Talent quotient: development and validation of a measurement scale

2020 ◽  
Vol 39 (3) ◽  
pp. 306-323
Author(s):  
J.A. Yogalakshmi ◽  
M.V. Supriya
Keyword(s):  
Convergent Validity ◽  
Management Practice ◽  
Reliability And Validity ◽  
Precise Definition ◽  
Measurement Scale ◽  
Primary Data ◽  
Content Type ◽  
Definition Of ◽  
The Individual ◽  
Development And Validation

PurposeThe aim of the current study was to develop and validate a measure for identifying talent in the workplace. This is a gap long identified by researchers in this field.Design/methodology/approachHinkins methodology was adopted for the establishment of a psychometrically sound measure. A 16-item scale for assessing the construct was developed. The reliability and validity were established by analyzing content adequacy, convergent validity, divergent validity and external validity. Primary data were collected from employees signaled as talent by their organization.FindingsThe study yielded a six-factor structure scale for the construct. These factors accounted for 66.8 percent of observed variance. All six dimensions, namely, calling orientation, critical insight, continuous learning, collaboration, cohesiveness and challenge drive established acceptable reliability and validity.Social implicationsThe research provides a precise definition of the talent construct. Identification and retention of individuals with a high talent quotient is a critical challenge to organizations. Identifying talent is made possible through this measurement scale.Originality/valueThis research made an attempt to develop a reliable and valid measurement scale for the talent construct. The scale provides a precise definition of the talent construct. This simple sound scale could be useful at both the individual and organizational levels. It helps individuals to identify and focus on critical areas for achieving talent status. Organizations benefit through better human resource management practice. Identification and retention of talent are essential to career management. Overall, it also satisfies the urgent need in talent management research for a clear definition of the talent construct.

Stadium atmosphere: scale development and validation in Indian context

2015 ◽  
Vol 7 (1) ◽  
pp. 45-66 ◽  
Author(s):  
M.S. Balaji ◽  
Rajdeep Chakraborti
Keyword(s):  
Reliability And Validity ◽  
Measurement Scale ◽  
Limited Attention ◽  
Content Type ◽  
Quantitative Studies ◽  
Indian Context ◽  
Management Area ◽  
Validity Tests ◽  
Spectator Attendance ◽  
Development And Validation

Purpose – This paper aims to develop a scale for stadium atmosphere in the Indian context. This is considered as a key area for sports managers, as stadium attendance contributes toward the teams revenues. Moreover, while the importance of environment is well-established in the marketing literature, stadium atmosphere has received limited attention. Design/methodology/approach – Through qualitative and quantitative studies in five different phases, a 14-item four-dimension stadium atmosphere scale was developed that included physical layout, facility aesthetics, entertainment experience and social interaction. Findings – The stadium atmosphere scale developed in this study demonstrates sound psychometric properties based on various reliability and validity tests as well as scale replications using different samples. Practical implications – The stadium atmosphere scale developed will be of particular use for sports marketers and management. It could be inferred that the stadium managers could expect high spectator attendance and satisfaction by focusing on stadium atmosphere factors such as the accessibility of seats and allocation of seat spaces, stadium architecture, the game characteristics and the attitudes and behaviors of stadium employees during live games. Originality/value – The present study addresses a key gap identified in the sports marketing and management area. The study adds to the conceptual understanding of the stadium atmosphere construct and empirically demonstrates the measurement scale for the construct.

Development and validation of counterproductive work behaviour instrument

2019 ◽  
Vol 28 (3) ◽  
pp. 745-763
Author(s):  
Khahan Na-Nan ◽  
Peerapong Pukkeeree ◽  
Ekkasit Sanamthong ◽  
Natthaya Wongsuwan ◽  
Auemporn Dhienhirun
Keyword(s):  
Factor Analysis ◽  
Convergent Validity ◽  
Three Dimensions ◽  
Measurement Scale ◽  
Future Research ◽  
Content Type ◽  
Study Results ◽  
Confirmatory Factor ◽  
Counterproductive Work Behaviour ◽  
Development And Validation

