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The purpose of this paper, a critical reflection, is twofold. First, by comprehensively reviewing scale development procedures in hospitality research, a concerning lack of nomological validity testing is demonstrated. Second, the need for nomological validity testing is discussed and both conceptually and empirically reasoned.

This research systematically reviews scale development studies in three leading hospitality journals, including Cornell Hospitality Quarterly, International Journal of Contemporary Hospitality Management and International Journal of Hospitality Management over ten years (2012–2021) to analyze the completeness of scale development procedures. Specifically, the authors evaluate whether the reviewed studies engage in testing the nomological and predictive validity of the newly developed measures.

The results indicate a concerning gap in the current practices in hospitality research. Specifically, only 33.3% of the examined studies assess nomological validity. These findings collectively underscore the need for improving the comprehensiveness of scale development processes in hospitality research.

The study offers important implications for hospitality researchers. The paper provides an extensive discussion on the importance and benefits of testing for nomological validity in scale development studies, contributing to the completeness and consistency of scale development procedures in the hospitality discipline.

This research critically assesses prevalent, and widely accepted, scale development procedures in hospitality research. This research empirically demonstrates the neglect of nomological validity issues in scale development practices in hospitality research. Scale development is an essential scientific practice used to create a research instrument in a field of study, improving our understanding of a specific phenomenon and contributing to knowledge creation. Considering the significance of scale development in advancing the field of hospitality research, the validation procedures involved in the scale development processes are of utmost importance and should be thoroughly applied.

The purposes of this study were twofold: (1) to develop a scale for measuring consumers' perceived problems of finding a good fit (PFGF) and (2) to provide evidence of several types of scale validities including nomological validity through examining the relationship between PFGF and body esteem based on attribution theory.

Scale development took place in three steps: (1) An initial pool of items was generated based on a previous study; (2) preliminary quantitative tests of reliability and validity of items were performed, including confirmatory factor analyses (CFAs); and (3) final scale validation through a discriminant and nomological validity test was conducted using CFA and the structural equation model (SEM). CFAs and SEM with the mediation effect were performed using Preacher and Hayes' (2008) bootstrap procedure in Mplus.

Of the 20 items (four items for physical, eight items for aesthetic and eight items for functional) generated in Step 1, a total of 14 items (four items for physical, five items for aesthetic and five items for functional) were remained through preliminary tests of reliability and validity of the scale in Step 2. In Step 3, the 14 items were finalized and validated through testing the hypothesized mediating effect of internal attribution of fit problems between the PFGF scale and the measures of body esteem. The results of consumers' internal causal attribution process of fit problems supported attribution theory.

The study contributes to understanding consumer fit perceptions by developing a scale to assess PFGF that may be a key factor influencing multiple apparel shopping behaviors. The multidimensional scale of perceived PFGF should be useful to provide solutions to PFGF based on information from customers. Better understanding of perceived PFGF will ultimately increase consumer satisfaction with apparel.

Prior work underscores the important role of customer advocacy for brands. The purpose of this study is to explore the critical role customers can play as brand heroes. The authors developed and validated a measurement scale composed of properties that are derived from distinct brand hero motivational mechanisms.

The authors conducted one exploratory pilot, using semi-structured interviews, with industry and academic experts, and employed three main studies across varying brands and market settings.

This study explores and empirically demonstrates how the brand hero scale (BHS) is related to, yet distinct from, existing scales of opinion leaders, market mavens, attachment and customer advocacy. The six-item BHS demonstrates convergent, discriminant, nomological and predictive validity across several different brand contexts.

This research extends the extant body of work by identifying and defining brand heroes, developing and validating a parsimonious BHS, and demonstrating how its predictive validity extends both to a range of key advocacy and loyalty customer behaviors.

The study provides provocative insights for marketing researchers and brand managers and ascertains the important role heroes may play for brands in terms of strong customer advocacy and loyalty behaviors.

Building on the theory of meaning, this study shows that identifying and working with brand heroes is of great managerial importance and offers critical avenues for future research.

This research aims to present the results of a study that operationalizes the construct of perceived work identity deprivation (PWID) and examines its validity.

