TRAINING TEAM PERFORMANCE-RELATED ASSERTIVENESS

The present paper extends the existing literature on assertiveness in a way that supports industrial training as well as the selection of individuals for team positions. Data are reported from three studies that examined determinants of team performance-related assertiveness. First, data from 149 college students demonstrated that assertiveness consists of multiple dimensions which were not all related to performance in a team decision-making task. Second, data obtained from 225 business students indicated that correlations among self-report measures and peer ratings of the same assertive responses assigned by intact team members varied according to the interpersonal context (i.e., personal, stranger, work related) in which scale items were framed. Third, data from 60 college students suggested that team performance-related assertiveness has a significant skill component. Whereas both attitudinally focused and skill-based training improved attitudes toward team member assertiveness, practice and feedback were essential to producing behavioral effects. Implications for selection and team training are discussed.     

Fitting in a group: Theoretical development and validation of the Multidimensional Perceived Person–Group Fit scale

Despite the wide use of groups in organizations, research on individuals’ experiences of fit in their work groups has lagged due to lack of conceptual clarity of person–group (PG) fit and inconsistent measurement. To rectify these issues, we present an integrative definition of PG fit, which incorporates social- and task-related elements of group work, as well as supplementary and complementary conceptualizations of fit. Using this definition, we develop the Multidimensional Perceived Person-Group Fit (MPPGF) scale and validate it through five phases, across six samples. In Phase 1, we identified dimensions and generated items using a mix of deductive and inductive approaches. In Phase 2, we validated items yielding seven dimensions (value congruence, shared interests, perceived demographic similarity, needs-supplies match, goal similarity, common workstyle, and complementary attributes). In Phase 3, we examined how the dimensions combine to form an aggregate (formative) PG fit construct. The MPPGF scale showed convergent and discriminant validity with relevant constructs in Phase 4. In Phase 5, the MPPGF exhibited criterion-related and incremental validity with attitudes and performance beyond existing PG fit scales. Finally, we report dimension-specific results, demonstrating that MPPGF could be used to study questions regarding overall PG fit perceptions, as well as more narrow dimension-specific questions.     

模拟情境中工作团队成员互动过程的初步研究及其测量

团队已经成为当今许多组织中的主要工作方式。已有文献虽然表明工作团队成员之间的互动对于团队工作绩效有显著的影响,但却缺乏测量团队成员互动的量表。本研究在了解影响团队绩效的互动因素基础上,编制出一个测量工作团队互动过程的量表。该测验将团队互动分为结构和人际两个维度,分别包括五个和四个题目。测验具有很好的信度和效度,符合心理测量学的标准,可用作测量团队互动的工具。     

A DIMENSIONAL ANALYSIS OF MMPI ITEMS

A method of analysis specifically designed for binary data was applied to 100 MMPI items. Sixty, items were carefully chosen to represent the nine major clinical scales with respect to direction of keying, social desirability scale value and endorsement frequency. The remaining 40 items were randomly chosen from items not appearing on any of these scales. Although a complete solution was obtained in five dimensions, only three were retained. The three dimensions were related to scale membership, gender of the respondent and various item characteristics. The results clearly support the two major MMPI factors obtained on a scale level and additionally show a strong gender dimension.     

Meeting the need or falling in line? The effect of laissez-faire formal leaders on informal leadership

We consider the utility of two contrasting theoretical perspectives in explaining how laissez-faire formal leaders and team member motivation to lead (MTL) influences informal leadership and team task performance. The first perspective, functional leadership theory, is the dominant lens used currently to understand informal leadership. However, we suggest that social learning theory offers a compelling alternative account. In a multiwave survey study of 344 members of 72 work teams, we find support for the social learning theory predictions that laissez-faire formal leaders are perceived by team members to engage in less modeling of effective leadership and as a result are negatively associated with informal leadership and team task performance. We do not find support for the functional leadership theory predictions that laissez-faire formal leaders are positively associated with team members’ informal leadership and team task performance, which would be due to an increased perceived need for leadership. The social learning effects are stronger for teams that are lower in member MTL and weaker for teams that are higher in member MTL. These results suggest social learning theory may be preferable to functional leadership theory for understanding informal leadership in teams.     

