Nomological Network Research Articles

Development and Validation of the Individual Teamwork Behaviors Questionnaire

Although there has been significant research investigating the processes that facilitate how individuals work collectively as a team, there has been little attention to the specific behaviors that individual team members need to exhibit to support teamwork. Despite two such measures currently existing in the literature, both suffer from a few important limitations, which makes it difficult to ensure individual team members are contributing to the team and targeted for the most appropriate developmental efforts. Through a series of studies, we inductively develop the dimensions for such a measure, establish its convergent and discriminant validity against an established peer-evaluated measure, and then show how it fits in the nomological network of established teamwork measures. The resulting measure supports the strengths of a multi-source, peer-rated scale by capturing observable behaviors that can more clearly be evaluated by fellow group members and which are applicable to various organizational environments.

Psychometric properties of the Afrocentric Self-Regard Scale (ASRS): A validation study with Black emerging adults

ABSTRACT This study aimed to cross-validate the Afrocentric Self-Regard Scale (ASRS), which was previously developed and assessed in a sample of Black American adolescents. However, this study was conducted with a representative sample of 619 emerging Black adults aged 18–29 years. Participants completed a survey that included the ASRS and measured African heritage connections, Afro-cultural orientation norms, internalized negative stereotypes, career aspirations, anxiety, and depression. A confirmatory factor analysis confirmed that all the items contributed to the measurement of self-regard as a single construct and showed a good fit. The ASRS showed excellent internal reliability. Construct validity was supported via positive correlations with African heritage connections and Afro-cultural orientation norms. Discriminant validity had a weak, negative correlation with internalized negative stereotypes. Nomological validity was supported via positive correlations with flourishing and career aspirations and negative correlations with depression and anxiety. The ASRS was a reliable and valid measure of Afrocentric self-regard in emerging Black American adults.

Measuring consumer perceptions of online retail platform corporate sustainable development: a scale development and validation

PurposeOnline retail platform corporate sustainable development (ORPCSD) has garnered significant interest and appeal among consumers. However, no scale has been developed to measure consumer perceptions of ORPCSD. Therefore, this study aimed to delineate the conceptual framework and dimensions underlying these perceptions and construct a reliable and valid measurement tool.Design/methodology/approachThis study employed established qualitative and quantitative methods in two studies. In the first study, the dimensions and measurement items of consumer perceptions of ORPCSD were proposed using the grounded method. In the second study, the measurement scale was refined and validated using exploratory factor analysis, confirmatory factor analysis, and nomological validity examination.FindingsThe results indicated that consumer perception of ORPCSD consisted of three dimensions: economic, social, and environmental sustainability. The measurement scale for these dimensions comprised 25 items, demonstrating excellent psychometric properties.Originality/valueThis study contributes original insights by enhancing the current understanding of consumer perceptions of ORPCSD. Additionally, it provides researchers and managers with psychometric metrics to gauge these perceptions and offers actionable strategies for sustainable marketing initiatives.

Stability and plasticity in personality: A meta‐analytic investigation of their influence on cultural intelligence and five forms of job performance

AbstractThis meta‐analysis clarifies and tests the structural relationships among the Big Five personality traits, cultural intelligence (CQ), and an expanded criterion domain of job performance. Positioning CQ in the nomological network of personality traits is timely because research has demonstrated that CQ predicts a range of work‐related outcomes in today's multicultural workplace. Drawing on the Cybernetic Big Five Theory (CB5T), we conduct a meta‐analytic investigation (n = 24,552; k = 109) of the metatraits of stability (shared variance of conscientiousness, agreeableness, and emotional stability) and plasticity (shared variance of extraversion and openness) on CQ and five job performance outcomes (task performance, affiliative citizenship performance, change‐oriented citizenship performance, adaptive performance, and creative performance). Our findings show that CQ is a stronger mediator of the plasticity metatrait (than stability) on job performance, supporting our hypotheses. We also discover intriguing suppressor effects, suggesting that the importance of the plasticity metatrait on job performance could be underestimated in existing Big Five meta‐analyses.

