Psychometric Qualities and Measurement Invariance of the Modified Self‐Rated Creativity Scale

The 13‐item self‐rated creativity scale (SRCS) initially developed for supervisory rating of employees’ creativity was modified by some researchers and used as a self‐report of creativity. However, it is not clear if the modified SRCS is psychometrically sound. The present study addressed this gap in three studies (N = 1,033). The exploratory factor analysis (Study 1) revealed a two‐factor solution after removing Item 9 due to low factor loading. Confirmatory factor analysis was then used in Study 2 to examine and compare the conceptual one‐factor model with 13 items (Model 1), one‐factor model with 12 items (Model 2), two‐factor model with 12 items (Model 3), and the 12‐item bifactor model with one general factor and two specific factors (Model 4). The results indicated that Model 4 is more superior to all the competing models. Study 3 further confirmed that the bifactor model, showed support to the reliability and convergent validity, and found partial metric invariance across Chinese and Malay undergraduates. Taken together, the modified (12‐item) SRCS is a psychometrically sound tool for self‐rated creativity in the Malaysian context.     

Self‐compassion Is Best Measured as a Global Construct and Is Overlapping with but Distinct from Neuroticism: A Response to Pfattheicher,Geiger, Hartung,Weiss, and Schindler (2017)

Pfattheicher and colleagues recently published an article entitled ‘Old Wine in New Bottles? The Case of Self‐compassion and Neuroticism’ that argues the negative items of the Self‐compassion Scale (SCS), which represent reduced uncompassionate self‐responding, are redundant with neuroticism (especially its depression and anxiety facets) and do not evidence incremental validity in predicting life satisfaction. Using potentially problematic methods to examine the factor structure of the SCS (higher‐order confirmatory factor analysis), they suggest a total self‐compassion score should not be used and negative items should be dropped. In Study 1, we present a reanalysis of their data using what we argue are more theoretically appropriate methods (bifactor exploratory structural equation modelling) that support use of a global self‐compassion factor (explaining 94% of item variance) over separate factors representing compassionate and reduced uncompassionate self‐responding. While self‐compassion evidenced a large correlation with neuroticism and depression and a small correlation with anxiety, it explained meaningful incremental validity in life satisfaction compared with neuroticism, depression, and anxiety. Findings were replicated in Study 2, which examined emotion regulation. Study 3 established the incremental validity of negative items with multiple well‐being outcomes. We conclude that although self‐compassion overlaps with neuroticism, the two constructs are distinct. © 2018 European Association of Personality Psychology     

Measurement and Application of Egoistic and Moralistic Self‐enhancement

Five studies were conducted to develop and validate the Egoistic and Moralistic Self‐enhancement (EMS) scale, a new self‐report measure of egoistic and moralistic self‐enhancement. Exploratory and confirmatory factor analysis provided evidence for a two‐factor structure comprising the tendencies to promote agentic (egoistic) and communal (moralistic) qualities (Study 1). Construct validity was supported by significant correlations with established measures of socially desirable responding, such as the Balanced Inventory of Desirable Responding (Study 2) and the Impression Management scale of the 16 Personality Factors (Study 3). When the EMS scale has been applied in organizational settings, we found that job applicants were more inclined than nonapplicants to promote their own agentic and communal qualities, although differences were more pronounced for egoistic self‐enhancement (Study 4). Findings also suggested that exaggeration of agentic qualities decrease the criterion‐related validity of conscientiousness in predicting job performance (Study 5). Taken together, findings suggest that the EMS scale provides a valid and reliable measure that can be fruitfully used for both theoretical and applied research.     

Development of a prototype‐based measure of relational boredom

The goal of this research was to create a self‐report measure of relational boredom using a prototype approach. In the first study, 2 samples (participants in dating relationships and in marital relationships) generated features of the concept of relational boredom. In Study 2, these features were rated for prototypicality by 2 samples (dating and married). A Relational Boredom Scale was constructed by selecting those features (items) that were rated as most central to the construct. In Study 3, the reliability and validity of the scale were assessed, again with participants in dating and marital relationships. There was evidence that the Relational Boredom Scale is a psychometrically sound measurement instrument.     

