The physician values in practice scale: Construction and initial validation

Measures of values typically appraise the construct globally, across life domains or relative to a broad life domain such as work. We conducted two studies to construct and initially validate an occupation- and context-specific values measure. Study 1, based on a sample of 192 medical students, describes the initial construction and item analysis of the physician values in practice scale (PVIPS), which produced a 15-factor model. Study 2 reports on a further analysis and refinement of the instrument with a national sample of 644 medical students. Results supported the basic psychometric properties of the PVIPS items. Exploratory factor analysis in Study 2 extracted six factors consistent with a theoretical model of values (Dawis, 1991) and accounting for 61% of the variance: Prestige, Service, Autonomy, Lifestyle, Management, and Scholarly Pursuits. The PVIPS shows promise as a values measure for medical students and physicians encountering career specialty and medical practice style decisions. Interested researchers may construct similar scales for other occupations to promote contextualized appraisals of values.     

Cross‐cultural validation of the factor structure for the Korean version of the Classroom Climate Inventory

The purpose of the present study was to validate the Classroom Climate Inventory (CCI) in Korean middle schools. Specifically, we investigated whether the original eight‐factor structure of the Japanese version of the CCI (Involvement, Affiliation, Friction, Satisfaction, Self‐disclosure, Task Orientation, Order, and Equity) is appropriate for Korean middle schools. The results indicated that the Korean version of the CCI showed a different factor structure from the Japanese CCI. In the cross‐culturally validated CCI, the Friction factor included in the Japanese version was divided into two factors (i.e., Harmony and Conflict), and Equity was excluded. The final model of the Korean CCI displayed acceptable goodness‐of‐fit indices, which indicated that it is a valid instrument by which to measure the classroom climate of Korean middle schools. Lastly, implications for future research and limitations are discussed.     

Development and initial validation of the job loss grief scale

Background: Research on complicated grief (CG) symptoms following job loss is surprisingly rare. Involuntary job loss can turn someone’s world upside down and can result in loss of identity, social contacts, and self-worth. In this study, we drew on the literature on major life events in conceptualizing involuntary job loss as a significant and potentially devastating life event.

Objectives: The aim of this study was to develop and evaluate an instrument that measures job loss-related CG symptoms, the Job Loss Grief Scale (JLGS). The purpose of the JLGS is to foster systematic research on CG symptoms following job loss.

Design: A cross-sectional study

Methods: We recruited Dutch workers who had lost their job, 130 men and 158 women with an average age of 49.6 years. To examine the psychometric properties of the JLGS and its associations with other concepts we conducted correlational and confirmatory factor analyses.

Results: CFA revealed that the JLGS was a one-dimensional instrument, and that CG symptoms were distinguishable from depression and anxiety symptoms.

Conclusion: The JLGS is a reliable and valid instrument to measure job loss-related CG symptoms. The availability of the JLGS could stimulate systematic research on the antecedents and consequences of involuntary job loss.     

A validation and short form of the Basic Character Inventory

The Basic Character Inventory (BCI) contains 136 items, 17 lower-order personality factors and three higher-order personality factors derived from psychoanalytic theory: Oral, Obsessive Compulsion, and Hysteria. Previous research that investigated the BCI's psychometric properties examined small, special populations and did not use modern statistical methods to validate the BCI. The present study validates the BCI via confirmatory factor analyses using a large sample of 6,285 Norwegian nursing and teaching students. Reliability, convergent validity, and divergent validity of the BCI were also assessed. Results indicated general support for the original BCI factor structure in a reduced form of the BCI that possesses strong reliability and validity, and is suitable for use in time-limited measurement settings.     