Purpose Counterproductive work behaviour (CWB) is a type of behaviour of an individual that works against an organisation or employer, and he/she is usually discretionary (i.e. individuals make conscious choices as to whether they want to commit aberrant work behaviour). To deal with CWB in different contexts, organisations need to both understand and continually measure their employees in terms of behaviour and work. This study aims to develop an instrument to measure CWB for small and medium-sized enterprises in Thailand. Design/methodology/approach The study was conducted in three stages to develop a measurement scale for CWB. First, 27 questions were developed as a questionnaire based on concepts and theories of CWB and then verified using exploratory factor analysis with three CWB dimensions, namely “poor behaviour”, “misuse of organisational resources” and “inappropriate communication”. The questionnaire surveyed a total of 386 individuals working in SMEs. Finally, confirmatory factor analysis (CFA) and convergent validity were examined following the three CWB dimensions. Findings Three dimensions were developed to measure CWB, including aspects of poor behaviour, misuse of organisational resources and inappropriate communication. Practical implications The CWB questionnaire has practical use for assessing employee behaviour and can assist organisations and practitioners to better understand the CWB of employees. This know-how will help practitioners to assess employee behaviour and can be used to manage or develop this into good behaviour as valued members of the organisation. Originality/value The validity of the CWB questionnaire questions will facilitate the future research on the boundaries with CWB assessments spanning different SMEs contexts. Empirical study results validated that CWB measurement offered new perspectives to explore vital employee behavioural deviation that are necessary for the inspection employee behavioural deviation. This instrumental support will also help researchers to effectively understand CWB and explore its potential in future studies.

Development and validation of a measurement scale of the innovative culture in work teams

2019 ◽  
Vol 11 (2) ◽  
pp. 299-322 ◽  
Author(s):  
Martín Solís ◽  
Ronald Mora-Esquivel
Keyword(s):  
Work Teams ◽  
Reliability And Validity ◽  
Measurement Scale ◽  
Additional Contribution ◽  
Content Type ◽  
The Public ◽  
Quantitative Studies ◽  
Different Dimensions ◽  
Innovative Culture ◽  
Development And Validation

Purpose This study aims to develop and validate a scale to measure innovative culture in work teams of the public sector (ICT). Design/methodology/approach A mixed research design was followed. An initial literature review and a qualitative study identify the possible dimensions that give content to the construct of the innovative culture. Subsequently, two quantitative studies are carried out to explore the measurement scale and provide evidence of its reliability and validity. Findings The results show that the ICT construct is composed of ten dimensions and likewise, exhibit internal consistency and evidence of validity. Originality/value This study attempts to provide an additional contribution to the conceptualization and measurement of innovative culture, through the development of a scale that consolidates the different dimensions proposed by the authors. Besides, the scale developed is the only one, as far as we know, that has been created to evaluate innovative culture in work teams.

Creative and innovative leadership: measurement development and validation

2017 ◽  
Vol 40 (10) ◽  
pp. 1117-1138 ◽  
Author(s):  
Ashkan Khalili
Keyword(s):  
Leadership Behavior ◽  
Relevant Literature ◽  
Population Sample ◽  
Measurement Scale ◽  
Content Type ◽  
Individual Level ◽  
Innovative Leadership ◽  
The Individual ◽  
Development And Validation ◽  
Creativity And Innovation

Purpose The purpose of this study is to develop and validate a theory-based measure presenting the creative and innovative leadership behavior construct. Design/methodology/approach The theoretical dimensions of five leadership theories (transformational leadership, change-oriented leadership, innovation champion, leader – member exchange and authentic leadership) were synthesized. Using a quantitative approach, the population sample was composed of 514 respondents who held management and non-management positions. The validity and reliability of the instrument were evaluated. Findings The results indicated that the newly developed 24-item measure achieved an acceptable level of reliability and validity in measuring the creative and innovative leadership behavior construct. Eventually, the findings revealed positive and significant influence of creative and innovative leadership behavior on creativity and innovative behavior at the individual level in the workplace. Practical implications Organizations should invest in the creative and innovative leadership behavior construct in their training and in the selection of leaders with the newly developed 24-item measurement scale if their purpose is to nurture and enhance creativity and innovation. Originality/value This study makes important theoretical contributions in different ways. The newly developed instrument contributes to the relevant literature through the development and validation of a theory-based measure. Also, this study expands knowledge about resources in the workplace that nurture and enhance creativity and innovation at the individual level.

Affective and cognitive dimensions in cultural identity: scale development and validation

2019 ◽  
Vol 32 (6) ◽  
pp. 1362-1375
Author(s):  
Xiaoyi Pan ◽  
Andy Hao ◽  
Cuiling Guan ◽  
Tsun-Jui Hsieh
Keyword(s):  
Factor Analysis ◽  
Cultural Identity ◽  
Reliability And Validity ◽  
Internal Consistency Reliability ◽  
Three Dimensions ◽  
Measurement Scale ◽  
Content Type ◽  
Emotional Dimension ◽  
Confirmatory Factor ◽  
Development And Validation

Purpose The purpose of this paper is to provide a conceptualization of the construct of cultural identity (CI) and develop and validate a measurement scale for the construct. This study examines experience-related cognitions and the positive and negative emotional dimensions in cultural identity. Design/methodology/approach The paper describes the process of the development of the instrument, the sample, as well as the validation of the instrument. This study performs both exploratory factor analysis and confirmatory factor analysis to examine the reliability and validity of the scale developed. Findings The final CI scale has three dimensions: six items for the cognitive dimension, five items for the emotional dimension and seven items for the behavioral dimension. The scale shows internal consistency, reliability, construct validity and nomological validity. Originality/value This is the first CI scale to be developed for the measurement of CI of traditional Chinese medicine.

