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The Customary Land Delivery Institutions (CLDIs) provide the platform for the supply of developable land in most cities in sub-Saharan African countries. While there is a need to measure the effectiveness of CLDIs to compare their performance with others or themselves over time, there is however a dearth of evidence-based frameworks that could be adopted for such an assessment. This study developed a framework for the evaluation of the effectiveness of CLDIs. This is with a view to providing a tool for measuring the performance of land governance.

A total of 46 good governance criteria for measuring the various dimensions of CLDIs generated from the literature were transformed into a measurable scale which was validated by a panel of 16 experts through a modified Delphi approach. A pilot study was also conducted on 42 land-based professionals to assess the reliability of the framework. Content Validity Index (CVI) was calculated for relevancy scores while clarity was measured by clarity score. Cronbach alpha was also employed to measure the reliability of the framework.

The result of the 46 criteria validated by the experts revealed that 89.5% of items in the developed instrument have a content validity index (I-CVI) equal to or greater than the 0.85 threshold and a mean I-CVI of 0.90. With the CVI score and the analysis of the comments made by the experts, six items were removed from the instrument and a total of six new items were added. The final corrected instrument after a further iteration had a total of 46 items. The reliability test also revealed a Cronbach alpha score of 0.82.

This paper provides a framework useful for developing countries, especially in the development of land delivery policies and provides a framework for the analysis of the important aspects thereof.

This paper demonstrates the development of a holistic framework for the assessment of CLDIs which hitherto were not in existence.

To design and empirically validate an instrument for measuring the effectiveness of a marketing intelligence system (MkIS).

A thorough review of the literature of IS in general and MkIS in particular was the foundation for a new conceptualisation of MkIS effectiveness, which was developed into a measuring instrument for experimental application to data collected by a pre‐tested postal questionnaire from 254 five‐star hotels in Greece.

Exploratory and confirmatory factor analysis show that the proposed measuring instrument meets acceptable criteria of reliability and validity. The effectiveness of MkIS is found to comprise both internal and external components, related on the one hand to the extent to which the user organization improves functional effectiveness and corporate climate and on the other to its adaptability to market conditions and its customer responsiveness. The instrument is capable of integrating these into a holistic measure.

The single‐industry, single‐country sample limits the scope for generalization. Future research should address this through replication in different contexts.

A validated measure of the effectiveness of MkIS has important implications for both users and providers. Conceptually, it permits improved understanding of the components of effectiveness. Pragmatically, it provides an assessment of the effectiveness of existing or new systems.

Until now, there has been no empirically validated instrument integrating the several dimensions of MkIS effectiveness.

The purpose of this paper is to empirically test a new industry‐specific scale, HEdPERF (Higher Education PERFormance) to capture the authentic determinants of service quality within higher education sector.

The primary goal of this research was to test and compare the relative efficacy of HEdPERF against SERVPERF in order to determine which instrument had the superior measuring capability.

In terms of unidimensionality, reliability, and validity, HEdPERF explained variance within the higher education setting better in comparison to SERVPERF.

Since this study only examined the respective utilities of each instrument within a single industry, in only one national setting, any suggestion that the HEdPERF is generally superior would still be premature.

The current findings do provide some important insights into how the instruments of service quality compare with one another, in a typical higher education context.

An attempt is made in the paper, to develop critical insights into comparative evaluation of service quality measurement instruments.

Definition-problems concerning the terms “migrant” and “Health-Related Quality of Life” (HRQoL) have a negative impact on the operationalization and measurement of the multidimensional and subjective construct of HRQoL. The aims of this systematic literature review are to address the following questions: How can the instruments used within the research field “migration and HRQoL” be described or categorized? Which dimensions (psychological, physical and social) and associated sub-dimensions have been used concerning measuring HRQoL when measures are applied to migrants?

A systematic review was conducted. Three databases (Medline, Embase and Cinahl) were systematically searched for the investigation on HRQoL of migrants. Articles written in English, German and Polish, published since 2003 and meeting other inclusion criteria, were included in the final analysis.

In the first stage a total of 4,062 studies were identified. However, very few studies were found to focus on HRQoL among migrants. Finally, 28 studies were included in the analysis. The results confirm that the terms “migrant” and “Quality of Life” and “Health-Related Quality of Life” are neither congruently used nor defined, respectively, within these studies, which consequently impacts deleteriously on the application and measurement of the concept in these groups. The majority of the studies reported to measure HRQoL with a well-known and validated HRQoL instrument. The physical dimensions (symptoms/pain/vitality, energy/vitality/sleep and the objective/subjective health status) are predominantly represented in the reviewed literature. The psychological dimension mostly includes sub-dimensions such as psychological stress and depressive symptoms; the social dimension was predominantly considered as the sub-dimension social relationships/networking.

