Development and Validation of the Multidimensional Motivational Climate Observation System

2015 ◽  
Vol 37 (1) ◽  
pp. 4-22 ◽  
Author(s):  
Nathan Smith ◽  
Damien Tessier ◽  
Yannis Tzioumakis ◽  
Eleanor Quested ◽  
Paul Appleton ◽  
...  
Keyword(s):  
Predictive Validity ◽  
Interobserver Reliability ◽  
Objective Assessment ◽  
Motivational Climate ◽  
Need Satisfaction ◽  
Future Research ◽  
Observation System ◽  
Validity And Reliability ◽  
Observational System ◽  
Development And Validation

This article outlines the development and validation of the Multidimensional Motivational Climate Observation System (MMCOS). Drawing from an integration of the dimensions of the social environment emphasized within achievement goal theory and self-determination theory (as assumed within Duda’s [2013] conceptualization of “empowering” and “disempowering” climates), the MMCOS was developed to enable an objective assessment of the coach-created motivational environment in sport. Study 1 supported the initial validity and reliability of the newly developed observation system. Study 2 further examined the interobserver reliability and factorial structure of the MMCOS. Study 3 explored the predictive validity of the observational system in relation to athletes’ reported basic psychological need satisfaction. Overall, the results of these studies provide preliminary support for the inter- and intraobserver reliability, as well as factorial and predictive validity of the MMCOS. Suggestions for the use of this observational system in future research in sport are provided.

Development and Validation of an Orchestra Performance Rating Scale

2007 ◽  
Vol 55 (3) ◽  
pp. 268-280 ◽  
Author(s):  
Bret P. Smith ◽  
Gail V. Barnes
Keyword(s):  
Secondary School ◽  
Rating Scale ◽  
Future Research ◽  
Hand Position ◽  
Validity And Reliability ◽  
Performance Achievement ◽  
Left Hand ◽  
Ranking Task ◽  
Development And Validation ◽  
Reduced Scale

The purpose of this study was to develop a factor-derived measure of orchestra performance achievement and to test its validity and reliability for the evaluation of secondary school orchestras. We assembled a pool of 49 statements used in evaluating middle and high school orchestra performance, paired them with a 9-point Likert-type scale, and asked 63 experienced orchestra teachers to evaluate 63 secondary school orchestras. Factor analyses on data from the 189 completed rating sheets identified seven factors: Ensemble, Left Hand, Position, Rhythm, Tempo, Presentation, and Bow. For the reduced scale, we chose 25 items with factor loadings greater than . 64, which showed Cronbach's alphas ranging from . 73 to . 91. Two rounds of validation showed high correlations with MENC's adjudication form and a ranking task; the initial factor structure was not exactly duplicated, indicating directions for future research.

Human resources competencies scale development and validation: an Iranian measure

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gholamreza Bordbar ◽  
Amirreza Konjkav Monfared ◽  
Mehdi Sabokro ◽  
Niloofar Dehghani ◽  
Elahe Hosseini
Keyword(s):  
Factor Analysis ◽  
Human Resources ◽  
Three Dimensions ◽  
Future Research ◽  
Validity And Reliability ◽  
Content Type ◽  
Reliability Indices ◽  
Industrial Town ◽  
Bartlett’S Test ◽  
Development And Validation

Purpose The purpose of this paper is standardize and provide a multidimensional measure for assessing human resources competencies (HRCs) scale. Design/methodology/approach The data collected in this study were 2018 from the 234 people selected from 603 managers and experts in human resources of selected firms existing in the Yazd Industrial Town randomly. Based on the model of HRCs designed by Ulrich et al. (2008), a questionnaire was developed to assess HRCs. Internal consistency and split-half methods were used to obtain the reliability of the instrument. Content validity and construct validity of the instrument were also assessed through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Findings This paper elucidates a key scale for assessing HRCs including three dimensions: knowledge business, functional expertise and managing change. Also, results revealed that two items were then dropped from the questionnaire as they were unreliable, and a final 31 items were extracted to form the scale for assessing HRCs. The coefficients for Cronbach’s α and split-half were 0.963 and 0.947, respectively. In EFA, Kaiser-Meyer-Olkin test yielded optimal 0.962, and Bartlett’s test was statistically significant. Additionally, three factors with eigenvalues higher than 1 explained 63% of the total variance. Hence, CFA confirmed the results from EFA too. Moreover, the model proved to enjoy a good fit. Practical implications The scale is useful for both researchers and practitioners. Also, the scale provides researchers with a sought-after conceptualization of HRCs. Originality/value Consequently, considering that the validity and reliability indices of HRCs were estimated to be desirable, the authors believe that the developed questionnaire can be used as an appropriate scale for measuring HRCs in future research.

