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Using the work of earlier human needs researchers as a theoretical base, the Consumer Resource Exchange Model (CREM) has been developed. The model is based upon the concept that consumers seek to manage four fundamental resources in order to satisfy their needs. This paper is a partial replication of earlier work on the CREM and extends the stream of research to a diverse sample of “real world” consumers. The results of the study provided support for the dimensions of the model and the construct validity of a related paper and pencil assessment instrument.

The purpose of this research is to identify the dimensionality of the procedural justice construct and the criteria used by employees to assess procedural justice, in the context of salary determination.

Based on a survey of 297 Canadian workers, the paper uses confirmatory factor analysis (CFA) to test the dimensionality and the discriminant and convergent validity of our procedural justice construct. Convergent and predictive validity are also tested using hierarchical linear regressions.

The paper shows the multidimensionality of the procedural justice construct: justice of the salary determination process is assessed through the perceived characteristics of allocation procedures, the perceived characteristics of decision‐makers, and system transparency.

Results could be biased towards acceptance; this is discussed. The results also suggest possible extensions to the study.

Knowledge of the justice standards improves the ability of organizations to effectively manage the salary determination process and promote its acceptance among employees. Emphasizes the need to adequately manage the selection, training, and perception of decision makers.

The paper identifies the standards of procedural justice for salary determination processes. It contributes to the theoretical literature by providing a new multidimensional conceptualization, which helps to better understand the psychological process underlying the perception of procedural justice. The presence of a dimension associated with decision makers is novel and critical for compensation studies.

Many different scales have been used to measure customer satisfaction. These scales can be divided into three main groups, being those measuring performance, disconfirmation and satisfaction. Reports on the design and execution of a study of hotel guests in which they were asked to rate the key service attributes of their stay using all three of these measurement scales. Repurchase intention and word‐of‐mouth effects were also measured. Compares the scales on the basis of reliability, convergent and discriminant validity, predictive validity, skewness, face validity and managerial value for directing a quality improvement programme. Shows the disconfirmation scale to be superior to both the performance and satisfaction scales on all these criteria except for predictive validity. In addition, the performance scale was generally better than the satisfaction scale on a number of these criteria.

There is increasing interest in understanding negative consumer reactions to brands and the nature of negative brand perceptions. The purpose of this paper is to conceptualize the construct of brand hypocrisy from a consumer perspective and develop a scale to measure it.

A multiphase scale development process involving 559 consumers was conducted. Study 1 pertains to item generation and reduction phases. Study 2 reports on scale purification and validation through confirmatory factor analyses and model comparisons. Study 3 focuses on discriminant and predictive validity, while Study 4 further investigates predictive validity using real brands with differences in brand hypocrisy.

A 12-item scale measuring four dimensions of brand hypocrisy is developed: image hypocrisy (brand failing to put words into action), mission hypocrisy (brand exerting an unacknowledged negative impact on society or consumer well-being), message hypocrisy (brand conveying unrealistic or unattainable images) and social hypocrisy (brand supporting social responsibility initiatives for strategic purposes only). Results indicate that brand hypocrisy is distinguishable from similar constructs in the literature and that it is a significant predictor of negative word-of-mouth and brand distance.

This conceptualization provides managers with a detailed understanding of what constitutes a hypocritical brand in the eyes of consumers as well as insights about how to prevent consumer perceptions of brand hypocrisy.

Findings enrich the understanding of negative consumer inferences related to brands and provide a conceptualization of an understudied but increasingly relevant form of brand judgment.

The purpose of this paper is to report on the development and validation of a consumer power scale comprising a personal and a social power dimension. Personal power refers to consumers’ perceived ability to resist and ignore a firm’s marketing efforts. Social power refers to consumers’ perceived ability to influence a firm’s actions.

Following established scale development procedures, the construct definition and item generation preceded five studies that establish the scale’s dimensionality, psychometric properties and external, predictive and nomological validity.

Consumer power was modeled as a reflective first-order, formative second-order latent construct. The consumer power scale is psychometrically sound and possesses external and discriminant validity with regard to other power-related measures. Consumer power mediates the relation between consumers’ cognitive control and consumer satisfaction and between perceived choice and emotional responses.

This research uses episodic recall tasks to elicit power perceptions in various contexts. Results suggest that the scale is useful in comparative and longitudinal tracking of consumers’ perceptions of power in relation to a firm.

Building on a comprehensive literature review and rigorous scale development, this paper introduces a scale of consumer power that comprises a personal and a social power dimension. A critical analysis of and a predictive validity test of the scale against existing power scales highlight its unique contribution. The scale lends itself to further theory tests regarding antecedents, consequences and moderators of consumer power.

The purpose of this paper is to present a newly developed scale useful for measuring supply chain security culture (SCSC), defined as the overall organizational philosophy that creates supply chain security as a priority among its employees through embracing and projecting norms and values to support secure activities and to be vigilant with security efforts.

The approach to developing a scale for SCSC follows the steps presented by Churchill. This includes conducting steps such as: generating items, establishing face and content validity, conducting a pretest to refine items, and validating the scale through an additional data collection so reliability, convergent, discriminant, and predictive validity can be evaluated.

The process yielded a unidimensional, five‐item scale with strong psychometric properties. Through empirical verification, this scale is shown to exhibit high levels of reliability and validity.

