Formative Measurement Scale Development: An Example Using
          Generalized Structured Component Analysis

Unlike reflective measurement scales, the steps for development of formative measurement scales tend to behighly subjective and involve mostly the judgment of the researcher. Formative scales have been criticized for this reason.This paper extends Christophersen and Konradt’s (2008) method of joint development of a formative and reflective scale toassess mutual validity of each scale. We utilize a second order method to reduce measurement error in the formative scaleas suggested by Edwards (2011), and test the efficacy of Generalized Structured Component Analysis (GeSCA) for thispurpose. For illustrative purposes, we utilize a sample of formative and reflective job satisfaction survey data both to testour joint formative/reflective scale development technique and to assess which formative aspects of job satisfaction alignwith commonly used reflective job satisfaction scales.

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Formative Measurement Scale Development: An Example Using GeSCA and Job Satisfaction

Academy of Management Proceedings ◽

10.5465/ambpp.2015.18852abstract ◽

2015 ◽

Vol 2015 (1) ◽

pp. 18852

Author(s):

Joshua Shackman ◽

Dawn Hall

Keyword(s):

Job Satisfaction ◽

Scale Development ◽

Measurement Scale ◽

Formative Measurement

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Intrinsic leadership: Scale development and testing its validity

Management Science Letters ◽

10.5267/j.msl.2020.11.032 ◽

2021 ◽

pp. 1071-1082 ◽

Cited By ~ 1

Author(s):

Hening Riyadiningsih ◽

Siti Nurhayati ◽

Haryadi Haryadi ◽

M. Elfan Kaukab

Keyword(s):

Scale Development ◽

Organizational Performance ◽

Content Validity ◽

Quantitative Research ◽

Measurement Model ◽

Measurement Scale ◽

Measurement Scales ◽

Validity Testing ◽

Holistic Leadership ◽

Basic Philosophy

Intrinsic leadership is a new concept of leadership and is built based on philosophically and psychologically of the intrinsic meaning. The basic philosophy of its development is a holistic leadership philosophy that integrates cognitive, affective, conative, and spiritual as the core of leadership. The purpose of developing intrinsic leadership is to create a vision and value congruence, empower cooperation between all stakeholders and especially build an organization like a family so that it creates attachment, trust, a motivation that has an impact on organizational performance. Intrinsic leadership is conceptually different from the previous concept of leadership that only rests on one or several elements that the leader has as a human. Development of measurement scales and validity testing provides a foundation that facilitates quantitative research in intrinsic leadership. There are three studies carried out, the first is scale development and testing the content validity of intrinsic leadership measurements. Testing the content validity is accomplished by analyzing and calculating the content validity index (CVI) and Kappa coefficient data are obtained from a panel expert consisting of eight experts. The second study is related to testing construct validity of intrinsic leadership using EFA from 186 data collected from owner-managers of SMEs. The results show that there are twenty-six indicators extracted into eight factors that are intrinsic leadership measurement scale. The third study aims to test empirically or confirm measurement model of intrinsic-leadership using CFA.

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Latent Class Analysis for Marketing Scale Development

International Journal of Market Research ◽

10.2501/ijmr-53-2-209-230 ◽

2011 ◽

Vol 53 (2) ◽

pp. 209-230 ◽

Cited By ~ 6

Author(s):

Francesca Bassi

Keyword(s):

Scale Development ◽

Latent Class Analysis ◽

Latent Class ◽

Marketing Research ◽

Latent Class Models ◽

Measurement Scale ◽

Class Analysis ◽

Validity And Reliability ◽

Measurement Scales ◽

Scale Validity

Measurement scales are a crucial instrument in marketing research for measuring unobservable variables such as attitudes, opinions and beliefs. In using, evaluating or developing multi-item scales, a number of guidelines and procedures are recommended, to ensure that the measure applied is psychometrically robust. These procedures have been outlined in the psychometric literature since the late 1970s and are composed of steps that refer to construct and domain definition, scale validity, reliability, dimensionality and generalisability. Various statistical instruments are used in the scale-developing process, almost always referring to metric variables (interval or ratio scales). Instead, items forming scales are rarely measured metrically; items are frequently ordinal and, in some rare cases, nominal. In this paper, it is shown how the implementation of latent class analysis may improve the process of measurement scale development, since it explicitly considers that items generate ordinal or even nominal variables. Specifically, applying appropriate latent class models allows us to assess scale validity and reliability more soundly than traditionally used methods.

