scholarly journals Development and Validation of the Holistic Cognition Scale

2021 ◽  
Vol 12 ◽  
Author(s):  
Andrei Alexander Lux ◽  
Steven Lee Grover ◽  
Stephen Tai Theng Teo
Keyword(s):  
Convergent Validity ◽  
Discriminant Validity ◽  
Traditional Values ◽  
Individual Level ◽  
New Instrument ◽  
Average Variance ◽  
The Individual ◽  
Development And Validation ◽  
Cognition Scale ◽  
Holistic Cognition

This paper introduces a new scale to measure cognitive cultural differences, drawing on the theory of analytic versus holistic thought. Examining culture from a cognitive perspective is a challenge to traditional values-based approaches. Existing measures based on this framework are methodologically problematic and warrant renewal. This paper presents development and validation studies for a new instrument that measures analytic versus holistic cognitive tendencies at the individual level. The scale assesses four previously established dimensions: attention, causality, contradiction, and change. The present work follows well-established scale development protocols and the results show that the 16-item Holistic Cognition Scale (HCS) is a valid and reliable measure of analytic versus holistic thought. Three new studies with four unique samples (N = 41; 272; 454; and 454) provide evidence to support the content validity, reliability, and factor structure of the new instrument, as well as its convergent, discriminant, and concurrent validity against comparable constructs. Convergent validity is established against measures of compromise, intuition, complexity, and collectivism; predictive validity is established against Hofstede’s (1980) five cultural value dimensions; and discriminant validity is established using the average variance extracted from a confirmatory factor analysis. The new HCS is an improvement over previous attempts with a balanced number of forward- and reverse-scored items, superior reliability, less redundancy, and stronger factor loadings.

Development and Validation Process of an Innovative Instrument to Assess Perception of Research University Image

2015 ◽  
Vol 3 (3) ◽  
pp. 47-53
Author(s):  
Noordini Abdullah ◽  
Nooraini Mohamad Sheriff
Keyword(s):  
Convergent Validity ◽  
Quantitative Assessment ◽  
Research University ◽  
Discriminant Validity ◽  
Brand Image ◽  
Qualitative Inquiry ◽  
Validation Process ◽  
Postgraduate Students ◽  
New Instrument ◽  
Development And Validation

Objective - This paper reports the development of an innovative scale to measure the perceived brand image of Research University among postgraduate students. Methodology/Technique - Based on an exploratory qualitative inquiry and quantitative assessment, a seven factor scale of Research university brand image was developed. A multistep approach was used to develop and validate a multidimensional brand image scale Findings - The multistep approach demonstrated that the new brand image scale is reliable and valid. Basing on the results from two national samples it can be concluded that perceived brand image actually represent five components of brand image associated with satisfaction in terms of construct, convergent, discriminate validity. Novelty - This research offers essential theoretical and reasonable implications for researchers and academicians. Type of Paper - Empirical Keywords: Brand Image; Research University; new instrument; convergent validity; discriminant validity

Measurement of Hedonic and Eudaimonic Orientations to Happiness: The Spanish Orientations to Happiness Scale

2019 ◽  
Vol 22 ◽  
Author(s):  
Laura Lorente ◽  
Núria Tordera ◽  
José María Peiró
Keyword(s):  
Convergent Validity ◽  
Discriminant Validity ◽  
Well Being ◽  
Orientations To Happiness ◽  
Convergent And Discriminant Validity ◽  
Average Variance ◽  
Two Measures ◽  
Scientific Value ◽  
Development And Validation ◽  
Item Scale

AbstractUnderstanding happiness and well-being has been one of the central issues for psychologists in recent decades. Happiness orientations have been identified as important pathways toward different types of well-being, and so the development and validation of scales for their measurement is an important step in their study. The present research aims to adapt and validate the Spanish Orientations to Happiness Scale (SOTH), a 6-item scale based on the Orientations to Happiness Questionnaire. This brief scale, which measures hedonic and eudemonic orientations, was administered to 1,647 Spanish workers. Scale structure was subjected to exploratory (EFA) and confirmatory (CFA) factor analysis to obtain evidence of factorial validity. Evidence for convergent validity was assessed by correlating the scale with two measures of hedonic and eudaimonic well-being, and discriminant validity was assessed with the average variance extracted (AVE). Results of EFA showed a two-factor solution, and CFA partially supported this structure, χ2(8,N= 793) = 36.61, p < .001; RMSEA = .06; SRMR = .05; CFI = .97; ACFI = .96. Results also demonstrated appropriate convergent and discriminant validity. The SOTH Scale has been shown to be reliable (CR indices > .72) and valid (AVE = .50), and so it is a valuable tool for assessing orientations to happiness in the Spanish context. Finally, the scientific value and practical utility of the scale are discussed.

