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.     

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.     

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.     

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.     

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.     

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.     

Development and initial validation of validity scales for the NEO-Five Factor Inventory

Based upon the methodology established by Schinka, Kinder, and Kremer (Schinka, J. A., Kinder, B. N., & Kremer, T. (1997). Research validity scales for the NEO-PI-R: Development and initial validation. Journal of Personality Assessment, 68, 127–138), a set of validity scales were developed for the NEO-Five Factor Inventory (NEO-FFI, Costa, P. T., & McCrae, R. R. (1992). Revised NEO Personality Inventory and NEO Five Factor Inventory Professional Manual. Odessa, FL: Psychological Assessment Resources). In Study 1, 111 undergraduates completed the NEO-FFI and item means, standard deviations, and intercorrelations were used to construct measures of Positive Impression Management, Negative Impression Management, and Inconsistent Responding. In Study 2, 146 participants completed the NEO-FFI under one of five instructional sets (control, fake good, fake bad, graduate psychology and police academy admissions). A set of randomly produced NEO-FFI profiles were added to this data set. ANOVA results provided support for the utility of the validity scales, as they were differentially sensitive to random responding, positive and negative impression management in hypothesized ways.     

The construction and initial validation of the Work Volition Scale

This study constructed an instrument measuring work volition for adult populations, defined as the perceived capacity to make occupational choices despite constraints. In Study 1, an exploratory factor analysis produced a 3-factor structure containing subscales assessing general volition, financial constraints, and structural constraints. The full Work Volition Scale (WVS) and three subscales demonstrated adequate to strong internal consistency. In Study 2, a confirmatory factor analysis replicated the factor structure from Study 1 with a new sample. The hypothesized factor structure of the WVS was a good fit to the data and was internally consistent. In Studies 2 and 3, work volition correlated in hypothesized directions with work locus of control, core self-evaluations, career barriers, career compromise, and adaptive personality traits, providing evidence of construct validity. Additionally, none of these correlations was large enough to indicate overlapping constructs. Finally, work volition added unique variance in the prediction of job satisfaction above and beyond the variance accounted for by work locus of control, core self-evaluations, and the big 5 personality traits, suggesting incremental validity of the construct. Research implications are discussed.     

The dimensionality of the Work Related Flow Inventory (WOLF): a South African study

The objective of this study was to validate and explore the factor structure of the Work-Related Flow Inventory (WOLF) as a measure of flow within the South African work context. The sample consisted of N?=?415 employees from various organisations in South Africa (females?=?56.8%, White?=?67.8%, single?=?46%, English?=?34.6%, 18 to 30?=?76.4% and various types of industries and positions). They completed the Work Related Flow Inventory (WOLF), the Utrecht Work Engagement Scale (UWES) and the Job Satisfaction Scale (JSS). Confirmatory factor analysis (CFA) revealed that the WOLF has three dimensions, consisting of absorption, work enjoyment and intrinsic work motivation that fit the data best. The findings further suggest that absorption and work enjoyment relates to work engagement. Convergent validity evidence indicated work absorption, work enjoyment and intrinsic motivation to correlate with both work engagement and job satisfaction in a South African working context. Work enjoyment had the strongest link with job satisfaction.     

Achievement motivation among urban adolescents: Work hope, autonomy support, and achievement-related beliefs

Drawing upon expectancy value, hope, and self-determination theories, this study explores the contributions of work-based beliefs and autonomy support as predictors of adaptive achievement-related beliefs. Two hundred and one urban high school students who were enrolled in a work-based learning program completed measures of work hope, autonomy support, and achievement beliefs. Results from the full canonical correlation model revealed that work hope, career planning, and autonomy support shared 37.5% of the variance with achievement-related beliefs. Moreover, work hope and teacher autonomy support further contributed unique variance in explaining these beliefs. The findings contribute to the theoretical knowledge base concerning the value of work-based learning in fostering academic motivation among adolescents.     

