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This paper aims to present the fundamental aspects for the development and validation (D&V) of attitudes’ measurement scale, as well as its practical aspects that are not deeply explored in books and manuals. These aspects are the results of a long experience of the authors and arduous learning with errors and mistakes.

The nature of this paper is methodological and can be very useful for an initial reading on the theme that it rests. This paper presents four D&V stages: literature review or interviews with experts; theoretical or face validation; semantic validation or validation with possible respondents; and statistical validation.

This is a methodological paper, and its main finding is the usefulness for researchers.

The main implication of this paper is to support researchers on the process of D&V of measurement scales.

Became a step-by-step guide to researchers on the D&V of measurement scales.

Support researchers on their data collection and analysis.

This is a practical guide, with tips from seasoned scholars to help researchers on the D&V of measurement scales.

The concept of information security culture, which recently gained increased attention, aims to comprehensively grasp socio-cultural mechanisms that have an impact on organizational security. Different measurement instruments have been developed to measure and assess information security culture using survey-based tools. However, the content, breadth and face validity of these scales vary greatly. This study aims to identify and provide an overview of the scales that are used to measure information security culture and to evaluate the rigor of reported scale development and validation procedures.

Papers that introduce a new or adapt an existing scale of information security culture were systematically reviewed to evaluate scales of information security culture. A standard search strategy was applied to identify 19 relevant scales, which were evaluated based on the framework of 16 criteria pertaining to the rigor of reported operationalization and the reported validity and reliability of the identified scales.

The results show that the rigor with which scales of information security culture are validated varies greatly and that none of the scales meet all the evaluation criteria. Moreover, most of the studies provide somewhat limited evidence of the validation of scales, indicating room for further improvement. Particularly, critical issues seem to be the lack of evidence regarding discriminant and criterion validity and incomplete documentation of the operationalization process.

Researchers focusing on the human factor in information security need to reach a certain level of agreement on the essential elements of the concept of information security culture. Future studies need to build on existing scales, address their limitations and gain further evidence regarding the validity of scales of information security culture. Further research should also investigate the quality of definitions and make expert assessments of the content fit between concepts and items.

Organizations that aim to assess the level of information security culture among employees can use the results of this systematic review to support the selection of an adequate measurement scale. However, caution is needed for scales that provide limited evidence of validation.

This is the first study that offers a critical evaluation of existing scales of information security culture. The results have decision-making value for researchers who intend to conduct survey-based examinations of information security culture.

Factor analysis is the most used tool in organizational research and its widespread use in scale validations contribute to decision-making in management. However, standard factor analysis is not always applied correctly mainly due to the misuse of ordinal data as interval data and the inadequacy of the former for classical factor analysis. The purpose of this paper is to present and apply the Bayesian factor analysis for mixed data (BFAMD) in the context of empirical using the Bayesian paradigm for the construction of scales.

Ignoring the categorical nature of some variables often used in management studies, as the popular Likert scale, may result in a model with false accuracy and possibly biased estimates. To address this issue, Quinn (2004) proposed a Bayesian factor analysis model for mixed data, which is capable of modeling ordinal (qualitative measure) and continuous data (quantitative measure) jointly and allows the inclusion of qualitative information through prior distributions for the parameters’ model. This model, adopted here, presents considering advantages and allows the estimation of the posterior distribution for the latent variables estimated, making the process of inference easier.

The results show that BFAMD is an effective approach for scale validation in management studies making both exploratory and confirmatory analyses possible for the estimated factors and also allowing the analysts to insert a priori information regardless of the sample size, either by using the credible intervals for Factor Loadings or by conducting specific hypotheses tests. The flexibility of the Bayesian approach presented is counterbalanced by the fact that the main estimates used in factor analysis as uniqueness and communalities commonly lose their usual interpretation due to the choice of using prior distributions.

Considering that the development of scales through factor analysis aims to contribute to appropriate decision-making in management and the increasing misuse of ordinal scales as interval in organizational studies, this proposal seems to be effective for mixed data analyses. The findings found here are not intended to be conclusive or limiting but offer a useful starting point from which further theoretical and empirical research of Bayesian factor analysis can be built.

