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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.

Research serves to elucidate and tackle real-world issues (e.g. capitalizing opportunities and solving problems). Critical to research is the concept of validity, which gauges the extent to which research is adequate and appropriate in representing what it intends to measure and test. In this vein, this article aims to present a typology of validity to aid researchers in this endeavor.

Employing a synthesis approach informed by the 3Es of expertise, experience, and exposure, this article maintains a sharp focus on delineating the concept of validity and presenting its typology.

This article emphasizes the importance of validity and explains how and when different types of validity can be established. First and foremost, content validity and face validity are prerequisites assessed before data collection, whereas convergent validity and discriminant validity come into play during the evaluation of the measurement model post-data collection, while nomological validity and predictive validity are crucial in the evaluation of the structural model following the evaluation of the measurement model. Additionally, content, face, convergent and discriminant validity contribute to construct validity as they pertain to concept(s), while nomological and predictive validity contribute to criterion validity as they relate to relationship(s). Last but not least, content and face validity are established by humans, thereby contributing to the assessment of substantive significance, whereas convergent, discriminant, nomological and predictive validity are established by statistics, thereby contributing to the assessment of statistical significance.

This article contributes to a deeper understanding of validity’s multifaceted nature in research, providing a practical guide for its application across various research stages.

Although existing literature emphasizes the significance of diversity and inclusion in management roles for employees, there is a notable absence of a standardized scale to assess employees’ perceptions of an inclusive climate, particularly in relation to practices that encourage acceptance of demographically diverse leaders. This study aims to bridge this gap by developing the perceived inclusion climate for leader diversity (PICLD) scale.

The scale development process was carried out in five phases which included: qualitative component (interviews); test for face validity; check for content validity; construct and criterion-related validity; and nomological network testing.

Following the first three phases of scale development, 12 measurement items were produced. Phase four results indicate that PICLD is distinct from both the intercultural group climate scale and diversity-oriented leadership scale, in which all three scales were found to be positively correlated with job satisfaction. Phase five results show that PICLD positively correlates with organizational justice. Organizational justice also mediates the relationship between PICLD and three employee outcomes (performance, engagement and turnover intention).

Organizations are encouraged to be open to suggestions made by managers from historically marginalized groups that motivate diverse leaders to voice their concerns to foster inclusionary climate perceptions among employees. Welcoming diverse managerial perspectives can dismantle systemic barriers, enabling marginalized leaders to thrive while fostering employees’ perceptions of an inclusionary workplace.

This study introduces the PICLD Scale to enhance comprehension of how policies supporting leader demographic diversity impact employee perceptions of inclusive climate. This research also contributes to the advancement of social exchange theory and literature on organizational justice, performance and engagement.

Although marketing is essential for a firm’s survival and growth, a set of entrepreneurial strategic orientations may help it gain a competitive advantage. Entrepreneurial marketing (EM) is critical for growing businesses to succeed in today's fast-paced industry. The present study aims to measure the role of EM on the business performance (BP) of Indian startups.

For this purpose, a thorough literature review was conducted to develop a scale from the proposed conceptual framework – EMICO by Jones and Rowley (2009b). To assess the reliability and validity of the scale (62 items), the data are analyzed by employing partial least square-structural equation modeling (PLS-SEM).

The scale is empirically tested, and the results lead to discussions. The results show the positive impact of entrepreneurial orientation (EO), marketing orientation (MO), innovation orientation (IO) and customer orientation (CO) on the BP of the startups. The paper concludes by suggesting managerial and practical implications, also providing future research agenda.

Our objective is to address the existing dearth of comprehensive scales for evaluating EM by undertaking a rigorous statistical approach. Notably, our research represents the pioneering effort in adopting the EMICO framework and subsequently formulating and empirically validating a robust scale specifically tailored for nascent or small-scale startups within the Indian context.

Although businesses continue to take up artificial intelligence (AI), concerns remain that companies are not realising the full value of their investments. The study aims to provide insights into how AI creates business value by investigating the mediating role of Business Process Management (BPM) capabilities.

The integrative model of IT Business Value was contextualised, and structural equation modelling was applied to validate the proposed serial multiple mediation model using a sample of 448 organisations based in the EU.

The results validate the proposed serial multiple mediation model according to which AI adoption increases organisational performance through decision-making and business process performance. Process automation, organisational learning and process innovation are significant complementary partial mediators, thereby shedding light on how AI creates business value.

In pursuing a complex nomological framework, multiple perspectives on realising business value from AI investments were incorporated. Several moderators presenting complementary organisational resources (e.g. culture, digital maturity, BPM maturity) could be included to identify behaviour in more complex relationships. The ethical and moral issues surrounding AI and its use could also be examined.

The provided insights can help guide organisations towards the most promising AI activities of process automation with AI-enabled decision-making, organisational learning and process innovation to yield business value.

While previous research assumed a moderated relationship, this study extends the growing literature on AI business value by empirically investigating a comprehensive nomological network that links AI adoption to organisational performance in a BPM setting.

This study emphasizes the growing significance of destination attributes in shaping the experiences and behaviours of gastronomy and culinary tourists. Understanding both core and complementary attributes of a gastronomy tourism destination is crucial for its sustainable development. However, there is a lack of a reliable measurement for tourists’ perceived attributes of gastronomy tourism destinations (PAGTD). Therefore, the purpose of this study is to develop a scale to measure tourists’ PAGTD.

The study systematically followed the scale development and validation process, using three samples (Sample 1, n = 200; Sample 2, n = 204; and Sample 3, n = 204) to establish the psychometric properties of the proposed PAGTD scale.

