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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.

The purpose of this paper is to develop and validate a scale for infrastructure and core practices, including total quality management (TQM) and Six Sigma practices, in the Indian manufacturing organizations.

In this study, a psychometric systematic scale development procedure has been adopted and executed, which includes three phases. Phase 1 includes item generation and selection through expert opinion. In Phase 2, scale refinement using item analysis, exploratory factor analysis, confirmatory factor analysis (CFA), and convergent and discriminant validity have been carried out. Finally, in Phase 3, scale validation through the replication of CFA and nomological validity assessment has been conducted. Also, a higher order measurement and structural model has been used to assess predictive validity of infrastructure and core practices.

The findings of the empirical study resulted in a 45-item scale that measures Infrastructure practices (top management commitment, workforce management, supplier relationship, customer relationship management, Six Sigma role structure) and core practices (process management, product/service design, quality information and analysis, Six Sigma metric, Six Sigma structure), considering both TQM and Six Sigma practices. Also, the higher order predictive validity assessment model suggested that core practices have a higher impact on quality performance than infrastructure practices.

This study considered TQM and Six Sigma practices for defining infrastructure and core practices. However, future studies may include other quality tools in infrastructure and core quality practices such as Lean, Kaizen, and others in the measurement model to get more concrete results.

This reliable and valid scale will help managers measure the level of QM in order to enhance business performance.

This study symbolizes a first-time attempt for developing a validated tool to measure infrastructure and core practices in the Indian manufacturing organizations.

The purpose of this paper is to empirically assess the validity of Baldrige Criteria for Performance Excellence (CPE) for New Zealand organisations and to identify methodological gaps.

By means of data collected from a sample of 91 New Zealand organisations, through a self‐assessment instrument (as a proxy for the CPE) a structural equation model was studied using the partial least squares method. The measurement validity of the CPE as well as the implied causal relationships in the CPE framework was tested. A sensitivity analysis was conducted to gain additional insights.

The measurement validity of the CPE was established; of the 13 implied causal relationships in the CPE framework, 11 were statistically significant, which compared favourably with past studies. The results endorse some salient features of quality management: reliance on measurement, analysis, and knowledge management; the involvement of people; and the role of leadership in setting direction.

As the study was based on a small sample, this model needs to be tested with other data sets. The study revealed the need to meta‐analyse past measurement and structural models as well as measurement instruments.

The study endorsed the reliability and validity of a well designed, well administered, self‐assessment instrument.

As the first New Zealand CPE validity study, the paper introduces the partial least squares method and shows some of its relevant versatile features, introducing some measurement perspectives not conceptualised before in CPE validation studies.

The purpose of this paper is to validate empirically a measurement scale of the effectiveness of R & D activities, starting from previous work in which the content was validated.

Following psychometric standards the authors have addressed the analysis phases of construct dimensionality, reliability and validity (convergent, discriminant and nomologic), and the scale criteria are shown to be valid in their three temporal manifestations (retrospective, concurrent and predictive). The empirical evidence was drawn from a sample of 85 companies belonging to the Spanish pharmaceutical sector.

Globally the authors provide evidence of reliability, validity of construct and validity of criterion in their diverse manifestations, for the scale designed and validated, on effectiveness in R & D. The authors divide the results into two groups: one for content of the scale and the other for relationships of the scale with other variables. With respect to the first, it is notable that, although in general the variables analyzed coincide with the previous broad and multidisciplinary theory on the success factors of R & D activities, what the authors provide is empirical evidence of the most important factors and variables for effectiveness in R & D; the authors emphasize that the results of the sample analyzed indicate that the most important factor is the close integration of the R & D activities with the corporate strategy, followed by the proper planning of these activities, and the achievement of financial results for the company. With respect to the relationship of the scale with other variables, the authors have found positive and significant relationships between the effectiveness in R & D and the following financial variables: net turnover and earnings after taxes. The authors have also found positive and significant relationships between different characteristics of the company and the achievement of success in R & D activities. Thus, being a company of larger size, the existence of an R & D department, the existence of specific incentive systems for the R & D personnel, the adoption of new management techniques in the R & D department, and the patents policy of the company are all factors that have a positive influence.

