Specifying and assessing a formative measure for Hofstede’s cultural values: a Malaysian study

The growing interest on Hofstede’s cultural values has dominated the area of management and organizational research. However, the extant literature with disappointing psychometric results have provoked a pressing need to re-examine its measurement model specification. To fill this gap, this study attempts to specify the epistemic nature of Hofstede’s cultural values and its underlying dimensions, and to assess a proposed second-order reflective–formative model for Hofstede’s cultural values at individual level in the school organizational context. The stratified sample consisted of 1,154 teachers selected from 30 Malaysian primary schools. The analysis was conducted using Partial Least Square analysis with SmartPLS 2.0 software program. Findings revealed the absence of multicollinearity with the convergent, nomological and discriminant validity were affirmed. This study has confirmed Hofstede’s cultural values as formative second-order hierarchical latent construct which are commonly operationalized by means of reflective dimensions would be better captured using a formative measure perspective by providing rigorous empirical evidence. Limitations and thoughts to stimulate future studies are discussed.     

A Multitrait-Multimethod approach to pinpoint the validity of aggregated governance indicators

This study scrutinizes the construct validity of three corruption indices by assessing their discriminant and convergent validity in reference to democracy and the shadow economy with a Multitrait-Multimethod technique. It turns out that prominent indices of corruption (such as the Corruption Perception Index) do not only measure a country’s level of corrupt activities but also the degree of democracy due to their multidimensionality. While the convergent validity of corruption indices is warranted, discriminant validity must be considered as rather low. This implies problems like collinearity if multidimensional constructs are used for multivariate analysis.     

Using replication research for just-in-time purchasing construct development

Using replication research, the validity of the just-in-time purchasing (JITP) construct is established. Although empirical researchers have examined JITP over the last two decades, a consistent set of valid, reliable factors has not been used. The lack of valid construct is a barrier to hypotheses testing and meta-analyses on JITP. This study confirmed the validity of six JITP factors: top management commitment, employee relations, training, supplier quality management, transportation, and quantities delivered using two different data sets and testing the first- and second-order structure of the JITP construct. Content validity, reliability, unidimensionality, convergent validity, discriminant validity, criterion-related validity, and an invariant factorial structure of the JITP construct were empirically established.     

Re-innovation: The construct, measurement, and validation

There has been substantial research in the area of innovation, which is widely regarded as a powerful weapon to create competitive advantage. One important reason of the substantial research in innovation is the presence of valid and reliable measures of key innovation characteristics, such as radical, incremental, or disruptiveness innovation. Re-innovation, an extension of innovation, is renowned for its potential in creating competitive advantage with reduced cost and time implications. Unfortunately, very little research in re-innovation has been conducted, possibly because to date it still lacks a psychometrically valid measure. There is also a lack of research on convergent and discriminant validities of the re-innovation construct, resulting in the impossibility to discriminate re-innovation characteristics from radical or incremental innovation characteristics. The purpose of this paper is to develop a valid and reliable scale for measuring the construct of re-innovation. To test its reliability and discriminant and convergent validities, we used data collected from 294 general managers of SBUs in 89 electronics-related companies in Taiwan and performed a series of analyses. The reliability measures, exploratory factor analyses, confirmatory factor analyses, and convergent and discriminant validity tests strongly support our scale. In addition, nomological validity is demonstrated. Hence, this study distinguishes the re-innovation from radical and incremental innovation constructs. Finally, discussion, limitations, and future research are presented.     

Workplace Vigor as a Distinct Positive Organizational Behavior Construct: Evaluating the Construct Validity of the Shirom-Melamed Vigor Measure (SMVM)

This research evaluated the distinctiveness of workplace vigor as a unique positive organizational behavior construct, using Luthans’ (2002) five criteria for establishing a construct as unique: theoretical grounding; validly measured; unique to organizational behavior; state-like; and has a significant, positive impact on satisfaction and performance. Data were obtained from 693 employees from 56 quick service restaurants. The sample was split to perform cross-validation on the analyses. The three factor structure of vigor was confirmed, showing convergent and divergent validity with other constructs. Findings suggested that vigor was an important and distinct positive organizational behavior construct. This suggests that a deeper comprehension of vigor may help to advance our understanding of positive organizational behaviors. This is one of the first studies to utilize Luthans’ criteria for positive organizational behavior as a method for evaluating a psychological construct, thus contributing to both theoretical and empirical methods for evaluating positive organizational behavior constructs.     

