Background: Organizational stressors are a universal phenomenon which can be particularly prevalent and problematic for sport performers. In view of their global existence, it is
surprising that no studies have examined cross-cultural differences in organizational stressors. One explanation for this is that the Organizational Stressor Indicator for Sport Performers (OSI-SP),
which can comprehensively measure the organizational pressures that sport performers have encountered, has not yet been translated from English into any other languages nor scrutinized
cross-culturally. The first purpose of this study, therefore, was to examine the cross-cultural validity of the OSI-SP. In addition, the study aimed to test the equivalence of the OSI-SP’s factor
structure across cultures.
Methods: British (n = 379), Chinese (n = 335), and Malaysian (n = 444) sport performers participated in this study. The participants represented a variety of individual and team
sports at standards ranging from club to international. Participants completed the OSI-SP to measure the dimensions of the organizational stressors they had encountered over the past month. To
analyze the data, confirmatory factor analyses (CFAs) were used.
Results: CFAs confirmed the cross-cultural validity of the factorial model for the British and Malaysian samples (CFI range: .93 to .94; RMSEA range: .05 to .06); however the overall
model fit for the Chinese data did not meet all guideline values. Examining the Chinese data at a subscale level revealed that the logistics and operations, team and culture, coaching, and selection
factors all generally displayed acceptable fit; however, the goals and development factor did not. When removing this subscale and testing the fit of the 17-item, four-factor model to the Chinese
samples’ data, acceptable values were evident. Support was also provided for the equality of factor loadings, variances, and covariances on the OSI-SP across the British and Malaysian cultures.
Conclusions: This study demonstrates that organizational stressors can be accurately measured by the OSI-SP in a first-order, five-factor model regardless of if they are encountered
in a British or Malaysian cultural context. Future research is required to further examine the appropriateness of the goals and development subscale with Chinese sport performers and also extend the
usage of the indicator to additional cultures. The findings of this study are theoretically, empirically, and practically important since they offer support for the external validity and
cross-cultural applicability of the prior conceptualization and operationalization of organizational stressors, and provide scholars and practitioners with sound knowledge and understanding on the
cross-cultural existence and optimal measurement of these demands.