad benefits that are directly relevant to work settings and directly applicable to organizational and workplace contexts. These trends underscore the rationale for systematically assessing workplace mindfulness before turning to measurement tools. Addressing the identified scarcity of research on mindfulness within organizational settings, particularly concerning employee samples in diverse cultural contexts, the imperative for culturally sensitive and validated measurement instruments becomes evident.\u003c/p\u003e\n\u003cp\u003eTo better comprehend the role of mindfulness in occupational settings, Zheng et al. (2023) developed and empirically tested the Workplace Mindfulness Scale within a work-specific framework, following a systematic seven-phase process and identified 3 factors. The Cronbach’s \u003cem\u003eα\u0026nbsp;\u003c/em\u003escores for three factors; attention, awareness, acceptance, and the overall scale were 0.89, 0.89, 0.77 and 0.91, respectively (Zheng et al., 2023). Consequently, this comprehensive approach yielded a reliable 18-item Workplace Mindfulness Scale, the validity of which was supported by its psychometric properties. More recently, Zivnuska et al. (2016) proposed a single-dimension, five-item workplace mindfulness scale; however, Zheng et al. (2023) introduced the Workplace Mindfulness Scale as a psychometrically robust instrument validated through rigorous and comprehensive procedures.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eResearch conducted in recent years has shown that Turkey has experienced a significant decline in terms of well-being indicators. According to Gallup’s Global Emotions Report (2024), Turkey is one of the countries that experience the least positive emotions in the world. Among 142 countries, Turkey is one of the 3 countries with the lowest rate of experiencing a positive emotion in a day. According to results, Turkey belongs to the most negative quartile. To facilitate a more nuanced understanding of workplace mindfulness among Turkish employees, who navigate demanding professional landscapes, alongside comparatively low well-being scores, the current study focuses on the adaptation and psychometric evaluation of an existing scale, the Workplace Mindfulness Scale (Zheng et al., 2023), specifically designed to assess this construct within a work environment. This new (Turkish version) instrument offers a noteworthy tool for researchers, professionals, and practitioners to evaluate mindfulness levels of employees in work settings, enabling the collection of additional evidence on the connections between workplace mindfulness and work-related outcomes as well as the concept of well-being.\u003c/p\u003e"},{"header":"2. Methods","content":"\u003cp\u003eIn this study, it is aimed to reveal the structure of the Turkish version of the Workplace Mindfulness Scale developed by Zheng et al., (2023) and to verify the validity and reliability of the adapted scale in a sample of employees in Turkey. The study consisted of two stages. First, the linguistic equivalence of the scale was determined with 65 academics working at an English-centred university in Turkey and were confirmed to be competent in both languages. The linguistic equivalence process consists of the scale translation from the native language to the target language, comparing, and analysing the translations, making a backward translation, getting the first form of the translated scale, conducting a pilot study and performing statistical analyses for language validity, and giving the final version to the form which the language validity is provided. The next step was the implementation of cross-cultural research with 350 participants who were currently working in various companies from Turkey. Detailed information about the participants, original scale, and operations performed on the different samples are explained in detail below.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003e2.1. Participants\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eFor the first stage of the study, 65 employees participated. In this stage, it was aimed to determine the items’ consistency in Turkish by testing both the original scale and its adapted form to adults who were competent in both languages. The final form of the adapted scale was administered on a total of 350 employees who worked for public and private companies in Turkey. In terms of the sample's features, women make up 66,3% of the total, while men account for 33,7%. The departments of the participants working vary from human resources, IT, accounting, finance, marketing, research and development (R\u0026amp;D), education, medicine and production.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003e2.2. Data collection tool\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cem\u003e2.2.1. Workplace Mindfulness Scale\u003c/em\u003e\u003c/p\u003e\n\u003cp\u003eFor the development of the original scale by (Zheng et al., 2023), the researchers conducted the scale development for the Workplace Mindfulness Scale through a systematic process across seven phases:\u003c/p\u003e\n\u003col\u003e\n \u003cli\u003e\u003cem\u003eItem Generation:\u003c/em\u003e They employed both deductive and inductive approaches to create an initial pool of items. This involved adapting existing mindfulness items to the workplace context and generating new items based on critical incidents reported by participants.\u003c/li\u003e\n \u003cli\u003e\u003cem\u003eItem Reduction:\u003c/em\u003e Three Ph.D. students evaluated the initial items for clarity and relevance, resulting in a refined pool of 52 items.\u003c/li\u003e\n \u003cli\u003e\u003cem\u003eContent Validity\u003c/em\u003e: Experts assessed the content validity of these items to ensure they accurately reflected the dimensions of workplace mindfulness, leading to a final pool of 38 items.\u0026nbsp;\u003c/li\u003e\n \u003cli\u003e\u003cem\u003eExploratory Factor Analysis (EFA):\u003c/em\u003e Conducted on the 38 items with a sample of employees, identifying three factors corresponding to awareness, attention, and acceptance, and resulting in 33 retained items.\u003c/li\u003e\n \u003cli\u003e\u003cem\u003eConfirmatory Factor Analysis (CFA):\u003c/em\u003e The researchers tested the factor structure with a different sample to confirm that the three dimensions represented a second-order construct of workplace mindfulness.\u003c/li\u003e\n \u003cli\u003e\u003cem\u003eConvergent and Discriminant Validity:\u003c/em\u003e They examined the relationships of the WMS with other constructs to validate its uniqueness.