an article by Nadya A. Fouad, Jane P. Liu, Elizabeth W. Cotter and India Gray-Schmiedlin (University of Wisconsin–Milwaukee) published in Journal of Career Assessment Volume 22 Number 2 (May 2014)
Abstract
The most recent economic downshift demands that researchers gain a better understanding of the type of decisions individuals are making regarding work and the basis for those decisions.
The state of the economy over the past few years warrants further examination, as the economic downturn has resulted in a dramatic shift in the availability of jobs in the workforce.
The current study examined the impact of the economic downturn on the emotional and cognitive processing of individuals in regard to the decisions they make about work in two separate studies (N = 179 and N = 82), using two measures (Perceptions of Economy [POE] scale and Work Decisions scale) that allowed us to assess economic perceptions and work-related decisions quantitatively.
Results indicated support for the instruments and that POEs account for 5% of the variance in work-related decisions.
Showing posts with label scale_development. Show all posts
Showing posts with label scale_development. Show all posts
Wednesday, 21 January 2015
Tuesday, 4 March 2014
The stress potential of social media in the workplace
an article by Eliane Bucher, Christian Fieseler and Anne Suphan (University of St. Gallen, Institute for Media and Communications Managment, Switzerland) published Information, Communication & Society Volume 16 Issue 10 (2013)
Abstract
Social media have enriched the communication profession with new and immediate ways of stakeholder interaction. Along with new possibilities also come challenges – as professionals are engaging in real-time conversations with their audiences on Facebook, Twitter, blogs and the like, they have to learn to mentally cope with an oversupply of possibly relevant information, with an invasion of work matters into the private domain and with changing work contents and structures.
This paper proposes a measurement routed in the technostress and overload research to assess these challenges brought to communication workforces by social media. These data were collected in a quantitative survey among 2,579 marketing and communication professionals. Based on an exploratory factor analysis, we demonstrate that being literate in an age of social media encompasses not only knowing how to retrieve and process information appropriately in various social settings, but also – and maybe more importantly – to mentally cope with overload, invasion and uncertainty.
Abstract
Social media have enriched the communication profession with new and immediate ways of stakeholder interaction. Along with new possibilities also come challenges – as professionals are engaging in real-time conversations with their audiences on Facebook, Twitter, blogs and the like, they have to learn to mentally cope with an oversupply of possibly relevant information, with an invasion of work matters into the private domain and with changing work contents and structures.
This paper proposes a measurement routed in the technostress and overload research to assess these challenges brought to communication workforces by social media. These data were collected in a quantitative survey among 2,579 marketing and communication professionals. Based on an exploratory factor analysis, we demonstrate that being literate in an age of social media encompasses not only knowing how to retrieve and process information appropriately in various social settings, but also – and maybe more importantly – to mentally cope with overload, invasion and uncertainty.
Tuesday, 9 July 2013
Development and Validation of the Career Competencies Indicator (CCI)
an article by Jan Francis-Smythe, Sandra Haase, Erica Thomas and Catherine Steele (University of Worcester, UK) published in Journal of Career Assessment Volume 21 Number 2 (May 2013)
Abstract
This article describes the development and validation of the Career Competencies Indicator (CCI); a 43-item measure to assess career competencies (CCs).
Following an extensive literature review, a comprehensive item generation process involving consultation with subject matter experts, a pilot study and a factor analytic study on a large sample yielded a seven-factor structure;
Abstract
This article describes the development and validation of the Career Competencies Indicator (CCI); a 43-item measure to assess career competencies (CCs).
Following an extensive literature review, a comprehensive item generation process involving consultation with subject matter experts, a pilot study and a factor analytic study on a large sample yielded a seven-factor structure;
- goal setting and career planning,
- self-knowledge,
- job performance,
- career-related skills,
- knowledge of (office) politics,
- career guidance and networking, and
- feedback seeking and self-presentation.
Thursday, 22 November 2012
The development and validation of a job crafting measure for use with blue-collar workers
an article by Karina Nielsen (National Research Centre for the Working Environment, Copenhagen, Denmark) and Johan Simonsen Abildgaard (University of Copenhagen, Denmark) published in Work & Stress: An International Journal of Work, Health & Organisations
Volume 26 Issue 4 (November 2012)
Abstract
Job crafting describes a set of proactive behaviours in which employees may engage to shape their work in order to minimise hindering job demands and maximise resources and challenging demands.
Such behaviours may be particularly important among blue-collar workers whose jobs are characterised by poor working conditions and low well-being.
