Translation, adaptation, and validation of instruments for cross-cultural investigation requires a rigorous methodological procedure that should be carefully planned to deliver instruments with adequate reliability and validity. This process was applied to a questionnaire measuring Organizational Citizenship Behavior toward the Environment (OCBE), Organizational Identification (OI), Environmental Responsibility (ER), and Green Human Resources Management (GHRM) in Portuguese and Slovak organizations. Several methodological procedures for cross-cultural adaptation and validation of questionnaires were analyzed, most of which used independent translators, experts’ analysis, and backward translation to the original language. In the present study, a procedure adapted from Beaton et al. (2000) was applied successfully, and the blind backward translations; expert committee; and the two pretests to assess content validity, functional equivalence, and clarity proved to be worthy. The psychometric properties were measured using a sample from Portugal (N = 122) and Slovakia (N = 269). Although employees were perceiving neither a strong environmental responsibility of their organizations nor strong green human resources management, they identified themselves with the organizations and engaged in OCBEs. Comparing both countries, the factorial structure was remarkably similar, highlighting the eco-helping actions and eco-civic engagement of OCBEs. Comparing both countries, the factorial structure was remarkably similar, highlighting the eco-helping actions and eco-civic engagement of OCBEs. The results indicated that the translated instrument was functionally equivalent to the original one, valid (scale CVI/Ave > 0.83), and reliable (Scale Alpha > 0.733) for evaluating the effect of employee practices and organization management in promoting and supporting environmental sustainability.

中文翻译：

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衡量组织公民环境行为的问卷的跨文化适应性

跨文化调查工具的翻译、改编和验证需要严格的方法程序，应仔细规划该程序，以提供具有足够可靠性和有效性的工具。该流程适用于衡量葡萄牙和斯洛伐克组织的组织公民环境行为 (OCBE)、组织识别 (OI)、环境责任 (ER) 和绿色人力资源管理 (GHRM) 的调查问卷。分析了跨文化适应和问卷验证的几种方法程序，其中大多数使用独立译者、专家分析和反向翻译到原始语言。在本研究中，改编自 Beaton 等人的程序。(2000)应用成功，并进行了盲目向后翻译；专家委员会；评估内容有效性、功能等效性和清晰度的两次预测试被证明是值得的。使用来自葡萄牙 (N = 122) 和斯洛伐克 (N = 269) 的样本来测量心理测量特性。尽管员工既没有感受到组织的强烈环境责任，也没有感受到强有力的绿色人力资源管理，但他们认同组织并参与 OCBE。比较这两个国家，因子结构非常相似，突出了 OCBE 的生态帮助行动和生态公民参与。比较这两个国家，因子结构非常相似，突出了 OCBE 的生态帮助行动和生态公民参与。结果表明，翻译后的工具在功能上与原始工具等效，用于评估员工实践和组织管理在促进和支持环境可持续性方面的效果，有效（等级 CVI/Ave > 0.83）且可靠（等级 Alpha > 0.733）。