This paper highlights profound issues in the accurate assessment of HRQoL in migrants. This may have a significant impact on delivery of appropriate evidenced-based care for migrants in need of healthcare intervention.

This is a systematically conducted study to design, develop and validate a measuring instrument to assess the nurses quality of work life (QWL) and determine the vital components of nurses' QWL.

In this methodical study, vital dimensions of nurses QWL are identified using Pareto analysis; data and information were collected from 474 nurses through the structured questionnaire. By conducting exploratory factor analysis (EFA), the number of dimensions and items was reduced. Through the confirmatory factor analysis (CFA) using SPSS 21 software, nine predominant dimensions were confirmed, they are work environment, working condition, work–life balance, compensation, relationship and cooperation, stress at work, job satisfaction, career development and organization culture. Additional structural equation modeling (SEM) was done to determine the interrelationships between extracted nine components using AMOS. By performing different statistical tests like reliability test, content validity, construct validity, convergent, divergent validity and multicollinearity, the proposed nine-component nurses QWL instrument was validated.

The proposed measurement model explained 73.18% of total variance; reliability of the instrument Cronbach's alpha value is 0.902. Model fit indices like chi-square df (CMIN) = 685, df = 523, CMIN/DF = 1.310, goodness-of-fit index (GFI) = 0.965, adjusted goodness-of-fit index (AGFI) = 0.937, parsimony goodness-of-fit index (PGFI) = 0.918, incremental fir index (IFI) = 0.933, Tucker–Lewis index (TLI) = 0.921, comparative fit index (CFI) = 0.931 and root mean square error of approximation (RMSEA) = 0.036 fulfill the acceptable criteria. The nine factors nurses QWL measuring instrument is reliable and statistically valid.

Data were collected from 474 nurses, poor responses and time constraints.

Hospitals are trying to improve the quality of patient caring by enhancing the nurses' skill sets, knowledge and attitude to meet global challenges. In this unstable business environment, hospitals face challenges like the high attrition rate and skilled nurses shortage. In this scenario, this study provides a valid instrument to measure the QWL of nurses to know the status of QWL, which will help to build a strategic plan to improve retention rate and to attract the talented workforce to the hospitals.

As a result, the scale developed in this study contributes to the body of the literature on nurses QWL. It seems to be more advantageous for carrying out further research in this field.

This paper aims to develop and test an instrument to measure workplace bullying in the Thai context.

The research has three phases. Phase 1 involved the development of an instrument and constructs/items as well as testing of content validity and reliability. Phase 2 used exploratory factor analysis to identify the appropriate constructs and items to be included in the instrument. Phase 3 consisted of confirmatory factor analyses to confirm that the measurement instrument built in this research is effective for measuring workplace bullying. Data were collected through interviews of experts and stakeholders in human resource (HR), and through online questionnaires completed by 340 HR employees in Thailand.

Results revealed that workplace bullying can be classified into three types: work-related bullying, personal-related bullying and physical-related bullying. Findings confirmed the constructs using theoretical concepts and empirical evidence with values of χ² = 120.473, df = 98, p = 0.061, χ²/df = 1.229, goodness of fit index = 0.961, adjusted goodness of fit index = 0.938, Tucker-Lewis Index = 0.992, comparative fit index = 0.994 and root mean square error of approximation = 0.026.

The findings of this study add further knowledge to the field of organizational behaviour and could be valuable for developing management theories regarding building an effective work climate. The three types of workplace bullying (work-related, personal-related and physical-related bullying) can be studied as independent, dependent or mediating variables that can both influence and mediate. Results can be used to explain behavioural aspects of workplace bullying in clear and accurate terms.

The developed instrument can accurately measure levels of workplace bullying behaviours of employees in different organizations with high levels of validity and reliability. Results can be used to develop interventions and guidelines for managing or reducing workplace bullying of employees. The instrument can also be used as a research tool for further studies of bullying behaviour.

Diversity, equality and sustainability are characteristics of organizations that have developed an effective and happy work culture. Allowing workplace bullying to occur can negatively affect such a productive organizational climate. Therefore, the research findings have social implications in terms of their ability to monitor workplace, as well as community bullying.