\u003c/li\u003e\n \u003cli\u003e\u003cem\u003ePredictive Validity:\u003c/em\u003e Finally, they tested the scale's predictive validity regarding various work-related outcomes, showing that it effectively correlates with emotional and job performance indicators.\u003c/li\u003e\n\u003c/ol\u003e\n\u003cp\u003eFinally, The Cronbach’s \u003cem\u003eα\u0026nbsp;\u003c/em\u003escores for attention, awareness, acceptance, and the overall scale were 0.89, 0.89, 0.77 and 0.91, respectively (Zheng et al., 2023). This structured approach across seven phases culminated in a sound 18-item Workplace Mindfulness Scale with valid psychometric properties.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cem\u003e2.3. Procedure\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cem\u003e2.3.1. Scale adaptation and validation\u003c/em\u003e\u003c/p\u003e\n\u003cp\u003eIn order to ask for a permission to adapt the Workplace Mindfulness Scale to Turkish, the corresponding author was sent an e-mail. After obtaining the necessary permissions to ensure that the scale had not previously been translated into Turkish, an application was submitted to the Social Sciences Scientific Research and Publication Ethics Committee of \u0026nbsp;XXXXXX for ethical approval, and an ethics committee report was soon obtained. Next step was ensuring cultural and linguistic equivalency. In this study, 5 steps were performed by following the guidelines proposed by Beaton et al. (2020) grounded in certain procedures followed for translation and adaptation of the scale (Figure 1).\u003c/p\u003e\n\u003cp\u003eThe first stage of this was Translation. For this purpose, field experts with a master’s degree and minimum five-year experience of teaching English Language participated in the translation group. The Turkish translation was carried separately by three different experienced lecturers none of whom knew each other in a way to make sure that there was no interaction with each other. The second stage, Synthesis was about collecting and comparing of different translations obtained from the language experts. For this reason, all the language experts came together with an online meeting platform to give shape to the Turkish form. After reaching an agreement on the disagreed items, the translation was presented to a Turkish language expert who is competent in both languages. After the recommendations given by the Turkish language expert to the scale, which was examined for spelling and grammar, minor adjustments in a few words were made without deviating from the meaning. In the third stage-Backward Translation-the Turkish version of the scale to be translated back into English was sent to another group of three different English lecturers, who were not in the first translation stage. In this way, independent language experts had participated in these two translation processes. Stage 4, Pretesting demonstrated that no significant difference was observed between the two scales which were compared by both the language experts and researchers. For the final stage, pretesting, a pilot study was conducted to test the items’ consistency in Turkish. First, data were collected from 65 employees at a private company in Turkey via the original form (in English). In the same way, the same group filled out the Turkish form of the scale.\u003c/p\u003e\n\u003cp\u003eTo validate the scale, a pilot study was conducted. Results showed a high Pearson correlation coefficient between the Turkish and English versions of the scale. Furthermore, the t-Test for Dependent Samples, which was conducted to reveal whether there is a statistically significant difference between the Turkish and English items of the scale, revealed no statistically significant differences between the mean scores of the original English items and their Turkish translations. After all these procedures, the final Turkish version of the Workplace Mindfulness Scale was obtained and ready for application.\u003c/p\u003e\n\u003cp\u003eThe final form of the scale was sent online by using a Google Form to 350 employees in Turkey from different cities, companies, and department. In the first part of the form, it was clearly stated that the participation is voluntary, and the data obtained would only be used within the scope of scientific research. The data collection process took nearly 2 months.\u003c/p\u003e"},{"header":"3. Results","content":"\u003cp\u003eThis section presents the findings regarding the linguistic equivalence, validity, and reliability studies of the Workplace Mindfulness Scale. All data were analyzed via IBM SPSS 22 and Latent Variable Analysis (Lavaan) module in JASP software programs.\u003c/p\u003e\u003cdiv id=\"Sec12\" class=\"Section2\"\u003e\u003ch2\u003e3.1. Linguistic Equivalence\u003c/h2\u003e\u003cp\u003eIn order to test the linguistic equivalence of the scale, 65 employees working in a private company from Turkey were first administered the English form of the scale, then the Turkish form in January 2025. According to the results of the correlation analysis, it was found that there was a highly positive and significant relationship between the English and Turkish forms of the scale (r\u0026thinsp;=\u0026thinsp;.97, p\u0026thinsp;\u0026lt;\u0026thinsp;.01). Correlation analysis results are presented in Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eItem Total Correlation Analysis Between English and Turkish Scales.\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"4\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eN\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003ep\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003er\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eThe Original Version (EN)\u003c/b\u003e\u003c/p\u003e\u003cp\u003e\u003cb\u003eThe Adapted Version (TR)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e65\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0,00*\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e,973\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003ep\u0026thinsp;\u0026lt;\u0026thinsp;.01\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003eIn addition, as a result of the t-Test for dependent samples, which was conducted to reveal whether there is a statistically significant difference between the Turkish and English items of the scale, it was found that there was no statistically significant difference between the original English item mean score and the Turkish item mean score [t (65) =,815, p\u0026thinsp;\u0026gt;\u0026thinsp;0.01].The data presented herein indicates that the Workplace Mindfulness Scale satisfies the criteria for linguistic equivalence. Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e provides a comprehensive overview of the dependent samples t-test analysis.