Comparing market orientation culture of businesses and schools of business: an extension and refinement

This study extends previous work concerning the market orientation culture within specialty businesses and schools of business. Specifically, member schools of the Association to Advance Collegiate Schools of Business International are separated into public and private universities. Data were collected via a mailed survey to business schools holding membership. 106 public school deans and 35 private school deans responded, for a 23% response rate. Input from the deans was sought on their perceptions of the market orientation culture within the schools. Respondents' perceptions, rated on a 7-point scale, measured four dimensions of market orientation: customer orientation, competitor orientation, organizational coordination, and overall market orientation. Data for specialty businesses were drawn from a previous study. Comparison testing between the public and private business schools' deans and business managers was conducted. Analysis indicated perceived market orientation was significantly higher for deans of private business schools than public business schools. Compared with business managers, private school deans were statistically different on only one of the four dimensions, whereas public business school deans' scores were significantly different from those of business managers on all four. Compared with each other, business school deans were statistically different on three dimensions, with private school deans reporting greater market orientation.     

Beyond the Big Five: Leader Goal Orientation as a Predictor of Leadership Effectiveness

This study examined proximal traits as mediators of the relationships between distal traits and leadership effectiveness. Specifically, we examined goal orientation, leadership self-efficacy, and motivation to lead (MTL) as antecedents of leadership effectiveness, after controlling for the Big Five personality traits. We tested our hypotheses with a sample of 100 leaders of four-person teams performing a manufacturing task in a laboratory setting. Consistent with expectation, leadership self-efficacy partially mediated the relationships between learning goal orientation and Affective-Identity MTL as well as Social-Normative MTL, after controlling for the Big Five. Noncalculative MTL related significantly to averaged team member ratings of leadership effectiveness, after controlling for both the leader's and the team member's personality. These results help aid in our understanding of why leader traits relate to leadership effectiveness.     

Élaboration et validation du Test d’Orientation Temporelle (TOT)

Temporal orientation is an essential data of the human psyche that modulates how we relied to the times of life. This survey describes the creation of a psychometric measure of temporal orientation in young French adults. Starting with the observation that temporal orientation is difficult for youngsters, a team of psychologists developed a preliminary version of the instrument. The psychometric validity of the test has been analyzed. The data have been collected on 507 high school students and academic students in the region of Nantes. An exploratory factorial analysis shows four dimensions: “short-term”, “immediately”, “anticipation” and “long-term”. The internal consistency is generally satisfactory and the measure of convergence confirms the external validity. The weak interrelationships between dimensions indicate distinct psychological constructs. A validated version composed of 30 items of the Temporal Orientation Test (TOT) is proposed.     

消费者独特性需求量表的研究

本研究目的是修订消费者独特性需求量表（CNFU）的中文版。研究对两个样本共计918名被试进行了问卷测量。项目分析显示,31个题目均符合心理测量学要求。验证性因素分析表明,26个题目的中文版量表符合原量表的三因素（即标新立异、非大众化和避免雷同）模型。量表的重测信度、内部一致性和分半信度均在0．85以上。量表具有较好的汇聚和区分效度,非学生样本得分显著高于学生样本。本文对量表今后的研究和应用进行了探讨。     

A Psychometric Evaluation of the Chinese Version of the Students’ Life Satisfaction Scale

The present study reported the initial validation of an abbreviated version of the Students' Life Satisfaction Scale- Chinese version (SLSS-Chinese) in two samples of Chinese middle school students. Initial analyses based on the original 7-item scale suggested that the two reverse-worded items functioned differently compared to other items. The plausible reasons behind this finding were discussed based on extant literature on mixed worded scales and cross-cultural research on life satisfaction scales. Then we compared the validity of three formats of the SLSS-Chinese: the 7-item (full scale), the 5-item (positively worded items only), and the 2-item (reverseworded items only) scales, respectively. Convergent evidence suggested that the two reverse-worded items hampered the scale's internal consistency, dimensionality, and validity. Also, the 5-item scale demonstrated good psychometric properties, and was clearly superior compared to the 7-item scale. These findings provide a solid foundation for applying the 5-item SLSS-Chinese in measuring Chinese adolescents' life satisfaction.     

The Positive Personality Traits Questionnaire: Construction and Estimation of Psychometric Properties

The purpose of this study was to develop and determine the psychometric properties of a scale to assess perceived positive personality traits that are relevant in an Indian setting. New items were developed adopting items from other scales, writing new items and also on the basis of experience from the field through semi structured interviews undertaken in related research carried out earlier. The new scale is called the Positive Personality Traits Questionnaire (PPTQ) and includes 43 items on four factors: Positive Self Image, Commitment, Outward/ people orientation and Culture Identification. Data from two samples comprising of 395 and 198 participants, were analyzed. Results indicated that both the reliability (internal consistency) and validity (convergent and discriminant) of the PPTQ were adequate.     

