Psychometric Properties of the Italian Version of the Psychological Capital Questionnaire

Two studies were conducted in order to investigate the psychometric properties of Italian version of the Psychological Capital Questionnaire (PCQ). Results from Study 1 (N = 401) provided support of the factorial validity of its four facets (self‐efficacy, optimism, hope, and resilience), as well as of its composite factor measure. Results from Study 2 (N = 465) attested the measurement invariance of the PCQ across one year. Study 2 also explored the relationship between psychological capital, job satisfaction, work engagement, and job performance. Limitations and practical implications are discussed in the article.     

The physical self-attribute questionnaire: development and initial validation

The Physical Self-attribute Questionnaire was developed for use in conjunction with the Physical Self-perception Profile to model cognitive facets of perceived competence, certainty, importance, and discrepancy from ideal to each of the physical subdomains measured by the latter (Strength, Attractive Body, Condition, and Sport). To this end, two studies were conducted. Study 1 examined the factor structure, test-retest reliability, and validity of the questionnaire in a sample of 154 (28 men, 126 women) undergraduate health students. Reliability and validity were acceptable, and confirmatory factor analysis indicated good fit for a four-factor solution. In Study 2, the reliability, validity, and factor structure was again confirmed in a sample of 120 (83 men, 37 women) undergraduate students recruited from exercise classes. Results of these two studies suggest that the Physical Self-attribute Questionnaire is a viable tool to measure the underlying cognitive facets of subdomain-specific physical self-esteem.     

The facets of anxiety sensitivity represented in the childhood anxiety sensitivity index: confirmatory analyses of factor models from past studies

Results of past factor analytic studies of the Childhood Anxiety Sensitivity Index and Anxiety Sensitivity Index were used to formulate hypotheses about factor models of anxiety sensitivity. Using a nonclinical sample of 767 children and adolescents and confirmatory factor analysis, hypothesized models with 2, 3, and 4 lower order factors (facets) were tested. Goodness-of-fit criteria indicated that a model with 4 facets fits these data well. Support was found for factorial invariance of the 4 facets across age and gender, using nonclinical and clinical samples. Results support a hierarchical factor model in that there was a strong general factor, explaining 71% of the variance. Findings are discussed in the context of anxiety sensitivity theory and research with children and adolescents.     

Predicting recidivism with the Psychopathy Checklist: are factor score composites really necessary?

In two previous studies on general and violent recidivism (Walters & Heilbrun, 2010; Walters, Knight, Grann, & Dahle, 2008), the summed composite antisocial facet of the Psychopathy Checklist displayed incremental validity relative to the other 3 facets (interpersonal, affective, lifestyle), whereas the other 3 facets generally failed to demonstrate incremental validity relative to the antisocial facet. Because summed composite scores do not account for ordinal item distributions, the 6 Walters et al. (2008) samples were reanalyzed with factor score composites derived from a 4-factor confirmatory factor analysis. The results, however, showed little change from what had been obtained earlier with summed composite scores. Two additional samples not previously included in any incremental validity analyses of the Psychopathy Checklist evidenced a 3-factor structure, with the lifestyle and antisocial facets merged into a single factor. This single factor displayed incremental validity relative to the interpersonal and affective facets, but the reverse was not true regardless of whether summed composite scores or factor score composites were used. A comparison of zero-order correlations from all 8 samples revealed that the antisocial summed composite score predicted significantly better than the summed composite scores for the other 3 facets and that a superordinate factor failed to improve on the performance of either the antisocial summed composite score or the antisocial factor score composite.     

Facet measures and global job satisfaction

This research was an attempt to find evidence for Scarpello and Campbell's (1983) conclusion that a single-item global measure is more content valid than a composite facet measure for assessing overall job satisfaction. The first study investigated responses from employees in three separate plants who completed a facet measure, a single-item global measure, along with items and facets chosen by an employee committee. Results indicated that the employee-chosen facets accounted for some incremental variance in the prediction of the single-item measure. A second study investigated the relationship between a single-item and a facet measure of benefit package satisfaction when the entire benefit package domain was included in the facet measure. The magnitude of the relationship suggested that the single-item measure of global benefit package satisfaction involved consideration of more than merely satisfaction with each element in the package. Limitations and alternative explanations for the findings are discussed.The helpful comments of Mark E. Tubbs and John W. Jones on an earlier version of this article are greatly appreciated.     