The quest for genuine self-knowledge: An investigation into individual differences in the self-insight motive

The self-insight motive (SIM; also known under the label self-assessment motive) describes the dispositional tendency to strive for accurate self-knowledge. The current research includes five multimethodological studies (total N = 3667) that comprehensively investigated the SIM’s nomological network, its antecedents, and cognitive-behavioral consequences, comprising longitudinal, round-robin, and population-representative data. Among the personality correlates of the SIM were curiosity, the intimacy and self-improvement motives, private self-consciousness, narcissistic admiration, and openness to experience. Further, the SIM was more pronounced among younger and highly educated people. A key environmental antecedent of the SIM was the instability of life circumstances, in the sense that the motive became stronger after life circumstances had changed. Concerning the cognitive-behavioral consequences, the results suggest that the SIM fosters feedback-seeking behavior. Nevertheless, the motive was not linked to more accurate self-perception across three studies. We discuss several reasons for this unexpected finding.

Measuring Self-Efficacy for Exercise among Older Adults: Psychometric Properties and Measurement Invariance of a Brief Version of the Self-Efficacy for Exercise (SEE) Scale.

(1) Background: Physical activity is known to promote health and psychological well-being in older adults, yet global inactivity rates in this population remain high. Among the factors associated with physical activity, self-efficacy for exercise represents a key predictor for developing effective interventions in older adults. This study aimed to validate the Self-Efficacy for Exercise Scale (SEE) in individuals over 65. (2) Methods: A sample of 726 older adults from the USA and Italy (51.1% females; age range = 65-95 years; Mage = 72.57, SDage = 6.49) completed the SEE, along with the Godin-Shepard Leisure-Time Physical Activity Questionnaire (GSLTPAQ), the Big Five Inventory 2-Extra Short Form (BFI-2-XS), and the 12-item Short Form Health Survey (SF-12). (3) Results: The SEE showed a Cronbach's Alpha of 0.88 and a Composite Reliability of 0.89. Moreover, it demonstrated a unidimensional factor structure and good fit indices. Full measurement invariance was achieved across gender and age, while partial scalar invariance was found across countries, suggesting minor cultural differences. Correlation with the GSLTPAQ, the BFI-2-XS, and the SF-12 support the convergent and nomological validity of the SEE. (4) Conclusions: These findings provide evidence that the SEE is a reliable and valid measure of self-efficacy for exercise among older adults and that the items are interpreted similarly across different ages, genders, and cultures.

Undergraduates’ workplace learning in health sciences education: psychometric properties of single-item measures

BackgroundUndergraduates’ workplace learning is an important part of health sciences education. Educational psychology research considers many different aspects of self-regulated learning at the workplace, including cognition, motivation, emotions, and context. Multivariate longitudinal and diary studies in this field require fewer items than alternatives or even a single item per construct and can reveal the sub-processes of workplace learning and contribute to a better understanding of students’ learning. Short instruments are necessary for application in workplace settings, especially stressful ones, to mitigate survey fatigue. The present study aimed to assess the psychometric properties of single items measuring various aspects of workplace learning.MethodsTwenty-nine single items selected from the Workplace Learning Inventory in Health Sciences Education were analyzed for reliability, information reproduction, and relationships within the nomological network. The authors additionally analyzed four generally formulated single items’ relationships with the full Workplace Learning Inventory scales and external criteria within the nomological network. Participants were 214 ninth- or tenth-semester veterinary medicine students in Austria and Germany who were learning at varied workplaces during the winter semester of 2021/2022.ResultsOf the 29 single items selected from existing scales, 27 showed sufficient reliability, but mixed results were obtained regarding validity. Although the items’ relationships within the nomological network were similar to those of the full scales, information reproduction was insufficient for most items. The four general single items showed acceptable validity, but the reliability of these measures of states could not be assessed.ConclusionsThis paper reported findings on the psychometric properties of single items for undergraduates’ workplace learning in health science education. The findings are crucial for deciding whether to use scales versus single-item measures in future studies. By applying the findings, researchers can be more economical in their workplace learning data collection and can include more constructs.

A “quiet quitting” scale: development and validation

Purpose Many principles and paradigms that influenced the labour system before the COVID-19 pandemic have changed, and the academic and corporate communities are struggling to make sense of the paradigm shifts the authors have entered. One of the organisational phenomena highlighted after the COVID-19 pandemic is “Quiet quitting”, that is, the tendency for workers to do the bare minimum tasks necessary for their occupations to avoid getting dismissed. This phenomenon may substantially impact both organisations and workers. As a result, academic interest in “Quiet quitting” has recently proliferated. Upon using leader-member exchange, organisational support and social exchange theories, this paper aims to propose and validate a scale measuring the new construct, “Quiet Quitting”. Design/methodology/approach A sample of 1,430 valid questionnaires from individuals working in different industries, organisations and regions in the USA were examined using normality and Kaiser–Meyer–Olkin tests, as well as factor, reliability and nomological validity analyses. Findings Exploratory and confirmatory factor analyses and reliability and nomological validity evaluations validate the proposed “Quiet Quitting” scale. Originality/value To the best of the authors’ knowledge, the proposed and validated “Quiet Quitting” scale is original. Since this scale may help to examine crucial management-worker dynamics in organisations, it may be subsequently developed and used by researchers in future studies.