Exploring the path through which career adaptability increases job satisfaction and lowers job stress: The role of affect

The construct of career adaptability, or the ability to successfully manage one's career development and challenges, predicts several important outcomes; however, little is known about the mechanisms contributing to its positive effects. The present study investigated the impact of career adaptability on job satisfaction and work stress, as mediated by individuals' affective states. Using a representative sample of 1671 individuals employed in Switzerland we hypothesized that, over time, career adaptability amplifies job satisfaction and attenuates work stress, through higher positive affect and lower negative affect, respectively. The data resulted from the first three waves of a longitudinal project on professional paths conducted in Switzerland. For each wave, participants completed a survey. Results of the 3-wave cross-lagged longitudinal model show that employees with higher career adaptability at Time 1 indeed experienced at Time 3 higher job satisfaction and lower work stress than those with lower career adaptability. The effect of career adaptability on job satisfaction and work stress was accounted for by negative affect: Individuals higher on career adaptability experienced less negative affect, which led to lower levels of stress and higher levels of job satisfaction, beyond previous levels of job satisfaction and work stress. Overall results support the conception of career adaptability as a self-regulatory resource that may promote a virtuous cycle in which individuals' evaluations of their resources to cope with the environment (i.e., career adaptability) shape their affective states, which in turn influence the evaluations of their job.     

Factor structure of the Treatment Evaluation Inventory: Implications for measurement of treatment acceptability

The Treatment Evaluation Inventory (TEI), a frequently used measure of treatment acceptability, was used by 164 undergraduates to rate the acceptability of each of the following treatments: differential reinforcement of other behavior, exclusionary time-out, overcorrection, medical restraint, contingent electric shock, and physical restraint. TEI ratings of each treatment type were grouped separately, variance-covariance matrices were formed and compared, and data were subjected to factor analysis. The results indicated that the factor structure of the TEI varied with the treatment it was used to evaluate. Item analysis of the TEI indicated a high degree of internal consistency, although item-total correlations varied between rated treatments. The findings suggest that although the TEI is a reliable instrument, sensitive assessment of the treatment acceptability construct probably requires multidimensional measurement.     

Job loss as a blessing in disguise: The role of career exploration and career planning in predicting reemployment quality

Job loss is one of the most difficult work related situations that an individual may encounter. Yet, sometimes job loss may also turn into a blessing in disguise. Combining the careers literature with the literature on unemployment, the current paper addresses potential positive outcomes of job loss by focusing on specific career adaptability activities that individuals can undertake to obtain these outcomes. Three hundred and four unemployed outplacement attendees reported their use of self and environmental career exploration and career planning, as well as of job search (general and networking) and the availability of two resources that may foster these activities, general self-efficacy and social support. Six months later, 215 individuals reported their current reemployment status and, when applicable, the quality of that reemployment. Results replicate the positive effects of job search on finding reemployment but moreover outline the relevance of career planning and exploration during unemployment on ensuring the quality of this reemployment. Theoretical implications and directions for practice and future research are discussed.     

Work engagement accumulation of task, social, personal resources: A three-wave structural equation model

Drawing on Conservation of Resources Theory and previous research on work engagement, the present study investigates gain spirals between employees' engagement and their task, social, and personal resources. It focuses on the key resources of job control, positive work relationships, and active coping behavior. In a three-wave design, work engagement (T2) is suggested to function both as an outcome and antecedent of these resources, so that engagement mediates indirect longitudinal effects of initial (T1) on subsequent (T3) resources. Item-level structural equation modeling supported our hypotheses in a three-wave panel (N = 416) of hospital physicians with measurement intervals of 14 and 19 months. Connections between engagement research and other evolving perspectives in organizational research are highlighted. Unique contributions of the present study and their implications for further research and practice are discussed.     

The development and initial validation of the Multicultural Environmental Inventory: a preliminary investigation

This article describes the development and initial validation of the Multicultural Environmental Inventory (MEI). The MEI is an instrument designed to measure an individual's perceptions about the degree to which graduate counseling programs address multicultural issues within curriculum, supervision, climate, and research. This investigation was conducted using the data from 208 students and faculty from counseling psychology graduate programs across the United States approved by the American Psychological Association. By using techniques of exploratory factor analysis, a 4-factor solution was determined to account for the relationships among the items on the MEI. The instrument was modified from 53 to 27 items on the basis of the items' effectiveness in measuring the underlying constructs of interest, and internal consistency information is provided on the final revised instrument (MEI-R). The factors underlying the MEI-R are discussed within the context of a multicultural environment in graduate counseling programs, and directions for future research are considered.