Construct validation in leadership research: Explication and illustration

The field of leadership typically employs constructs—variables that cannot be directly measured—in its research. Yet, our measures are rarely subjected to systematic assessment of their construct validity. This paper presents arguments about the importance of the construct validation process and illustrates why such concerns are well founded by examining the most commonly used measure of subordinate-perceived leader–member exchange, the LMX-7 scale. Using bakery workers (N = 379) and employed MBA students (N = 350), discriminant validity was investigated by exploratory factor analysis in the first sample, confirmatory factor analysis in the second sample, and correlation and multiple regression analysis in a subset of the second sample (N = 220). The results suggested poor subordinate LMX-7 discriminant validity and that subordinate LMX-7 scores were substantially predicted by measures of supportive leadership and supervisor satisfaction (R² = .71). Implications for future LMX theory and research are discussed as well as the types of construct validity evidence that we need to gather on our research instruments before and while they are employed in substantive studies of leadership phenomena.     

The occupational stress indicator locus of control scale: Should this be regarded as a state rather than trait measure?

Robertson et al (1990) concluded that the Occupational Stress Indicator's (OSI) locus of control scale did not have an acceptable level of validity. The present study compared two groups of health service employees, categorized on the basis of their obtained OSI locus of control scale scores as having 'high' versus 'low' control, on a number of other OSI scales. Subjects who regard themselves as having 'high' control reported significantly less work pressure, employed certain coping strategies more frequently, reported lower ill health scores and were more job satisfied. The findings are theoretically consistent with the argument that the OSI locus of control scale is a subjective measure of an individual's appraisal of their control at work (i.e. a state measure) rather than a trait construct as measured by Rotter's scale (as used in the OSI validity study by Robertson et al).     

The validity of the occupational stress indicator

This paper investigates the validity of four subscales of the Occupational Stress Inventory (OSI). Data derived from a sample of British managers are used to generate a multitrait-multimethod matrix. The results obtained suggest that three of the four OSI sales (job satisfaction, mental health, type A behaviour) show acceptable validity. The fourth scale (locus of control) needs further development. Further analysis, using multiple regression procedures, was conducted to explore the validity of the theoretical ideas underlying the OSI. The results reveal that both sources of pressure at work and type A behaviour are linked to mental health and job satisfaction.     

制造型企业市场导向执行模式及前因变量和绩效

考察了市场导向执行的具体模式,以及市场导向模式选择的影响因素和绩效。对227家制造型企业的问卷调查结果显示:MKTOR量表在中国制造业环境下具有良好的信度和效度;我国制造型企业市场导向的具体模式可以分为6种;不同模式市场导向下的产品创新绩效和企业财务绩效存在明显差异;市场导向的模式选择与内部组织因素和外部环境因素有关。     

中国股市ST板块弱有效性检验

本文介绍了市场弱有效性检验方法,并对中国沪深股市的ST板块和股指做了实证检验。我们得到沪深指数和沪深ST板块的组合符合市场弱有效性,而有些个别ST股票未能通过检验。     

A reduced form of the Workplace Bullying Scale – the EAPA-T-R: A useful instrument for daily diary and experience sampling studies

The need for more longitudinal studies (i.e. daily diary and experience sampling studies) focused on counterproductive work behaviours such as bullying requires shorter scales that at the same time do not compromise their content validity. Our main objective is to develop and validate a reduced version of the Workplace Bullying Scale (Escala de Abuso Psicológico Aplicado en el Lugar de Trabajo): the EAPA-T-R. Two studies (Study 1: 1506 and Study 2: 932 employees, respectively) were conducted to evaluate its psychometric properties and to ensure the external validity of the EAPA-T-R. Correlation and regression analyses were performed to reduce the current 12-item scale to a more parsimonious 4-item scale. Moreover, the psychometric properties of potential models were compared. Subsequently, the new scale was assessed using confirmatory factor analysis. Likewise, statistically significant relationships were found between the EAPA-T-R and other dimensions evaluated, such as job characteristics, transformational leadership, engagement, job satisfaction, and subjective performance. Moreover, bullying mediated the relationship between transformational leadership and burnout. To sum up, the EAPA-T-R showed good reliability and validity across studies, supporting its use in future research. The benefits of this short scale for daily diary and experience sampling studies and when using large surveys are discussed.     