Development and validation of the Eating Behavior Inventory

The Eating Behavior Inventory (EBI) is a self-report instrument for assessing behaviors that have been theoretically implicated in weight loss, e.g., self-monitoring of food intake and of weight, refusing offers of food, eating at only one place, shopping from a list, eating in response to emotions. Thirty items were constructed in the form of first-person statements, e.g., I eat in the middle of the night. Each item was to be rated with a 5-point scale according to how often it was true for the respondent. Items were scored such that higher scores always reflected more appropriate (theoretically facilitative of weight control) eating patterns. Validity of individual items and total score was assessed in four studies. Twenty-six of the original items appeared valid and were retained. The resulting total score demonstrated validity in these studies and in two cross-validational comparisons. Internal consistency as measured by split-half reliability and correlations of item scores with total score was acceptable. One month test-retest reliability of item and total scores was satisfactory. Clinical and research applications of the EBI are discussed.An early version of this article was presented at the Taos International Conference on Treatment of Addictive Behaviors, Taos, New Mexico, February 1979.     

The work-related flow inventory: Construction and initial validation of the WOLF

The WOrk-reLated Flow inventory (WOLF) measures flow at work, defined as a short-term peak experience characterized by absorption, work enjoyment, and intrinsic work motivation. Results of Study 1 among 7 samples of employees (total N = 1346) from different occupational groups offer support for the factorial validity and reliability of the WOLF. Study 2 examined the validity of the WOLF in more detail among some of the samples. Positive correlations between a general flow index and the three flow dimensions confirm the convergent validity of the WOLF. In addition, the findings of Study 2 provide evidence for the construct and predictive validity of the WOLF using five job characteristics as predictors of flow, and other-ratings of performance as outcomes.     

Exploring the Validity of the Values-In-Action Inventory of Strengths (VIA-IS) in an African Context

This study explored the validity of the Values-In-Action Inventory of Strengths (VIA-IS) in an African context. A convenience sample of 256 African students completed the VIA-IS in English. The majority of strengths subscales had good reliability coefficients and mean scores comparable to those reported in a Western context. Satisfactory criterion-related validity was established through correlations with other well-being indices. First and second order confirmatory factor analyses only partly supported construct validity. All strengths subscales consisted of more than one factor. The hypothesised six-virtue cluster pattern was partially supported. Exploratory factor analysis suggested the possibility of an emic factor pattern of strengths consisting of 3 components: Within the first factor, Intrapersonal and Relationship Strengths, two clusters are distinguished, namely, Intrapersonal Strengths, and Horizontal and Vertical Relationship Strengths. The second factor was Integrity in Group Context. Thus, the VIA-IS has merit, but is not completely valid in its original form.     

Super's Work Values Inventory: Issues of Subtest Internal Consistency Using a Sample of Chinese University Students in Hong Kong

The authors discuss observed weaknesses in internal consistency (Cronbach's alphas below .60) within five subtests of the Work Values Inventory when translated into Chinese and used with a sample of 211 university students in Hong Kong. Possible reasons for the weaknesses are explored, and suggestions are made for improvement.     

Vocational interests and Big Five traits as predictors of job instability

Although empirical research on this topic is scarce, personality traits and vocational interests have repeatedly been named as potential individual level predictors of job change. Using a long-term cohort study (N = 291), we examined RIASEC interest profiles and Big Five personality scores at the beginning of the professional career as predictors of subsequent job changes, both internal as well as external, over the next 15 years. Overall, results provide additional evidence for an individual difference perspective on job instability, although our findings vary across instability variables. Consistent with previous research, external job changes in particular related to individual differences. Specifically, scores on Investigative, Artistic, Enterprising and Conventional scales showed to be the most important interest related predictors. With regard to Big Five personality traits, strongest associations were found with Agreeableness and Openness. In addition, facet level analyses proved to be useful to further clarify linkages between personality and job instability.     

When workplace bullying goes online: construction and validation of the Inventory of Cyberbullying Acts at Work (ICA-W)

There has been an increase in the use of Information Communication Technologies in the workplace. This change extends the scope of bullying behaviours at work to the online context. However, a generally accepted measure of workplace cyberbullying is still lacking. The purpose of the present paper is to construct and validate the Inventory of Cyberbullying Acts at Work, in order to contribute to this emerging field. Building on existing knowledge, we expected three types of cyberbullying behaviours to emerge in the work context: person related, work related and intrusive. First, the items of the scale were constructed and the three-dimensional structure of the scale was tested in two different samples. Then, the reliability and the convergent validity of the scale were assessed. Finally, we tested the predictive validity of the scale by assessing the impact of exposure to cyberbullying acts at work to individuals’ mental well-being six months later. Our analyses confirmed the three-dimensional structure of the scale. In addition, the scale was found reliable and valid. The construction of this scale offers an avenue for further research on cyberbullying in the work context.     