Exploring the Capacity of NEO PI‐R Facets to Predict Job Performance in Two French‐Canadian Samples

The capacity of personality facets to predict contextual performance (i.e., interpersonal facilitation and job dedication), task performance, and global performance was explored by means of two predictive validity field studies. In a preliminary way, Study 1 demonstrated that four personality facets – Self‐Consciousness, Excitement Seeking, Trust, and Competence – were related to at least one job performance dimension in a well‐structured occupation sample. Study 2 revealed that eight personality facets were linked to specific job performance dimensions in a professional occupation sample. Results indicate that a combination of facets is useful for predicting job performance.     

EVENT AND AGENT: TOWARD A STRUCTURAL THEORY OF JOB SATISFACTION

This study evaluates a theory of job satisfaction based on two facets: event and agent. These two facets were derived from a study by Schneider and Locke (1971). In the present study, event and agent were conceptualized as two domain facets of a content universe of job satisfaction. On the basis of the above definition, a radex structure was hypothesized. 104 employees from 8 different industrial organizations in Israel were interviewed. They rated (a) their job satisfaction with respect to 11 job factors, and (b) their conception of influence upon these job factors. The intercorrelation matrix of job satisfaction was treated by a Guttman Smallest Space Analysis. The empirical space was interpreted for each facet individually, and then jointly. It is apparent that when job satisfaction is defined by two domain facets, the radex structure is confirmed.     

An examination of the structure and nomological network of trainee reactions: a closer look at "smile sheets"

Although D. L. Kirkpatrick (1959, 1996) popularized the concept of trainee reactions over 40 years ago, few studies have critically examined trainees' reactions to learning events. In this article, research on mood and emotion is used to develop a theoretical framework for research on trainee reactions. Two studies examine the factor structure of reactions and their nomological network. In Study 1, 178 undergraduate and 101 graduate students listened to a computer-delivered multimedia lecture. Results suggest that (a) reactions can be conceptualized as hierarchical, with overall satisfaction explaining associations among distinct reaction facets (enjoyment, relevance, and technology satisfaction), and (b) reactions are predicted by trainee characteristics. In Study 2, 97 undergraduates experienced the same lecture in 1 of 3 randomly assigned delivery technologies. Reactions were influenced by technology and were related to learning process (engagement) and outcomes (intentions regarding delivery technology, content, and learning). Both studies support the theoretical framework proposed.     

Relationships between Facets of Job Satisfaction and Task and Contextual Performance

This study examined the relationship between job satisfaction and task and contextual performance. Specifically, it assessed this relationship for overall as well as facets of job satisfaction. Four hundred and forty‐four employees in a manufacturing plant completed measures of job satisfaction and their supervisors completed measures of task and contextual job performance. Results indicate that the relationships between overall job satisfaction and task and contextual performance were the same. However, when the facets of job satisfaction were considered, different relationships emerged. There was a stronger relationship between satisfaction with supervision and contextual performance compared to task performance. In contrast, there was a stronger relationship between satisfaction with work and task performance compared to contextual performance. Results indicated the importance of considering different facets with the job satisfaction and job performance relationship, as well as the importance of matching predictors and criteria in terms of their levels of specificity. Cette étude examine la relation entre la satisfaction au travail, la tâche et la performance en contexte. Plus spécifiquement, cette relation a étéévaluée en envisageant la relation au travail de façon globale ou selon différentes facettes. La satisfaction au travail a été mesurée auprès de 444 salariés d’une usine de fabrication, la tâche et la performance en contexte ont étéévaluées par leurs supérieurs. Les résultats indiquent que les relations entre la satisfaction au travail envisagée de façon globale, la tâche et la performance en contexte sont les mêmes. Cependant, quand on distingue les facettes de la satisfaction au travail, des relations différentes émergent. Il y a une relation plus importante entre la satisfaction envers la supervision et la performance en contexte qu’entre la satisfaction envers la supervision et la performance. En revanche, il y a une relation plus forte entre la satisfaction du travail et la performance qu’entre la satisfaction du travail et la performance en contexte. Les résultats indiquent l’importance de trouver des indicateurs et des critères qui rendent compte de ces spécificités.     

Re-examining the Relationship Between Need for Cognition and Creativity: Predicting Creative Problem Solving Across Multiple Domains

Prior studies have demonstrated inconsistent findings with regard to the relationship between need for cognition and creativity. In our study, measurement issues were explored as a potential source of these inconsistencies. Structural equation modeling techniques were used to examine the factor structure underlying the 18-item need for cognition scale in three independent samples drawn from three prior studies. In addition, the relationships between need for cognition and the quality, originality, and elegance of creative problem solutions across multiple domains of performance were analyzed. Across all 3 samples, the bifactor model fit the data better than the 2-factor and 1-factor need for cognition models. After controlling for method-specific variance, the trait factor of the bifactor model showed consistently positive relationships with all 3 facets of creative performance and showed stronger relationships with these facets than the composite score results reported in prior studies. Implications for research and practice are discussed.     

