Development of a reaction inventory to measure guilt.

The Reaction Inventory-Guilt was developed to isolate, in individuals, the specific stimulus situations which result in guilt. The 50-item inventory was administered to 96 subjects. The estimate of the internal consistency coefficient was .94. The inter-item correlations were factor analyzed by the principle axis method, and rotation to oblique simple structure was accomplished by the Promax method. Four oblique factors were obtained: intentional behavior disrupting interpersonal relations; self-destructive behavior; behavior contrary to moral or ethical principles; and unintentional behavior disrupting interpersonal relationships.     

Development and initial validation of an outcome measure for home visitation: The healthy families parenting inventory

The Healthy Families Parenting Inventory (HFPI) is a 63‐item outcome measure that was designed to examine change in nine parenting‐related domains. The HFPI was developed to respond to the need for an outcome measure for home visitation programs that is relevant to the intervention, sensitive to change, and appropriate with a diverse participant base, and would produce data that are immediately useful in practice. The authors detail the steps in the development and initial validation of the HFPI. The pattern of inter‐item and item‐to‐subscale correlations as well as an exploratory factor analysis and sensitivity to change analysis support the nine‐factor model of the HFPI.     

The development and validation of an implicit measure of competence need satisfaction

Research on self-determination theory has typically relied on explicit measures when examining the concept of competence need satisfaction. As a result, we know relatively little about competence need satisfaction that arises under conditions of automaticity. Across four studies, we developed and validated implicit measures of competence need satisfaction by drawing on two tasks: a relational variant of the implicit association test (IAT; Study 1, 3, and 4) and the implicit relational assessment procedure (IRAP; Study 2–3). Results across these studies revealed that both implicit measures were either unrelated or moderately related to their explicit counterpart. They were also unrelated to one another. Unlike the IRAP, the IAT was found to be reliable, to display discriminant validity, and to yield meaningful but modest relations with constructs in a nomological network. Together, these results provide modest support for the usefulness of the competence need satisfaction IAT but not of the competence need satisfaction IRAP as an implicit measure of the need for competence. Future research examining the unique predictive value of this IAT is needed, together with research on possible explanations for the low reliability of the IRAP.     

A multi-dimensional measure of worry: Development and preliminary validation of the anxious thoughts inventory

This paper reports the development of a dispositional self-report measure of multiple dimensions of generalised worry. Factor analyses demonstrated a replicable three factor structure indicating that this measure of worry comprises three basic dimensions: social worry, health worry, and meta-worry. The first two factors reflect different content dimensions whereas the meta-worry factor consists of both content and process dimensions of worry. Individual differences in subscale scores show moderate stability over time, and the subscales possess good psychometric properties. Significant correlations were found between worry subscales and personality dimensions of self-consciousness and EPI scores. The role of multi-dimensional measurement in the exploration of worry is discussed.     

Development and initial validation of an implicit measure of humility relative to arrogance

Data from two studies describe the development of an implicit measure of humility and support the idea that dispositional humility is a positive quality with possible benefits. In Study 1, 135 college students completed Humility and Self-Esteem Implicit Association Tests (IATs) and several self-report measures of personality self-concept. Fifty-four participants also completed the Humility IAT again approximately 2 weeks later and their humility was rated by close acquaintances. The Humility IAT was found to be internally and temporally consistent. Implicit humility correlated with self-reported humility relative to arrogance, implicit self-esteem, and narcissism (inversely). Humility was not associated with self-reported low self-esteem, pessimism, or depression. In fact, self-reported humility relative to arrogance correlated positively with self-reported self-esteem, gratitude, forgiveness, spirituality, and general health. In addition, self-reported humility and acquaintance-rated humility correlated positively; however, implicit humility and acquaintance-rated humility were not strongly associated. In Study 2, to examine the idea that humility might be associated with increased academic performance, we examined actual course grades of 55 college students who completed Humility and Self-Esteem IATs. Implicit humility correlated positively with higher actual course grades when narcissism, conscientiousness, and implicit self-esteem were simultaneously controlled. Implications and future research directions are discussed.     

Development and validation of the solution-focused inventory

Solution-focused coaching and solution-focused therapy are strengths-based approaches which emphasize people's resources and resilience and how these can be used in the pursuit of purposeful, positive change. The Solution-focused Inventory (SFI) is a 12-item scale with three subscales: Problem Disengagement, Goal Orientation and Resource Activation. Three studies in this article provide support for the validity of the SFI as a measure of solution-focused thinking. The SFI negatively correlated with psychopathology and positively correlated with measures of well-being, resilience and perspective taking. Test–retest reliability over 16 weeks was 0.84. Cronbach's α for the 12-item scale was 0.84. It also demonstrates sensitivity to purposeful change in that participation in a leadership development coaching intervention was associated with significantly increased scores on the SFI, whilst scores for the control group did not change.     