Green human resource management: Development of a valid measurement scale

The objective of the study was to develop a valid measurement scale for green human resource management (HRM). Even though the common practices of green HRM have been presented in much of the literature, the previous studies focused only on a small number of functions in integrating environmental management with HRM. Additionally, the measurement of green HRM practices still calls for empirical validation. The two‐stage methodology of structural equation modeling in AMOS was employed for data analysis. Exploratory factor analysis revealed seven dimensions of the construct measured by 28 items. Confirmatory factor analysis confirmed the factor structure. The measuring instruments revealed convergent and discriminant validity. Several model fit indices indicated the model fitness. The study provided supplementary evidence on the underlying structure of the construct that can be valuable to researchers and practitioners in this area.     

What's in a broken promissory obligation? Developing and testing a multiple component form measure of psychological contract breach

While the literature has suggested the possibility of breach being composed of multiple facets, no previous study has investigated this possibility empirically. This study examined the factor structure of typical component forms in order to develop a multiple component form measure of breach. Two studies were conducted. In study 1 (N = 420) multi-item measures based on causal indicators representing promissory obligations were developed for the five potential component forms (delay, magnitude, type/form, inequity and reciprocal imbalance). Exploratory factor analysis showed that the five components loaded onto one higher order factor, namely psychological contract breach suggesting that breach is composed of different aspects rather than types of breach. Confirmatory factor analysis provided further evidence for the proposed model. In addition, the model achieved high construct reliability and showed good construct, convergent, discriminant and predictive validity. Study 2 data (N = 189), used to validate study 1 results, compared the multiple-component measure with an established multiple item measure of breach (rather than a single item as in study 1) and also tested for discriminant validity with an established multiple item measure of violation. Findings replicated those in study 1. The findings have important implications for considering alternative, more comprehensive and elaborate ways of assessing breach.     

Investigating the psychometric properties and assessment capabilities of the short version of the Health and Safety Executive’s Management Standards Indicator Tool

Abstract

Policies on psychosocial hazards at work are gaining importance. Subsequently, a number of indicators have been proposed to assess the phenomenon such as the Management Standards Indicator Tool (MSIT). This study focuses on the short-version of the MSIT and aims to evaluate the convergent and discriminant validities of the measures, explore whether these measures can be represented by a higher-order factor of work-related stress and to contribute towards better understanding of its concurrent validity. Data were obtained from 452 full-time managerial-grade employees working in a multinational manufacturing plant in Malta. The study shows that the original 25-item MSIT measures have convergent and discriminant validity issues. Following the removal of five items, the revised indicator demonstrated good construct validity and was well-represented by a higher order factor. Additionally, the second-order factor of the modified MSIT mediated the relationship between psychosocial safety climate and psychological well-being and slightly interacted with engagement to explain improved well-being in the mediational pathway. This study suggests that the modified MSIT is effective in assessing psychosocial factors in stress-management interventions. The MSIT has good prospects to be further adopted in the process of developing better policy and standards for the improvement of psychological conditions at work.     

Belbin's Team Role Model: Development,Validity and Applications for Team Building*

abstract This paper brings together research into and using the team role model developed by Belbin (1981, 1993a ) in an attempt to provide an exhaustive assessment of construct validity in light of the conflicting evidence so far produced. Role theory is used to contextualize the origins of the model. The psychometric properties of the Team Role Self‐Perception Inventory used to assess a person's likely behaviour in a team are examined along with 43 empirical studies that have tested theoretical associations between team roles and other cognitive or behavioural traits. While the evidence is mixed, we conclude that, on balance, the model and its accompanying Inventory have adequate convergent validity. However, strong associations between some team roles are observed, indicating weak discriminant validity among some scales in the Inventory. Through its coverage of important areas of teamworking, the paper contributes to the practitioner and research communities by providing fresh insights into aspects of teamworking and by suggesting new research agendas.     

