Development and validation of the Material Values Scale for children (MVS-c)

The aim of this study was to develop a scale to measure materialism among children while relying on insights from research conducted among adults. Although research among adults suggests that materialism is a second-order construct with three underlying factors (i.e., material centrality, material happiness, and material success), existing materialism scales for children include only one or two of these factors. Hence, we adapted the items of the well-established Material Values Scale (MVS) of Richins and Dawson (1992) to make them appropriate for use among children. We then administered the Material Values Scale for children (MVS-c) to 1001 8- to 11-year-olds. Structural equation modeling confirmed the presumed second-order structure of the MVS-c. Based on these findings, we created 6- and 3-item versions in addition to the full-length, 18-item MVS-c. All three versions performed well in terms of test–retest reliability and construct validity.     

Berufsbezogene Werthaltungen

Job related work values were assessed in 68 participants of a psychotherapy training program and 30 students of two management courses. All three were academic based programs. Two inventories were used to identify potential differences, namely the Work Values Inventory (Seifert and Bergmann 1983) and the Questionnaire on Work and Job Related Behavior and Emotion Patterns (Schaarschmidt and Fischer 1996). There were significant group differences concerning job involvement, ambition, need for change and autonomy, willingness for overexertion, ability to keep distance and work values oriented toward income and career. No differences were found concerning the subjective importance of work, the tendency to resignation, the quality of life, the experience of social support and values related to work climate. These findings corroborate some of the stereotypes associated with these two areas of work.     

Personality and value correlates of careless and erratic questionnaire responses

This study examined the individual difference correlates of the validity scale from the Hogan Personality Inventory (HPI) which measures the extent to which a respondent has reported in a careless, erratic or random way. The aim was to determine the typical response profile of a careless and erratic respondent. Over 10,000 adults completed three measures: one of normal “bright-side” personality (HPI), one of “dark-side” personality (Hogan Development Survey, HDS) and one of motivation (Motives, Values, Preferences Inventory, MVPI). Scores on these measures were related to the validity scale scores using correlations and regressions. Bright and dark side measures were more strongly and logically related to validity scores than motives and values. Implications and limitations are discussed.     

The depressive personality disorder inventory and current depressive symptoms: implications for the assessment of depressive personality

The Depressive Personality Disorder Inventory (DPDI; Huprich, Margrett, Barthelemy, & Fine, 1996; see Appendix) was created to assess Depressive Personality Disorder in clinical and nonclinical samples. Since its creation, the DPDI has been used in multiple studies, and the psychometric properties of the measure have generally supported its reliability, convergent validity, and construct validity; however, evidence for the measure's discriminant validity has been mixed. Specifically, the DPDI tends to correlate highly with measures of current depressive symptoms, which limits its efficacy in differentiating current depressive symptoms from a depressive personality structure. A principal components analysis of 362 individuals who completed both the DPDI and Beck Depression Inventory (BDI-II; Beck, Steer, & Brown, 1996) found that 49% of the variance was accounted for in two components. Seven items from the DPDI loaded more strongly on the first component composed of many BDI-II items. These items were removed in order to create a measure believed to assess DPD without the confounding influence of current depressive symptomology. Principal components analysis of the revised measure yielded three components, accounting for 46% of the variance. The revised DPDI was used to calculate convergent, discriminant, and construct validity coefficients from measures used in former studies. Virtually no improvement in the validity coefficients was observed. It is concluded that assessing DPD via self-report is limited in its utility.     

Development and Initial Validation of the Child Routines Inventory

The importance of establishing predictable routines during childhood consistently has been emphasized in the popular parenting literature, despite a paucity of empirical evidence. The lack of research may be partially due to a lack of suitable instruments designed to measure children's routines. This study describes development and preliminary psychometric data in support of the Child Routines Inventory (CRI), an empirically derived, content-valid, parent-report measure of commonly occurring routines in school-aged children. Principal components analysis yielded a four-factor structure (composed of 36 items), accounting for 44.2% of the total variance. The CRI was found to have excellent internal consistency ( = .90), good test-retest reliability (r = .86), and preliminary evidence of construct validity, demonstrating a moderate relationship with measures of child behavior problems and family routines. These results suggest the CRI to be a promising new measure of child routines that would benefit from further validation studies.     