Do personality factors predict job satisfaction?

Two studies investigated the relationships between personality traits and aspects of job satisfaction. In Study 1, job applicants (n=250) completed the Eysenck Personality Profiler and the Work Values Questionnaire (WVQ), which requires respondents to rate various work-related facets according to the extent to which they contribute to their job satisfaction. These facets were combined into two composites (hygiene and motivator) based on previous research. The three personality superfactors accounted for a small percentage of the variance in importance ratings (about 5%). In Study 2, employees (n=82) completed a measure of the ‘Big Five’ personality traits and the Job Satisfaction Questionnaire (JSQ), which assesses both what respondents consider as important in their work environment as well as their satisfaction with their current job. Importance ratings were again combined into two composites while job satisfaction ratings were factor analyzed and three factors, differentiated along hygiene versus motivator lines, emerged. Personality traits again accounted for a small percentage of the total variance both in importance ratings and in levels of job satisfaction. It is concluded that personality does not have a strong or consistent influence either on what individuals perceive as important in their work environment or on their levels of job satisfaction.     

Validity of the trait emotional intelligence questionnaire in sports and its links with performance satisfaction

ObjectiveThis research project consisted of two studies aimed at validating the trait emotional intelligence questionnaire (TEIQue) in a sports sample.DesignStudy 1 used a confirmatory factor analysis (CFA) to investigate if the original 4-factor structure of the TEIQue could be replicated in a sample of athletes. In addition, we explored the relationship between trait emotional intelligence (trait EI) and the demographic variables age, sex, type of sport (individual vs. team), expertise, and years of training. Study 2 used a path analysis approach to explore if trait EI is related to performance satisfaction through stress appraisal and coping behaviors.MethodIn Study 1, 973 athletes completed the TEIQue and a demographic questionnaire. In Study 2, 291 athletes completed the TEIQue. Moreover, with a recent competition in mind, they completed the Coping Inventory for Competitive Sports, as well as items on perceived intensity of stress, perceived controllability of stress, challenge and threat appraisals, coping effectiveness, and performance satisfaction.ResultsStudy 1 showed with a CFA that the original 4-factor structure of the TEIQue could be replicated in a sports sample. Of the demographic variables, only age showed a significant positive relationship with trait EI. Study 2 showed that trait EI was related to performance satisfaction through stress appraisal and coping variables.ConclusionsThis research showed that the TEIQue can be used with athletes and that trait EI is useful for understanding certain aspects of sports performance satisfaction.     

How daydreaming relates to life satisfaction, loneliness, and social support: the importance of gender and daydream content

Daydreaming appears to have a complex relationship with life satisfaction and happiness. Here we demonstrate that the facets of daydreaming that predict life satisfaction differ between men and women (Study 1; N=421), that the content of daydreams tends to be social others (Study 2; N=17,556), and that who we daydream about influences the relation between daydreaming and happiness variables like life satisfaction, loneliness, and perceived social support (Study 3; N=361). Specifically, daydreaming about people not close to us predicts more loneliness and less perceived social support, whereas daydreaming about close others predicts greater life satisfaction. Importantly, these patterns hold even when actual social network depth and breadth are statistically controlled, although these associations tend to be small in magnitude. Individual differences and the content of daydreams are thus important to consider when examining how happiness relates to spontaneous thoughts.     

Towards a Hierarchical Model of Self-concept for Hong Kong Chinese Adults with Physical Disabilities

This paper explores the basic facets and structure of the self-concepts of groups of 135 and 146 Hong Kong Chinese adults with and without physical disabilities, respectively. Comparison of responses to a 20-item scale indicated a very similar pattern of the importance the individuals in these groups attached to these areas of their lives. However, the non-disabled group did report higher satisfaction ratings on six of these areas and factor analysis of both the importance and satisfaction ratings showed a similar underlying factor structure for both groups. Content analysis of open-ended questions confirmed that both groups shared similar self-concept facets except that the subjects with physical disabilities most frequently reported the importance of “functional independence in daily living tasks”. It is proposed that this facet needs to be included in a self-concept instrument appropriate for subjects with physical disabilities. Models of self-concept were then suggested for each group.     

