In describing measures used in their research, authors frequently report having adapted a scale, indicating that they changed something about it. Although such changes can raise concerns about ...validity, there has been little discussion of this practice in our literature. To estimate the prevalence and identify key forms of scale adaptation, we conducted two studies of the literature. In Study 1, we reviewed the descriptions of all scales (N = 2,088) in four top journals over a 2-year period. We found that 46% of all scales were reported by authors as adapted and that evidence to support the validity of the adapted scales was presented in 23% of those cases. In Study 2, we chose six scales and examined their use across the literature, which allowed us to identify unreported adaptations. We found that 85% of the administrations of these scales had at least one form of adaptation and many had multiple adaptations. In Study 3, we surveyed editorial board members and a select group of psychometricians to evaluate the extent to which particular adaptations raised concerns about validity and the kinds of evidence needed to support the validity of the adapted scales. To provide guidance for authors who adapt scales and for reviewers and editors who evaluate papers with adapted scales, we present discussions of several forms of adaptations regarding potential threats to validity and recommendations for the kinds of evidence that might best support the validity of the adapted scale (including a reviewer checklist).
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Surveys are one of the most popular ways to collect employee information. Because of their widespread use, data quality is an increasingly important concern. The purpose of this paper is to (1) ...introduce the intra-individual response variability (IRV) index as an easily calculated and flexible way to detect insufficient effort responding (IER); (2) examine the extent to which various IER indices detect the same or different respondents engaging in IER behavior; and (3) investigate relationships between individual differences and commonly used IER indices to better understand systematic and theoretically relevant IER behavior. In a two-part study, 199 undergraduates responded to questionnaires online, and various IER indices were calculated. The IRV index identifies different respondents than other IER indices. Values on the IRV index (as well as other IER indices) are related to scores on theoretically meaningful individual differences in conscientiousness, agreeableness, and boredom proneness. This study provides researchers with a robust, easily calculated, and flexible means for screening questionnaire data for IER behavior. Practical recommendations for finding and making decisions about IER behavior patterns are provided. This study introduces the IRV index, an extension of the long string, used to identify survey research participants who likely engaged in one type of IER behavior. It is also one of the first studies to evaluate the extent to which IER indices identify different respondents as having engaged in IER and provides additional evidence that values on these indices are related to individual differences.
Summary
Despite women's advancements in the workplace, gender inequality persists. We classify and test two frameworks used to explain gender differences in career success: unequal attributes and ...unequal effects. The unequal attributes framework suggests that gender is related to other attributes, which result in unequal career outcomes for men and women (i.e., a mediated effect). The unequal effects framework suggests that even when men and women share the same attribute or circumstances, they are rewarded differently, such that individual attributes have unequal effects on career outcomes for men and women (i.e., a moderated effect). We collected survey data from a gender‐balanced sample of 394 business school alumni. Using structural equation modeling to test the unequal attributes framework, we found that work hours, career orientation, having a nonemployed spouse, and working in a predominantly female job were unequal attributes that explained gender differences in career success. Using multigroup path analysis to examine unequal effects, we found that being agentic, married, having children at home, and working in a predominantly female workplace had unequal effects in relation to career success for men and women. We find support for both models across three categories of career success antecedents (i.e., personal, family, and job attributes).
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The psychometric soundness of measures has been a central concern of articles published in the Journal of Applied Psychology (JAP) since the inception of the journal. At the same time, it isn’t clear ...that investigators and reviewers prioritize psychometric soundness to a degree that would allow one to have sufficient confidence in conclusions regarding constructs. The purposes of the present article are to (a) examine current scale development and evaluation practices in JAP; (b) compare these practices to recommended practices, previous practices, and practices in other journals; and (c) use these comparisons to make recommendations for reviewers, editors, and investigators regarding the creation and evaluation of measures including Excel-based calculators for various indices. Finally, given that model complexity appears to have increased the need for short scales, we offer a user-friendly R Shiny app (https://orgscience.uncc.edu/about-us/resources) that identifies the subset of items that maximize a variety of psychometric criteria rather than merely maximizing alpha. (PsycInfo Database Record (c) 2022 APA, all rights reserved) (Source: journal abstract)
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Polynomial regression with response surface analysis is a sophisticated statistical approach that has become increasingly popular in multisource feedback research (e.g., self-observer rating ...discrepancy). The approach allows researchers to examine the extent to which combinations of two predictor variables relate to an outcome variable, particularly in the case when the discrepancy (difference) between the two predictor variables is a central consideration. We believe this approach has potential for application to a wide variety of research questions. To enhance interest and use of this technique, we provide ideas for future research directions that might benefit from the application of this analytic tool. We also walk through a step-by-step example of how to conduct polynomial regression and response surface analysis and provide all the tools you will need to do the analyses and graph the results (including SPSS syntax, formulas, and a downloadable Excel spreadsheet). Our example involves how discrepancies in perceived supervisor and organizational support relate to affective commitment. Finally, we discuss how this approach is a better, more informative alternative to difference scores and can be applied to the examination of twoway interactions in moderated regression.