This study aims to examine the formal and metric properties of Gil et al.’s (2000) scale of attitudes toward organic products, which is the most popular scale to measure these attitudes.

The sample consisted of 4,992 household shoppers living in Hong Kong, Germany, Norway, Spain and the UK. The questionnaire was distributed using a third-party consumer panel, and the fieldwork was conducted using computer-assisted Web interviewing. The approach was based on confirmatory factor analysis and measurement of invariance, as well as format analysis using a wording-syntactic and semantic descriptive method.

The scale reflects an attitude-toward-object model approach. Its use has been heavily varied (in terms of wording, item semantics and the attributes to be measured). A two-factor structure that meets the metric conditions (reliability and validity) is found. However, the analysis of invariance shows that the scale behaves differently in different countries.

This scale offers a good starting point for measuring attitudes toward organic products. However, it requires refinement to adapt to consumer evolution and improve its metric validity. Verification of its applicability in cross-national studies is recommended.

To the best of the authors’ knowledge, this is the first study that assesses the format and quantitative characteristics of this scale on a cross-national level. For scholars and companies with international interests, preventing the use of scales with poor properties at the transnational level can improve the design of future studies and save money through a more informed choice of attitudinal scale.

Este estudio examina las propiedades formales y métricas de la escala de actitudes hacia los productos orgánicos de Gil et al. (2000), que es la escala más popular para medir estas actitudes.

La muestra incluye 4.992 compradores principales en hogares de Hong Kong, Alemania, Noruega, España y el Reino Unido. El cuestionario se distribuyó utilizando un panel de consumidores, y el trabajo de campo se llevó a cabo mediante entrevistas online asistidas por ordenador. El enfoque se basó en un análisis factorial confirmatorio y en la invariancia de las medidas, así como en un análisis del formato utilizando un método descriptivo de redacción-sintáctico-semántico.

La escala refleja un enfoque de actitud basada en el objeto. Su uso ha sido muy variado (en redacción, semántica de sus redacciones y los atributos que mide). Se encuentra una estructura de dos factores que cumple con las condiciones métricas (fiabilidad y validez). Sin embargo, el análisis de invariancia muestra que la escala se comporta de manera diferente en distintos países.

Esta escala ofrece un buen punto de partida para medir las actitudes hacia los productos orgánicos, pero requiere un refinamiento para adaptarse a la evolución del consumidor y para mejorar su validez métrica. Se recomienda verificar su aplicabilidad en los estudios internacionales comparados.

Este es el primer estudio que evalúa el formato y las características cuantitativas de esta escala a nivel internacional. Para los académicos y las empresas con intereses internacionales, evitar el uso de escalas con propiedades deficientes a nivel transnacional puede mejorar el diseño de futuros estudios y ahorrar dinero a través de una elección más informada de la escala actitudinal.

Actitudes, Productos orgánicos, Estudio transnacional, Análisis factorial confirmatorio, Validación de la escala

Artículo de investigación.

Modern careers are marked by periods of feeling betwixt, or “in-between,” – yet, there is no validated measure of this experience, recognized as subjective liminality. The present research aims to (1) operationalize subjective liminality and (2) develop and validate a scale to measure it.

A literature review was used to operationalize subjective liminality, and the scale validation was performed using four separate samples: 150 workers on M-Turk, 151 graduate and professional students at a large Midwestern University, 252 unemployed individuals in the US and Canada, and 416 full-time employed individuals in the US.

Subjective liminality was conceptualized as a second-order latent construct reflected by three dimensions: feelings of anxiety, ambiguity and reduced group identification. A 9-item scale was developed and validated to measure it.

This study clarifies and measures an emergent construct in the career transition and organizational change literature.

This study integrates the providers' perspective as well as the patient's perspective in developing and validating a scale to measure hospital service quality in multispecialty hospitals.

An exploratory sequential mixed-method approach was used in this study. The strategies used included a thematic literature review, semi-structured interviews, modified Delphi and confirmatory factor analysis.