Development and validation of a measure of display rule knowledge: the display rule assessment inventory

As one component of emotion regulation, display rules, which reflect the regulation of expressive behavior, have been the topic of many studies. Despite their theoretical and empirical importance, however, to date there is no measure of display rules that assesses a full range of behavioral responses that are theoretically possible when emotion is elicited. This article reports the development of a new measure of display rules that surveys 5 expressive modes: expression, deamplification, amplification, qualification, and masking. Two studies provide evidence for its internal and temporal reliability and for its content, convergent, discriminant, external, and concurrent predictive validity. Additionally, Study 1, involving American, Russian, and Japanese participants, demonstrated predictable cultural differences on each of the expressive modes.     

Development and validation of a behavioral sex-role inventory

To develop and validate a sex-role inventory of traditional versus nontraditional behaviors for women, 574 single and 265 married females as well as 407 males completed the Robinson Behavioral Inventory (RBI). Thirty-four-item final versions of the two forms were established through criteria requiring items to be both reliable and reported at differential rates by male versus female or by traditional versus nontraditional women. High reliability of the total scale was evident by a measure of internal consistency as well as by a measure of equivalence. The validity of the total scale was established by demonstrating the RBI as positively correlated with an attitudinal measure of women's roles but as showing discriminant validity with a social desirability scale, a political orientation scale, and an assertiveness scale. Age, income, and educational level were used as covariates to partial out possible confounding effects. Future use of the RBI would suggest extending the sample to less well-educated and a greater variety of SES populations and to women who are not members of organizations. The value of the measure lies in the collection of specific behavioral data as distinct from broad attitudinal constructs allowing for determining the attitude-behavior relationship in the area of sex roles. As a tool for evaluating outcome studies measuring changes in sex roles, this inventory is unique.     

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 initial validation of an indirect measure of transformational leadership integrity

An indirect measure of transformational leadership integrity was developed across three studies. In Study 1, the transformational leadership integrity implicit association test (TLI-IAT) was developed and tested with 65 leaders across heterogeneous organizational contexts. Study 2 involved 51 coaches from 18 sports. Results from Studies 1 and 2 supported the construct validity of the instrument, providing evidence of the instrument's convergent and discriminant validity. Study 3 involved 32 coaches and 133 players from six sports. Findings supported the criterion validity of the measure, providing evidence for the instrument's predictive validity. In sum, evidence is presented that supports the TLI-IATs construct and criterion validity. As such, the present research has made significant advancements to the transformational leadership integrity literature and provides researchers with an indirect measure of automatic transformational leadership integrity self-attitudes.     

Development and validation of a measure of an individual’s lateness attitude

The authors developed and validated a measure of employees’ attitudes toward lateness at work. Analyses provided clear evidence of the reliability and validity of the new measure. Specifically, high reliabilities were observed in both student (α = .82) and employee (α = .84) samples. Using objective lateness data from organizations, the measure significantly predicted two lateness behaviors, lateness frequency (r = .25, p < .01) and duration (r = .24, p. < .01), over a six-month period. Most importantly, lateness attitude improved prediction of lateness behavior above and beyond prediction made with only general job attitudes and conscientiousness.     

Development and preliminary validation of the mindfulness inventory for sport

ObjectivesDespite the increasing prevalence of mindfulness-based interventions in sport, no context-specific instrument currently exists to measure mindfulness in sport. The Mindfulness Inventory for Sport (MIS) was devised using a three-stage approach, to measure one's ability to: (1) be aware of disruptive stimuli and their associated internal reactions; (2) adopt a non-judgmental attitude towards these stimuli and reactions; and (3) quickly refocus attention on goal-related cues.MethodIn stage 1, a pool of items was developed and assessed by six experts in the areas of mindfulness and instrument validation. In stage 2, exploratory factor analyses with data collected from undergraduate student-athletes (N = 370) resulted in a three-factor, 19-item version of the instrument. In stage 3, confirmatory analyses using structural equation modelling were conducted with a sample of elite athletes (N = 343).Results and conclusionA final 15-item three-factor version displayed an acceptable model fit, with little evidence of invariance demonstrated across sport type and partial invariance across gender. In addition, the subscales of the MIS displayed significant correlations with conceptually-related variables such as flow, worry, concentration disruption, and perfectionism.     