Short breaks and micro vacations: scale development and validation of micro vacation motivation

Purpose In view of the rapid growth of micro vacation trend in post-pandemic era, this study aims to identify the underlying motivational factors for micro vacation by developing and validating a measurement scale, while explore the influence of micro vacation motivation on travel intention. Design/methodology/approach This research adopts mixed methods. Nine dimensions with 38 items are initially yielded through extensive literature review and in-depth interview (n = 22). Expert panel review filters the scale into eight dimensions with 35 items. Principal component analysis (n = 376) purifies the measures into a 35-item and seven-dimension scale, further confirmed by confirmatory factor analysis (n = 616). Nomological validity test (n = 694) proved the positive effect of micro vacation motivation on travel intention. Findings The results present a measurement scale of micro vacation motivation and reveals its seven dimensions: self-presentation, spiritual satisfaction, bonding, convenience, sense of rituals, place attachment and perceived risk. All the motivational factors positively influence travel intention for a micro vacation. Practical implications Through profound comprehension of micro vacationers’ travel motivation, destination marketers and tourism providers can better design their products based on vacationers’ needs while stimulate potential market’s visiting intention by diverse marketing activities. Originality/value This study enriches the literature of micro vacation tourism and deepens the knowledge of travel motivation, filling the research gap of tourists’ motivation in micro vacation market.

Identity work support perceptions (IWSP): Development of a construct and measure.

Every day, people perform internal (e.g., thoughts) and external (e.g., behaviors) activities to repair, strengthen, or revise their identities at work. Despite organizations being the main stage on which this identity work (IW) occurs and a major contextual element invoking identity work, scholars still lack an understanding of employees' beliefs about their organizations' support for identity work. In this research, we conceptualize and operationalize identity work support perceptions (IWSP)-defined as the degree to which employees perceive that their organization encourages, allows, or provides opportunities to think about, talk about, or display aspects of work and nonwork identities, or engage in activities that foster understanding and sharing of identities. We develop a scale to measure four dimensions (i.e., cognitive, discursive, behavioral, and physical) of IWSP using seven empirical samples (two samples of subject matter experts and five samples of employed adults). We provide evidence of reliability, as well as content, convergent, and discriminant validity with constructs in IWSP's nomological network and IWSP's incremental predictive ability of attitudinal and behavioral outcomes. Implications of our findings for research and practice are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Knowledge Spillovers in the Context of Open Innovation: A Systematic Review and Nomological Network

Knowledge Spillovers in the Context of Open Innovation: A Systematic Review and Nomological Network

The impact of national culture in predicting informal learning behaviors

Purpose This study aims to investigate the impact of Hofstede’s six national cultural dimensions on informal learning behaviors (ILBs) and how they moderate the prediction of these behaviors by workplace interaction (WI), autonomy (WA) and readiness to learn (RtL). Design/methodology/approach Cultural scores were extracted from The Culture Factor Group in 2023. Data on ILBs and their antecedents were selected from a Program for the International Assessment of Adult Competencies sample of 59,103 workers – 33 Countries. The authors applied hierarchical linear modeling (HLM) to analyze data. Findings None of those cultural dimensions had significant direct relationships with ILBs. The moderations were significant for power distance (ILBs with WA and RtL), individualism (ILBs with WI) and motivation toward achievement and success (ILBs with WA). Research limitations/implications The cultural dimensions were limited to Hofstede’s model, and scores at the country level did not consider individual perceptions of them. The results provide empirical evidence for solid theoretical development on the impact of national culture on informal learning and the development of public policies to promote it. Originality/value The authors are unaware of other studies that have quantitatively investigated relationships between ILBs and their antecedents and the cultural dimensions using HLM. Findings from different countries allow for better generalization and may provide directions for research and the expansion of the nomological network on the impact of national culture on ILBs.