Are we assessing guilt correctly? An investigation of the psychometric properties of a prominent guilt measure

The construct of trait guilt has played an important role in psychological theory across many fields of psychology (e.g., as a diagnostic criterion in clinical psychology, as an individual difference in personality psychology, and as a motivational antecedent or emotional moderator in social and organizational psychology); however, the measurement of guilt has received comparatively limited attention in the literature. Specifically, existing measures have limited factor analytic support, limited evidence of convergent validity among the measures, and although the theoretical distinction between guilt and shame is well established, there is limited empirical support for the discriminant validity of these constructs as they are currently measured. The current study investigates the psychometric properties of the most commonly used measure of guilt, the Test of Self-Conscious Affect-3 (TOSCA-3; in: Tangney, The Test of Self Conscious Affect-3. George Mason University, Fairfax, 2000), in order to (a) examine the factor structure of the measure, (b) estimate the convergent validity of the measure with other guilt assessment instruments, and (c) examine the discriminant validity of guilt and shame. Results involving a sample of 1760 participants provide support for a multitrait-multimethod model and the discriminant validity of guilt and shame. However, limited evidence of convergent validity between the TOSCA-3 and the Revised Mosher Guilt Inventory (φ?=?.21) and the Trauma-Related Guilt Inventory (φ?=?.10) suggested the TOSCA-3 is not assessing guilt in the same manner as more contextualized measures of guilt, highlighting the importance of measurement choice for guilt researchers. Implications for the measurement of trait guilt are discussed.

     

The Relationship of Work Values to Occupational Level in Young Adult Workers

This research was designed to assess the relationship of work values as measured by Super's Work Values Inventory to job level. A total of 202 young adult workers (136 males, 66 females) between the ages of 18 and 25 in unskilled, semiskilled, skilled, and clerical-sales positions were surveyed. Differences in work values by sex and job level were found. Implications for counselors are discussed.     

Work Values of School Counselors Attending NDEA Summer Guidance Institutes

The work values of 164 men and 108 women school counselors, experienced and qualified, and enrolled in advanced summer guidance institutes, were studied by means of the Work Values Inventory. Sex, institutional, and occupational comparisons were made. Women counselors stress esthetic, intellectual, and way-of-life values more than men counselors, who put more emphasis on economic returns, managing, and surroundings. In comparison with other occupational groups studied, men counselors stress economic returns, security, and prestige, and attach less importance to esthetics, creativity, and intellectual stimulation.     

Measuring work styles: Towards an understanding of the dynamic components of the theory of work adjustment

Work styles are an important yet largely unexplored component of the theory of work adjustment (TWA), describing a dynamic component of how individuals maintain and adjust fit with their work environment. The active work style (AWS) scale is the first attempt to develop a specific self-report measure of work styles suitable for longitudinal research. Results from three studies support Dawis and Lofquist's (1984) proposed four factor structure, but these factors are related through a second-order factor describing a person's generalised level of work activity and effort across time. The AWS scale demonstrated good evidence for reliability and validity, and strong measurement invariance across time signifying its suitability for longitudinal research. In line with expectations, overall work style was positively related to conscientiousness and work engagement yet unrelated to stress. When controlling for these variables, AWS was positively related to demands–abilities fit, but not needs–supplies fit. Limitations and possibilities for future research are also discussed.     