Organizational culture has been a construct of interest in social science research for many years. The new phenomenon of supply chain security has been recently introduced to academics and practitioners. Thus, the presented scale has applications for theory and practice. Limitations of the study include allowing one error term to correlate in the SCSC scale and the resiliency scale, a somewhat low response rate, and no ability to test for common method variance bias.

Practitioners will find the presented scale useful in gauging the culture of their respective organizations in terms of supply chain security. A security focused culture is important for organizations to protect their supply chain.

The paper provides a useful measurement tool for use in future research addressing the social aspects of security management within the supply chain context.

The purpose of this paper is to obtain evidence for validity of the consumer xenocentrism scale adapted to wine consumption in Brazil. Xenocentrism is the internalized belief of the consumer about the inferiority of national products, and a propensity to prefer foreign products when compared to national products for the purposes of social aggrandizement.

Two samples composed of wine consumers were investigated (online and paper-and-pencil questionnaires), and the scale validation process was carried out in two studies. The sample of the first study was composed of 195 participants, and in the second study, 258 participants were investigated. Data were treated with confirmatory factor analyses and structural equation modeling.

Main results pointed to the discriminant and predictive validity for the Brazilian version of the scale of consumer xenocentrism adapted to the context of wine consumption.

This study expands on the original one by Balabanis and Diamantopoulus (2016), proposing the validation of the scale with Brazilian consumers. It also expands on the understanding of this behavior to a specific product (domestic wines) and offers evidence of scale validity in a culturally and economically context different from that of the original study, suggesting some evidence that the xenocentrism construct may actually occur in different cultures. An agenda of empirical research is suggested, to the understanding of the antecedents of xenocentric consumption behavior that will help Brazilian wineries to come up with more effective marketing strategies.

The purpose of this paper is twofold: to develop the college-attendance value scale (CAVS) in the Taiwan context to understand undergraduates’ reasons for or benefits from college education, and to examine how the value relates to additional motivational goals, academic performance, and expected terminal degree.

Data analyses involved sophomores (n=729) who completed a learning-experience survey that included CAVS of the personal value and collective value subscales, expected terminal degree, Achievement Goal Questionnaire, and cumulative grade point average (CGPA). Construct validity evidence was substantiated by the results of exploratory factor analysis (n=364) for two-factor identification, and by the results of confirmatory factor analysis (n=365) for a good model-fit.

The interrelations between variables in regression analysis supported the predictive validity; achievement goals were predictors of CGPA, while personal value was a sole predictor of expected terminal degree. Findings suggest that CAVS is a predictive measure for Taiwanese undergraduates’ academic performance and choices.

In terms of policy implications, college students’ values of college attendance should not only be regularly investigated by institutional research, but should be widely applied by university students, educators and administrators to facilitate the optimal learning development for each undergraduate.

The study develops a short but effective scale of college-attendance value for the Taiwanese students who usually attend college after graduating from high school. The CAVS is useful in manifesting the students’ major reasons for pursuing college education.

This study aims to provide preliminary evidence for a new conceptualization and measure of workplace spirituality labeled spiritual expression at work (SEW). While the extant literature focuses on the fulfillment of workers' spiritual needs, spiritual expression refers to the impact of personal spirituality on the everyday thoughts, behaviors and interactions of employees.

A pilot study (n=92) included item generation and an exploratory factor analysis of the five‐item SEW scale (SEWS). The primary validation study (n=348) consisted of: performing a confirmatory factor analysis of the SEWS; comparing the SEWS with other spirituality measures, including two measures of personal spirituality and two measures of values‐based workplace spirituality; psychometrically assessing the convergent, discriminant and predictive validity of the SEWS; and examining the correlations and regression results between the SEWS and the comparison measures.

The SEWS showed acceptable psychometric properties across both samples, and the results support the convergent, discriminate and predictive validities of the SEW construct.

This study is subject to the typical limitations of cross‐sectional research. However, meaningful results were obtained across two samples.

These results suggest workers may express their spirituality regardless of their perceptions of the spiritual nature of the organization. In doing so, personal spirituality may impact important personal and organizational outcomes.

This study moves beyond existing research by showing a new way to assess workplace spirituality.

The purpose of this paper is to validate Tsiotsou’s (2012) sport team brand personality scale in a new country (Australia) and segment (Generation Y) and extend its use from sport teams to individual athletes. This paper also explores the scale’s predictive power in an athlete’s role model influence.

An online panel survey with 560 responses from Australian Generation Y consumers was obtained. Structural equation modelling was used to test and validate the scale.

This paper confirmed the sport team brand personality scale can be applied to an individual athlete. Three dimensions of the scale, namely, competitiveness, morality and authenticity, were found to have predictive power in an athlete’s role model influence. Authenticity was the strongest predictor, followed by morality and competitiveness.

Individual athlete brand personality is powerful in influencing how Australian Generation Y consumers identify with their favourite athlete as a role model. These insights assist brand and marketing managers to use athletes as part of their communication strategies regarding brand and product endorsements.

This research addresses Tsiotsou’s (2012) call to test the robustness and external validity of the sport team brand personality scale and to empirically test how the scale can predict outcomes. The authors succeeded in validating and extending the sport brand personality scale to an individual athlete level in a new country and consumer segment. The scale was found to have predictive power in an athlete’s role model influence.