The instrument to measure workplace bullying was developed and improved by blending Western concepts with interview data about workplace bullying behaviours experienced by HR employees in Thailand. The instrument can facilitate the measurement of employee bullying levels in companies and can contribute to future studies of bullying behaviours in organizations or workplaces.

The purpose of this paper is to examine the quantitative measurement tools used in fields of study related to coproduction, as an approach to mobilizing knowledge, in order to inform the measurement of impact.

An overview methodology was used to synthesize the findings from prior instrument reviews, focusing on the contexts in which measurement tools have been used, the main constructs and content themes of the tools, and the extent to which the tools display promising psychometric and pragmatic qualities.

Eight identified reviews described 441 instruments and measures designed to capture various aspects of knowledge being mobilized among diverse research stakeholders, with 291 (66%) exhibiting relevance for impact measurement.

Future studies that measure aspects of coproduction need to engage more openly and critically with psychometric and pragmatic considerations when designing, implementing and reporting on measurement tools.

Twenty-seven tools with strong measurement properties for evidencing impact in coproduction were identified, offering a starting point for scholars and practitioners engaging in partnered approaches to research, such as in professional learning networks.

Current quantitative approaches to measuring the impacts of coproduction are failing to do so in ways that are meaningful, consistent, rigorous, reproducible and equitable. This paper provides a first step to addressing this issue by exploring promising measurement tools from fields of study with theoretical similarities to coproduction.

The main objectives of the paper are: to analyse marketing orientation application specifics in mobile telecommunication enterprises; and to develop and test an instrument for measuring the level of marketing orientation in the enterprises of the mobile telecommunication industry.

The marketing orientation instrument was derived from systematic comparative analysis of the relevant marketing literature, supplemented by additional criteria relating to innovation and organizational learning. The empirical research method was expert assessment, conducted by means of online questionnaires. Correlation analysis and comparison with data from secondary sources were employed to test the validity of the procedure.

The empirical research findings confirmed positive relationships between marketing orientation, enterprise performance and learning orientation in the target industry, but not between marketing orientation and innovativeness.

The paper reports a field study of marketing orientation in the mobile telecommunications industry in the 15 countries of the pre‐2004 European Union. After acceptance of the new members into the EU there is a need to investigate the marketing orientation of the mobile communication operators in the newly accepted EU countries.

The proposed marketing orientation instrument can be used to solve the issues of marketing orientation development. An enterprise is expected to achieve better performance results by improving operations related to each criterion of the measuring instrument, under conditions of constant monitoring and learning.

The proposed marketing orientation development instrument is supplemented with additional innovation and organizational learning criteria. The first empirical marketing orientation research was performed for mobile telecommunication enterprises in the EU and confirmed positive relations between the marketing orientation level and the performance results of the EU mobile telecommunication operators. This research presents the empirical evidence that marketing orientation positively correlates with the constant organization learning.

The four stage model of Hayes and Wheelwright (H‐W) describing the strategic role of manufacturing function is widely accepted in the literature. However, there is little research that has examined the underlying factors of the H‐W model. This paper aims to fill this research gap by developing an instrument for measuring factors of strategic manufacturing effectiveness of a company based on the H‐W model.

The general principle of designing an instrument is followed in this paper. Attributes of strategic manufacturing effectiveness are identified from critical analysis of the original text of Wheelwright and Hayes, and Chase and Hayes. Then these attributes are grouped into four factors: catalysts of manufacturing initiatives; proactiveness of manufacturing function; attitude of top management towards manufacturing; and nature of manufacturing initiatives. Question for each attribute along continuum of four stages in the H‐W model is developed. The reliability and validity of the instrument are assessed through responses obtained from managers of 28 manufacturing units.

The empirical evidence supports that the proposed instrument has quite good reliability (Cronbach's α for different factors in the range of 0.575 to 0.705) and validity (multiple correlation coefficient between factors and manufacturing performance of 0.801).

This instrument can be used to position the companies along the continuum of four stages. Also, this can help managers assess the strengths and weaknesses in manufacturing for making the improvements.

This study is one of its kind which focuses on the development of an instrument to assess the strategic role of manufacturing based on the H‐W model.

ONE of the activities of the Deutsche Versuchsanstalt für Lufthfahrt has, naturally, been directed to the development of special instruments adapted for the peculiar needs of the experimental work carried out at Adlershof. Arrangements have recently been made whereby a wide range of these instruments is available in England and they can now be obtained from International Technical Developments, Ltd., of Thames House, Millbank, London, S.W.I.