Research Summary
Entrepreneurship researchers commonly use survey‐based research designs. However, surveying entrepreneurs poses unique challenges. A principal concern for survey‐based research is ...nonresponse bias, which occurs when survey respondents systematically differ from those who were sampled but did not participate in the study. To address this concern, we conducted a systematic review of the literature to determine what practices are currently being used to address nonresponse bias (142 articles, 180 surveying efforts) and conducted multiple studies to determine the extent to which nonresponse bias can affect statistical results. Based on these efforts, we present a series of techniques and a checklist that entrepreneurship scholars and reviewers and editors can consider to mitigate the risk of nonresponse bias prior to, and following, their data collection efforts.
Managerial Summary
In an average survey of entrepreneurs, approximately 40% of the people contacted will respond. This raises an important question: Can we make conclusions about the entrepreneurs who did not respond? Answering this question requires one to consider nonresponse bias (i.e., if respondents differ from nonrespondents). We conducted a systematic review of survey‐based studies in entrepreneurship and conducted three field studies. Our results show that nonresponse bias can manifest in different ways across studies, but it is rarely discussed in the literature. We also show that response rates are poor proxies of nonresponse bias. Based on these efforts, we present several techniques for scholars, reviewers, and editors to consider in the hopes of mitigating the risk of nonresponse bias in their studies.
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Organizational climate represents the shared perceptions that employees have about their experiences at work. A persistent goal of the literature has been to relate organizational climate to ...organizational outcomes. Yet, potential mediating mechanisms of those relationships remain underexplored. This study addresses this shortcoming by exploring the mediating role of affective organizational commitment in the relationship between a climate for nursing and organizational performance. Our data included responses from a sample of 268 nurses working in 28 long‐term care facilities and multiple years of government ratings of the quality of care provided by each of those facilities. Using multilevel structural equation modelling, we found that the nurses’ affective commitment mediated the relationship between nursing climate and quality care provided both concurrently (in the same year as the data were collected) and predictively (one year later). We also found that the mediational process predicts unique variance in the lagged assessment of quality of care provided that is not accounted for by the previous year's performance. This suggests the influence of climate on affective commitment and, consequently, organizational performance may take time to become apparent. Implications for the roles of climate and affective commitment on organizational performance are discussed.
Practitioner points
Our results suggest that creating a beneficial nursing climate may help organizations foster positive job attitudes, such as organizational commitment.
Creating a positive climate, like a nursing climate, and fostering job attitudes among employees, such as organizational commitment, are associated with organizational performance benefits.
The implications of a climate may not be fully realized immediately; organizational leaders driving initiatives to create a positive climate should expect it will take some time to realize benefits on organizational performance indicators.
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BFBNIB, DOBA, FZAB, GIS, IJS, IZUM, KILJ, NLZOH, NUK, OILJ, PILJ, PNG, SAZU, SBCE, SBMB, SIK, UILJ, UKNU, UL, UM, UPUK
As a result of globalization, large-scale modern-day businesses extend across borders as they engage in multinational enterprises. Such enterprises must conduct operations in disparate, culturally ...diverse contexts, which present challenges for implementing human resource management activities, such as whether to standardize or localize activities across borders. The current study focuses on recruitment activities, as they represent firms’ initial efforts to attract highly qualified talent. However, the extant recruitment literature has primarily been conducted in a single context or in Westernized societies; thus, it is unclear how organizations recruit across borders. Drawing on signaling theory, we explore how Fortune 1000 firms use recruiting signals in their domestic and international operations. In general, we find that firms standardize the recruiting signals across their domestic and international operations. Yet, the amount that each signal is emphasized differs in domestic and international operations and is contingent upon language. Furthermore, cultural distance between the home and host country largely does not explain the standardization of the recruiting signals. We summarize the findings and provide direction intended to guide future research.
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Over the last couple of decades, studies using the experience sampling methodology (ESM) have been used with increasing frequency within the management‐related sciences as the method allows ...researchers the opportunity to investigate questions involving ongoing, dynamic, intra‐individual processes. Given the longitudinal nature of the methodology and the resulting multi‐level data structure, there are sample‐ and measurement‐related issues that make ESM studies different from other methods commonly used in management research. Consequently, ESM studies have demands for reporting sample‐ and measurement‐related information that differ from more commonly used methods. In the current paper, we review the conceptual foundations of sample and measurement issues in ESM studies and report the findings of a survey of the ESM studies to identify current reporting practices. We then offer clear, easy to implement recommendations for reporting sample‐ and measurement‐related aspects of ESM studies. We hope that these recommendations will improve reporting of ESM studies and allow readers the opportunity to more fully and comprehensively evaluate the research presented.
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The authors review the development of the modern paradigm for intelligence assessment and
application and consider the differentiation between intelligence-as-maximal performance and
...intelligence-as-typical performance. They review theories of intelligence, personality, and
interest as a means to establish potential overlap. Consideration of intelligence-as-typical
performance provides a basis for evaluation of intelligence-personality and
intelligence-interest relations. Evaluation of relations among personality
constructs, vocational interests, and intellectual abilities provides evidence for communality
across the domains of personality of
J. L. Holland's
(1959)
model of vocational interests. The authors provide an extensive
meta-analysis of personality-intellectual ability correlations, and a review of
interest-intellectual ability associations. They identify 4 trait complexes: social,
clerical/conventional, science/math, and intellectual/cultural.
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