A Cross‐Cultural Evaluation of a Multidimensional and Hierarchical Model of Physical Self‐Perceptions in Three National Samples1

A multidimensional and hierarchical model of self‐perceptions in the physical domain was evaluated in samples from 3 nations: Great Britain, Sweden, and Turkey. The Physical Self‐Perception Profile (PSPP; Fox & Corbin, 1989), was translated and tested for factorial and construct validity in each national sample. A first‐order confirmatory factor analysis (CFA) hypothesizing 4 latent factors representing the subdomains of sports competence, body attractiveness, physical condition, and physical strength was found to describe the PSPP data adequately for each national sample. A second‐order CFA model that hypothesized a general latent factor of physical self‐worth also exhibited good fit with the data from each sample, supporting the validity of the instrument in the national groups. Multi‐sample analyses provided support for both models across samples, although selected items exhibited disparate meanings. The subdomain mean scores were significantly higher in the British sample compared with the Swedish and Turkish samples, with the exception of the physical condition subscale, which was higher in the Swedish and Turkish samples. Overall, these findings support the factor structure of the hierarchical, multidimensional model of physical self‐perceptions across the national samples.     

Development and validation of a work‐specific measure of cognitive failure: Implications for occupational safety

Two studies were conducted to develop and validate a work‐specific measure of cognitive failure, the Workplace cognitive failure scale (WCFS). In initial item development, content validity was gained via sorting. In Study 1, data were obtained from an employee sample that supported the factorial, construct, and criterion‐related validity of the WCFS. In particular, results supported the expected relationships of workplace cognitive failure with facets of personality, role overload, components of self‐regulation, and self‐reported measures of safety outcomes. Study 2 examined the WCFS in two additional employee samples, and provided further criterion‐related validity using objective measures of injury and supervisor ratings of safety behaviour. Overall, results supported the validity and utility of the new measure in assessing organizational safety behaviour and outcomes, more so than the general cognitive failure scale.     

The stability and causal effects of task‐specific and generalized self‐efficacy in college1

This research investigated the stability and causal effects of task‐specific self‐efficacy and generalized self‐efficacy in college students. In Study 1, task‐specific self‐efficacy and generalized self‐efficacy scales were administered to university students (N = 237) on two occasions, with an interval of 2 months. In Study 2, task‐specific (care‐work) self‐efficacy and generalized self‐efficacy scales were administered to college students who were studying to be care workers (N = 49) on three occasions (before the first care‐work practicum, after the practicum, and 3 months later). The results of both studies indicated that generalized self‐efficacy was more stable than task‐specific self‐efficacy. In Study 1, both generalized self‐efficacy and task‐specific self‐efficacy affected each other in daily life. Study 2 examined the effects of an ego‐engaged experience (the first care‐work practicum) for task‐specific (care‐work) self‐efficacy and generalized self‐efficacy. The results indicated that changes in care‐work self‐efficacy did not affect generalized self‐efficacy.     

Construction and initial validation of the Self‐Worth Protection Scale

Background: The self‐worth theory of achievement motivation holds that in certain circumstances students stand to gain by deliberately withdrawing effort. When failure occurs despite effort, students are likely to conclude that failure resulted from lack of ability. Thus, withdrawing effort offers a defence against conclusions of low ability, thereby protecting self‐worth. Aim: We undertook to assess the psychometric properties of the Self‐Worth Protection Scale (SWPS). Sample: Data were obtained from 243 participants (Study 1) and 411 participants (Study 2) enrolled in undergraduate psychology courses at a university in the United States. Method: We administered a number of scales, including the SWPS and scales assessing a fear of negative evaluation, academic self‐esteem, uncertain global self‐evaluations, self‐handicapping, and causal uncertainty. Results: Exploratory factor analysis indicated a three‐factor solution (ability doubts, the importance of ability as a criterion of self‐worth, and an avoidance orientation) utilising 33 of the original 44 items. A confirmatory factor analysis indicated that this three‐factor solution was a poor fit of the data. After modifying the model, a confirmatory factor analysis indicated that a three‐factor solution with 26 of the original items and a higher order factor of self‐worth protection was an adequate fit of the data. Reliability measures were acceptable for the three subscales and total score. The total score of the SWPS was positively correlated with theoretically related constructs, demonstrating construct validity. Conclusions: The SWPS appears to be a psychometrically sound scale to assist in identifying individuals who manifest self‐worth protection in achievement situations.     

Self‐confidence,anxiety, and post‐purchase dissonance: a panel study

This study proposes an integrated conceptual model of the antecedents of post‐purchase dissonance. Data were gathered via a two‐stage panel study among consumers who made purchase of technology items. Study results demonstrate that consumer chronic characteristics (i.e., trait anxiety and generalized self‐confidence) not only directly influence post‐purchase dissonance positively and negatively but also are mediated by consumers' temporary feelings (i.e., state anxiety and specific self‐confidence) toward a purchase situation, and then indirectly influence post‐purchase dissonance positively and negatively. Trait anxiety positively influences state anxiety and that generalized self‐confidence and specific self‐confidence negatively influence state anxiety. Furthermore, trait anxiety appears to negatively influence specific self‐confidence, and generalized self‐confidence appears to negatively influence trait anxiety and positively influence specific self‐confidence.     