Development of the Fear of Intimacy Components Questionnaire (FICQ)

2015 ◽  
Vol 31 (4) ◽  
pp. 302-309 ◽  
Author(s):  
Maria Pedro Sobral ◽  
Maria Emília Costa
Keyword(s):  
Convergent Validity ◽  
Discriminant Validity ◽  
Two Dimensions ◽  
Dimensional Structure ◽  
Future Research ◽  
Fear Of Intimacy ◽  
Confirmatory Factor Analyses ◽  
New Instrument ◽  
Confirmatory Factor ◽  
Test Retest Reliability

Abstract. We developed a new instrument designed to measure fear of intimacy in romantic relationships. We suggest assessing fear of intimacy through two dimensions: self-revelation and dependence. The Fear of Intimacy Components Questionnaire (FICQ) was validated across three studies in which a 10-item solution systematically emerged. Consistently with a two component perspective, a two-factor solution fitted data the best: fear of losing the self (FLS) and fear of losing the other (FLO). Qualitative analyses verified content validity. Exploratory and confirmatory factor analyses tested the factor structure. Multigroup analyses supported the structural invariance across gender, age, and relationship status. Both factors showed adequate discriminant validity and internal consistency, and good 3-week period test-retest reliability. Associations between the FICQ and insecure attachment orientations demonstrated convergent validity. The association between the FICQ and relationship satisfaction above and beyond a preexisting measure offered criterion validity. By going beyond traditional self-revelation-focused conception of fear of intimacy, that is, by proposing a bi-dimensional structure to fear of intimacy, we believe that this new measure will contribute to future research on fear of intimacy.

Organizational Arrogance and a Theory-Based Instrument

2021 ◽  
pp. 210-232
Author(s):  
C. Victor Herbin III
Keyword(s):  
Organizational Culture ◽  
Work Teams ◽  
The Body ◽  
Organizational Level ◽  
Cronbach Alpha ◽  
Individual Level ◽  
Body Of Knowledge ◽  
The Individual ◽  
Development And Validation

Prior studies provided insight on arrogance at the individual level and how arrogant individuals express superiority through (1) overconfidence in capabilities, (2) dismissiveness, (3) and disparagement, and how these behaviors may negatively impact those employees in and around their work teams, yet did not indicate how these behaviors impact organizational culture. Organizational arrogance represents an emerging concept that describes arrogance at the organizational level. Organizational arrogance provides the body of knowledge with a comprehensive and inclusive definition that led to the development and validation of the Organizational Arrogance Scale with a Cronbach Alpha of .922 that accurately measures the presence of organizational arrogance.

scholarly journals The development and validation of an acculturation scale: An empirical study based on experimental data

2016 ◽  
Vol 47 (1) ◽  
pp. 1-8
Author(s):  
J. Q. Zhu ◽  
H. Li
Keyword(s):  
Experimental Data ◽  
Empirical Study ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Resistance To Change ◽  
Measurement Properties ◽  
Good Measurement ◽  
Acculturation Model ◽  
Acculturation Strategy ◽  
Development And Validation

Based on a review of existing acculturation models, an adjusted acculturation model was proposed in this study and a scale for measuring an acquirer’s acculturation strategy was developed. We designed an experiment to collect data to validate this scale. Using CR values, CITC and EFA, we examined the scale items, and using Cronbach’s alpha and the AVE method, we tested the scale’s reliability, convergent validity, and discriminant validity. Finally, taking resistance to change as a criterion, we tested the scale’s criterion-related validity. The results show that the scale has good measurement properties.

Development and Validation of a Perioperative Satisfaction Questionnaire

2005 ◽  
Vol 102 (6) ◽  
pp. 1116-1123 ◽  
Author(s):  
Pascal Auquier ◽  
Nicolas Pernoud ◽  
Nicolas Bruder ◽  
Marie-Claude Simeoni ◽  
Jean-Pierre Auffray ◽  
...  
Keyword(s):  
General Anesthesia ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Perioperative Period ◽  
Psychometric Validation ◽  
Patient Groups ◽  
American Society ◽  
American Society Of Anesthesiologists ◽  
Development And Validation ◽  
Anesthesia Time

Background Satisfaction is considered a valuable measure of outcome of healthcare processes. Only a few anesthesia-related validated questionnaires are reported. Because their scope is restricted to specific clinical contexts, their use remains limited. The objective of the current study was to develop and validate a self-reported questionnaire, Evaluation du Vecu de l'Anesthesie Generale (EVAN-G), assessing the satisfaction of the perioperative period surrounding general anesthesia. Methods Development of the EVAN-G questionnaire comprised a phase of item generation and a phase of psychometric validation. The patient sample was generated to be proportionally matched to the population of patients undergoing general anesthesia in France. The structure of the questionnaire was identified studying interitem, item-dimension, and interdimension correlations and factor analyses. Data were concurrently gathered to assess external validity. The discriminant validity was determined by comparison of scores across well known patient groups. Reliability was assessed by computation of Cronbach alpha coefficients and by test-retest. Results Eight hundred seventy-four patients were recruited in eight anesthesia departments. The EVAN-G includes 26 items; six specific scores and one global index score are available. Correlations between EVAN-G scores and other concurrent measures supported convergent validity. The EVAN-G correlated poorly with age, American Society of Anesthesiologists physical status, total anesthesia time, and number of previous anesthesias. Significantly higher satisfaction was reported by patients older than 65 yr, belonging to the laryngeal mask group. Reliability and reproducibility were shown. Conclusion The EVAN-G adds important information oriented toward patients' perceptions. The authors' approach provides a novel, valid, and reliable tool that may be used in anesthesia practice.