There are three main limitations of the study: the size of the sample; the decision to use a very particular highly innovatory sector, the pharmaceutical industry; and conducting the study in only one specific country, Spain. The results should be interpreted taking into account these limitations. Another limitation is the absence of previously validated scales. This meant that the authors were unable to do any comparative analyses.

The authors have contributed by summarizing and testing the existing theories on the factors of success in R & D. This should give R & D managers a more comprehensive and useful picture of the variables that have been considered more important, and should enable them to choose from among the range of variables proposed those that may be considered most relevant for inclusion in their own balanced scorecard. More generally, the results should help them in the management of their activity. For researchers the authors make available an already validated scale with which to work in various different samples and settings.

The originality of the work resides in two aspects. First, a very wide set of variables proposed in the literature is analyzed, with the object of establishing the relationships and the ranking of these variables, which would not be clear if the variables were analyzed in isolation. Second, there is originality in the methodology employed for measuring the result of activities with a high level of uncertainty and risk, specifically R & D activities in the highly innovative companies of the pharmaceutical industry. It is original because, to date, the scale has only been validated theoretically – there is no work in the literature validating it empirically.

Both quality management and the use of information technology have been widely researched over recent years. However, there has been no well‐founded empirical research on the two together – on how IT can support quality management practices. This paper presents a research instrument to be used in such research. In order to measure the extent to which IT supports QM, the construct “quality management, supported by information technology” was operationalised. Data from 110 public organisations that have applied for the Malaysian Prime Minister’s Quality Award (Public Sector) were gathered in a field survey to enable a rigorous examination of the construct operationalised. Analysis of literature suggested eight dimensions of quality management, namely leadership, output quality assurance, strategic planning process, human resource utilisation, important innovations, information and analysis, customer satisfaction, and quality results. The research findings supported this and suggested a ninth dimension, supplier quality assurance. The empirical work indicated that “quality management supported by information technology” construct demonstrate the key psychometric properties including reliability, construct validity, and predictive validity.

This study aims to investigate outcomes of multisystemic therapy (MST) using the Youth Level of Service/Case Management Inventory (YLS/CMI) – part I.

This study, using a pre-post design, included a sample of 2,123 Norwegian youths (mean age = 14.7, SD = 1.34). The MST team supervisors assessed the YLS/CMI risk factors in addition to five behavioral treatment goals (Lives at home, Attends school/work, No violence/threats, Law-abiding and Drug-free) before and after treatment. In addition, data included responses from parent interviews six months post treatment.

Significant correlations were found between the total and dynamic YLS/CMI change scores and the additive index of behavioral treatment goals. In addition, the YLS/CMI change scores predicted the five treatment goals at the termination of treatment and at six-month follow-up.

The results indicate that the YLS/CMI is a valuable assessment tool for predicting the achievement of MST behavioral goals in adolescents with serious problem behavior.

This study provides an evaluation of the YLS/CMI in a Norwegian context and adds support for continued use of the YLS/CMI in MST.

This paper provides new insights about the YLS/CMI inventory as a tool for examining treatment change in MST. Results show that the YLS/CMI captures relevant risk factors in the youths’ environment.

The purposes of this study are: to examine the reliability and validity of the lodging quality index (LQI); and to assess the relative importance of the five dimensions of the LQI in the Canadian hotel context. The LQI was developed by Getty and Getty and published in 2003 in the International Journal of Contemporary Hospitality Management.

Data are collected from 200 Canadian respondents who had stayed in a hotel in Canada within the preceding three months. Data are examined using confirmatory factor analysis and regression analysis.

The findings support the reliability and the validity of the LQI's structure of five dimensions. The scale is shown to be a reliable instrument for measuring overall service quality and for predicting the satisfaction and behavioral intentions of hotel guests. In terms of the importance of the five dimensions, the study finds that “tangibility” and “communication” are the most important.