Variability in Personality Expression Across Contexts: A Social Network Approach

The current research investigated how the contextual expression of personality differs across interpersonal relationships. Two related studies were conducted with college samples (Study 1: N = 52, 38 female; Study 2: N = 111, 72 female). Participants in each study completed a five‐factor measure of personality and constructed a social network detailing their 30 most important relationships. Participants used a brief Five‐Factor Model scale to rate their personality as they experience it when with each person in their social network. Multiple informants selected from each social network then rated the target participant's personality (Study 1: N = 227, Study 2: N = 777). Contextual personality ratings demonstrated incremental validity beyond standard global self‐report in predicting specific informants' perceptions. Variability in these contextualized personality ratings was predicted by the position of the other individuals within the social network. Across both studies, participants reported being more extraverted and neurotic, and less conscientious, with more central members of their social networks. Dyadic social network–based assessments of personality provide incremental validity in understanding personality, revealing dynamic patterns of personality variability unobservable with standard assessment techniques.     

Legitimized aggression and sexual coercion: Individual differences in cultural spillover

Correlations between aggressive attitudes and sexual coercion have consistently been found in numerous empirical studies across social science disciplines. Extrapolating from sociological research linking indices of legitimate aggression by state to statewide frequencies of rape, we have extended the investigation of legitimate aggression and coercive sexuality to the individual level. The specific purposes of this research were to index the breadth and level of endorsement of legitimized aggression at the individual level and to measure the association between such an index and coercive sexual behavior. These purposes were achieved across the course of three studies in which we created a new dispositional measure, the Proclivity for Legitimized Aggression Questionnaire (PLAQ), and replicated a sociocultural level correlation with coercive sexual behavior (Study 1); assessed the individual differences level construct validity of the PLAQ (Study 2); and tested whether endorsement of items on the PLAQ were related to content‐relevant behaviors (Study 3). The PLAQ was internally consistent, modestly but significantly correlated with a measure of self‐reported coercive sexual behavior, and characterized by promising construct validity. Aggr. Behav. 27:26–43, 2001. © 2001 Wiley‐Liss, Inc.     

Self‐enhancement,crash‐risk optimism and the impact of safety advertisements on young drivers

In Study 1, young drivers (aged between 16 and 29 years, N=314) rated their driving attributes relative to their peers. They also rated their likelihood of being involved in a crash relative to their peers (crash‐risk optimism), their crash history, stereotype of the young driver, and concern over another health issue. A self‐enhancement bias was found for all items in which self/other comparisons were made. These items formed two major factors, perceived relative driving ability and perceived relative driving caution. These factors and perceived luck relative to peers in avoiding crashes significantly predicted crash‐risk optimism. In Study 2, an experimental group of young drivers (N=173) watched safety advertisements that showed drinking and dangerous driving resulting in a crash, and a control group (N=193) watched advertisements showing people choosing not to drive after drinking. Each group then completed the self/other comparisons used in Study 1. The same factors were found, but only driving caution significantly predicted crash‐risk optimism. The experimental group showed more self‐enhancement on driving ability than the control group. In both studies, men showed substantially more self‐enhancement than women about their driving ability. Implications for safety interventions are discussed.     

The positive and negative semantic dimensions of relationship satisfaction

Semantic differential items were reconfigured to assess relationship satisfaction across separate positive and negative attitude dimensions. Study 1 (N = 1,656) supported a 2‐factor model for the Positive and Negative Semantic Differential (PN–SMD), as well as its convergent, criterion‐related, and incremental validity over the 16‐item Couples Satisfaction Index (CSI; J. L. Funk & R. D. Rogge, 2007) using known correlates of relationship satisfaction as criteria. Study 2 (N = 89) replicated the convergent, criterion‐related, and incremental validity findings of Study 1 using different criterion measures, the CSI, a bipolar semantic differential measure designed for assessing relationship satisfaction, and an existing 2‐dimensional measure of relationship satisfaction. The authors demonstrated across studies that the PN–SMD captures criterion‐relevant information about ambivalence versus indifference toward the relationship—associations that are only detectable when using a 2‐dimensional satisfaction measure.     