Development and initial validation of the obsessive beliefs questionnaire and the interpretation of intrusions inventory

In 1995 the Obsessive Compulsive Cognitions Working Group initiated a collective process to develop two measures of cognition relevant to current cognitive-behavioural models of OCD. An earlier report (Behav. Res. Therapy, 35 (1997) 667) describes the original process of defining relevant domains. This article describes the subsequent steps of the development and validation process: item generation, scale reduction, and initial examination of reliability and validity. Two scales were developed. The Obsessive Beliefs Questionnaire consists of 87 items representing dysfunctional assumptions covering six domains: overestimation of threat, tolerance of uncertainty, importance of thoughts, control of thoughts, responsibility, and perfectionism. The Interpretation of Intrusions Inventory consists of 31 items that refer to interpretations of intrusions that have occurred recently. Three of the above domains are represented: importance of thoughts, control of thoughts, and responsibility. The item reduction and validation analyses were conducted on clinical and non-clinical samples from multiple sites. Initial examination of reliability and validity indicates excellent internal consistency and stability and encouraging evidence of validity. However, high correlations indicating overlap between some of the scales, particularly importance of thoughts, control of thoughts, and responsibility will need to be addressed in subsequent empirical and theoretical investigations.     

French validation of the Twenty-Item Value Inventory

IntroductionPersonal values are important for understanding psychological phenomena by serving as predictors of individuals’ attitudes and behavior. The Twenty-Item Value Inventory (TwIVI, Sandy et al., 2017) was developed to assess values with items from the Portrait Values Questionnaire (PVQ, Schwartz et al., 2001).ObjectiveThe goal of this study was to assess the reliability and validity of the French version of the TwIVI.MethodTwo French-Canadian samples of adults (N1 = 825; N2 = 429) were recruited in order to test the reliability and validity of the TwIVI.ResultsResults revealed that the French version of the TwIVI showed satisfying temporal stability, convergence validity with the PVQ, and concurrent validity with personality traits. Some issues were observed for internal consistency and structural validity, assessed with both multidimensional scaling and exploratory structural equation modeling.ConclusionOverall, these findings partially support the psychometric qualities of the French version of the TwIVI. Implications for theory and research on values 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.     

The 24-item Brief HEXACO Inventory (BHI)

Up until now, no really short instrument that measures the six personality dimensions of the HEXACO model has been available. In two studies, I report the construction of the Brief HEXACO Inventory (BHI), which represents the 24 HEXACO facets with 1 item per facet (i.e., 4 items per domain) and which takes approximately 2–3 min to complete. Although characterized by relatively low alpha reliability, its test–retest stability, self-other agreement, and convergent correlations with full-length scales are relatively high and its validity loss is only modest. Correcting for attenuation using a weighted average of alpha reliability, test–retest stability, and self-other agreement, the BHI re-estimates the original construct validity correlations of the HEXACO-PI-R with relatively great accuracy.     

The dimensions of career and work orientation in college women

The purpose of this study was to clarify the meaning of the construct, career orientation. Fourteen presumed measures of career orientation as well as Super's Work Values Inventory were administered to college women. Analysis of the relationships among these variables identified two relatively independent clusters. The first cluster most closely approximated the usual definition of career orientation. Career-oriented women were found to be highly career motivated and perceived the career role as primary in their adult lives. The second cluster was called work orientation. This orientation characterized women with well-defined occupational aspirations who placed a high value on both the career role and marriage-family responsibilities in their future. Work-oriented women tended to choose traditionally feminine occupations in contrast to the career-oriented women whose aspirations included higher level and less traditional occupations.     

企业员工工作价值观与组织公民行为的关系研究

本研究旨在探讨企业员工工作价值观与组织公民行为的关系。用工作价值观调查表、中国组织公民行为量表对525名企业员工进行了问卷调查,结果发现：整体工作价值观与整体组织公民行为存在着显著性相关;工作价值观的能力警曼等璧翌组织公民行为的公司认同、个人主动性、保护公司资源因素有显著正向影响;工作价值观的地位因素对组织公民行为的公司认同、同事间的利他行为、个人主动性因素有显著正向影响。     

How to use the diffusion model: Parameter recovery of three methods: EZ, fast-dm, and DMAT

