Search results

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.

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.

Since its initial development, numerous mental health literacy (MHL) definitions and associated measures have been created which have yet to be adequately evaluated. This paper aims to evaluate the psychometric properties of global MHL measures with the aim of identifying the most valid, reliable, responsive and interpretable measure.

A systematic review was conducted of studies that evaluated global MHL measures against at least one of the COnsensus-based Standards for the selection of health Measurement INstruments (COSMIN) taxonomy properties; validity, reliability, responsivity or interpretability.

In total, 13 studies were identified which examined the psychometric properties of 7 MHL measures. Two of these seven measures were vignette format and the remaining five measures were questionnaires. The mental health promoting knowledge-10 and the multicomponent mental health literacy measure were the most psychometrically robust global MHL measures as they had the most psychometric properties rated as adequate. Both were shown to have adequate structural validity, internal consistency and construct validity. The two vignette measures, the MHL tool for the workplace and the vignette MHL measure, were both shown to only have adequate evidence for construct validity.

The current study is the first to systematically review research that evaluated the psychometric properties of global measures of MHL.

Case study research has been applied across numerous fields and provides an established methodology for exploring and understanding various research contexts. This paper aims to aid in developing methodological rigor by investigating the approaches of establishing validity and reliability.

Based on a systematic review of relevant literature, this paper catalogs the use of validity and reliability measures within academic publications between 2008 and 2018. The review analyzes case study research across 15 peer-reviewed journals (total of 1,372 articles) and highlights the application of validity and reliability measures.

The evidence of the systematic literature review suggests that validity measures appear well established and widely reported within case study–based research articles. However, measures and test procedures related to research reliability appear underrepresented within analyzed articles.

As shown by the presented results, there is a need for more significant reporting of the procedures used related to research reliability. Toward this, the features of a robust case study protocol are defined and discussed.

The purpose of this study was to develop and psychometrically evaluate a tool to measure nurses’ knowledge of, attitude toward and practice regarding the elder abuse phenomenon.

This study is methodological research that was conducted in two stages. In the first stage, the available tools related to knowledge, attitude and practice regarding elder abuse were identified through an extensive review of theoretical principles, previous research and related articles. The initial items were extracted and categorized. In the second stage, the psychometric properties of the tool were examined by assessing face validity, content validity, construct validity, internal consistency and stability. Four hundred nurses working in the hospitals of Shahid Beheshti University of Medical Sciences were selected to determine the validity of the structure.

The initial tool consisted of 114 items extracted, 34 of which were removed according to the experts’ opinions. The face validity of the 80-item questionnaire was then examined. The number of the items was reduced to 74 after measuring the face validity. After the qualitative measurement of the content validity, three items were eliminated. After measuring the content validity using a quantitative approach, 8 other items were removed and 63 items remained. According to the content validity index, 1 more item was removed, reducing the number to 62. The construct validity approved three dimensions of knowledge, attitude and practice. Cronbach's alpha coefficient was calculated to be 0.84. The stability was also confirmed through test–retest with a value of 0.85 for the whole scale.

The tool developed for assessing nurses’ knowledge, attitude and practice regarding elder abuse has acceptable dependability and credibility. Given the advantages of this tool, including the simplicity and fluency of sentences, and the comprehensive evaluation of nurses’ knowledge, attitude and practice regarding elder abuse, it is recommended to use this tool in relevant future studies.

The “Mathews Committee” (Mathews, 1990) concluded that the research performance of the accounting discipline in Australia was weak. This paper is motivated by the need to improve the quality of accounting research in Australia and probably some other countries as well. It discusses three issues of crucial importance to research quality ‐ internal, external, and construct validity with the discussion illustrated with examples from existing accounting research. Internal validity is concerned with the ability to make causal statements from a piece of research. External validity is concerned with the ability to generalize from the research and construct validity is interested in the validity of the variables measured. Internal and external validity are discussed within the context of five common research designs. No one design is strong in both types of validity and tradeoffs between internal and external validity are necessary. When designing a new research project, the particular tradeoffs made should depend on the research objectives. The paper discusses how these choices might be made and how, if internal validity problems exist, they might be minimized. With construct validity, no tradeoffs are appropriate ‐ the researcher should attempt to eliminate this type of invalidity. The paper discusses how this might be done.

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.

Research that tracks low-income populations across educational transitions contains threats to validity that can compromise evidence-based educational policy and practice. The Big Picture Longitudinal Study is a national, multiyear study that follows low-income urban youth who were accepted into college as high school seniors. Triangulating the results of multiple longitudinal data sources showed that reported college aspirations and enrollment intentions were inconsistently and differently reported by students and teachers in the final semester of high school. Relying on a particular data source and time can result in mistakenly equating college aspirations and enrollment behaviors, these findings suggest. In particular, secondary school educators’ inflated assumptions about their students’ college aspirations can obscure the need for supporting multiple pathways to college and work for low-income, first-generation high school seniors.

The aim of this study was to examine the effects of employee race on the validity of commonly used selection procedures over three time periods after hire.

Data on employee race, cognitive ability, psychomotor ability, and previous work experience, as well as objective measures of performance, were collected from 932 sewing machine operators in the USA. Performance data were collected over three time periods (nine months total) after hire.

Race moderated the validity of cognitive ability in predicting performance for all three time periods. Race did not significantly moderate the validity of psychomotor ability or previous work experience in predicting performance.

This research is limited by the fact that only non‐complex jobs, and only women, were included in the study. Future research should attempt to replicate these results with a wider variety of jobs, as well as with the inclusion of men in their samples.

To ensure fairness, managers should examine effects of employee race on selection procedure validity when feasible.

Employers have a moral as well as a legal obligation to ensure the fairness of their employee selection procedures. They should ensure that all of their selection procedures are free from differential validity based upon race, as well as other demographic variables (gender, age, disability, etc.).

This is the first study to examine effects of race on selection procedure validity over an extended period of time.