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Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

Researchers often attempt to assess how different features and content will improve the experience of web site users. One assessment technique is to measure the attitude toward the site. A common version of this measure is the Chen and Wells attitude toward the site scale. The purpose of this paper is to determine if there is a difference in performance between that scale and the less used Bruner and Kumar scale so that researchers might use the better of the two related, but different, published scales.

Analysis is done on survey data from an experiment utilizing three different experimental groups that all completed surveys with both the Chen and Wells and the Bruner and Kumar attitude toward the site scales. Scales are assessed for loading and reliability, as well as measures compared for equivalence within groups and used within partial least squares (PLS) models to compare overall model fit.

In all tests, the Bruner and Kumar scale is better than, or equivalent to, the Chen and Wells scale in each comparison.

The research implication is that the Bruner and Kumar scale would be a better choice when selecting scales for future research projects.

Although Bruner and Kumar had previously performed comparisons of the two scales, in a follow‐up article, this is the first paper to compare the two scales between three different groups and demonstrate how the two different scales would perform within the same conceptual model using PLS structural equation modeling. It will help researchers select the best scale for attitude toward the site.

This paper aims to identify religiosity scale usage in academic marketing articles and compare the effectiveness of different religiosity scales in predicting marketing and consumer behavior outcomes.

Articles (n = 397) in the top 20 marketing journals are reviewed and a follow-up study is conducted that compares 22 religiosity scales in predicting 18 marketing variables.

Most scales are from preexisting sources (64.3%), only 20% are multi-dimensional and over 58% are used in only one journal article. Only 22.5% of possible regressions in the follow-up study predicting marketing variables from religiosity scales were significant.

This research is limited by the journals and dependent variables chosen. Implications include diversify research topics, expand publication outlets, decrease use of author-generated scales, increase use of multi-item and multi-dimensional measures, replicate findings methodologically and conceptually and make cultural context adaptations.

Marketers would benefit from using preexisting scales, ensuring that religiosity is measured using a multi-item measure that contains appropriate items for the dominant religious beliefs of the sample, as well as consider multi-dimensional measures to best guide marketing strategy decisions, such as target market definition.

This is the first research study to compare the use of religiosity scales in marketing. This offers key value to the marketing literature by highlighting tactics to take to improve consistency in research practices to increase the comparability and accuracy of findings.

This paper aims to determine if single-item (SI) needs' and values' measures have similar reliability and validity values to multi-item (MI) measures of the same constructs and thus could be substituted by sport marketers to predict internal motivating aspects of sport consumer attitudes and behavior. In addition, the authors wish to determine whether a small subset of needs and values listed in current measures are sufficient to predict sport consumer attitudes and behavior.

In this two-study design, the first study was a national sample (N = 439) comparing reliability and validity of single-item scales to multi-item scales. In the second study the authors collected data from fans and spectators of four different teams (N1 = 583; N2 = 1164; N3 = 213; N4 = 404) to determine the impact of needs and values on sport consumer attitudes and behavior.

The authors determined that in 89% of the scales, single-item measures of needs and values were just as reliable and valid as their associated multi-item measures. The authors also found that a small subset of the needs and values explain a meaningful amount of variance in sport consumer attitudes and behaviors.

The authors determined that in 89% of the scales, single-item measures of needs and values were just as reliable and valid as their associated multi-item measures. The authors also found that a small subset of the needs and values explain a meaningful amount of variance in sport consumer attitudes and behaviors.

The authors show that as motives for sport consumption, single-item measures of personal needs and values are equivalent to multi-item measures and not all needs and values used in previous sport research are necessary because they do not predict a meaningful amount of variance in sport consumer attitudes and behaviors. The authors identified a small number of single-item measures that practitioners can easily use in short surveys that will predict a statistically meaningful amount of variance in sport consumer attitudes and behaviors.

Affect is a dynamic construct that varies over time and can significantly influence motivation and performance in organisational contexts. This chapter addresses key conceptual and methodological challenges that arise when aiming to measure affect as a within-person process. The literature has been divided on whether the structure of affect is unipolar or bipolar and no research has considered this structure across levels of analysis. Measuring affect as a within-person process also requires a brief scale that can be administered with minimal disruption. This chapter presents data that provide evidence for bipolarity in the structure of affect. We use these data to validate the momentary affect scale, which is a new brief affect scale that can be used in within-person research designs and applied settings.

The purpose of this paper is to introduce a new measure of employee resilience. Employee resilience is a key capability enabling employees to manage and adapt to continually changing circumstances. While there is an increasing body of research on how to best promote resilience among employees in organizations, the measurement of the construct has received less research attention. The measure introduced in this paper focuses on employee resilience as a work-related capability that can be developed.

This paper presents three survey-based studies describing the development of a new measure, the Employee Resilience Scale and its preliminary validation. Study 1 concerns the scale development and testing, along with a confirmatory analysis of the measurement structure in a different sample. Study 2 investigates the discriminant validity of the scale in relation to a well-known measure of personal resilience, the Connor–Davidson Resilience Scale. Study 3 was concerned with work-related outcomes of employee resilience (e.g. job engagement).