Evaluation of three circadian rhythm questionnaires with suggestions for an improved measure of morningness

Circadian rhythms, cyclic fluctuations in many physiological and psychological functions, are thought to influence adjustment to shiftwork. A widely acknowledged individual difference in circadian rhythms, commonly called morningness, indicates preferences associated with morning or evening activities. Various self-report instruments have been developed to measure morningness, although little measurement data have been published for these scales. Because morningness scales are being used to select workers for night shiftwork, psychometric evaluations of these scales are needed. Psychometric assessments of undergraduate responses (N = 501) on three widely used scales indicate internal (interitem) measurement deficiencies in all three. Therefore, a 13-item scale was developed that distills the best items from two of these scales. Relationships between the new composite scale and external criteria are comparable with or stronger than similar relationships between the published scales and external criteria.     

The impact of identity leadership on team functioning and well-being in team sport: Is psychological safety the missing link?

The purpose of this study was to investigate the role of psychological safety in explaining the impact of identity leadership on team performance and athlete well-being. Adopting a cross-sectional survey design, 289 handball players rated the identity leadership skills of their coach, their captain, and the informal leaders in the team, as well as various performance- and well-being-related measures. Structural equation modelling (controlling for the nested structure of our data) revealed that by demonstrating identity leadership, coaches, captains, and in particular informal athlete leaders, all had a unique contribution in strengthening their team members’ identification with their team. By this shared sense of ‘us’, athletes felt psychologically safe in their team to speak up, provide input, and take risks. In line with our hypotheses, this sense of psychological safety acted as a mediator between identity leadership and two subsequent pathways: (1) a team-oriented pathway in which psychological safety inspired good teamwork, which fostered team resilience and, in turn, enhanced athletes’ satisfaction with their team’s performance; and (2) an individual-oriented pathway wherein psychological safety buffered against athletes’ burnout, thereby enhancing their health. In addition to these pathways mediated by psychological safety, the informal leaders directly influenced the performance pathway (with total effect sizes being 10 times larger than those of coaches and team captains), whereas coaches had a direct influence on the health pathway (with total effect sizes being three times larger than those of informal leaders and captains). Given the often-underestimated importance of the informal leaders, sport teams can be recommended to adopt a structure of shared leadership in which team members are encouraged to engage in identity leadership. In conclusion, we found that by nurturing a shared sense of ‘we’ and ‘us’ within the team, leaders are able to foster a psychologically safe environment, which in turn paves the way for an optimal team functioning and a healthier team.     

Dimensions of stuttering and relationship to psychopathology

This article reports two studies. The first attempted to define stable dimensions within the Stuttering Severity (SS) scale. A factor analysis of correlations among its 64 items defined four factor-based subscales, and three additional subscales were developed rationally. Relationships among these seven subscales suggested the existence of two major dimensions. The second study investigated the relationship of the seven subscales to psychopathology. Correlations were obtained among the subscales and MMPI scales for 69 subjects, and were subjected to a second factor analysis. The MMPI scales and the SS subscales clearly loaded on separate factors, indicating little relationship between dimensions of stuttering and psychopathology as defined by MMPI scores. The second analysis also supported the previous identification of two general dimensions for stuttering. Items were selected for two final scales to represent these dimensions, labeled behavior (22 items) and sensitivity (20 items). Norms were developed for them and also for the full 64-item SS scale.     

The Mental Vulnerability Questionnaire: A psychometric evaluation

Eplov, L.F., Petersen, J., Jørgensen, T., Johansen, C., Birket‐Smith, M., Lyngberg, A. C. & Mortensen, E. L. (2010). The Mental Vulnerability Questionnaire: A psychometric evaluation. Scandinavian Journal of Psychology 51, 548–554. The Mental Vulnerability Questionnaire was originally a 22 item scale, later reduced to a 12 item scale. In population studies the 12 item scale has been a significant predictor of health and illness. The scale has not been psychometrically evaluated for more than 30 years, and the aim of the present study was both to evaluate the psychometric properties of the 22 and 12 item scales and of three new scales. The main study sample was a community sample comprising more than 6,000 men and women. In this sample the coefficients of homogeneity were all over 0.30 for the three new scales, but below 0.30 for the 12 and the 22 item scales. All five Mental Vulnerability scales had positively skewed score distributions which were associated significantly with both SCL‐90‐R symptom scores and NEO‐PI‐R personality scales (primarily Neuroticism and Extraversion). Coefficient alpha was highest for the 22 and 12 item scales, and the two scales also showed the highest long‐term stability. The three new scales reflect relatively independent dimensions of Psychosomatic Symptoms, Mental Symptoms, and Interpersonal Problems, but because of reliability problems it remains an open question whether they will prove useful as predictors of health and morbidity.     