The Employee Engagement Scale: Initial Evidence for Construct Validity and Implications for Theory and Practice

Interest in the employee engagement construct has gained increasing attention in recent years. Measurement tools focused on nuanced areas of engagement (i.e., job engagement and organizational engagement) have been offered; however, no measure of employee engagement has been advanced despite persistent calls in the research. We present the development, method, and results of a three‐dimensional employee engagement measurement tool developed for use in the human resource and management fields of study. Across four independent studies, the employee engagement scale (EES) was found to consist of three subfactors (cognitive, emotional, and behavioral) and a higher‐order factor (employee engagement). Across a series of four studies, we explored the factor structure and reliability of the EES (Study 1), then refined the scale, confirmed the factor structure, and examined reliability and both convergent and nomological validity evidence (Study 2). Next (Study 3), we completed a final reduction in scale items and examined additional evidence of reliability and nomological validity as well as evidence of discriminant validity. Finally (Study 4), we tested for evidence of incremental validity. In the implications for theory and practice section, we discuss the importance of an employee engagement measure aligned alongside an agreed‐upon definition and framework. Limitations and future directions for research—such as the need for further psychometric testing and exploring issues of measurement invariance—are discussed. © 2016 Wiley Periodicals, Inc.     

A theory of formal conceptual definitions: developing theory-building measurement instruments

This study develops the need for formal conceptual definitions (sometimes called nominal definitions) and how to develop better measurement instruments for theory-building. It develops the underlying theory for ‘good’ formal conceptual definitions by defining terms, demonstrating that formal conceptual definitions are needed for all theory-building empirical research, explains how and why ‘good’ formal conceptual definitions are used to develop properties and their measures, and last, it logically explains that good formal conceptual definitions are necessary conditions for construct validity (content validity, criterion validity, convergent validity, and discriminant validity) while statistical tests are sufficient conditions for validity. This theory development explains why formal conceptual definitions are necessary before any traditional statistical empirical validity tests are performed. This study suggests that any statistical validity tests are not meaningful if the concept is not formally defined.In short, the theory of formal conceptual definitions provides a structure to develop ‘good’ measures of the formal theory that leads to ‘good’ empirical theory-building.     

Career motivation measures: a test of convergent and discriminant validity

Two existing measures of career motivation were used to collect data from a sample of Canadian managers and professionals recently displaced due to downsizing. Measurement models assessed the unidimensionality, reliability and discriminant validity of career motivation sub-domains while structural rnodcls were used to assess convergent validity. The career resilience construct received the most support but propositions about career identity end insight were also supported. The results clarify the riomological net of career motivation theory and produce an integrated, composite career motivation scale.     

The construction and initial validation of a measure of expatriate job performance

Based on Campbell's (1990, Handbook of Industrial and Organizational Psychology, 2nd ed., Palo Alto, CA: Consulting Psychologists Press, 687–732) multi-factorial model of job performance, the Expatriate Performance Scales were developed to measure components of expatriate performance. Item generation for the scales was informed by job performance theory, content analysis of interviews with expatriates and item sorting by subject matter experts. The scales (48 items) were administered to 106 Australian expatriates in the Special Administrative Regions of China. Data were subjected to exploratory factor analysis, reliability analysis as well as tests for criterion, convergent and discriminant validity. These procedures resulted in 32 items measuring an amended model of expatriate performance with six components: task performance, communication performance, demonstrating effort, maintaining personal discipline, team and leadership performance and management and administration performance. Results provide initial psychometric evidence of criterion, convergent and discriminant validity.     

Assessing cross-cultural skills: validation of a new measure of cross-cultural psychological capital

In light of increasing workplace diversification, today's organizations are in need of employees who can work effectively within cross-cultural settings. To assess and develop generalizable skills enabling employees to successfully interact with members of many different cultures, a new measure of cross-cultural psychological capital (PsyCap) was validated in two studies. This measure captures a state-like higher-order construct consisting of four components: self-efficacy, hope, optimism and resilience with regard to cross-cultural interactions. In study 1, a diverse sample of 361 participants responded to a survey and results confirmed the hypothesized higher-order factor structure of the newly developed cross-cultural PsyCap scale. In study 2, an additional 134 participants completed multiple surveys to assess the convergent, discriminant and predictive validity of cross-cultural PsyCap as it relates to cultural intelligence, openness to experience, ethnocentrism and cross-cultural adjustment. The majority of the study hypotheses were supported, which provides evidence for the measure's construct validity in assessing cross-cultural skills and also demonstrates its unique value in predicting cross-cultural effectiveness. This measure of cross-cultural PsyCap has important implications for assessment of employees who work internationally or within a diverse workplace.     