Development and validation of a scale to measure beliefs about women managers

This paper presents preliminary evidence on the internal consistency and validity of a scale designed to measure the degree to which one believes women managers experience a greater number of obstacles and more critical judgments about their work performance as compared to managerial men (the Stereotype Beliefs about Women Managers scale; SBWMS). Survey data from 1,337 managerial and nonmanagerial men and women employed by a large manufacturing organization revealed that the 6-item scale possessed a single factor. Significant mean group differences and correlations between the SBWMS and a number of organizationallyrelevant measures provide good preliminary support for the scale’s validity.     

Development and validation of a scale to measure beliefs about women managers

This paper presents preliminary evidence on the internal consistency and validity of a scale designed to measure the degree to which one believes women managers experience a greater number of obstacles and more critical judgments about their work performance as compared to managerial men (the Stereotype Beliefs about Women Managers scale; SBWMS). Survey data from 1,337 managerial and nonmanagerial men and women employed by a large manufacturing organization revealed that the 6-item scale possessed a single factor. Significant mean group differences and correlations between the SBWMS and a number of organizationallyrelevant measures provide good preliminary support for the scale’s validity.     

Development and validation of a revised measure of codependency

This study assessed the factor structure, internal consistency, and concurrent validity of a revised instrument, the Composite Codependency Scale (CCS), a 19‐item measure designed to assess codependent traits. Exploratory factor analysis of the CCS, using data from 301 adults from the general population and 49 attending members of Codependents Anonymous (CoDA), yielded three factors: self‐sacrifice, interpersonal control, and emotional suppression. The scale and its subscales exhibited good internal consistency. Consistent with the tenets of the codependency model, higher codependency scores were significantly associated with higher levels of depression, anxiety, stress, and familial dysfunction and lower levels of narcissistic tendencies, self‐esteem, and emotional expressivity. Furthermore, the revised measure effectively discriminated members of CoDA from those in the general population.     

Development and validation of a scale to measure perceived control of internal states

One of the key developments in the psychological literature on control has been the growing recognition of the multidimensional nature of the control construct. Recent research suggests that perceived control of internal states may be just as important as perceived control of external events. The Perceived Control of Internal States Scale was developed to provide a measure of the degree to which people feel they have control of their internal states (emotions, thoughts, physical reactions). I report the results of 2 studies (N= 689), supporting the reliability, construct, and incremental validity of the scale. The buffering effects of perceived control for people facing major life events was also explored, with higher levels of perceived control being associated with less physical and psychological symptoms of strain.     

Chinese Proverb Scale: Development and validation of an indigenous measure of Chinese traditional values

The aim of this study was to develop and validate an indigenous measure of Chinese traditional values using Chinese proverbs. A sample of 363 Mainland Chinese undergraduates participated in Study 1, in which a 26‐item Chinese Proverb Scale (CPS) was developed through factor analysis on an initial pool of 118 Chinese proverbs. Four factors were clearly identified: (a) Diligence, (b) Integrity, (c) Self‐Preservation, and (d) Self‐Interest. The CPS showed satisfactory convergent validity with personal values (S. H. Schwartz, 1992, Advances In Experimental Social Psychology, San Diego, Academic Press) and social axioms (K. Leung et al., 2002, Journal of Cross‐Cultural Psychology, 33, p. 286). For incremental validity, the CPS predicted life satisfaction beyond the Big Five personality, personal values, and social axioms. In Study 2, a sample of 239 Mainland Chinese participants completed the CPS across two measurement occasions with an interval of 6 months. Longitudinal structural equation modeling (SEM) revealed the structure of the CPS was robust and invariant over time. In Study 3, a sample of 167 Chinese undergraduates from Hong Kong responded to an adapted version of the CPS. Multigroup SEM showed structural equivalence of the scale across the mainland and Hong Kong samples. The cultural origins of the factors in the CPS and future applications of the scale in various research areas are discussed.     

Development and validation of a unifactorial measure of citizenship performance

Citizenship Performance has long been accepted as an important aspect of performance, but there has been little consensus on how best to measure this construct. Previous measures have assessed as many as five sub‐factors, yet recent meta‐analyses have indicated that citizenship is largely unifactorial. At the same time, none of the previously developed unifactorial Citizenship Performance scales have been adequately validated. Consequently, this article reports the development of a unifactorial measure of Citizenship Performance, which was found to have good criterion validity. The unifactorial scale also had superior convergent and divergent validity, and better internal factor structure, than the commonly‐used Job Dedication and Interpersonal Facilitation scales, developed by Van Scotter and Motowidlo (1996).