Development and initial validation of a measure of supportive and unsupportive managerial behaviors

Studies documenting the positive consequences of managerial support have continued unabated, despite considerable ambiguity surrounding the conceptualization of this construct and the adoption of measures that lack specificity. Moreover, research on the positive effects of managerial support has overshadowed our understanding of the ways in which managers contribute to job strain. In order to address these gaps, we took an inductive approach, documenting supportive, and unsupportive managerial behaviors reported by a sample of 25 employees working in a variety of occupations. We subsequently developed a new measure of supportive and unsupportive managerial behaviors and validated it with two separate samples (N = 100; N = 247). The measure demonstrated strong internal reliability and convergent validity. Factor analysis of the measure yielded a two-factor model of support and a one-factor structure of unsupportive behaviors. Theoretical and organizational implications of the findings are discussed.     

Work Barriers in the Context of Pathways to the Employment of Welfare-to-Work Clients

The ability of welfare-to-work clients to leave the welfare rolls and stay in the labor force is often limited by the work barriers they face. Using a sample of 1,404 female welfare-to-work clients we first examined the structure of work barriers and then tested their contribution to current work status in the context of a structural equation model that incorporated other central pathways to employment. Whereas work barriers included diverse factors ranging from lack of transportation to low quality jobs, they were shown to constitute a uni-dimensional construct. Furthermore, work barriers had a net adverse effect on employment outcomes, controlling for job search self-efficacy and employment intention. We conclude with discussion of implications for the development of welfare-to-work programs and interventions that target low-income women.     

Construction and validation of the Intragroup Marginalization Inventory

This study reports the development and validation of the Intragroup Marginalization Inventory (IMI). The IMI consists of three scales that assess the extent to which an individual perceives interpersonal distancing from family, friends, and ethnic group community members. Intragroup marginalization is defined as the interpersonal distancing that occurs when an acculturating individual is believed to exhibit behaviors, values, and beliefs that are outside the heritage culture's group norms. Intragroup marginalization is based on social identity theory that asserts that groups maintain their identity by the distinctive behaviors of its members. When an acculturating individual displays behaviors or attitudes that differ from the heritage culture group's norms, the group may respond to the threat with social alienation of the transgressor. The results support the IMI's validity via a) content validity in the development of the items, b) construct validity in the selection of the factors based upon an exploratory factor analysis, c) the replicability of the factors based upon a confirmatory factor analysis, and d) discriminant validity through examining the relationship of the factors with other established measures.     

The development and initial validation of the Fatigue Sensitivity Questionnaire

ABSTRACT

Currently, there is poor understanding of fatigue and the possible psychological conditions that may underlie chronic fatigue. Although substantial work has been directed to better clinically address fatigue, no work has explored individual differences in expectations or perceptions of the negative consequences associated with fatigue-related symptoms. The goals of this study were to (a) develop and (b) validate a measure of expectations or perceptions of the negative consequences associated with fatigue-related symptoms (e.g. fatigue sensitivity) across two independent samples (N = 1,827; 73.1% female; M_age = 21.68; SD = 4.54) of young adults. Results supported a 10-item measure of fatigue sensitivity, entitled the Fatigue Sensitivity Questionnaire (FSQ). The FSQ demonstrated unidimensionality, excellent internal consistency, and strong convergent and discriminant validity. Overall, the 10-item scale offers a single score that can be employed to measure fatigue sensitivity. Clinically, the FSQ may be a brief, informative, and easily disseminated measure in better understanding and capturing expectations or perceptions about the negative consequences of fatigue. As a research tool, the use of the FSQ may provide broader understanding of vulnerability factors that may influence fatigue-related health outcomes. Future research is needed to test the validity of the FSQ in other samples.     