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003et-Test Results for Dependent Samples Examining the Relationship Between Turkish and English Scale Items.\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"7\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eN\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003ex̄\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003eSs\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003eSd\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e\u003cp\u003et\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c7\"\u003e\u003cp\u003ep\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eThe Original Version (EN)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e\u003cp\u003e65\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e56,0\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e,679\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e5,47\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e,815\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e,418\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e\u003cb\u003eThe Adapted Version (TR)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e55,5\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec13\" class=\"Section2\"\u003e\u003ch2\u003e3.2. Structural Validation\u003c/h2\u003e\u003cp\u003eConfirmatory Factor Analysis was used to test whether the original Workplace Mindfulness Scale, which was developed as a three-factor scale, retained its three-dimensional structure in Turkish culture or not. As the assumption of multiple normality between the items was not met, parameter estimation was performed with the Diagonally Weighted Least Squares (DWLS) method. In the case of adaptation of the developed scale to the Turkish culture, the fit indices of whether the three-factor model is compatible with the data are shown in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eModel Data Fit Indices\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"4\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c2\" namest=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c4\" namest=\"c3\"\u003e\u003cp\u003eModel\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eComparative Fit Index (CFI)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.957\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eTucker-Lewis Index (TLI)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.949\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eBentler-Bonett Non-normed Fit Index (NNFI)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.949\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eBentler-Bonett Normed Fit Index (NFI)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.918\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eParsimony Normed Fit Index (PNFI)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.783\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eBollen's Relative Fit Index (RFI)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.903\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eBollen's Incremental Fit Index (IFI)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.957\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eRelative Noncentrality Index (RNI)\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.957\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eS-RMR\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.070\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eRMSEA\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.054\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eLower- Upper 90% CI for RMSEA\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.043\u0026ndash;0.063\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003ep-value RMSEA\u0026thinsp;\u0026lt;\u0026thinsp;=\u0026thinsp;0.05\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.272\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003eAccording to the fit criteria accepted as CFI, TLI, IFI, RNI\u0026thinsp;\u0026ge;\u0026thinsp;0.95 \u0026rarr; excellent fit; PNFI\u0026thinsp;\u0026ge;\u0026thinsp;0.70 \u0026rarr; good fit, the three-factor structure of the scale shows validity for Turkish culture. Since RMSEA\u0026thinsp;=\u0026thinsp;0.054, it can be said that the model fits the data well. The fact that the fit indices have good fit values indicates that the original scale model fits the data collected with the three-dimensional scale well and confirms the theoretical structure. In other words, the three-factor Turkish form of 18-item Workplace Mindfulness Scale is a valid and reliable measurement model.\u003c/p\u003e\u003cp\u003eIt was observed that the standardized factor loadings of all items were above 0.30. This impies, it can be concluded that the scale items adequately represent the relevant factors. Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eStandardized Factor Loadings\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"20\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c9\" colnum=\"9\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c10\" colnum=\"10\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c11\" colnum=\"11\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c12\" colnum=\"12\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c13\" colnum=\"13\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c14\" colnum=\"14\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c15\" colnum=\"15\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c16\" colnum=\"16\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c17\" colnum=\"17\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c18\" colnum=\"18\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c19\" colnum=\"19\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c20\" colnum=\"20\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c2\" namest=\"c1\"\u003e\u003cp\u003eFactor No\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c4\" namest=\"c3\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c6\" namest=\"c5\"\u003e\u003cp\u003eItem No\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c8\" namest=\"c7\"\u003e\u003cp\u003eEstimation\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c10\" namest=\"c9\"\u003e\u003cp\u003eStd. Error\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c12\" namest=\"c11\"\u003e\u003cp\u003ez\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c14\" namest=\"c13\"\u003e\u003cp\u003ep\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c16\" namest=\"c15\"\u003e\u003cp\u003eCI (lower)\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c18\" namest=\"c17\"\u003e\u003cp\u003eCI (upper)\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colspan=\"2\" nameend=\"c20\" namest=\"c19\"\u003e\u003cp\u003eFactor