On assessing the construct validity of two multidimensional constructs: Occupational commitment and occupational entrenchment

Occupational commitment and occupational (career) entrenchment are two multidimensional constructs in the “early development” stages. The construct validity evidence to date for each multidimensional construct is constructively critiqued. Suggestions for building stronger measures of occupational commitment and occupational entrenchment are offered. It is argued that using longitudinal research designs and revisiting the nomological net can provide stronger discriminant validity evidence for each multidimensional construct. Finally, research simultaneously studying both constructs is needed. Preliminary work suggests that occupational entrenchment can be integrated within the continuance dimension of occupational commitment. Human resource implications for studying such occupational-level constructs are discussed.     

Measuring Corporate Environmental Performance – Stakeholder Engagement Evaluation

As environmental protection has become a critical factor in achieving sustainable development, organizational stakeholders are becoming increasingly interested in corporate environmental performance (CEP). Many organizations evaluate their CEP but few academic studies have sought to evaluate it. This study undertakes CEP evaluation using an environmental performance measurement (EPM) model consisting of four managerial performance indicators (MPIs: organizational system, stakeholder relations, operational countermeasures and environmental tracking) and two operational performance indicators (OPIs: inputs and outputs). Principal component analysis (PCA) and confirmatory factor analysis (CFA) are used to test model reliability and construct validity. The relationship between MPIs and OPIs has also been analysed using correlation coefficients among the six indicators. Results indicate that there were multiple dimensions to measure under an organizational system as opposed to ideally a single factor. No single model can be effectively used due to different geographical locations and differences between companies from various industry sectors. EPM is more dependent on its organizational system and stakeholder relations than operational countermeasures and environmental tracking. Copyright © 2013 John Wiley & Sons, Ltd and ERP Environment.     

EXPLORATIONS IN MACRO COMMUNICATION BEHAVIOUR: THE EFFECTS OF ORGANIZATIONAL FEEDBACK ON ORGANIZATIONAL EFFECTIVENESS [1]

Organizational feedback is identified as an attribute of organizations and as a form of macroscopic communication behaviour. Previous organizational theory is used to generate propositions linking organizational feedback (horizontal and vertical) to organizational effectiveness in order to evaluate the construct validity of feedback. Reliable measures of feedback are devised and the posited relationships are empirically examined using federated nonprofit organizations. Horizontal feedback is observed to be positively related to three forms of organizational effectiveness (goal attainment, superordinate approval and lateral approval). Vertical feedback is found to be positively related only to goal attainment. Organizational feedback is concluded to be a viable concept worthy of further investigation and additional research on communication as a property of organizational collectivities is recommended.     

Commitment before and after: An evaluation and reconceptualization of organizational commitment

A review of the organizational commitment literature has pointed out several advantages as well as some limitations of the approach advanced by Meyer and Allen (Meyer, P.J. and Allen, J.N. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.). The advantages include good psychometric properties of the current scales, acceptable discriminant validity of the three dimensions, and research findings that showed the usefulness and acceptable content validity of the three-dimensional approach. Some of the limitations are limited predictive validity, conceptual ambiguity of continuance commitment, and concept redundancy between normative and affective commitment. This paper suggests a conceptualization that builds upon the strengths of the current approaches and minimizes their limitations. The proposed theory contends that organizational commitment is two-dimensional. One dimension is instrumental in nature and the second is affective. In addition, a sharp difference needs to be made between commitment propensity that develops before one's entry into the organization and commitment attitudes that develop after one's entry into the organization. The advantages of the suggested theory and its implications for the understanding of organizational commitment and future research on it are discussed.     

Investigating the incremental validity of employee engagement in the prediction of employee effectiveness: A meta-analytic path analysis

The current study used meta-analytic estimates and path analysis to examine whether the construct of employee engagement (EE) shows incremental validity in the prediction of employee effectiveness (a broad measure of performance-related behaviors) over other job attitudes such as job satisfaction, job involvement, and organizational commitment. Meta-analytic estimates between EE and various employee effectiveness indicators were computed from 49 published correlations representing a total of 22,090 individuals. We combined these estimates with published meta-analytic estimates between employee effectiveness and job attitudes to produce a meta-matrix representing 1,161 unique correlations. Using this meta-matrix, a series of path model comparisons produced two results: (1) EE bears low to moderate incremental validity over individual job attitudes (R² change of 0.02 to 0.06), and (2) EE bears low incremental validity over a higher-order job attitude construct representing the combination of other job attitudes in the prediction of a higher-order employee effectiveness construct (R² change of 0.01). Given the brevity of popular EE measures, the results suggest EE is better conceptualized as a higher-order measure of job attitudes that is an effective and concise predictor of employee effectiveness.