Support was found for the unidimensionality of the scale in Study 1. Study 2 showed a clear differentiation between the two measures of resilience: employee resilience and personal resilience, supporting the discriminant validity of the measure. Study 3 provided evidence for the criterion-related validity of the scale.

The three studies presented here provide preliminary support that the Employee Resilience Scale can be used to measure resilience among employees.

While the concept of employee resilience has gained attention in the literature, a measure of the construct has lacked. The study presents a valid measure of employee resilience which can be used to diagnose and develop a more adaptive workplace.

Methodological advances in cross‐cultural scale development have addressed many concerns regarding the development of valid scales. However, several issues remain to be examined – including the potential problems of using language to measure communication phenomena using self‐reported studies and addressing the effect of response scale type on the validity of resultant measures. The purpose of this paper is to expand the cross‐cultural measurement paradigm by comprehensively examining these issues and suggesting a new response scale type that may potentially produce more valid cross‐cultural measures of communication‐based phenomena.

Measures of Hall's concept of context were developed using three types of response scales – Likert, semantic differential, and conceptual metaphoric. The last response scale type is developed within this research. Samples were gathered in 23 countries using existing scale development procedures. The response scales were compared for psychometric properties and validity based on reliability, metric invariance, response styles, and face validity.

Overall all three response scale types adequately measured the construct of context. The newly developed conceptual metaphoric scale performed marginally better on most comparative metrics.

International marketers measure a host of variables related to culture for many purposes. The new response scale type may provide slightly better measures to more accurately reflect communication based constructs – many of which are central to marketing.

The findings indicate that the new conceptual metaphoric response scale type may overcome some existing biases inherent in standard response scale types. In addition, this research provides the first viable and parsimonious measure of Hall's concept of context.

This paper specifies how to construct and validate an instrument based on multi‐item scales for the cataloguing and measurement of managerial and organizational capabilities on the basis of management perceptions. The construction and reduction of the scales have been reinforced by the Delphi and retesting techniques. The use of this methodology was illustrated in a sample of Spanish industrial firms. The paper enhances the value of the instruments for a resource‐based view with regard to the faithful and rigorous measurement of its key concept, distinctive competences. The scales created provide consistent empirical evidence to remove doubts surrounding managerial self‐evaluation, including those arising from problems of self‐esteem and reinforcement effects. In addition, the paper provides empirical evidence to support the predictive ability of distinctive competences on current and long‐term performance variability.

The increasing adverse impact of human behavior toward the environment has brought in changes in research focus on environmental behavior toward the workplace. Because the employee spends one-third of his day in his workplace, the initiatives taken by the employee also have an impact on the company’s environmental stance. Therefore, the researchers gradually focus on employee green behavior (EGB) and its measurement. The study aims to devise a tool for measuring EGB.

Two studies were carried out using the survey method using the purposive sampling technique. The data were collected (Studies 1 and 2) from managers and supervisors working in manufacturing companies located in Kolkata, India.

The first study was done to extract the principal factors using an initial 30 items (N = 220). The result of the principal component analysis shows the emergence of three factors spread over 20 items with loadings above 0.40. The 20-item scale was again administered on managers and supervisors (N = 243). The second study was carried out to examine the convergent and discriminant validity as well as stability of the tool through confirmatory factor analysis (CFA) (N = 243). The result of CFA showed the presence of 16 items spread through three factors: practice and policy, digital use and recycle and reuse. Multiple fit indices support a three-factor model of the 16-item EGB scale.

The scale would be a good measure of EGB and can be used for further research. The EGB scale is a composite scale containing three major dimensions that can be used as a complete measure of EGB.

The present research aims to fill the current gap by building a comprehensive tool for measuring EGB. The present scale has also addressed the shortcoming of the previous scale and tried to include varied proenvironmental behaviors exhibited in the workplace.

Identifying the dimensionality of a construct and selecting appropriate items for measuring the dimensions are important elements of marketing scale development. Scales for measuring marketing constructs such as service quality, brand equity, and marketing orientation have typically been developed using the influential classical test theory paradigm (Churchill, 1979), or some variant thereof. Users of the paradigm typically assume, albeit implicitly, that items and respondents are the only sources of variance and respondents are the objects of measurement. Yet, marketers need scales for other important managerial purposes, such as benchmarking, tracking, and perceptual mapping, each of which requires a scaling of objects other than respondents such as products, brands, retail stores, websites, firms, advertisements, or social media content. Scales that are developed without such objects in mind might not perform as expected. Finn and Kayande (2005) proposed a multivariate multiple objective random effects methodology (referred to here as M-MORE) could be used to identify construct dimensionality and select appropriate items for multiple objects of measurement. This chapter applies M-MORE to multivariate generalizability theory data collected to assess online retailer websites in the early 2000s to identify the dimensionality of and to select appropriate items for scaling website quality. The results are compared with those produced by traditional methods.