Loading\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e1.000\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.000\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e1.000\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e1.000\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.588\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI2\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.799\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.068\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e11.782\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e0.666\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e0.931\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.617\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI3\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e1.071\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.092\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e11.584\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e0.890\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e1.253\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.615\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI4\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.587\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.067\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e8.773\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e0.456\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e0.718\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.351\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI5\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.884\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.077\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e11.513\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e0.734\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e1.035\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.586\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI6\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e1.089\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.091\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e11.994\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e0.911\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e1.267\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.710\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor2\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI7\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e1.000\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.000\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e1.000\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e1.000\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.573\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor2\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI9\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e1.177\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.113\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e10.456\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e0.956\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e1.397\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.433\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor2\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI10\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e1.689\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.133\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e12.690\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e1.428\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e1.950\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.739\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor2\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI11\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e1.560\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.127\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e12.326\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e1.312\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e1.808\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.704\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor2\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI12\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e1.728\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.142\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e12.170\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e1.449\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e2.006\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.625\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor3\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI13\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e1.000\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.000\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e1.000\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e1.000\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.713\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor3\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI14\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.683\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.066\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e10.366\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e0.554\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e0.812\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.438\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor3\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI15\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.882\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.074\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e11.913\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e0.737\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e1.027\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.626\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor3\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI16\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e1.026\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.084\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e12.263\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e0.862\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e1.190\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.656\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor3\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI17\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.872\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.076\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e11.441\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e0.723\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e1.022\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.541\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor3\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e=~\u003c/p\u003e \u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003eI18\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e\u003cp\u003e0.892\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e\u003cp\u003e0.079\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c11\"\u003e\u003cp\u003e11.248\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c13\"\u003e\u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c15\"\u003e\u003cp\u003e0.736\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c17\"\u003e\u003cp\u003e1.047\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c19\"\u003e\u003cp\u003e0.531\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec14\" class=\"Section2\"\u003e\u003ch2\u003e3.3. Reliability\u003c/h2\u003e\u003cp\u003eTo test the reliability of the scale, Cronbach's Alpha (α) and McDonald's Omega (ω) were calculated. In Factor 1, both reliability coefficients showed similar results. The first factor of the scale was found to have high internal consistency. Factor 2 also had very high reliability indicators and was found to have a triple internal consistency. Factor 3 was similarly found to have good reliability values. Overall, all three factors in the scale were found to have a high internal consistency. It is shown in Table\u0026nbsp;\u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e5\u003c/span\u003e.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab5\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 5\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eCronbach's Alpha (α) McDonald's Omega (ω) Internal Consistency Coefficients\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"4\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eEstimate\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eMcDonald's ω\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003eCronbach's α\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e\u003cp\u003eFactor1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003ePoint estimate\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.754\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.761\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e95% CI lower bound\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.715\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.719\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e95% CI upper bound\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.794\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.798\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e\u003cp\u003eFactor2\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003ePoint estimate\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.793\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.790\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e95% CI lower bound\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.759\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.754\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e95% CI upper bound\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.826\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.823\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e\u003cp\u003eFactor3\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003ePoint estimate\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.770\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.767\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e95% CI lower bound\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.733\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.727\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e95% CI upper bound\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.807\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e0.802\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003eItem-test correlations ranged between 0.426 and 0.553 for the first factor, between 0.351 and 0.709 for the second factor, and between 0.426 and 0.553 for the third factor. In general, the items were found to have a strong relationship with the factor. The total Cronbach's alpha coefficient of the scale was calculated as 0.849. Item-total correlations, known as item validity coefficients, are shown in Table\u0026nbsp;\u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab6\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 6\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eItem-total correlations and Total Cronbach's Alpha coefficient\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"4\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003eFactor No\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eItem\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eItem-total correlation\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003eCronbach Alfa\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"5\" rowspan=\"6\"\u003e\u003cp\u003eFactor1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.426\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\" morerows=\"17\" rowspan=\"18\"\u003e\u003cp\u003e0.849\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI2\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.491\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI3\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.507\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI4\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.553\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI5\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.551\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI6\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.533\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"5\" rowspan=\"6\"\u003e\u003cp\u003eFactor2\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI7\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.554\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI8\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.660\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI9\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.351\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI10\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.709\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI11\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.599\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI12\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.492\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"5\" rowspan=\"6\"\u003e\u003cp\u003eFactor3\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI13\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.426\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI14\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.491\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI15\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.507\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI16\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.553\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI17\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.551\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003eI18\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e\u003cp\u003e0.533\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003eIn