Social and emotional self‐efficacy at work

Research has shown that self‐efficacy is often one of the most important personal resources in the work context. However, because this research has focused on cognitive and task‐oriented self‐efficacy, little is known about social and emotional dimensions of self‐efficacy at work. The main aim of the present study was to investigate social and emotional self‐efficacy dimensions at work and to compare them to a cognitive and task‐oriented dimension. Scales to measure social and emotional self‐efficacy at work were developed and validated and found to be well differentiated from the cognitive task‐oriented occupational self‐efficacy scale. Confirmatory factor analyses of data from 226 Swedish and 591 German employees resulted in four separate but correlated self‐efficacy dimensions: (1) occupational; (2) social; (3) self‐oriented emotional; and (4) other‐oriented emotional. Social self‐efficacy explained additional variance in team climate and emotional self‐efficacy in emotional irritation and emotional exhaustion, over and above effects of occupational self‐efficacy. Men reported higher occupational self‐efficacy, whereas social and emotional self‐efficacy revealed no clear gender differences. The scales have strong psychometric properties in both Swedish and German language versions. The positive association between social self‐efficacy and team climate, and the negative relationships between self‐oriented emotional self‐efficacy and emotional irritation and emotional exhaustion may provide promising tools for practical applications in work settings such as team‐building, staff development, recruitment or other training programs aiming for work place health promotion. The next step will be to study how social and emotional self‐efficacy relate to leadership, well‐being and health over time.     

Claremont Purpose Scale: A Measure that Assesses the Three Dimensions of Purpose among Adolescents

The 12-item Claremont Purpose Scale (CPS) was designed for use with adolescents, and it gauges all three dimensions of the purpose construct, including goal-directedness, personal meaning, and a beyond-the-self orientation. Repeated administration reveals promising psychometric properties. For instance, the CPS demonstrates excellent internal consistency (α = .916?.935) and convergent validity. In exploratory and confirmatory factor analyses, items fell onto the three dimensions, and the measure accounted for variance on indicators of a beyond-the-self orientation above and beyond the PIL. In addition to discussing the measure’s creation and validation, suggested uses of the CPS are also addressed.     

Developing the Impulsive Driver Behavior Scale

The aim of the present study is to develop a driving context specific impulsivity scale. First, a qualitative study was conducted by interviewing 20 individual drivers to develop the scale items based on the definitions of the basic impulsivity dimensions in the literature. Then, a quantitative study with a total of 506 individual drivers to examine the psychometric qualities of the newly developed Impulsive Driver Behavior Scale. In addition, the variance in driver behaviors, namely violations, errors, lapses and positive driver behaviors measured by the Driver Behavior Questionnaire (DBQ; Reason, Manstead, Stradling, Baxter, & Campbell, 1990) explained by the general impulsivity scales in the literature and the newly developed scale were compared. In all the comparisons, Impulsive Driver Behavior Scale explained higher amount of variance than the general impulsivity scales. Finally, it was found that the newly developed driving context specific impulsivity scale had incremental validity over the general impulsivity scales in predicting driver behaviors.     

Dimensionality of the hospital anxiety and depression scale (HADS) in cardiac patients: comparison of Mokken scale analysis and factor analysis

The hospital anxiety and depression scale (HADS) measures anxiety and depressive symptoms and is widely used in clinical and nonclinical populations. However, there is some debate about the number of dimensions represented by the HADS. In a sample of 534 Dutch cardiac patients, this study examined (a) the dimensionality of the HADS using Mokken scale analysis and factor analysis and (b) the scale properties of the HADS. Mokken scale analysis and factor analysis suggested that three dimensions adequately capture the structure of the HADS. Of the three corresponding scales, two scales of five items each were found to be structurally sound and reliable. These scales covered the two key attributes of anxiety and (anhedonic) depression. The findings suggest that the HADS may be reduced to a 10-item questionnaire comprising two 5-item scales measuring anxiety and depressive symptoms.     

Adaptation to Spanish of the "Scale of perceived social support specific to the disease" of Revenson et al., 1991

This study aims to analyze the psychometric properties of the Spanish version of the Scale of Perceived Social Support Specific to the Illness of Revenson et al. 1991. A sample of 202 patients with chronic conditions was used. After making several factor analysis of the scale on all four versions (partner, family, friends and doctors), it was found a structure formed by two factors involving positive social support and not functional or problematic social support. The results obtained with Cronbach's alpha show that all scales have acceptable and adequate internal consistency. In this sense, this scale may be appropriate to identify properly perceived social support for chronic patients on the four sources of support studied.