My precious: development and validation of the conservation of human energy resources index (CHERI)

ABSTRACT Conserving energy resources is crucial for sustaining effort and preventing exhaustion, especially in demanding work environments. Yet, a reliable and valid measure for assessing individuals’ motivation to conserve energy is currently lacking. To fill this gap, we introduce a concise five-item scale, the Conservation of Human Energy Resources Index (CHERI), available in both German (CHERI-G) and English (CHERI-E) versions. In four comprehensive studies (N = 1,814), we evaluated the structure and psychometric properties of both language versions. Our results reveal that the CHERI measures a one-dimensional, homogeneous construct characterized by a high internal consistency (Studies 1, 2, and 4). Our findings also emphasize the CHERI’s sensitivity to change (Study 3) and its meaningful associations with measures from the nomological network of motivation, energy, and effort (Studies 2 and 4). Additionally, we demonstrate the cross-cultural equivalence of the CHERI-G and CHERI-E as well as their equivalence across situational contexts, encompassing both workplace and academic settings (Study 4). Taken together, the present research provides preliminary evidence for the psychometric properties of the CHERI – a measure that can be used to enhance our understanding of energy conservation behaviours and to open new perspectives for advancing research on energy management and recovery.

Development and initial validation of the Engagement in Athletic Training Scale.

The current study presents the development process and initial validation of the Engagement in Athletic Training Scale (EATS), which was designed to evaluate athletes' engagement in athletic training. In study 1, item generation and initial content validity of the EATS were achieved. In study 2, the factor structure of the EATS was examined using exploratory factor analysis (EFA) and exploratory structural equation modeling (ESEM). Internal consistency reliabilities of the subscales were examined (N = 460). In study 3, factor structure, discriminant validity, internal consistency reliability, and nomological validity of the EATS were further examined in an independent sample (N = 513). Meanwhile, measurement invariance of the EATS across samples (study 2 and study 3) and genders was evaluated. Overall, results from the 3 rigorous studies provided initial psychometric evidence for the 19-item EATS and suggested that the EATS could be used as a valid and reliable measure to evaluate athletes' engagement in athletic training.

A typology of validity: content, face, convergent, discriminant, nomological and predictive validity

PurposeResearch serves to elucidate and tackle real-world issues (e.g. capitalizing opportunities and solving problems). Critical to research is the concept of validity, which gauges the extent to which research is adequate and appropriate in representing what it intends to measure and test. In this vein, this article aims to present a typology of validity to aid researchers in this endeavor.Design/methodology/approachEmploying a synthesis approach informed by the 3Es of expertise, experience, and exposure, this article maintains a sharp focus on delineating the concept of validity and presenting its typology.FindingsThis article emphasizes the importance of validity and explains how and when different types of validity can be established. First and foremost, content validity and face validity are prerequisites assessed before data collection, whereas convergent validity and discriminant validity come into play during the evaluation of the measurement model post-data collection, while nomological validity and predictive validity are crucial in the evaluation of the structural model following the evaluation of the measurement model. Additionally, content, face, convergent and discriminant validity contribute to construct validity as they pertain to concept(s), while nomological and predictive validity contribute to criterion validity as they relate to relationship(s). Last but not least, content and face validity are established by humans, thereby contributing to the assessment of substantive significance, whereas convergent, discriminant, nomological and predictive validity are established by statistics, thereby contributing to the assessment of statistical significance.Originality/valueThis article contributes to a deeper understanding of validity’s multifaceted nature in research, providing a practical guide for its application across various research stages.

Translation, reliability, and validity of the Chinese version of the Moral Identity Scale in a sample of male offenders

ABSTRACT Moral identity is crucial in offenders’ moral rehabilitation, yet no validated measure exists for Chinese male offenders. The present study translated the Moral Identity Scale (MIS) and examined its construct validity and reliability in Chinese male offenders (n = 542). A confirmatory factor analysis showed an acceptable fit for the data. The convergent validity was demonstrated by its significant positive correlations with the Moral-self subscale of the Moral Identity Questionnaire. Furthermore, MIS displayed negative correlations with Amorality and Moral Disengagement, and positive correlations with Moral Attitude, Empathic Concern, and Moral Responsibility, indicating a good nomological validity. Regarding discriminant validity, the revised MIS exhibited nonsignificant or weak correlations with Social Desirability and Retributive Justice Expectations, while the two subscales exhibited distinct correlations with Imagination with Sympathy and Perceived Social Injustice. The test-retest reliability over 4 weeks was .68 (n=113). These findings underscore the reliability and validity of the revised MIS.