Capturing the noonday demon: development and validation of the State Boredom Inventory

For centuries, scholars have positioned state boredom as an impediment to organizational productivity and performance given its unpleasant and distracting qualities. However, research on state boredom has been impeded by a lack of definitional consensus and measurement issues. In this article, we sought to advance organizational research on state boredom by developing the State Boredom Inventory (SBI), an 11-item measure grounded in a theoretically derived definition of state boredom. Across five studies using 10 independent samples, we develop the SBI and provide validity evidence for our measure, including content validity and convergent and discriminant validity. Our data support the conceptualization of state boredom as a higher-order multidimensional construct with three underlying dimensions: disengagement, unpleasant low arousal, and inattention.     

Career Decision Ambiguity Tolerance Scale: Construction and initial validations

The Career Decision Ambiguity Tolerance Scale (CDAT) measures individual evaluations of and responses to ambiguity encountered in career decision making. It was developed and initially validated through two studies of college students. An exploratory and confirmatory factor analysis consistently showed a three-factor structure for career decision ambiguity tolerance, consisting of preference, tolerance, and aversion. In addition to support for construct validity and subscale reliabilities, the findings also support the scale's incremental validity in predicting career indecision, career decision-making self-efficacy, and career adaptability over and beyond general ambiguity tolerance. The theoretical meaning and practical application of the CDAT were discussed along with its limitations and suggestions for future research.     

Responding to and Retreating from the Call: Career Salience,Work Satisfaction,and Depression Among Clergywomen

The authors examined career salience, work satisfaction, and depression among 189 clergywomen from all geographic regions of the United States. Participants demonstrated, on average, a moderate level of commitment to their careers and exhibited a high degree of work satisfaction, yet the majority also showed many symptoms of non-clinical depression. A regression model controlling for demographics and work history and conditions revealed that work satisfaction had a significant negative effect on depression, suggesting that higher job satisfaction results in less depression. The effect of career commitment on depression approached significance, suggesting greater levels of commitment resulted in higher levels of depression.     

Work-based learning: Development and validation of a scale measuring the learning potential of the workplace (LPW)

The current study presents a multi-dimensional scale measuring the learning potential of the workplace (LPW), which is applicable across various occupational settings. Based on a comprehensive literature review, we establish four theoretically relevant dimensions of work-based learning, which together constitute the learning potential of the workplace. The psychometric characteristics of our instrument were examined among a sample of Dutch employees working in different organizations (N = 1013). In this study, we tested the factorial structure and validity of the LPW-scale by conducting Confirmatory Factor Analyses, testing for measurement invariance and determining the scale's reliability. Subsequently, the LPW-instrument was cross-validated using SEM (AMOS 20.0). Furthermore, convergent, divergent, and construct validity were investigated. The results empirically supported the theory based four-factor structure of the LPW-scale and provided solid evidence for the sound psychometric properties of the study's instrument.     

Exploration of Latent Profiles of the Career Flexibility Inventory Among Korean College Students

The purposes of the present study were to identify latent profiles using dimensions of the Career Flexibility Inventory and to examine the mean differences of the latent profiles and related variables. Career flexibility was identified to have 5 latent profiles: passive wavering, mediocre, rigid thinking, moderately flexible, and productively flexible. The productively flexible profile reported the highest scores and the passive wavering profile reported the lowest scores of life satisfaction and self-determination. Each profile showed specific trend of mean differences with career indecision, intolerance of uncertainty, life satisfaction, self-determination, and the 2 dimensions of the Vocational Identity Status Assessment.     

Feeling safe at work: Development and validation of the Psychological Safety Inventory

Psychological safety, defined as perceptions that an individual within a team is supported and feels safe to take interpersonal risks, voice opinions, and share ideas, is vital for organizational effectiveness. However, there is no consensus on how workplace psychological safety should be measured. We developed the Psychological Safety Inventory (PSI) in response to organizational needs to accurately assess psychological safety. A 70-item version of the PSI was administered to 497 employees from Canada, the United States, and the United Kingdom. Based on factor analytic findings, we reduced the preliminary PSI to a 30-item, five-factor scale. The PSI showed high reliability and correlated as anticipated with convergent measures. Overall, the PSI is a valid and reliable measure of workplace psychological safety.