Parameter recovery of three different implementations of the Ratcliff diffusion model was investigated: the EZ model (Wagenmakers, van der Maas, & Grasman, 2007), fast-dm (Voss & Voss, 2007), and DMAT (Vandekerckhove & Tuerlinckx, 2007). Their capacity to recover both the mean structure and individual differences in parameter values was explored. The three methods were applied to simulated data generated by the diffusion model, by the leaky, competing accumulator (LCA) model (Usher & McClelland, 2001) and by the linear ballistic accumulator (LBA) model (Brown & Heathcote, 2008). Results show that EZ and DMAT are better capable than fast-dm in recovering experimental effects on parameters. EZ was best in recovering individual differences in parameter values. When data were generated by the LCA model, the diffusion model estimates obtained with all three methods correlated well with corresponding LCA model parameters. No such one-on-one correspondence could be established between parameters of the LBA model and the diffusion model.     

Circumplex scales of interpersonal values: reliability, validity, and applicability to interpersonal problems and personality disorders

Three studies describe the development, psychometric properties, and potential utility of a new self-report measure, the Circumplex Scales of Interpersonal Values (CSIV). The CSIV was designed to complement other interpersonal circumplex measures that assess interpersonal behavior by efficiently assessing a comprehensive set of agentic and communal values. The eight 8-item scales of the CSIV were shown to have good internal consistency and test-retest reliability and a circumplex structure. The CSIV showed convergent and discriminant validity with measures of interpersonal traits (the Bem Sex Role Inventory; Bem, 1974), interpersonal problems (the Inventory of Interpersonal Problems-Circumplex; Horowitz, 2000), implicit interpersonal motives (the Thematic Apperception Test; see Atkinson, 1958), and interpersonal goals (the Interpersonal Goals Inventory; Dryer & Horowitz, 1997). Finally, the locations of the MCMI-III (Millon, 1994) personality disorder scales on the CSIV circumplex generally mirrored the locations of personality disorders on other interpersonal circumplex measures.     

A Further Study of the Validity of Human Form Drawings In Personality Evaluation

Three studies describe the development, psychometric properties, and potential utility of a new self-report measure, the Circumplex Scales of Interpersonal Values (CSIV). The CSIV was designed to complement other interpersonal circumplex measures that assess interpersonal behavior by efficiently assessing a comprehensive set of agentic and communal values. The eight 8-item scales of the CSIV were shown to have good internal consistency and test-retest reliability and a circumplex structure. The CSIV showed convergent and discriminant validity with measures of interpersonal traits (the Bem Sex Role Inventory; Bem, 1974), interpersonal problems (the Inventory of Interpersonal Problems-Circumplex; Horowitz, 2000), implicit interpersonal motives (the Thematic Apperception Test; see Atkinson, 1958), and interpersonal goals (the Interpersonal Goals Inventory; Dryer &; Horowitz, 1997). Finally, the locations of the MCMI-III (Millon, 1994) personality disorder scales on the CSIV circumplex generally mirrored the locations of personality disorders on other interpersonal circumplex measures.     

Stability and change in work values: A meta-analysis of longitudinal studies

A meta-analysis of longitudinal studies was conducted to investigate stability and change in work values across the life span. Both rank-order stability and mean-level change were investigated using an integrative classification for intrinsic, extrinsic, social and status work values (Ross, Schwartz, & Surkis, 1999). Results of rank-order stability indicated that work values were stable individual differences (ρ = .62). The stability level was lowest during college years (18–22 years old) and highest after entering the workforce (22 years old and later). Work values were more stable than personality traits across all age categories, whereas not as stable as vocational interests during college years and adulthood. Baby Boomers were found to possess a higher level of rank-order stability as compared to Generation X. Mean-level results showed that during college years (18–22 years old), the population as a whole attached more importance to intrinsic values while deemphasizing all the remaining values; during the initial entry of the workforce (22–26 years old), only extrinsic values showed an increase in importance while all the other values decreased; later on after adulthood years (26 years and after), besides the continuous increase of extrinsic values, there was also a dramatic increase in status values. Theoretical and practical implications were discussed.     

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.