Abstract
Organizational researchers routinely use attitudinal surveys to track organizational development
and identify areas for intervention. However, seemingly trivial changes to the survey
instrument, such as question wording or question order, can introduce measurement artifacts
leading to differences in observed responses that are not due to actual employee attitudinal
change. Traditional methods for assessing the presence of artifacts because of survey
changes require additional survey administration using multiple survey forms and random
assignment. However, the item response theory method illustrated in this study eliminates
the need for additional data collection, offers a more rigorous design, and requires fewer
organizational resources.
Keywords: survey research; item response theory; invariance testing; context effects; question
effects; employee surveys



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