We present the development and adaptation of a job crafting measure that may be used among blue-collar workers, based on an existing scale by Tims, Bakker, and Derks (2012) that was not specifically developed for blue-collar workers.
We test the validity and reliability of the measure in a longitudinal study based on multiple source information from mail delivery workers in Denmark (N=362 at Time 1; N=408 at Time 2).
Results indicate the presence of five job crafting dimensions:
Full text available through Taylor & Francis Open Access programme (HTML)
Abstract
Job crafting describes a set of proactive behaviours in which employees may engage to shape their work in order to minimise hindering job demands and maximise resources and challenging demands.
Such behaviours may be particularly important among blue-collar workers whose jobs are characterised by poor working conditions and low well-being.
We present the development and adaptation of a job crafting measure that may be used among blue-collar workers, based on an existing scale by Tims, Bakker, and Derks (2012) that was not specifically developed for blue-collar workers.
We test the validity and reliability of the measure in a longitudinal study based on multiple source information from mail delivery workers in Denmark (N=362 at Time 1; N=408 at Time 2).
Results indicate the presence of five job crafting dimensions:
- increasing challenging demands,
- decreasing social job demands,
- increasing social job resources,
- increasing quantitative demands and
- decreasing hindering job demands.
Full text available through Taylor & Francis Open Access programme (HTML)
Tuesday, 30 October 2012
Assessing gender biases: Development and initial validation of the gender role stereotypes scale
an article by Maura J. Mills (Hofstra University, New York, USA), Satoris S. Culbertson and Angela R. Connell (Kansas State University, USA) and Ann H. Huffman (Northern Arizona University, USA) published in Gender in Management: An International Journal Volume 27 Issue 8 )2012)
Abstract
Purpose
The purpose of this research is to develop and validate a new gender role stereotypes scale intended to be a short, effective, and modern measure of gender role attitudes.
Design/methodology/approach
A total of 800 participants completed an online survey, with 546 completing a second survey one week later. Recommended scale development procedures were utilized throughout in order to design and test the proposed instrument.
Findings
Item analyses determined a final set of most effective items, while exploratory and confirmatory factor analyses provided support for the eight-item, two-dimensional (female stereotypes, male stereotypes) scale (Gender Role Stereotypes Scale – GRSS). Additionally, internal consistency and test-retest reliabilities were acceptable, as was the construct-related validity. This study also finds that gender role stereotypes are best examined as a two-factor construct (male, female), rather than conceptualized as two poles of a unidimensional continuum.
Practical implications
The GRSS has advantages over similar measures, including that it assesses attitudes toward both men and women with only eight items, and includes items that are easily understandable, cross-culturally appropriate, and modern. Practitioners can use the GRSS to assess potential gender role stereotypes held by management. If managers are found to have highly traditional gender role stereotypes, organizations may be able to intervene before stereotypes affect performance ratings or task assignments.
Originality/value
This paper yields an updated and sound measurement scale to replace outdated scales assessing similar constructs and/or assessing only one gender role stereotype (male or female, versus both). The GRSS allows for the parsimonious, comprehensive, and effective measurement of gender role stereotypes in research and practice alike.
Abstract
Purpose
The purpose of this research is to develop and validate a new gender role stereotypes scale intended to be a short, effective, and modern measure of gender role attitudes.
Design/methodology/approach
A total of 800 participants completed an online survey, with 546 completing a second survey one week later. Recommended scale development procedures were utilized throughout in order to design and test the proposed instrument.
Findings
Item analyses determined a final set of most effective items, while exploratory and confirmatory factor analyses provided support for the eight-item, two-dimensional (female stereotypes, male stereotypes) scale (Gender Role Stereotypes Scale – GRSS). Additionally, internal consistency and test-retest reliabilities were acceptable, as was the construct-related validity. This study also finds that gender role stereotypes are best examined as a two-factor construct (male, female), rather than conceptualized as two poles of a unidimensional continuum.
Practical implications
The GRSS has advantages over similar measures, including that it assesses attitudes toward both men and women with only eight items, and includes items that are easily understandable, cross-culturally appropriate, and modern. Practitioners can use the GRSS to assess potential gender role stereotypes held by management. If managers are found to have highly traditional gender role stereotypes, organizations may be able to intervene before stereotypes affect performance ratings or task assignments.
Originality/value
This paper yields an updated and sound measurement scale to replace outdated scales assessing similar constructs and/or assessing only one gender role stereotype (male or female, versus both). The GRSS allows for the parsimonious, comprehensive, and effective measurement of gender role stereotypes in research and practice alike.
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