The reliability coefficient of 41 item scale was 0.963 with each attribute, that is, pivotal, core and peripheral, having a Cronbach's alpha of 0.907, 0.91 and 0.891, with scale content validity (S-CVI Ave) of 0.9151. The composite reliability scores of all constructs were greater than 0.7, with an Average Variance Explained (AVE) of all items greater than 0.5.

The instrument can be used to measure the difference between what service providers believe customers expect and customers’ actual needs and expectations. The scale can be used to measure the difference between what is delivered (as perceived by the provider) and what customers perceive they have received (because they are unable to accurately evaluate service quality). The dyadic approach of administering this questionnaire in measuring hospital service quality will lead to the identification of a knowledge gap and a perception gap in delivering hospital service quality.

Considering the significant increase in researchers’ interest in human resource management (HRM) in the public sector domain, this study aims to focus on producing a scale of HRM practices customized for the context of public organizations.

Experts and semantic analysis were performed for the scale development (qualitative stage), and exploratory and confirmatory factor analysis through structural equation modeling was conducted for the scale validation (quantitative stage).

The public HRM practices scale (public HRMPS) is composed of 19 items, distributed along four factors/dimensions, named training, development and education; relationship; work conditions; and competency and performance appraisal. The scale showed evidence of internal and construct validity (convergent, divergent, criterion-related and discriminant), as well as reliability and content validity.

The public HRMPS can be applied in relational studies to test structural models of prediction, mediation and moderation to evaluate relationships with organizational behavior variables, such as leader-members exchange, engagement at work, life quality at work and well-being at work, among others.

The public HRMPS may also serve as a useful diagnostic tool for the decision-making process made by public managers so they can promote a strategic, evidence-based HRM. Furthermore, the transforming role of strategic HRM can be operationalized by adopting practices gathered in the public HRMPS, advancing toward new HRM strategies to promote healthier and more productive work environments.

Healthier and more productive environments translate into real impacts for society, the first beneficiary of public services with more quality, efficiency and accountability.

The public HRMPS is the first attempt to produce an operationally valid and reliable measure to evaluate strategic HRM practices, responding to calls in the literature concerning the need for an integrated, comprehensive and customized HRM practices scale for the public service context.

The purpose of this study is to develop the self-initiated work adjustment for learning (SIWAL) scale that measures the adjustments that employees make in their work to enhance learning, based on theories and research on workplace learning, work adjustment and work design.

The SIWAL scale was validated in two independent studies. Study 1 (n = 208) focused on the internal consistency and factor structure of the SIWAL scale. Study 2 (n = 178) re-examined the factorial structure using confirmatory factor analysis and investigated scale validity.

In both studies, the SIWAL scale showed good psychometric characteristics, i.e. a clear two-factorial structure and internal reliable sub-scales. The findings also indicated convergent, divergent and concurrent validity.

Using the SIWAL scale, future research could focus on the individual, social and organizational predictors and outcomes of SIWAL, collect supervisor and peer ratings to further validate this self-report scale and investigate lower-educated workers.

Organizations might try to enhance their employees' SIWAL through organizational policies, such as supportive leadership, and a learning climate.

This study provides a first step toward a better understanding of what workers do to enhance their workplace learning. The study findings indicate that employees address two adaptive behaviors: adjusting job responsibilities and adjusting social interactions.

This paper aims to explore the phenomenon of impulse buying in the fashion industry. The online and offline channels are compared to determine which is perceived as leading to more impulsive buying.

As the result of the literature review, three research questions are proposed and examined through an online self-administered survey with 212 valid responses.

Results show that the offline channel is slightly more encouraging of impulse buying than the online channel; factors that encourage online impulse buying explain this behaviour to a greater extent than do discouraging factors; social networks can have a big impact on impulse buying.

Findings are limited by the sampling plan, the sample size and the measurement of some of the variables; only one product type is analysed. Further research is needed to confirm that shipping-refund costs and delayed gratification (traditionally, discouraging factors of online buying) encourage online impulse buying; clarify contradictory results regarding the role of online privacy and convenience. This research contributes to the validation of a scale to measure the influence of social media on impulse buying behaviour.