What role does HRM system strength play in Italian healthcare organizations? A post COVID-19 snapshot

PurposeOur study investigates the role of the Human Resources Management (HRM) system strength in supporting Italian healthcare managers during times of uncertainty and change. The perceived HRM system strength and its relationship with managers’ taking charge behaviors, perceived procedural constraints, and work engagement were examined.Design/methodology/approachTwo surveys were conducted to gather empirical data from a pooled sample of 121 healthcare managers located in hospitals across Italy. We use regression analysis to test our hypotheses.FindingsThe data show that strong HRM systems facilitate managers taking charge behaviors and work engagement. Additionally, the findings highlight the mitigating effect of a strong HRM system on procedural constraints, such as red tape, in public healthcare organizations.Practical implicationsEmphasizing the positive outcomes associated with strong HRM systems, the findings suggest that public health organizations should make efforts to put in place robust HR practices to bolster engagement and proactive behaviors among healthcare managers in times of uncertainty and change.Originality/valueAnalyzing a unique data set, the study extends the understanding of HRM system strength in the public sector, specifically in post-pandemic healthcare organizations. Overall, the study contributes to the growing literature on HRM system strength by offering novel insights into its nomological network.

Conversing in the shadow of echoes – a scale development and validation of the dark side of organizational internal communication

Purpose This study aims to develop and validate the scales on the dark side of internal communication (IC) that capture a more nuanced perception of ineffectiveness, manipulation and miscommunication from the employee perspective. This study also examines this scale's effects on employee outcomes (such as employee loyalty and quiet quitting). Design/methodology/approach The authors developed the dark side of the IC scale through qualitative interviews and a review of relevant literature. Statistical techniques such as exploratory and confirmatory factor analysis, convergent validity and nomological validity were performed on the newly produced scales. The authors also examined the predictive validity effects of these scales on employee loyalty and quiet quitting using participants from Hungary. Findings The scale development resulted in a 15-item measuring three dimensions of the dark side of IC. After several statistical examinations, the scale exhibited robust psychometric properties and is reliable and valid. Originality/value This study empirically supported the new phenomenon of studying the dark side of IC, and the scale can be used to measure employee outcomes, the effectiveness of organizational communication, etc.

Validity of the Expanded Levenson Self-Report Psychopathy (E-LSRP) in a Brazilian Sample: Factor Structure, Construct Validity, and Associations with the Brazilian Jeitinho

ABSTRACT We aimed to adapt the Expanded Levenson Self-Report Psychopathy (E-LSRP) to the Brazilian context, evaluate its internal structure and construct validity. We also aimed to expand the psychopathy nomological network by providing information about E-LSRP factors’ associations with a Brazilian cultural phenomenon known as Brazilian Jeitinho. Our sample comprised 1,445 Brazilian adults, with ages varying from 18 to 81 years (M = 31.13; SD = 13.22). The participants completed the E-LSRP, as well as the Triarchic Psychopathy Measure, Crime and Analogous Behavior Scale, Affective and Cognitive Measure of Empathy, and Brazilian Jeitinho Questionnaire. Results showed general support for a three-factor structure, and that E-LSRP scores exhibited the expected associations with external criterion measures. Our results demonstrated that E-LSRP Egocentricity was the factor most related to Brazilian Jeitinho. Although we have initial validity evidence supporting the Brazilian version of E-LSRP, future studies need to replicate these findings in other samples.

The vanishing applicant: Uncovering aberrant antecedents to ghosting behaviour

AbstractResearch suggests that both applicants and organizations may withdraw from the recruitment and selection process without notice. This behaviour, referred to as ‘ghosting’, is prevalent yet empirical research on this topic is unfortunately scarce. To gain greater clarity, the current study examines the antecedents of applicant ghosting behaviour, which we place within the nomological network of maladaptive workplace behaviour. Drawing on an interactionist framework, we examine the role of aberrant dispositional characteristics – the Dark Triad, self‐control and fear of missing out (FoMO) – in predicting applicant ghosting behaviour. We also draw on trait activation and conservation of resources theories to examine how the experience of being ghosted before moderates these relationships between aberrant dispositional characteristics and ghosting behaviour. Results from a two‐wave design suggest that psychopathy and FoMO positively predicted ghosting behaviour and being ghosted before moderated relationships between both (a) self‐control and ghosting behaviour and (b) FoMO and ghosting behaviour. Qualitative data suggest that perceived fit and interest, communication and ghosting norms, company culture and behaviour, and compensation and benefits were the primary reasons why applicants engage in ghosting behaviour. We discuss the theoretical and practical implications of these results and offer future research directions in this nascent field.