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Cocreation Experience in Peer-to-Peer Accommodations: Conceptualization and Scale Development

Journal of Travel Research ◽

10.1177/0047287520938873 ◽

2020 ◽

pp. 004728752093887

Author(s):

Pei Zhang ◽

Fang Meng ◽

Kevin Kam Fung So

Keyword(s):

Scale Development ◽

Peer To Peer ◽

Measurement Scale ◽

Measurement Scales ◽

Shared Experiences ◽

Sequential Mixed Methods ◽

Control Learning ◽

Value Cocreation ◽

Tourism And Hospitality ◽

Insight Into

Most value cocreation measurement scales have focused on physical cocreation behavior rather than the cocreation experience. This study aims to conceptualize the construct of cocreation experience and develop a corresponding measurement scale in peer-to-peer accommodations using a sequential mixed-methods approach. The multistage scale development procedure generated a measurement containing six reflective dimensions: authenticity, autonomy, control, learning, personalization, and connection. This study contributes to the literature by conceptualizing and operationalizing the construct of the cocreation experience in peer-to-peer accommodations. Findings provide insight into customers’ shared experiences and enable tourism and hospitality practitioners to improve the customer experience.

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Management Measurement Scale As A Reference To Determine Interval In A Variable

Aptisi Transactions on Management (ATM) ◽

10.33050/atm.v2i1.775 ◽

2018 ◽

Vol 2 (1) ◽

pp. 45-54

Author(s):

Qurotul Aini ◽

Siti Ria Zuliana ◽

Nuke Puji Lestari Santoso

Keyword(s):

Information Technology ◽

Quantitative Data ◽

Rating Scale ◽

Semantic Differential ◽

Short Length ◽

Measurement Scale ◽

Measuring Instrument ◽

Guttman Scale ◽

Measurement Scales ◽

Thurstone Scale

The scale is usually used to check and determine the value of a qualitative factor in quantitative measures. The measurement scale is a management in agreement that is used as a reference to determine the short length of the interval that is in the measuring instrument, so that the measuring instrument when used in measurements will produce quantitative data. The results of the scale management calculation must be interpreted carefully because in addition to producing a rough picture, the respondent's answers are not just straightforward to be trusted. Types of measurement scales: Likert scale, Guttman scale, semantic differential scale, rating scale, Thurstone scale, Borgadus scale, and various other measurement management scales. One of the most difficult jobs for information technology researchers faced with the necessity of measuring variables is: finding directions in the midst of many existing sizes. If there is a good size for a particular variable, it seems that there are not many reasons to compile a new size yourself. Keywords: Scale, Measurement, Variables.

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PROFESINĖS VEIKLOS VIDINĖS MOTYVACIJOS IR PASITENKINIMO DARBU CHARAKTERISTIKŲ TYRIMAS

Medicinos teorija ir praktika ◽

10.15591/mtp.2014.052 ◽

2014 ◽

Vol 20 (4) ◽

pp. 292-298

Author(s):

Violeta Ožeraitienė ◽

Virginija Gaigalaitė ◽

Julija Arnatkevič

Keyword(s):