The authors adopted a mixed method design in this study where a Likert-type scale to measure PWID was developed based on the interviews of 40 workers and the questionnaires of 625 participants successively. Later, the generalizability of the scale was tested through quantitative data from 412 workers. Finally, validity analysis was conducted based on 380 usable questionnaires. Data were analyzed using IBM SPSS 24 and Mplus 7.0.

The findings of the study indicate that the reliability measures, exploratory factor analyses, confirmatory factor analysis and subsequent convergent and discriminant validity tests support the PWID scale. The nomological validity of PWID is also presented, which demonstrates its predictive validity.

Despite highlighting the importance of work identity, prior research lacked to provide empirical foundations to understand this perception. This study fills this gap in the literature by providing a measure of PWID, distinguishing it from similar constructs and establishing convergent, discriminant and nomological validity. Moreover, by extending the range of theoretical and measurable deprivation of work identity, the authors hope to allow research to take into account a more complete picture of it. PWID scale can be used to develop more relevant suppression plans.

The purpose of the study is to develop a valid measure of stereotype threat.

A convenience sample of 2,900 respondents from different occupational sectors, including managers, engineers and health-care professionals, was used for the present study. The data were collected from various government and private organizations in North India. The questionnaire survey was administered in three phases. During the first phase, 800 questionnaires were circulated, followed by 1,200 questionnaires in the second phase, and the third phase involves 900 questionnaires. The data were analysed using exploratory factor analysis, confirmatory factor analysis and structural equation modelling.

The results indicate nine dimensions, namely, occupational identification, occupational stigma consciousness, gender identification, gender stigma consciousness, religion identification, religion stigma consciousness, caste identification, caste stigma consciousness and negative effect of stereotype threat. The study ensures the reliability and validity of the stereotype threat scale. The measure also fulfils the assumptions of nomological validity.

To the best of the authors’ knowledge, the study is the first of its kind to develop and validate the stereotype threat scale adhering to scale development procedures.

As good as existing measurements of entrepreneurial potential (EP) may appear in the literature, they are fragmented, suffer from the lack of theory integration and clarity, are inadequately specified and assessed and the dimensions are unordered by importance. These limitations of EP metrics have hindered entrepreneurial practice and theory advancement. There is a risk of atomistic evolution of the topic among “siloed” scholars and room for repetitions without real progress. The purpose of this paper was to take stock of existing measurements from which the authors developed a new instrument that is brief and inclusive.

The authors followed several steps to develop and validate the new instrument, including construct domain name specification, literature review, structured interviews with entrepreneurs, face validation by experts, semantic validation and statistical validation after two waves of data collected on employee and entrepreneur samples.

A clear operational definition of EP is proposed and serves as a starting point towards a unified EP theory. The new EP instrument is made up of 34 items classified into seven dimensions, which in order of importance are proactive innovativeness, management skill, calculated risk-taking, social skill, financial literacy, entrepreneurial competencies prone to cognitive and heuristic biases and bricolage. The authors provide evidence for reliability and validity of the new instrument.

Although a model is not the model, the authors discuss several ways in which the new measurement model can be used by different stakeholders to promote entrepreneurship.

The authors discuss the domain representativeness of the new scale and argue that the literature can meaningfully benefit from a non-fuzzy approach to what makes the EP of an individual. By developing a new EP instrument, the authors set an important pre-condition for advancing entrepreneurial theory and practice.

The significant role of universities in generating and diffusing new knowledge in the interest of society has positioned faculty as knowledge creators. The present study contributes to the domain of positive psychology by heeding the happiness call in academia. The research intends to develop and validate a scale for measuring happiness at work (HAW) for knowledge creators.

The study is systematically designed across a series of four independent studies: (1) Dimensionality and item analysis, (2) scale purification, (3) scale refinement and nomological validation and (4) generalizability. Additionally, common method bias (CMB) was checked utilizing the marker variable technique.

HAW has been established as a second-order reflective-reflective construct with six factors, namely work satisfaction, self-directedness, self-love, positive thinking, positive social relationships and work-family balance. The nomological validity and generalizability of the scale have also been established.