Offline companies can trigger the buying impulse to a greater extent than online retailers. Managers must carefully select social networks to encourage impulse buying, Facebook and Instagram being the most influential; Twitter has the least impact.

This study compares the impulse buying phenomenon in both the physical store and the internet. Moreover, the influence of social networks on impulse buying is also explored.

Este trabajo explora la compra por impulso en el sector de la moda, comparando los canales físico y online para determinar cuál se percibe como más impulsivo.

De la revisión de la literatura se extraen tres preguntas de investigación, examinadas a través de una encuesta auto-administrada online con 212 respuestas válidas.

Los resultados muestran que: el canal offline es ligeramente percibido como más impulsivo que el online; los factores motivadores de la compra impulsiva online explican mejor este comportamiento que los desmotivadores; las redes sociales pueden tener un gran impacto en la compra impulsiva.

Las limitaciones radican en el plan de muestreo, el tamaño muestral, y la medición de algunas variables; sólo una industria es analizada. Futuras investigaciones deberán: confirmar que los gastos de envío-devolución, así como la gratificación retrasada (tradicionalmente considerados como motivadores de la compra online) pueden motivar la compra impulsiva online; clarificar resultados contradictorios sobre la privacidad y la conveniencia de Internet. Esta investigación contribuye a la validación de un instrumento para medir la influencia de las redes sociales en la compra impulsiva.

Las tiendas físicas pueden estimular la compra por impulso más que los vendedores online. Los gestores deben seleccionar cuidadosamente las redes sociales para favorece la compra por impulso, siendo Facebook e Instagram las más influyentes; Twitter tiene el menor impacto.

Este estudio compara el fenómeno de la compra impulsiva tanto en el canal físico como online, y explora la influencia de las redes sociales en la compra impulsiva.

Is it possible to consider organizational entrenchment (OE) and continued commitment (CC) as the same phenomenon? Are there enough differences between CC and affective commitment (AC) to defend that they cannot be part of the same construct? The objective of this study was to examine the convergence of validated measures between OE and CC and their discrimination to AC. The authors’ aim was to compare two models of antecedents and their consequences: the model that includes OE and AC, and the one that includes CC and AC.

An extensive cross-sectional study was conducted with a sample of 1,648 respondents (the majority lived in the Northeast region of Brazil, worked in private services companies, were female, single, under 35 years old, had, at least, begun college studies and received up to five times the minimum wage). A six-point Likert scale was used in this study. To measure OE, CC and AC, the authors used reduced versions of validated measures. To test the hypotheses, first, the authors used Pearson's correlation analysis and then, structural equation modeling, comparing two models of antecedents and consequences (one including OE and AC, and the other, including CC and AC).

As expected, affective commitment had a positive impact on the desired behavior (intention for commitment, defense, staying), whereas entrenchment and continuance commitment had a negative or non-significant impact on these behaviors. Results show the existence of a conceptual and empirical overlap between organizational entrenchment and continuance commitment and indicate that the continuance dimension is not part of commitment but rather part of organizational entrenchment.

The fact that this is a cross-sectional study sets a limitation on the results, for not allowing greater understanding of the dynamics and the causal direction of relationships. Additionally, it follows the trend of studies in the organizational behavior field of utilizing self-reported data, which results in problems related to perceptual bias (Morrow, 2011).

The practical implications of this study regard a greater clarification on which behaviors are expected from either committed and entrenched workers, and which drivers may lead to each of these bonds. Therefore, a better understanding of the phenomenon contributes to the training of managers and to the design of organizational policies and practices.

The clarity of bonds also allows its application to different contexts beyond business organizations, as a step to reach better understanding of commitment and entrenchment in different settings, economical and national realities.

It is expected that these findings add a higher precision to the research on commitment, thus contributing to the validity of the measures. Given these results and confirmation that OE and CC represent the same bond, it is considered appropriate to designate this type of bond simply as OE. Additionally, the results of this study represent a further argument in favor of prioritizing the AC than CC in research and in management of organizational commitment.