the first factor, item\u0026ndash;test correlations range from 0.426 to 0.553; in the second factor, they range from 0.351 to 0.709; and in the third factor, from 0.426 to 0.553. Overall, the items were found to have a strong relationship with their respective factors.\u003c/p\u003e\u003c/div\u003e"},{"header":"4. Discussion","content":"\u003cp\u003eIt is known that psychological resources (Avey et al., \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2010\u003c/span\u003e), positive emotions, and emotional experiences (Fredrickson, \u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e2001\u003c/span\u003e), and positive personality traits (Brown \u0026amp; Ryan, \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2003\u003c/span\u003e) increase employee performance and well-being. In this context, positive psychological capital and mindfulness stand out as important concepts in enhancing employee well-being. Yet, mindfulness research has predominantly focused on non-workplace contexts (Baer et al., \u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e2004\u003c/span\u003e; Brown \u0026amp; Ryan, \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2003\u003c/span\u003e). While the core principle of mindfulness remains consistent regardless of setting, its manifestation differs across contexts due to the unique characteristics inherent in a professional environment compared to non-work contexts (Dane \u0026amp; Brummel, \u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e2013\u003c/span\u003e; Zivnuska et al., \u003cspan citationid=\"CR67\" class=\"CitationRef\"\u003e2016\u003c/span\u003e). In certain professions, individuals\u0026rsquo; mindfulness levels are consequential; for example, physicians with lower mindfulness levels pose a critical risk, compromising clinical performance and adversely affecting patient care (G\u0026uuml;m\u0026uuml;ş \u0026Ouml;z\u0026ccedil;elik et al., \u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e2025\u003c/span\u003e). As a matter of fact, mindfulness practice is recognized as one of the tools for improving the workplace (Petchsawang \u0026amp; McLean, \u003cspan citationid=\"CR52\" class=\"CitationRef\"\u003e2017\u003c/span\u003e). Employees in the workplace function within task-driven processes, workflows, and employment relations (Zivnuska et al., \u003cspan citationid=\"CR67\" class=\"CitationRef\"\u003e2016\u003c/span\u003e). Therefore, the ways in which mindfulness appears in everyday life are not identical to how it manifests in work settings. Prior research has further shown that using a frame of reference (e.g., the workplace) strengthens the criterion-related validity of context-specific measures (Lievens et al., \u003cspan citationid=\"CR45\" class=\"CitationRef\"\u003e2008\u003c/span\u003e). Consequently, when a mindfulness scale overlooks the specific context, situational differences may be neglected, which in turn can weaken both its explanatory power and predictive validity (Robie et al., 2000). Therefore, addressing this highly significant, multidimensional matter requires incorporating employees\u0026rsquo; self-assessments of workplace mindfulness, especially as situated within organizational contexts. With this purpose in mind, this study aimed to adapt the workplace mindfulness scale into Turkish context where occupational stress and workload are notably high (Akdeniz et al., \u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2023\u003c/span\u003e; Palancı et al., \u003cspan citationid=\"CR51\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). Here, \u0026ldquo;workplace mindfulness\u0026rdquo; refers to employees\u0026rsquo; beliefs about their capacity to remain at present and attentive to their tasks, interactions and internal experiences within organizational settings.\u003c/p\u003e\u003cp\u003eIn the first part (language equivalence validity) of the study, 65 academics from a private university took part in. The results showed that there found to retain a statistically significant relationship between the original and Turkish form in a positive direction. Moreover, the dependent sample t-test result demonstrated no statistically significant difference between both forms which indicates that the scale provides the condition of linguistic equivalence.\u003c/p\u003e\u003cp\u003eThe final version of the scale was tested on a group of 350 employees working in a variety of departments from public and private companies in Turkey. According to the results of the Exploratory Factor Analysis, the original version of the scale was retained as 18 items in total, with 3 factors (awareness, attention, and acceptance) as in the original form. While the Cronbach\u0026rsquo;s Alpha internal consistency coefficient calculated for the first factor consisting of 6 items was found to be .703; The Cronbach\u0026rsquo;s Alpha internal consistency coefficient calculated for the second factor consisting of 6 items was found to be .856 and the third factor with 6 items was found to be ,768. This shows that the scale is highly reliable and has strong consistency. When the results of Confirmatory Factor Analysis are examined, it is seen that the scale has acceptable fit indices. It was obtained high internal consistency as the Cronbach\u0026rsquo;s Alpha coefficient of the 18-item scale was 0.849. Therefore, the reliability of the scale is high, and the internal consistency between the items is high, so it is as it is expected and desired in this study. To testify the construct validity of the adapted scale, item, and test analyses were performed with the help of the Classical Test Theory (CTT), which is known to be widely applied, practical, and beneficial (Hambleton, \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e2002\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eThis scale, which has been adapted to Turkish, will serve to comparing and understanding the level of workplace mindfulness in the Turkish context. Nevertheless, this study has some limitations. At the time of completing the scale, it is not known whether participants were working in person at the office or remotely online. Accordingly, future research could include an item addressing the potential influence of working arrangements (in-office vs. online) on the workforce. In addition, this research was limited with 350 participants. Future researchers can be suggested to include a larger number of participants. Lastly, the study can be repeated by separate participants divided by working groups as part-time and full-time as in the current study, there is not such a distinction.