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Establishing the validity and measurement equivalence of core marketing concepts in the emerging market economies of Africa is a key step in assessing the transferability of modern marketing theory and managerial practice to these countries. However, measurement equivalence issues are rarely addressed in studies of marketing practices in Africa. Accordingly, this study examines the equivalence of core marketing concepts based on interviews of 459 marketing managers from Kenya, Nigeria, Japan and the USA. The results show that optimal scaling analysis of the managers’ evaluations provide more valid and meaningful assessment than that of the raw data. The managers’ evaluations of the concepts revealed amazingly similar or prototypical perceptions of marketing’s core concepts and its applicability in their organizations, despite the profound country environmental differences. It appears that the concepts fall into two cross‐national categories of applicability that permeate the industrialized and developing country categorization. Managerial and research implications are discussed.

This paper aims to respond to claims by Collier and Bienstock and Rossiter that reflective measurement is wrong for internet retailing service quality (IRSQ). The research empirically assesses Rossiter's proposal that the C‐OAR‐SE procedure for index development will generate a more valid way to measure IRSQ than is otherwise available.

C‐OAR‐SE is used to develop a formative IRSQ index. The index is administered to internet shoppers in an online survey. The index is compared with an existing IRSQ scale in terms of content, parsimony, measurement scores and criterion validity.

The scale and index display parity in content, parsimony and measurement scores, while the scale shows higher criterion validity. The results contradict Rossiter's claims and foster doubt regarding the usefulness of C‐OAR‐SE's formative measurement procedures.

IRSQ can be conceptualised as reflective or formative, but C‐OAR‐SE does not necessarily generate a better way to measure the construct. Furthermore, implementing C‐OAR‐SE unearths problems with the procedure.

Multiple variations of IRSQ exist, as well as multiple views on how to measure the variations and differing degrees to which the variations are actually measured. Crucially, the situation is not as bleak as Collier and Bienstock or Rossiter suggest: the literature does offer sound, valid IRSQ measurement scales.

The paper resolves unwarranted criticisms of IRSQ scales, highlights the limitations with some scales, offers the first complete example of using C‐OAR‐SE to develop a new index and lends applied support to theoretical criticisms of C‐OAR‐SE.

The purpose of this study is to use a developed and pre-tested scenario-based measurement instrument for policy compliance and determine whether policy compliance measurements in the current policy compliance research are biased as has been postulated during a pre-study. The expected biases are because of social desirability and because of biases based on identity theory.

A survey was conducted (n = 54) that used policy compliance scales from literature and the developed self-reporting policy compliance (SRPC) scale, along with the Marlow–Crowne social desirability (MC-SDB) scale. Differences between the policy compliance scales were assessed. Moreover, a transformation of the SRPC measurements into the literature-based scales was examined using pair-wise t-testing. Finally, correlations between the MC-SDB and the policy compliance scales were examined.

There are no significant influences on the desire for social approval of the respondents as was exhibited by the MC-SDB values and policy compliance on either scale. However, the SRPC scale measurements show deviations from the literature-based policy compliance scales. Individuals that exhibit secure behaviour, which is not rooted in a policy but rather in anything but the policy, are also captured as being policy compliant in the current scales. This shows that a response bias exists in current scales. Respondents, who perceive to exhibit secure behaviours, may think that they are in compliance with the policy, even when they are not.

These findings mean that several contributions in the field of policy compliance must be questioned and that a revisit of several factors influencing policy compliance may be required.

To the best of the authors’ knowledge, response biases in policy compliance research have not been considered to date.

Describes the process and outcomes of operationalizing the 14 dimensions underlying the SPC implementation/practice construct. Employs a standard procedure to create a measurement instrument comprising 14 measurement scales, with the number of constituent measurement items ranging from one to four, that correspond to the 14 dimensions underlying the SPC implementation/practice construct. Reports the results of assessing three properties of measurement quality for these newly‐created measurement scales, namely: face validity, internal consistency reliability and uni‐dimensionality. Such a measurement instrument can then be applied to examine antecedents and consequences of SPC implementation/practice and to diagnose existing organizational efforts at implementing and practicing SPC and to identify opportunities to improve organizational implementation and practice of this quality improvement intervention. Demonstrates the application and interpretation of the SPC implementation/practice measurement instrument within one organizational setting. Concludes by identifying future research needs.