The study is an attempt to address an important topic of HAW among knowledge creators. By conceptualizing HAW as a combination of intraindividual and organizational factors, this study offers a comprehensive measure of HAW that was previously absent in the literature. The results of the study will assist management in making strategic decisions to ensure the HAW of knowledge creators.

Knowledge creators’ happiness is a major concern in academia and has received little attention till date. The primary contribution of this study is the conceptualization and development of a validated scale for measuring knowledge creators’ HAW. A valid and reliable scale for measuring HAW would enable researchers to gain fresh perspectives on the essence, attributes and quantification of this particularly noteworthy construct.

With changing employment conditions, technological advancement, frequent manpower reduction and global competition, the relevance of the protean and boundaryless career concepts is increasing. With this, the country’s culture plays a pivotal role in career choice. The purpose of this paper is to develop and validate protean and boundaryless career scales for college passing out students and in the Indian context. The protean career scale was measured by self-directed and values-driven dimensions, while the boundaryless career scale was measured by boundaryless mindset and organizational mobility preference.

The first step involved defining construct and determining face validity. The data collected via questionnaire from India’s final year engineering students were subjected to exploratory factor analysis and confirmatory factor analysis in the second and third steps, respectively. Finally, the nomological validity was tested by establishing the relationship between factors influencing career choice and newly developed protean and boundaryless career.

The result suggested using a two-factor model with a protean career (combining self-directed and values-driven items) and a boundaryless career as a separate construct for college passing out students.

The developed scale has nine items that can be used to conduct surveys at the time of campus hiring by academic scholars, HR managers, and practitioners who are working on the identification, development and management of human talent as a part of any human resource management system.

To the best of the authors’ knowledge, this is the first approach to developing the protean and boundaryless career scale for college passing out students and in the Indian context which can be replicable for South Asian countries.

This study aims to develop and validate a scale to measure stakeholders' perception of mandatory corporate social responsibility (CSR) activities in the hotel industry in India.

CSR items were generated based on a qualitative approach. The underlying factorial structure of the scale is determined using exploratory factor analysis. The measurement model is verified through confirmatory factor analysis with validity checks. Additionally, the nomological and predictive validity of the proposed scale is confirmed through correlation and regression analysis.

This study proposed a three-dimensional 17-item scale comprising the environment, social and cultural domains to measure stakeholders' perception of mandatory CSR in the Indian hotel industry.

This study adds to the literature by providing a comprehensive approach incorporating CSR activities specified by law on CSR measurement. Validated CSR scales are recommended for future studies to measure CSR in India. This study may also serve as a blueprint for other countries to develop context-specific CSR measurement approaches.

To the best of the authors’ knowledge, this is the first scale development study on mandatory CSR in India. The inclusion of CSR activities prescribed by law on the standardized CSR scale development is a novel outlook.

An Indian emerging market positioning taxonomy has been developed in response to the literature review's findings that existing positioning typologies/taxonomies are based on managerial perspectives rather than consumer/customer perceptions and are only developed for advanced countries.

This study employs a three-step process for developing and validating a scale in order to conduct its research. In the first phase, items are generated and selected based on a literature review, focus groups and expert opinion. Exploratory factor analysis is used to fine-tune the scale in the second phase. Phase 3 uses CFA to establish convergent, discriminant and nomological validity through the use of CFA.

A consumer-based taxonomy of positioning strategies were developed as a result of the research. Six distinct positioning strategies emerged that was named (1) Value for Money, (2) Functional (3) Premiumisation, (4) Promotional Campaign, (5) Brand Name (6) Visual Aesthetics.

Developing and validating measurement scales will be made easier with the help of this paper. Target populations, industry and geography selection and a cross-sectional time horizon are just a few of the study's drawbacks.

The study's practical implications include six factors/strategies that managers, advertising executives and marketing experts of consumer electronics companies in the Indian emerging market could use to position their products, resulting in the overall success of their organisations.

This study adds to the marketing literature by providing a solid theoretical foundation and a validated instrument for operationalising positioning strategies.