The Conscientiousness Paradox: Cultural Mindset Shapes Competence Perception

Studies comparing personality across cultures have found inconsistencies between self‐reports and measures of national character or behaviour, especially on evaluative traits such as Conscientiousness. We demonstrate that self‐perceptions and other‐perceptions of personality vary with cultural mindset, thereby accounting for some of this inconsistency. Three studies used multiple methods to examine perceptions of Conscientiousness and especially its facet Competence that most characterizes performance evaluations. In Study 1, Mainland Chinese reported lower levels of self‐efficacy than did Canadians, with the country effect partially mediated by Canadian participants' higher level of independent self‐construal. In Study 2, language as a cultural prime induced similar effects on Hong Kong bilinguals, who rated themselves as more competent and conscientious when responding in English than in Chinese. Study 3 demonstrated these same effects on ratings of both self‐perceived and observer‐perceived competence and conscientiousness, with participants changing both their competence‐communicating behaviours and self‐evaluations in response to the cultural primes of spoken language and ethnicity of an interviewer. These results converge to show that self‐perceptions and self‐presentations change to fit the social contexts shaped by language and culture. Copyright © 2013 European Association of Personality Psychology     

Measuring the bandwagon effect: Development of a generalized bandwagon luxury motivation scale

This study presents a reliable, valid, and generalizable four-item unidimensional scale that captures general bandwagon luxury motivation. After a thorough review of the bandwagon luxury literature, the authors developed an initial set of items which were then reviewed by academic experts. The scale was tested in a series of four studies to refine the scale and demonstrate its reliability and validity: Study 1 was conducted with a student sample in the Southeast, Study 2 with a student referral sample of adults in the Midwest, Study 3 with a national Qualtrics panel sample in the United States, and Study 4 with another national Qualtrics panel sample in the United States that included only those who had bought or consumed a luxury product in the past 12 months. Study 4 was done to corroborate the evidence from Study 3 with a sample of luxury consumers. The generalized bandwagon luxury motivation scale is positively related to status consumption motivation, congruity with one's internal self, a preference for visible luxury brands, and conspicuous consumption. It is negatively related to the inconspicuous luxury motivation of being unknown to the masses and independent self-construal. This research contributes to the literature by developing a generalized scale to measure the luxury bandwagon effect that is not limited to one luxury product domain.     

The relationship power inventory: Development and validation

Power is a central concept in relationships, yet existing self‐report measures of relationship power are not well validated and do not assess all aspects of power. To address this, we developed the Relationship Power Inventory (RPI), a self‐report measure of power for romantic partners. In Study 1, we identified the most important decision‐making domains in romantic relationships. In Study 2, we generated an item pool assessing relationship power, selected the best performing items for inclusion, and tested the convergent and divergent validity properties of the RPI. Study 3 revealed RPI scores predict observer ratings of power during decision‐making discussions and showed the RPI has good test–retest reliability. We discuss how the RPI can advance research on power in close relationships     

Development and Validation of a Deontic Justice Scale

This paper describes the development and validation of a deontic justice scale (DJS). Study 1 (n = 124) was conducted to test the initial 36‐item version of the scale. It resulted in the reduction of the initial scale to 18 items, including 3 dimensions: moral obligation (8 items), moral accountability (6 items), and moral outrage (4 items). Study 2 (n = 101) was conducted to examine the construct validity and confirm the factor structure of the DJS. Findings from both studies showed evidence of the scale's construct validity. They also showed that deontic justice is a multidimensional construct encompassing moral obligation, moral accountability, and moral outrage. The scale's implications for use as an adequate research instrument are discussed.     

Emotional Intelligence in Selection Contexts: Measurement method,criterion‐related validity,and vulnerability to response distortion

Two studies examined aspects of the validity of self‐report and performance‐based measures of emotional intelligence (EI) relevant to their use in personnel selection. In Study 1, structural equation modeling indicated that a two‐factor model with separate factors for the two types of EI measures fit better than a one‐factor solution. The performance‐based EI factor was more related to cognitive ability (R=.38) than personality (R=.26), whereas the self‐report EI factor was more related to personality (R=.85) than cognitive ability (R=.09). Although the performance‐based EI factor correlated more strongly with job performance (ρ=.24) than did that of the self‐report (ρ=.05), it provided little incremental validity beyond cognitive ability and conscientiousness. In Study 2, participants were asked to complete the measures as if applying for a job, and mean scores were then compared with those of Study 1. Results indicated that self‐report EI measures were more vulnerable to distortion than were the performance‐based measures. Implications for the assessment of EI in personnel selection contexts are discussed.