It is unwise, though common practice, to base decisions on numerical values without knowing how they can be justified as correctly describing aspects of reality. Scientists have great responsibility in this regard, especially in the social sciences where it is easy to provide an appearance of rigour through the use of numbers and mathematical apparatus. We must be prepared to justify any numbers we use by clarifying the relationship between a numerical variable and a “real thing”. The article defines fundamental, explicit, scientific measurements and how they may be used in a meaningful way. It then considers instruments, in particular pointer measurements, that simulate these fundamental measurements. It concludes with a look at the validity of the resulting information.

The purpose of this paper is to review three decades of the literature on flow measurement and propose issues to advance research on the measurement of social flow at work.

In a systematic literature review, the authors analyzed 143 articles published in the first three decades (1983–2013) of scholarly publications on flow measurement, of which 84 articles used scales to measure flow and 16 articles used scales to measure flow at work.

The main findings are: flow is frequently measured in association with other constructs or by means of proxies; flow measurement is highly dependent on a study’s purposes and context; flow is mostly studied at the level of the individual and, when studied beyond the individual, the measurement of flow in groups is simplified as an aggregation of individual-level measures; and social flow at work is an underresearched construct that nevertheless impacts organizations in important ways, thus deserving a specific research agenda.

The first limitation refers to the databases included in the review. There is always the possibility that important works were ignored. Another limitation is that the coding procedure was highly dependent on the authors’ discretion, as it did not include independent coding and formal assessment of agreement among coders. But the greatest limitation may refer to our very perspectives on flow, flow measurement and social flow at work, as they are highly attached to current models instead of seeing the issues with different lenses. This limitation is also present in the literature.

Reviewing three decades of scholarly publications on how flow has been measured contributes to organizations in their planning for person-job fit. The measurement of flow can reveal if and when flow correlates with personal characteristics and organizational events, thus serving to inform initiatives on personnel development, acculturation and job design. However, considering that flow as a social phenomenon has been conceived in superficial terms, that a vast number of empirical studies were developed with non-professional subjects, and that flow measurement involves significant adaptations to each situation, organizations are thus advised to be careful in adopting extant instruments.

This study provides a rich account on how flow measurement has been addressed in the scholarly literature, and it calls attention to research opportunities on social flow at work.

We develop and validate measurement instruments for the business partner, watchdog, and scorekeeper roles of controllers. This study addresses calls to enhance the quality of survey research in management accounting by devoting more attention to scale development and especially to construct validity. By focusing on the activity sets of the controllers’ roles, we provide a theoretically and empirically grounded picture of their current roles. The measurement instruments presented in this study enable systematic research progress on controller roles, their relationships, antecedents, and performance outcomes.

As good as existing measurements of entrepreneurial potential (EP) may appear in the literature, they are fragmented, suffer from the lack of theory integration and clarity, are inadequately specified and assessed and the dimensions are unordered by importance. These limitations of EP metrics have hindered entrepreneurial practice and theory advancement. There is a risk of atomistic evolution of the topic among “siloed” scholars and room for repetitions without real progress. The purpose of this paper was to take stock of existing measurements from which the authors developed a new instrument that is brief and inclusive.

The authors followed several steps to develop and validate the new instrument, including construct domain name specification, literature review, structured interviews with entrepreneurs, face validation by experts, semantic validation and statistical validation after two waves of data collected on employee and entrepreneur samples.

A clear operational definition of EP is proposed and serves as a starting point towards a unified EP theory. The new EP instrument is made up of 34 items classified into seven dimensions, which in order of importance are proactive innovativeness, management skill, calculated risk-taking, social skill, financial literacy, entrepreneurial competencies prone to cognitive and heuristic biases and bricolage. The authors provide evidence for reliability and validity of the new instrument.

Although a model is not the model, the authors discuss several ways in which the new measurement model can be used by different stakeholders to promote entrepreneurship.