Development and Validation of the Career Identity Development Inventory

2022 ◽  
pp. 106907272110633
Author(s):  
Elodie Wendling ◽  
Michael Sagas
Keyword(s):  
Identity Development ◽  
Identity Formation ◽  
College Graduates ◽  
Vocational Identity ◽  
Future Research ◽  
Validity And Reliability ◽  
Confirmatory Factor Analyses ◽  
Career Identity ◽  
Future Research Directions ◽  
Development And Validation

The primary aims of this study were to address existing measurement concerns in the neo-Eriksonian identity literature and fill a gap in the vocational identity literature by developing and validating the Career Identity Development Inventory (CIDI). As the processes of identity formation and career development share close conceptual ties, we introduced an integrated conceptual model of career identity development from which CIDI was developed to be comprised of two subscales, CIDI-E and CIDI-C, that were each composed of four career identity dimensions. In Study 1, we delineated how CIDI was constructed and reported initial evidence of validity and reliability using a sample of 398 US college graduates. We further tested the psychometric properties of CIDI in Study 2 using confirmatory factor analyses with another sample of 419 US college graduates. Implications for using CIDI at the variable and person level, and future research directions are provided to further the understanding of the career identity development process.

Children's Perceived Value: Conceptualization, Scale Development, and Validation

2020 ◽  
Author(s):  
Janine Williams ◽  
A Gazley ◽  
N Ashill
Keyword(s):  
New York ◽  
Perceived Value ◽  
Internal Consistency Reliability ◽  
Future Research ◽  
New York University ◽  
Consumer Decisions ◽  
Managerial Implications ◽  
Stage Process ◽  
Development And Validation ◽  
Value Measure

© 2020 New York University Perceived value among children is an important concept in consumer decisions, yet surprisingly no research has operationalized value for this consumer group. To address this omission, and following the guidelines of DeVellis (2016), this investigation reports the findings of a seven-stage process to develop a valid and reliable instrument for measuring perceived value among children aged 8–14 years. Value for children is conceptualized as a multidimensional construct capturing perceptions of what is received and what is given up, which differs from adult measures in terms of its composition and complexity. A 24-item scale is developed that shows internal consistency, reliability, construct validity, and nomological validity. We also demonstrate the validity of the new scale beyond an existing adult perceived value measure. Directions for future research and managerial implications of the new scale for studying children's consumer behavior are discussed.

PENGEMBANGAN SKALA LOCUS OF CONTROL

2017 ◽  
Vol 2 (3) ◽  
pp. 417-424
Author(s):  
Hendryadi Hendryadi
Keyword(s):  
Locus Of Control ◽  
Internal Consistency ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Short Form ◽  
Employee Selection ◽  
Future Research ◽  
Validity And Reliability ◽  
Control Scale ◽  
Two Stages

This article aims to develop a short form of the locus of control scale. The study was conducted in two stages: a study of 66 respondents as pilot testing which aims to test content validity, structure validity, and internal consistency. Study 2 was conducted on 328 respondents used to test the validity and reliability of the scale evaluated by the PLS-SEM method (such as internal consistency, convergent validity, and discriminant validity). The analysis concludes that the 8-item locus of control scales tested have adequate validity and reliability. A short form locus of control scale was developed and validated in this study, so it can be used in future research and evaluation for HR management practitioners in employee selection Keywords: locus of control, EFA, CFA, scale construction

scholarly journals Psychometric properties of the EQ-5D-5L for aboriginal Australians: a multi-method study

2021 ◽  
Vol 19 (1) ◽  
Author(s):  
Pedro Henrique Ribeiro Santiago ◽  
Dandara Haag ◽  
Davi Manzini Macedo ◽  
Gail Garvey ◽  
Megan Smith ◽  
...  
Keyword(s):  
Torres Strait Islander ◽  
Discriminant Validity ◽  
Reference Group ◽  
Characteristic Curve ◽  
Well Being ◽  
Two Dimensions ◽  
Future Research ◽  
Partial Credit Model ◽  
Validity And Reliability ◽  
Torres Strait