Digital competences of the workforce – a research topic?

2017 ◽  
Vol 23 (3) ◽  
pp. 721-734 ◽  
Author(s):  
Matthias Murawski ◽  
Markus Bick
Keyword(s):  
Research Topic ◽  
Future Research ◽  
Digital Competence ◽  
Content Type ◽  
Research Activities ◽  
Starting Point ◽  
Pros And Cons ◽  
Definition Of ◽  
The Individual ◽  
Practical Implications

Purpose Considering working in the digital age, questions on the consequences for the individual workers are, so far, often neglected. The purpose of this paper is to deal with the question of whether the digital competences of the workforce is a research topic. The authors argue for the thesis that it is indeed a research topic. Design/methodology/approach In addition to a literature analysis of the top IS, HR, and learning publications, non-scientific sources, as well as the opinions of the authors, are included. The authors’ thesis is challenged through a debate of corresponding pros and cons. Findings The definition of digital competences lacks scientific depth. Focussing on the workforce is valid, as a “lifelong” perspective is not mandatory for research. Digital competence research is a multidisciplinary task to which the IS field can make a valuable contribution. Research limitations/implications Although relevant references are included, some aspects are mainly driven by the opinions of the authors. The theoretical implications encompass a call for a scientific definition of digital competences. Furthermore, scholars should focus on the competences of the workforce, including occupations, roles, or industries. The authors conclude by providing a first proposal of a research agenda. Practical implications The practical implications include the alignment of multiple stakeholders for the design of “digital” curricula and the integration by HR departments of the construct of digital competences, e.g. for compensation matters and job requirements. Originality/value This paper is one of very few contributions in the area of the digital competences of the workforce, and it presents a starting point for future research activities.

Transforming people practices by re-structuring job engagement practices for generation z: An empirical study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Deepika Pandita ◽  
Amresh Kumar
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Reliability And Validity ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Job Engagement ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Engagement Strategies ◽  
The Individual

Purpose This paper aims to develop the readers’ understanding of the transforming role of job engagement (JOB) drivers, specifically for Gen Z in information technology (IT) Companies across India. It measures the association of JOB and perceived organizational support (POS), perceived supervisor support (PSS) and co-worker relationship (COP) with a very special reference to Gen Z. Design/methodology/approach A total of 302 survey-based responses were collected. To test the conceptualized model of JOB, structural equation modeling was used. Confirmatory factor analysis was conducted using the AMOS platform toward determining the reliability and validity of the individual constructs and the overall model. Findings All three dimensions, namely, POS, PSS and COP, are positively related to JOB. Out of the three, the most contributing extent in engaging Gen Z is PSS. Research limitations/implications A conceptual framework of Gen Z engagement drivers could help human resource (HR) researchers fine-tune Gen Z employees’ retention strategy. The paper shows that it is not about pandering to them but about eliminating blocks so that Gen Z can deliver the future business. Practical implications The outcomes may aid establishments and policymakers in advancing and improving HRs policies in engaging Gen Z, who have started entering the organizations. Originality/value JOB practices can add to the determinations of the HRs processes in the IT start-ups organizations in dealing with Gen Z. This research reconnoiters the drivers of engagement strategies directly impacting JOB Gen Z.

Service quality of property managers of shopping complexes in Ibadan, Nigeria

2019 ◽  
Vol 37 (3) ◽  
pp. 310-326 ◽  
Author(s):  
Samson Oluseun Ojekalu ◽  
Olatoye Ojo ◽  
Timothy Tunde Oladokun ◽  
Sumoila Aremu Olabisi ◽  
Sunday Samuel Omoniyi
Keyword(s):  
Service Quality ◽  
Multiple Regression ◽  
Management Practice ◽  
Sampling Technique ◽  
Primary Data ◽  
Stepwise Multiple Regression ◽  
Systematic Sampling ◽  
Content Type ◽  
Five Axes