The authors discuss the domain representativeness of the new scale and argue that the literature can meaningfully benefit from a non-fuzzy approach to what makes the EP of an individual. By developing a new EP instrument, the authors set an important pre-condition for advancing entrepreneurial theory and practice.

The purpose of this paper is to develop a reliable and valid measurement scale of employee engagement that can be used in human resources departments in any industry field.

This study used the measurement development process with three steps. The first step was to generate items for measuring employee engagement. For this reason, the authors proposed an integrated conceptual model based on the results of a literature review and justify the concepts from self-determination theory and person-environment fit theory as the theoretical foundation. The second step was to determine the types of questions suitable for measurement, examining the content validity. Content validity was conducted two times by the group, academic experts and business practitioners. The last step was to examine the exploratory factor analysis (EFA), confirmatory factor analysis (CFA), multi-group analysis and reliability with 352 survey responses from the South Korean business context.

Findings of the measurement scale development procedure, i.e. employee engagement, should be managed in a balanced manner in all dimensions, as it is composed of four dimensions (person engagement, work engagement, organization engagement and relation engagement) and 16 sub-factors. Additionally, organization engagement was the major factor among the four dimensions of employee engagement with the highest variance explanation. From the statistical standpoint, the employee engagement scale (EES) is possible to use in any industry field because it demonstrated not only content validity and internal consistency reliability but also the three steps of factor analysis (EFA, CFA and multi-group analysis).

This survey was conducted with an assistant manager located in Korea. Therefore, it will be necessary to analyze both leader and employee engagement for those who live in foreign countries. The EES is useful to leaders and human resource managers because it is applicable to managing engagement levels of employees and fosters customized training programs.

This is the first study to develop measurement tools for employee engagement in South Korea. In addition, most studies demonstrated that individual feeling was valued to drive employee engagement. This research, however, proposes an extended concept of employee engagement for four dimensions (person, work, relation and organization) and emphasizes the important relationship between individuals and colleagues in an organization. Based on these results, a theoretically integrated model of employee engagement was developed and a practically valid measurement tool for capturing comprehensive domains of employee engagement was proposed.

The purpose of this paper is to find evidence of construct validity in a Mexican population for a socially responsible consumption (SRC) measurement scale originally proposed for Colombia.

Using a quantitative approach and a correlational scope, factorial invariance and differential item functioning analyses were performed on the SRC measurement scale based on data from 323 Colombian graduate students and 456 Mexican students.

The empirical evidence confirms that the factor structure of the SRC measurement scale applied in Colombia remains valid in the Mexican context.

Limitations pertain to the attitudinal measurement scale and the non-representativeness of the chosen samples.

When identifying a structure for SRC, particularly considering the formulation of marketing strategies and business reputation, companies should consider the new criteria of buying consumption.

For the first time in Latin America, an SRC measurement scale is constructed, and its construct validity is evaluated for two countries: Mexico and Colombia. The authors thus provide empirical evidence for the hypothesis that SRC measurement is contingent on the expression of measurement considering the socioeconomic and cultural context in which the study is conducted.

Buscar evidencia de validez de constructo en una población mexicana para la escala de medida del Consumo Socialmente Responsable (CSR) propuesta para Colombia.

Con un enfoque cuantitativo y alcance correlacional se realiza un análisis de invarianza factorial y de funcionamiento diferencial del ítem (DIF), de la escala de medida del CSR en 323 estudiantes de posgrado colombianos y 456 mexicanos.

La evidencia empírica confirma que la estructura factorial de la escala de medida del CSR aplicado en Colombia se mantiene en el contexto mexicano.

Las propias de las escalas de medida actitudinal y de la no representatividad de las muestras elegidas.

Cuando se identifica una estructura de un CSR, las empresas en la formulación de estrategias de mercadeo y reputación empresarial, deben considerar los nuevos criterios de compra de consumo.

Por primera vez en Latinoamérica se construye una escala de medida del CSR y se realiza una validez de constructo considerando dos países como lo son México y Colombia. En este sentido, se aporta evidencia empírica a la hipótesis según la cual la medición del CSR es contingente en su expresión de medida al contexto socioeconómico y cultural donde se realice el estudio.