\u003c/p\u003e"},{"header":"5. Conclusion","content":"\u003cp\u003eIn sum, Workplace Mindfulness Scale was introduced to the Turkish literature as a valid and reliable data collection tool consistent with the initial aim of this scale adaptation study. In this way, the study is thought to contribute to filling a gap as no Turkish scale on the topic exists. In this sense, the adapted scale was considered to be a valid and reliable tool that will assist researchers and practitioners in Turkey to obtain data for determining employees\u0026rsquo; mindfulness in working situations. The study is believed to have great importance since it will help to reach an expressive demonstration of how employees perceive themselves (mindful or not) in their job environments, which parts need more improvement, and what can be done to be a more mindful individual at work. Finally, this adapted scale can finally be applied for research concerning job motivation, attention, well-being, creativity in workplace, gender differences in terms of mindfulness, job performance, attitudes towards mindfulness, and positive communication in professional life. Acknowledging the impact of professional success on human psychology, we hope that the Turkish form of Workplace Mindfulness Scale will enable researchers and practitioners to measure the relationship between mindfulness which is an important part of psychological well-being, and its levels in the context of Turkey, lead to improvements in the content of working situations and serve as a life-long tool. Through this rigorous methodology, the researchers ensured that the Turkish version of the Workplace Mindfulness Scale was both reliable and valid for assessing workplace mindfulness in the context of Turkey.\u003c/p\u003e"},{"header":"Declarations","content":"\u003ch2\u003eAuthor Contribution\u003c/h2\u003e\u003cp\u003eThe authors declare that they contributed equally to the conception, design, data collection, analysis, and writing of this manuscript\u003c/p\u003e\u003ch2\u003eAcknowledgement\u003c/h2\u003e\u003cp\u003eThe article is based on the first author\u0026rsquo;s doctoral dissertation, which is currently under review and has not yet been published.\u003c/p\u003e\u003ch2\u003eData Availability\u003c/h2\u003e\u003cp\u003eData is provided within the manuscript or supplementary information files.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eAjzen, I. (1991). 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Mindfulness at work: resource accumulation, well-being, and attitudes. \u003cem\u003eCareer Development International\u003c/em\u003e, \u003cem\u003e21\u003c/em\u003e (2): 106\u0026ndash;124. https://doi.org/10.1108/CDI-06-2015-0086\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":true,"hideJournal":true,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"","lastPublishedDoi":"10.21203/rs.3.rs-7876869/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-7876869/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003e\u003cstrong\u003eObjective\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis study extends workplace mindfulness to a non-Western context where business competition heightens its relevance for psychological well-being. The Workplace Mindfulness Scale (Zheng et al., 2023) was adapted to Turkish, and its validity and reliability were tested in a sample of Turkish employees, addressing occupational conditions in Turkey and providing a reliable tool to assess workplace mindfulness among employees.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMethod\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eA two-stage design was used. First, linguistic equivalence was established with 65 bilingual academics through translation, synthesis, back-translation, expert review, and pretesting following cross-cultural adaptation guidelines. Second, the finalized Turkish WMS was administered online to 350 employees from public and private organizations across diverse departments. Analyses were conducted in SPSS and JASP (lavaan). Confirmatory factor analysis (CFA) tested the original three-factor, 18-item structure using DWLS estimation given non-normality. Reliability was assessed via Cronbach’s α and McDonald’s ω; item–total correlations were inspected to evaluate internal consistency.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eResults\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eLinguistic equivalence was supported: a strong positive correlation between English and Turkish forms (r = .97, p \u0026lt; .01) and no significant mean differences on a dependent-samples t-test. CFA indicated good model fit for the three-factor structure (attention, awareness and acceptance). Internal consistency was acceptable to good across factors with total α = .849 and item–total correlations generally in the .35–.71 range. Overall, the Turkish scale demonstrated satisfactory validity and reliability as a measure of workplace mindfulness among Turkish employees.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConclusion\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe instrument can be applied to studies on job motivation, well-being, performance, and mindfulness in professional contexts.\u003c/p\u003e","manuscriptTitle":"Workplace Mindfulness Scale: A Non-Western Adaptation","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-10-17 08:23:43","doi":"10.21203/rs.3.rs-7876869/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"438efc73-f29e-453b-a87c-d3a1180aad51","owner":[],"postedDate":"October 17th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[],"tags":[],"updatedAt":"2026-05-23T23:23:20+00:00","versionOfRecord":[],"versionCreatedAt":"2025-10-17 08:23:43","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-7876869","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-7876869","identity":"rs-7876869","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}