Career stage as a moderator of performance relationships with facets of job satisfaction and role perceptions

The relationship between performance indices and facets of job satisfaction, role ambiguity, and role conflict was studied among 102 full-time faculty members across three career stages. Results indicate that an individual's career stage within a profession has an important moderating effect on facets of job satisfaction and role perception relationships with role-related performance.     

Clergy Role Stress: Interactive Effects of Role Ambiguity and Role Conflict on Intrinsic Job Satisfaction

The present study examined relationships between role conflict, role ambiguity, and three facets of clergy job satisfaction: Relationships and Support, Denominational Involvement, and Intrinsic Aspects. Web survey data from 179 United Methodist clergy indicated that role ambiguity and role conflict had negative relationships with each of the three facets of job satisfaction, as well as with overall job satisfaction. Interactions between role conflict and ambiguity were not significant for overall job satisfaction or for two of the three facets, suggesting that the effects of role conflict and role ambiguity on these aspects of job satisfaction were linear and cumulative. However, the effects of role ambiguity and role conflict considered together were nonlinear and interactive for the Intrinsic Aspects facet of job satisfaction, indicating that when role ambiguity was low, the relationship between role conflict and intrinsic job satisfaction was not significant, whereas when role ambiguity was high, there was a significant negative relationship between role conflict and intrinsic job satisfaction.     

Sex and sport-related differences in satisfaction among Greek swimmers

The purpose was to test the applicability of the Scale of Athlete Satisfaction for Greek swimmers and to assess sex and sport-related differences for swimers' mean satisfaction. The sample of 351 Greek swimmers comprised 186 males and 165 females competing in five categories of the National Swimming Championhip in Greece. Their mean age was 16 yr. (SD=2; range 13 to 28 years). A confirmatory factor analysis supported the factorial validity of the scale. Analysis indicated that sex, weekly practice schedule, and sport experience differentiated facets of satisfaction among these swimmers. This scale is reliable and valid for measuring athletes' satisfaction with individual sports.     

An experiential thinking style: its facets and relations with objective and subjective criterion measures

In Study 1, an experiential factor divided into the following 3 factors when 3 or more factors were extracted: intuition, emotionality, and imagination; whereas a rational factor retained its coherence. In Study 2, an experiential but not a rational thinking style was positively associated with performance measures of creativity, humor, aesthetic judgment, and intuition and with self-report measures of empathy and social popularity. A rational thinking style was associated with several measures of adjustment. Both thinking styles were positively related to personal growth. Support was provided from several sources for the discriminant validity of the experiential facets. In a third study, the independence of the 2 thinking styles and of gender differences in self-reported data were verified by observations by others of participants' thinking styles. The importance of identifying facets of an experiential thinking style and of discovering previously unrecognized favorable attributes of this thinking style was discussed.     

COMMUNICATION SATISFACTION,JOB SATISFACTION,AND JOB PERFORMANCE

This field study of 327 hospital nurses investigated the relationship between perceived satisfaction with organizational communication and job satisfaction and job performance. The researcher developed a research model incorporating nine dimensions of communication satisfaction and hypothesized their varying relationships with job satisfaction and job performance. Correlation, multiple regression, and canonical correlation analyses revealed significant positive relationships between communication satisfaction and job satisfaction, and communication satisfaction and job performance. The communication satisfaction-job satisfaction link was stronger. The same facets of communication—supervisor communication, communication climate, and personal feedback—were found to be most strongly related to both job satisfaction and performance. Although the importance of the superior-subordinate communication relationship was confirmed, top management communication also was substantially related to job satisfaction and, to a lesser degree, job performance. Rank-order correlation results of this study were compared to several other studies and some congruent patterns were found.     

The development and validation of a measure of character: The CIVIC

The present research study sought to develop and validate a character scale – the Comprehensive Inventory of Virtuous Instantiations of Character using a total sample size of 3679 across five studies. In Study 1, character trait items were generated using an integrative classification system. In Study 2, character trait scales were further refined and their factor structure examined, revealing eight higher-order character dimensions or character cores: appreciation, intellectual engagement, fortitude, interpersonal consideration, sincerity, temperance, transcendence, and empathy. Study 3 established convergent validity of character traits with extant measures and discriminability from personality facets, social desirability, and moral cognitive development. Study 4 revealed that character cores were more strongly related to evaluative constructs than personality dimensions. Study 5 demonstrated that character cores predicted performance and psychological well-being outcomes above and beyond personality. The implications of our findings for the assessment and taxonomy of character are discussed.