顾客满意度测量探讨：量表设计、信度和效度

针对消费者行为研究中,对顾客满意/不满意构念存在单维/双维的讨论,顾客满意度测量常常会得到左偏甚至严重左偏的结果,通过设计量表、收集数据、信度和效度检验以及结构方程模型分析等进行了充分讨论。研究发现:①把顾客满意和不满意当作同一维度的2个极端符合实际情况;②通过适当的量表设计可在一定程度上避免测量结果左偏,以及顾客满意和不满意测量之间存在非对称性。此外,对可靠并有效测量顾客满意度的方法提出改进建议;讨论了研究的实际意义和局限性。     

A re-analysis of the occupational stress indicator

Abstract

This paper investigates the reliability of the Occupational Stress Indicator (OSI). Data from a sample of university staff, drawn from all areas of an urban university, are used to reassess the apparently low reliabilities of many of the OSI subscales reported by Cooper et al. (1988). In addition, factor analysis results are reported for the first time for the sources of pressure data. The reliability data reported here, while higher reliabilities than originally obtained, remain unacceptably low. A lack of stability in the device as it is currently formulated seems apparent. The paper also presents for the first time a detailed analysis of the sources of pressure scale, indicating a solution different from that proposed by Cooper et al. (1988). Certain areas of the OSI clearly need refinement; the inclusion of locus of control and type A behaviour as personality variables in particular is called into question. Observations regarding the particular strengths and weaknesses of this device, and suggestions for future refinements, are offered.     

Decision-Making with Heterogeneous Sources of Information

In any model the values of estimates for various parameters are obtained from different sources each with its own level of uncertainty. When the probability distributions of the estimates are obtained as opposed to point values only, the measurement uncertainties in the parameter estimates may be addressed. However, the sources used for obtaining the data and the models used to select appropriate distributions are of differing degrees of uncertainty. A hierarchy of different sources of uncertainty based upon one's ability to validate data and models empirically is presented. When model parameters are aggregated with different levels of the hierarchy represented, this implies distortion or degradation in the utility and validity of the models used. Means to identify and deal with such heterogeneous data sources are explored, and a number of approaches to addressing this problem is presented. One approach, using Range/Confidence Estimates coupled with an Information Value Analysis Process, is presented as an example.     

Is there an optimum number of night shifts? Relationship between sleep,health and well-being

Abstract

By concentrating on the impact of a specific shift-system feature on the well-being of those concerned, rather than on the impact of the shift system as a whole, one might be able to offer more meaningful suggestions as to what constitutes a better form of shift system. The present study focused on the impact of the number of consecutive night shifts worked on the health and well-being of two groups of nurses (permanent night and rotating shift). All nurses completed a copy of the Standard Shiftwork Index, which is a set of questionnaires designed for comparing the effects of different types of shift system on large groups of workers. It includes measurements of psychological ill-health, physical ill-health, chronic fatigue, social and domestic disruption, attitudes towards shiftwork, sleep quality and sleep habits. Results showed clearly the impact of the number of consecutive nights worked on health and well-being, not directly, but indirectly through the impact on sleep duration and sleep quality. Sleep duration was shown to increase with more consecutive nights worked. This in turn was found to predict sleep quality, which in turn was found to be the stronger direct predictor of psychological and physical ill-health: i.e. better health was associated with longer and better quality sleeps. Explanations in terms of circadian adaptation are discussed.     

A revised learning transfer system inventory: factorial replication and validation

The learning transfer system inventory (LTSI) is an empirically derived self-report 16-factor inventory designed to assess individual perceptions of catalysts and barriers to the transfer of learning from work-related training. Although a good deal of research has been done addressing various dimensions of the LTSI's construct validity, minor discrepancies in factor solutions in several studies together with problematic fit of some items suggest that further construct validity research is needed. Using data collected in 17 countries and utilizing 14 different language versions of the LTSI, the research objectives for this research were to (1) determine the number and nature of common factors involved to account for the pattern of correlations among the measured variables in LTSI version 3 using exploratory factor analysis (EFA) and (2) test via confirmatory factor analysis the validity of the factorial structure of the LTSI that emerged from the EFA and scale refinement efforts. Results provided strong support for the five- and 11-factor structure of the program-specific and training-general domains of a 48-item LTSI.     

A re-analysis of the occupational stress indicator

This paper investigates the reliability of the Occupational Stress Indicator (OSI). Data from a sample of university staff, drawn from all areas of an urban university, are used to reassess the apparently low reliabilities of many of the OSI subscales reported by Cooper et al. (1988). In addition, factor analysis results are reported for the first time for the sources of pressure data. The reliability data reported here, while higher reliabilities than originally obtained, remain unacceptably low. A lack of stability in the device as it is currently formulated seems apparent. The paper also presents for the first time a detailed analysis of the sources of pressure scale, indicating a solution different from that proposed by Cooper et al. (1988). Certain areas of the OSI clearly need refinement; the inclusion of locus of control and type A behaviour as personality variables in particular is called into question. Observations regarding the particular strengths and weaknesses of this device, and suggestions for future refinements, are offered.     