PurposeThe purpose of this paper is to assess the service quality (SQ) of property managers of shopping complexes in Ibadan with a view to improving management practice.Design/methodology/approachPrimary data were used for the study through questionnaire administration. Ibadan was stratified into five axes using existing major roads where shopping complexes were highly concentrated. From each axis, 33, 65, 48, 64 and 66 shopping complexes were identified (Oyo State Ministry of Land, Housing and Survey, 2017), and the systematic sampling technique (20 percent) was adopted to select 57 out of 276 shopping complexes and 192 (10 percent) out of 1919 occupiers of the shopping complexes in the study area. In total, 157 occupiers responded to the questionnaire, and the data were analyzed using mean ranking and stepwise multiple regression.FindingsThis study found that professionalism, tangible, assurance and empathy dimensions of SQ were rated fair, whereas reliability and responsiveness dimensions were rated poor. Also, stepwise multiple regression analysis predicted 78.5 percent overall SQ of property managers, and assurance, professionalism and empathy dimensions contributed significantly to the overall SQ. Hence, reliability and responsiveness dimensions of SQ need to be improved. It is expected that the findings of this study will help property managers to understand the role of various dimensions of SQ for enhanced property management practice.Originality/valueThe study is one of the few studies that assessed the SQ of property managers of shopping complex with a view to improving its management practice.

Masstige marketing redefined and mapped

2015 ◽  
Vol 33 (5) ◽  
pp. 691-706 ◽  
Author(s):  
Justin Paul
Keyword(s):  
Marketing Strategy ◽  
Measurement Scale ◽  
Primary Data ◽  
Women Consumers ◽  
Product Price ◽  
Foreign Markets ◽  
Content Type ◽  
Brand Building ◽  
Culturally Different ◽  
Pyramid Model

Purpose – “Masstige marketing” is considered as a market penetration strategy for medium and large enterprises, particularly in foreign markets. The author redefine “masstige marketing” strategy in this paper and map the concept as a new model for brand building. Second, the author examine the effectiveness of “masstige marketing” strategy with reference to marketing mix theory (Four Ps=product, price, place and promotion). The purpose of this paper is to introduce a theoretical model to help the companies to implement “masstige marketing” strategy. Design/methodology/approach – The author introduce a scale, called “Masstige Mean Score Scale” to measure the mass prestige value of brands. Both secondary and primary data used in this study. The author collected data from 590 young women consumers living in Japan and France to measure the “masstige” value using the new scale developed. The marketing strategy of European luxury sector multinational brand LV, has also been discussed as a method. Findings – Masstige value is the best indicator of long-term brand value. In other words, higher the masstige value (MMS) of a brand, the higher the likelihood to succeed. The author also found that a brand can create mass prestige with “masstige marketing” strategy by appropriately mixing the four Ps in marketing – Product, Price, Promotion and Place in a distinct and culturally different market. Originality/value – The author develop a pyramid model and measurement scale for “masstige marketing” as a theoretical framework to stimulate further research and as a tool for practitioners for better decision making. Besides, the author posit that higher the Masstige Mean Score (MMS) of a brand, higher the likelihood that potential customers recall that as a “top of mind” brand. Lower MMS implies that the firm has to go long way in their efforts to build the brand.

Ascertaining the “Halalness” of restaurants – scale development and validation

2019 ◽  
Vol 10 (2) ◽  
pp. 426-439 ◽  
Author(s):  
Ghazala Khan ◽  
Faiza Khan
Keyword(s):  
Scale Development ◽  
Discriminant Validity ◽  
Three Dimensional ◽  
Reliability And Validity ◽  
Total Sample ◽  
Measurement Scale ◽  
Content Type ◽  
Three Dimensional Measurement ◽  
Average Variance ◽  
Development Literature

PurposeThe purpose of this study is to develop and validate a measurement scale for determining the “Halalness” of restaurants and related behaviour among Muslim consumers in the absence of the halal logo. The study responded to scholarly calls for further research in exploring the consumption practices of Muslims.Design/methodology/approachThe scale was developed and validated using a rigorous methodology recommended in the scale development literature. The study used a total sample of 438 (66 respondents for pilot study, 208 for exploratory survey and 164 for the confirmatory survey) to collect the data. Reliability and validity of the measurement scale was established through average variance extracted, Cronbach’s alpha, composite reliability, critical ratios and discriminant validity.FindingsThe results from the exploratory factor analysis and confirmatory analysis propose a three-dimensional measurement scale with 14 items for establishing the “Halalness” of restaurants and including social servicescape; neighbourhood and behaviour.Research limitations/implicationsThe study was unable to validate a number of cues and behaviour such as the presence of images in the restaurant or consumer responses to the presence of alcohol. The researchers are therefore encouraged to test these cues.Originality/valueThe study addresses a gap in Islamic literature, and it is among the first to provide conceptualisation and empirically validate a scale for measuring the “Halalness” of restaurants. The scale was tested and validated based on samples drawn from two different countries, thereby allowing for generalizability.

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