Reliability and Construct Validity of the Portuguese Version of the Psychological Capital Questionnaire

2017 ◽  
Vol 120 (3) ◽  
pp. 520-536 ◽  
Author(s):  
Ana Cristina Antunes ◽  
António Caetano ◽  
Miguel Pina e Cunha
Keyword(s):  
Convergent Validity ◽  
Discriminant Validity ◽  
Psychological Capital ◽  
Hierarchical Regression ◽  
Personality Factors ◽  
Big Five Personality ◽  
Confirmatory Factor Analyses ◽  
Portuguese Version ◽  
Work Settings ◽  
Average Variance

The Psychological Capital Questionnaire (PCQ) is the most commonly used measure for assessing psychological capital in work settings. Although several studies confirmed its factorial validity, most validation studies only examined the four-factor structure preconized by Luthans, Youssef, and Avolio, not attending to empirical evidence on alternative factorial structures. The present study aimed to test the psychometric properties of the Portuguese version of the PCQ, by using two independent samples (NS1 = 542; NS2 = 115) of Portuguese employees. We conducted a series of confirmatory factor analyses and found that, unlike previous findings, a five-factor solution of the PCQ best fitted the data. The evidence obtained also supported the existence of a second-order factor, psychological capital. The coefficients of internal consistency, as measured by Cronbach’s alpha, were adequate and test–retest reliability suggested that the PCQ presented a lower stability than personality factors. Convergent validity, assessed with average variance extracted, revealed problems in the optimism subscale. The discriminant validity of the PCQ was confirmed by its correlations with Positive and Negative Affect and Big Five personality factors. Hierarchical regression analyses showed that this measure has incremental validity over personality and affect when predicting job performance.

scholarly journals Antecedents of Knowledge Management Practices: Case of Malaysian Practitioners

2018 ◽  
Vol 7 (1) ◽  
pp. 125-133
Author(s):  
Mohamed Jalaldeen Mohamed Razi ◽  
Mohd Izzuddin Mohd Tamrin ◽  
Abdul Rahman Ahmad Dahlan ◽  
Noor Azian Mohamad Ali
Keyword(s):  
Knowledge Management ◽  
Trust Management ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Management Practices ◽  
Structural Model ◽  
Reasoned Action ◽  
Management Support ◽  
Online Questionnaire ◽  
Average Variance

In this paper, we investigated the knowledge management (KM) behavior of executives in Malaysia who work in different sectors and involved in Information Technology (IT) related fields. We proposed a conceptual framework based on the Theory of Reasoned Action (TRA), the Theory of Planned Behavior (TPB) and Unified Theory of Acceptance and Use of Technology (UTAUT) to study their intention and involvement in KM initiatives. The knowledge creation theory (SECI process) was employed to operationalize KM intention and KM behavior. We proposed six independent variables that represent the social-cultural nature of KM as the antecedence of KM intention. These variables are trust, management support, decentralization, IT support, performance expectancy (PE), and effort expectancy (EE). Seventy-four executives from both private and government-linked organizations responded to our online questionnaire. SmartPLS3 was used to run the analysis. The reliability was ensured with the factor loadings, Cronbach’s alpha, Composite Reliability (CR) that met the fit requirement of above 0.6, 0.7 and 0.7 respectively. The convergent validity was confirmed through average variance extracted (AVE) that met the fit requirement of above 0.5. The discriminant validity was assessed by using Fornell and Larcker’s criterion. Finally, the structural model confirmed that only PE of KM, and EE of KM are the significant predictors of KM intention and the KM intention significantly predicts KM behavior. The implications of the findings are discussed in detail at the end of the paper.

scholarly journals Social axioms: A new culture measure for South African business research

2011 ◽  
Vol 42 (4) ◽  
pp. 1-22 ◽  
Author(s):  
S. M. Burgess
Keyword(s):  
Life Satisfaction ◽  
South African ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Hierarchical Regression ◽  
Business Research ◽  
Individual Level ◽  
Social Axioms ◽  
Optimum Stimulation Level ◽  
Stimulation Level

This study is intended to introduce social axiom theory to South African business researchers and, in this process, to provide new empirical evidence pertinent to the South African context. We examine social axioms in the largest and most representative national metropolitan population ever studied, providing scores for social axiom dimensions at the individual-level and nation-level, as well as assessments of relations with sociodemographics, values, personality and life satisfaction. The results support the convergent validity, discriminant validity and composite reliability of the 25-item brief version of the Social Axioms Scale. We extend prior research on social axioms and personality by examining relations with optimum stimulation level (OSL), an important personality construct studied in marketing and human resource management. A hierarchical regression model illustrates the power of social axioms in predicting life satisfaction, over and above the effects of sociodemographics, values and optimum stimulation level. Several points of departure for fruitful business research are identified.

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.

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