The construct validity of an alternative measure of burnout: Investigating the English translation of the Oldenburg Burnout Inventory

While the most commonly employed burnout measure has been the Maslach Burnout Inventory (MBI), researchers have been troubled by some of the psychometric limitations of that scale (e.g. wording of the scale items) as well as the limited conceptualization of burnout upon which it is based. As a result, Demerouti et al. have developed an alternative measure of burnout, the Oldenburg Burnout Inventory (OLBI). The purpose of this paper is to develop evidence for the validity and reliability of an English-language translation of the OLBI. As such, this study is among the first validation studies of the OLBI, and the first to assess the characteristics of the OLBI an English-speaking sample. Using data from 2599 employees across two samples from the United States (a generalized sample of working adults and a sample of fire department employees), our preliminary multi-trait, multi-method (MTMM) and confirmatory factor analyses suggested that the OLBI may be a viable alternative to the Maslach Burnout Inventory-General Survey (MBI-GS). It demonstrates acceptable reliability (test-retest reliability and internal consistency) as well as factorial, convergent, and discriminant validity. We discuss the implications of this study for the measurement and conceptualization of burnout and suggest a variety of research directions that stem from our findings. Our findings suggest that the OLBI offers researchers an alternative measure of burnout that offers balanced wording, that can also be used to measure the opposite phenomenon (engagement), and provides an expanded conceptualization of the exhaustion component of burnout.     

Job characteristics as predictors of ill-health and sickness absenteeism in different occupational types--a multigroup structural equation modelling approach

The objective of the present study was to test for multigroup invariance in measurement models and structural models between job characteristics, psychosocial intervening variables, health outcomes and sickness absenteeism. Four types of occupation were represented in the study: blue-collar workers ( n = 241), white-collar workers ( n = 209), elderly-care workers ( n = 338) and child-care workers ( n = 336). A first-order, six-factor multigroup confirmatory factor analysis model (i.e. measurement model) composed of two perceived job characteristics ( job autonomy and skill discretion), appraised workload, job satisfaction, stress-related ill-health and sickness absenteeism provided a good model fit. Invariance tests showed that the six-factor model fits well for all occupations. A partially recursive mediated multigroup structural model showed both similarities and differences across occupations as regards the relationships between independent latent variables ( job autonomy, skill discretion), intervening latent variables (appraised workload, job satisfaction) and dependent latent variables (stressrelated ill-health, sickness absenteeism). By comparing a generic model with occupation-specific models across occupations, this study showed that occupation-specific models were more plausible. The results indicate that it is important to examine different occupational contexts in detail to better understand how certain psychosocial factors at work influence strain in different occupations. Since job characteristics can potentially be amended, the findings have important implications for the differentiation of prevention and intervention in different occupations.     

Is there an optimum number of night shifts? Relationship between sleep, health and well-being

By concentrating on the impact of a specific shift-system feature on the well-being of those concerned, rather than on the impact of the shift system as a whole, one might be able to offer more meaningful suggestions as to what constitutes a better form of shift system. The present study focused on the impact of the number of consecutive night shifts worked on the health and well-being of two groups of nurses (permanent night and rotating shift). All nurses completed a copy of the Standard Shiftwork Index, which is a set of questionnaires designed for comparing the effects of different types of shift system on large groups of workers. It includes measurements of psychological ill-health, physical ill-health, chronic fatigue, social and domestic disruption, attitudes towards shiftwork, sleep quality and sleep habits. Results showed clearly the impact of the number of consecutive nights worked on health and well-being, not directly, but indirectly through the impact on sleep duration and sleep quality. Sleep duration was shown to increase with more consecutive nights worked. This in turn was found to predict sleep quality, which in turn was found to be the stronger direct predictor of psychological and physical ill-health: i.e. better health was associated with longer and better quality sleeps. Explanations in terms of circadian adaptation are discussed.     

Is there an optimum number of night shifts? Relationship between sleep, health and well-being

By concentrating on the impact of a specific shift-system feature on the well-being of those concerned, rather than on the impact of the shift system as a whole, one might be able to offer more meaningful suggestions as to what constitutes a better form of shift system. The present study focused on the impact of the number of consecutive night shifts worked on the health and well-being of two groups of nurses (permanent night and rotating shift). All nurses completed a copy of the Standard Shiftwork Index, which is a set of questionnaires designed for comparing the effects of different types of shift system on large groups of workers. It includes measurements of psychological ill-health, physical ill-health, chronic fatigue, social and domestic disruption, attitudes towards shiftwork, sleep quality and sleep habits. Results showed clearly the impact of the number of consecutive nights worked on health and well-being, not directly, but indirectly through the impact on sleep duration and sleep quality. Sleep duration was shown to increase with more consecutive nights worked. This in turn was found to predict sleep quality, which in turn was found to be the stronger direct predictor of psychological and physical ill-health i.e. better health was associated with longer and better quality sleeps. Explanations in terms of circadian adaptation are discussed.     