Abstract Introduction In Australia, health-related quality of life (HRQoL) instruments have been adopted in national population surveys to inform policy decisions that affect the health of Aboriginal and Torres Strait Islanders. However, Western-developed HRQoL instruments should not be assumed to capture Indigenous conceptualization of health and well-being. In our study, following recommendations for cultural adaptation, an Indigenous Reference Group indicated the EQ-5D-5L as a potentially valid instrument to measure aspects of HRQoL and endorsed further psychometric evaluation. Thus, this study aimed to investigate the construct validity and reliability of the EQ-5D-5L in an Aboriginal Australian population. Methods The EQ-5D-5L was applied in a sample of 1012 Aboriginal adults. Dimensionality was evaluated using Exploratory Graph Analysis. The Partial Credit Model was employed to evaluate item performance and adequacy of response categories. Area under the receiver operating characteristic curve (AUROC) was used to investigate discriminant validity regarding chronic pain, general health and experiences of discrimination. Results The EQ-5D-5L comprised two dimensions, Physiological and Psychological, and reliability was adequate. Performance at an item level was excellent and the EQ-5D-5L individual items displayed good discriminant validity. Conclusions The EQ-5D-5L is a suitable instrument to measure five specific aspects (Mobility, Self-Care, Usual activities, Pain/Discomfort, Anxiety/Depression) of Aboriginal and Torres Strait Islander HRQoL. A future research agenda comprises the investigation of other domains of Aboriginal and Torres Strait Islander HRQoL and potential expansions to the instrument.

scholarly journals Combining Virtual Reality and Organizational Neuroscience for Leadership Assessment

2021 ◽  
Vol 11 (13) ◽  
pp. 5956
Author(s):  
Elena Parra ◽  
Irene Alice Chicchi Giglioli ◽  
Jestine Philip ◽  
Lucia Amalia Carrasco-Ribelles ◽  
Javier Marín-Morales ◽  
...  
Keyword(s):  
Machine Learning ◽  
Eye Tracking ◽  
Ecological Validity ◽  
Objective Assessment ◽  
Leadership Skills ◽  
Three Dimensional ◽  
Machine Learning Techniques ◽  
Future Research ◽  
Promising Tool ◽  
Future Research Agenda

In this article, we introduce three-dimensional Serious Games (3DSGs) under an evidence-centered design (ECD) framework and use an organizational neuroscience-based eye-tracking measure to capture implicit behavioral signals associated with leadership skills. While ECD is a well-established framework used in the design and development of assessments, it has rarely been utilized in organizational research. The study proposes a novel 3DSG combined with organizational neuroscience methods as a promising tool to assess and recognize leadership-related behavioral patterns that manifest during complex and realistic social situations. We offer a research protocol for assessing task- and relationship-oriented leadership skills that uses ECD, eye-tracking measures, and machine learning. Seamlessly embedding biological measures into 3DSGs enables objective assessment methods that are based on machine learning techniques to achieve high ecological validity. We conclude by describing a future research agenda for the combined use of 3DSGs and organizational neuroscience methods for leadership and human resources.

scholarly journals PSIV-34 Program Chair Poster Pick: Validating adapted scales to measure individual and situational interest in animal science undergraduates

2020 ◽  
Vol 98 (Supplement_4) ◽  
pp. 469-470
Author(s):  
MaryGrace Erickson ◽  
Danielle Marks ◽  
Elizabeth Karcher ◽  
Michel Wattiaux
Keyword(s):  
Teaching And Learning ◽  
Bifactor Model ◽  
Situational Interest ◽  
Future Research ◽  
Validity And Reliability ◽  
Animal Science ◽  
Confirmatory Factor Analyses ◽  
Introductory Course ◽  
Item Functioning ◽  
Animal Sciences

Abstract Efforts to improve the quality of teaching and learning in animal science are forestalled by the lack of psychometric scales validated in our disciplinary context. Researchers have used instruments validated outside of animal science reliably, but this approach has questionable validity. The objective of our research was to adapt and validate scales to measure the motivational variables individual interest (II) and situational interest (SI) in introductory animal sciences students. A total of 254 introductory course students in two consecutive semesters rated their interest in animal sciences on unidimensional II (8-item) and 3-factor SI (11-item) scales previously validated for psychology undergraduates. After adapting instruments with wording specific to animal sciences, we conducted a series of confirmatory factor analyses. First, we discovered and removed two problematic items from the unidimensional II scale, offered theory-based explanations for differential item functioning in animal sciences students, and validated a revised II scale (λ = 0.74 - 0.94, CFI = 0.995, RMSEA = 0.027). Next, we confirmed the validity and reliability of the SI scale and its three subscales (λ = 0.83 - 0.96, CFI = 0.979, RMSEA = 0.048). Finally, to explore the dimensionality of SI in our population, we fitted a bifactor model and computed ancillary indices. Results supported the reliability and empirical validity of the bifactor model as an alternative conceptualization of SI (CFI = 0.986, RMSEA = 0.044). and indicated that the SI scale is mostly unidimensional (ω H = 0.923). This suggests that total SI scores can be used as a composite measure but that subscale scores are substantially contaminated by the general SI factor and should not be interpreted as unique. We present the finalized scales, recommendations for their use in animal sciences classrooms, and suggestions for future research.

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