The validated scale comprises five dimensions, namely, food culture, food sensations, food cooking, service environment, and food price & quality, encompassing a total of 22 measurement items.

This research significantly contributes to the gastronomy tourism literature by elucidating the dimensionality of PAGTD and validating the PAGTD scale.

目的地属性对美食游客的体验和行为的影响日渐凸显。理解美食旅游目的地的核心属性和补充属性对目的地可持续发展至关重要。然而, 目前还缺乏一份测量游客感知的美食旅游目的地属性（PAGTD）的量表。因此, 本文旨在开发并验证游客感知的美食旅游目的地属性量表（PAGTD量表）。

本文严格遵循量表开发与验证的程序, 利用三份样本（样本1, n=200; 样本2, n=204; 样本3, n=204）建立了PAGTD量表的信度和效度。

经过验证, PAGTD量表包括5个维度：美食文化、美食感官因素、美食烹饪、服务环境、美食价格与质量, 共计22个测项。

本文不仅阐明了游客感知的美食旅游目的地属性的多维结构, 还开发并验证了一份具有良好信效度的PAGTD量表。

Este estudio hace hincapié en la creciente importancia de los atributos de los destinos a la hora de configurar las experiencias y los comportamientos de los turistas gastronómicos y culinarios. Comprender tanto los atributos principales como los complementarios de un destino turístico gastronómico es crucial para su desarrollo sostenible. Sin embargo, se carece de una medición fiable de los atributos percibidos por los turistas de los destinos de turismo gastronómico (PAGTD). Por lo tanto, el objetivo de este estudio es desarrollar una escala para medir los PAGTD de los turistas.

El estudio siguió sistemáticamente el proceso de desarrollo y validación de la escala, utilizando tres muestras (Muestra 1, n=200; Muestra 2, n=204; y Muestra 3, n=204) para establecer las propiedades psicométricas de la escala PAGTD propuesta.

La escala validada comprende cinco dimensiones: saber, cultura alimentaria, sensaciones alimentarias, cocina de los alimentos, entorno del servicio y precio y calidad de los alimentos, que abarcan un total de 22 ítems de medición.

Esta investigación contribuye significativamente a la literatura sobre turismo gastronómico al dilucidar la dimensionalidad del PAGTD y validar la escala PAGTD.

A methodological approach is required that complements studies based on surveys, providing a perspective with greater truthfulness and coverage. The study aims to develop a methodology to validate psychological/managerial constructs using data from Google Trends, taking as a case study a critical thinking (CT) scale in organizational domains previously supported by survey data.

The developed methodology consists of eight stages, in which the following is integrated: (1) Internet search interest data (19 Spanish-speaking countries); (2) deductive research processes (e.g. theoretical model, linguistic manifestations, fieldwork, data matrix, analysis statistical, reporting); (3) psychometric properties (e.g. construct validity, criterion validity, reliability) and (4) objective data to examine criterion validity (e.g. unemployment rate).

The application of the methodology produces evidence that supports the reliability (Cronbach’s alpha, Guttman’s λ₄), construct validity (intra-correlations and correlations with reference variables: “entrepreneurship,” “critical thinking,” “soccer,” “beer,” “pornography”) and criterion validity (prediction of unemployment rate) of the CT scale.

The methodology makes it possible to support or invalidate the quality of construct measurement scales by planning, capturing and processing data available on the internet.

This manuscript is useful for research in business management (and related areas), which is intensive in the use of psychological/managerial constructs.

The methodology uses a new type of evidence; it is noninvasive, usually more truthful than responses to surveys, and has greater coverage of people participating indirectly in the study.

The article aims to present the results of adapting the team boosting behaviors (TBB) scale to Polish cultural conditions and validating it.

The research methodology consisted of three steps. In the first step, I translated the TBB scale into Polish using a rigorous back-translation method. Next, to assess content validity, nine domain experts reviewed the initial version of the instrument for clarity and relevance. Finally, I applied the scale to a sample of 532 team members and underwent thorough psychometric testing to assess construct validity. I employed structural equation modeling (SEM) with the partial least squares (PLS) factor-based algorithm technique for confirmatory factor analysis to assess the scale’s reliability and validity.

After development, the Polish version of the TBB scale kept its three sub-scale structures. However, the validation process led to a slight reduction in the number of test items compared to the original scale.

The findings imply that the Polish version of the scale is a valid and reliable tool for assessing TBB. However, I recommend additional studies to confirm this instrument’s structure.

The results confirmed the reliability and relevance of the tool for measuring TBBs in Polish cultural conditions. The tool provides the basis for implementing further research with the TBB construct in Poland and internationally.

Drawing on the integrative perspective of the technology acceptance model (TAM) and theory of planned behaviour (TPB) and extending it further by examining the role of organisational facilitators and perceived HR effectiveness in this integrative perspective, we examine HR professionals’ AI-augmented HRM (HRM^(AI)) acceptance in this research.

The data (N=375) were collected from HR professionals working in different organisations in India. Structural equation modelling (SEM) was employed to analyse the data.

The results of the study suggest that along with organisational facilitator antecedents to the relevant components of both TAM and TPB, perceived HR effectiveness also enhanced the HRM^(AI) acceptance levels of HR professionals.

The research findings are expected to contribute to the understanding of the factors that influence the acceptance of AI-augmented HRM in organizations. The results may also help organisations to identify the facilitators that can enhance the adoption and implementation of AI-augmented HRM by HR professionals. Finally, the study provides a composite TAM-TPB theoretical framework that can guide future research on the acceptance of AI-augmented HRM.

To the best of our knowledge, this is one of the first attempts to factor in the effect of contextual factors (i.e. organisational facilitators and perceived HR effectiveness) in the TAM and TPB equations.