Is tolerance to shiftwork predictable from individual difference measures?

Abstract

This study was aimed at evaluating the most important relations between individual characteristics of shiftworkers and their subjective health complaints, obtained by cross-sectional and longitudinal procedures. A total of 604 shiftworkers and 185 young subjects who were going to enter shiftwork were examined by means of individual difference and subjective health questionnaires. The questionnaires were administered concurrently to the group of workers already involved in shiftwork. In the other group studied, the questionnaires were administered before they entered shiftwork, and subjective health was re-examined after the first and third year of work on shifts. More health complaints were reported by the group of older workers and those with longer shiftwork experience, with higher scores of neuroticism, hard-driving and competitiveness, speed and impatience, and rigidity of sleeping habits, and lower scores on relaxedness, efficiency and vigorousness. However, the correlations between these dimensions, when taken before entering shiftwork, and subjective health complaints obtained after a few years working on shifts were small or absent, indicating low validity of the individual difference measures for predicting subsequent health problems in shiftworkers.     

A Preliminary Assessment of the Validity and Reliability of the Performance Diagnostic Checklist-Human Services

ABSTRACT

The Performance Diagnostic Checklist-Human Services (PDC-HS) is an informant-based tool used to identify the environmental variables contributing to employee performance problems in human service settings. Although previous research has suggested that the tool is useful to identify an intervention which can be used to improve performance, no studies have formally examined the validity and reliability of the tool. In this study, we used video vignettes to assess the validity and reliability of the PDC-HS. We created three videos; each described a performance problem in one or more of the four PDC-HS domains. Twenty-one participants then watched the videos and evaluated the performance problem depicted using the PDC-HS. We measured the validity of the tool by calculating the percentage of participants who correctly identified the PDC-HS domain responsible for the performance problem. Two to four weeks later, we had participants re-watch the videos and complete the PDC-HS to obtain a measure of test re-test reliability. We also compared PDC-HS item responses across participants to evaluate inter-rater reliability. Results show that all participants correctly identified the problematic PDC-HS domain(s) in each video. PDC-HS validity values were above 93% across all three videos and domains; mean test re-test and interrater reliability values were above 95%. The results are discussed in terms of the preliminary nature of this analysis; although these data are limited by the amount and clarity of the information provided in the videos, this study represents a necessary first step in the assessment of the reliability and validity of the PDC-HS tool.     

Evaluation of the Quality of Safety and Risk Analysis in the Chemical Industry

Safety and risk analyses have often been criticized as incomplete and inaccurate. This criticism, however, lacks a sound basis, since there has been little scientific evaluation of the methods developed for safety and risk analysis. The aim of this paper is to present a proposal for establishing measures—reliability, validity, and coverage—to be used in the evaluation of the scientific quality of the hazard identification and accident modeling phases in safety and risk analysis. The paper also presents four main principles for the evaluation of the scientific quality, and a theoretical framework to be used in evaluation. The framework is illustrated with practical examples taken from the chemical industry.     

Risk Perception and Information Processing: The Development and Validation of a Questionnaire to Assess Self‐Reported Information Processing

The role of information processing in understanding people's responses to risk information has recently received substantial attention. One limitation of this research concerns the unavailability of a validated questionnaire of information processing. This article presents two studies in which we describe the development and validation of the Information‐Processing Questionnaire to meet that need. Study 1 describes the development and initial validation of the questionnaire. Participants were randomized to either a systematic processing or a heuristic processing condition after which they completed a manipulation check and the initial 15‐item questionnaire and again two weeks later. The questionnaire was subjected to factor reliability and validity analyses on both measurement times for purposes of cross‐validation of the results. A two‐factor solution was observed representing a systematic processing and a heuristic processing subscale. The resulting scale showed good reliability and validity, with the systematic condition scoring significantly higher on the systematic subscale and the heuristic processing condition significantly higher on the heuristic subscale. Study 2 sought to further validate the questionnaire in a field study. Results of the second study corresponded with those of Study 1 and provided further evidence of the validity of the Information‐Processing Questionnaire. The availability of this information‐processing scale will be a valuable asset for future research and may provide researchers with new research opportunities.