This is the first independent assessment of the reliability and validity of the LQI scale. The research provides valuable insights for hotel managers in Canada. Hoteliers should focus their efforts on the provision of good service quality on “tangibility” and “communication”.

This study aims to investigate the psychometric characteristics of a Chinese version of the Dimensions of Learning Organization Questionnaire (DLOQ^©).

The DLOQ^©, developed by Watkins and Marsick in 1997, assessed the characteristics of a learning organization. This study employed a survey validate utility of the DLOQ^© for the Taiwanese context.

Psychometric analyses revealed that the Chinese DLOQ^© has reasonable reliability, and that the seven‐dimensional factor structure was appropriate for the Taiwanese context. Study results also revealed that the seven dimensions of a learning organization can classify different organization types successfully and demonstrate a statistically significant correlation between organization type and perceptual measures of organizational performance.

This study has implications for both research and practice in HRD. It offers preliminary evidence of reliability and validity for the Chinese DLOQ©. The positive evidence supporting the psychometric properties of the Chinese DLOQ© indicates the potential for particular cross‐cultural applications. Experimental results also suggest that the Chinese DLOQ© can be utilized to determine cultural differences in building a learning organization. Further studies are required to investigate the relationships between the concept of a learning organization and its antecedent and outcomes variables, such as organizational structure, culture, and performance.

This study confirms that the validity of applying the seven dimensions as determinants of a learning organization in the Taiwanese context and, in particular, supports the cross‐validity of the DLOQ© in this context. This study also offers practical help to understand the concept of organizational learning and developing learning organizations.

The purpose of this paper is to draw on resource orchestration theory (ROT) and resource advantage theory (RAT) to develop a measurement scale for supply chain competitive advantage (SCCA) as a second-order construct with the dimensions of agility, adaptability and alignment (triple-A).

A survey research design is adopted to collect primary and secondary data from 182 international firms. The paper utilizes a scale development procedure to develop a measurement instrument and assess its psychometric properties. The scale’s predictive validity is tested using both subjective and objective data. Additionally, the simultaneous effect of triple-A is tested using latent congruent modeling.

Drawing upon ROT and RAT, this study introduces SCCA as a second-order construct composed of SC agility, adaptability and alignment. In addition, the findings show that an SCCA has a direct and positive impact on firms’ financial and market performance.

Existing literature indicates that competition has shifted from inter-firm to inter-SC. To account for this change in competition level, past studies have suggested various capabilities that SCs must possess to offer a competitive advantage, such as triple-As. However, drawing upon RAT and ROT, the authors argue that the SCCA construct accounts for sources of advantage in both the resource side and the demand side. The authors further assert that possessing supply chain resources (i.e. agility, adaptability, alignment as disparate resources) is not sufficient to create advantage but the resources must be orchestrated to create SCCA (i.e. the combination of agility, adaptability and alignment).

The aims of the present study were to test the predictive validity of the Swedish version of the Team Diagnostic Survey (TDS).

A model with both performance and satisfaction was tested with structural equation model (SEM) analyses. Participants completing the survey were employees (N = 214) across three large workplaces. Analyses were done at the group level and data from 33 teams were included in the final data material.

Results from validation data indicate that the TDS has satisfactory high Cronbach’s alpha values on most factors. Results from the SEM analyses show a moderate model fit for the main model. Team-level factors predict both performance and satisfaction, while organization and coaching factors do not.

The present study was limited to a cross-sectional design, but earlier studies have shown that the accuracy of the TDS remains consistent over time. The main purpose of this study was to test the predictive validity of the instrument. Theoretical implications of the study are that a survey can be used to get a valid overall picture of the real-life work team’s effectiveness.

Practical implications of the study are that communication between researcher and/or consultant and organizational stakeholders is made easier, as the most important factors that affect team effectiveness are identified.

The work on the development on TDS has shown that it is possible to use a complex instrument to diagnose work groups, and this line of research is leading the way for better instruments.