Job Satisfaction ◽

Satisfaction Survey ◽

Job Satisfaction Survey

Reikšminiai žodžiai: vidinė motyvacija, pasitenkinimas darbu, slaugytojai, profesinė veikla. Darbo tikslas: ištirti, kaip vidiniai motyvaciniai veiksniai susiję su slaugytojų pasitenkinimą darbu lemiančiais veiksniais. Tyrimo medžiaga ir metodai. Tyrimo imtį sudarė 186 slaugytojos, dirbančios ligoninės chirurginiuose (94 respondentės) ir terapiniuose skyriuose (92 respondentės). Slaugytojų amžius svyravo nuo 23 iki 61 metų (vidurkis 42,4 ± 8,9 metų). Aukštąjį universitetinį išsilavinimą turėjo 40, neuniversitetinį aukštąjį – 60 slaugytojų, likusios – įgijusios aukštesnįjį išsilavinimą. Tyrimui naudota anketinė anoniminė apklausa, surinkti demografiniai, socialiniai slaugytojų duomenys. Pasitenkinimas darbu tirtas naudojant P. E. Spector pasitenkinimo darbu klausimyną („The Job Satisfaction Survey“, 1997), o profesinės veiklos vidiniai motyvai tirti naudojant Profesinės veiklos motyvacijos klausimyną. Rezultatai. Bendras pasitenkinimo darbu rodiklis parodė, kad slaugos darbuotojų pasitenkinimas darbu yra vidutinis (gauta balų suma 123,69, o skalės vidurkis – 126 balai). Slaugytojos yra labiau patenkintos geru vadovavimu, bendradarbiais, darbo pobūdžiu ir komunikacija, mažiau – atlyginimu, karjeros galimybėmis, papildomomis lengvatomis, galimais apdovanojimais ir darbo sąlygomis. Svarbiausias profesinės veiklos vidinis motyvas – asmenybės įsitvirtinimas darbe. Išvados. Slaugytojų bendras pasitenkinimas darbu yra vidutinis. Esant didesniam slaugytojų amžiui, darbo stažui ir krūviui, pasitenkinimas darbu siejamas su geresniu atlyginimu, papildomomis lengvatomis, o jaunesnio amžiaus slaugytojų – su karjeros galimybėmis, santykiais su bendradarbiais. Svarbiausias profesinės veiklos vidinis motyvas yra įsitvirtinti kolektyve, kuris ypač stiprus aukštesnįjį ir aukštąjį neuniversitetinį išsilavinimą turinčioms bei dirbančioms chirurgijos skyriuose slaugytojoms. Profesinio meistriškumo motyvai svarbesni aukštąjį universitetinį išsilavinimą turinčioms slaugytojoms. Kuo stipresnis asmenybės įsitvirtinimas darbo kolektyve, tuo didesnis pasitenkinimas darbu ir jo pobūdžiu. Silpnesnė asmeninio įnašo ir profesinio meistriškumo vidinė motyvacija didino pasitenkinimą bendradarbiais, lengvatomis ir apdovanojimais.

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Organizational Intervention Plan For Automation Of SMEs: Case Study Gisitca

GBAMS- Vidushi ◽

10.26829/vidushi.v8i01.9716 ◽

2016 ◽

Vol 8 (01) ◽

Author(s):

José G. Vargas- Hernández ◽

Ángel Daniel Rodríguez Ortega

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Situational Leadership ◽

High Rate ◽

Satisfaction Survey ◽

Organizational Intervention ◽

Job Satisfaction Survey ◽

Intervention Plan

This study has aim to identify the main causes of a bad work environment with a high rate of turnover. The objective is to propose an intervention plan to increase the participation, commitment and employees proactivity. This job is performed with a case study with the quantitative paradigm, transversal and exploratory; the selected sample is from a PYME dedicated to automation power services. For it is based on the model of situational leadership Hersey and Blanchard, in addition to job satisfaction survey NTP213.

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Development of a Personal Values Scale For Tourism Using a Mixed Method

Tourism Culture & Communication ◽

10.3727/194341420x15915043095820 ◽

2020 ◽

Vol 20 (4) ◽

pp. 207-218

Author(s):

Won Seok Lee ◽

Joon Moon

Keyword(s):

Mixed Method ◽

Time Management ◽

Cultural Value ◽

Measurement Scale ◽

Measurement Scales ◽

Body Of Knowledge ◽

Rest Time ◽

Methodological Problems ◽

Self Examination ◽

Value Measurement

This study aims to develop cross-cultural value measurement scales that can overcome established methodological problems and test the dimensional frameworks of the scale with non-Asian respondents. It applies a mixed-method approach to observe intrinsic, nationally distinct values, and develop a generalized values measurement scale. This study found new value dimensions that were not present in the previous value studies (i.e., life balance, emotional growth, family union, and friendship) and provided segmented subdimensions (i.e., balancing between work and rest, time management, rewards of investment, and self-examination). This complements and enhances the current body of knowledge on value measurement.

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