Activity 1 - Parts 1 and 2: Scale Development and Scale Validation
Spring 2022
1. Latent Variable Assignments
There are 15 latent variables (constructs) described in the Activity 1 instructions. Variables were assigned randomly. Please let me know if you have any questions. In preparation for writing items, it may be helpful to scan the presentation on questionnaire development. While this content is not covered until mid-course, it may be helpful as you think about questionnaire item wording and scale response options.
Questionnaire/Scale Development (Readings for Questionnaire Development)
Work as a group to develop items for your five constructs. Everyone should participate with developing items, developing response options, critically reviewing items, and providing constructive feedback with suggested wording edits.
For response options, use a 5-step scale so there is consistency across items when we later develop the electronic questionnaire and analyze data collected from that questionnaire.
Group 1
Smith, Cheryl
Hudgens, Dee
King, Jason
Grant, Fiona
Reed, Erreka
Costello, Colleen
Sammons, Jacob
Group 2
Ndubueze, Adrienne
Krauss, Emily
Holden, Kensey
Harrison, Alethia
Lawson, Emily
Holden, Matt
Guerra, Jasmine
Group 3
Putnam, Kaitlin
Elder, Monica
Carreker, Corsica
Kennedy, Elizabeth
Grosheva, Gordana
Mize, Rebecca
Wiley, Angela
Dilbeck, Ashley
2. Latent Variable Sample Scales
To help with scale development, below are linked studies that provide an example scale for your assigned construct. Item wording is presented usually in the Instrumentation or Measures section, or in a table, or sometimes in an appendix. These examples should help you understand better the latent variable you have been assigned.
The examples I provide below are usually limited, so use Google Scholar (https://scholar.google.com) to conduct your own searches to find other examples to learn of the breath of options and wording available for measuring the construct you have been assigned.
(1) Work/Job Autonomy
(2) Work Stress
(3) Workplace/Job Commitment
(4) Workplace Incivility
Focus should be on whether respondent has experienced incivility - the victim - in the workplace. Perpetration is not the focus. The scale developed should include workplace uncivil acts in both electronic (e.g., email, text, internet chats/meetings, etc.) and live (e.g. face-to-face, in meetings, office or hallway interactions, being ignored, etc.) forms.
(5) Work/Job Burnout
(6) Work Engagement
(7) Workplace Loneliness
(8) Work-life Conflict
(9) Financial Wellbeing
(10) Job Satisfaction
A common problem with job satisfaction scales is the lack of clear anchoring of scale responses to satisfaction. Many examples of job satisfaction scales are simply long lists (50+) to which respondents indicate whether they agree is present or available at their place of employment. These are poor measures of satisfaction because often no direct assessment of satisfaction - either in the item word or the scale responses - is indicated.
To measure satisfaction, it is best to have scale responses that allow respondents to indicate their level of satisfaction (e.g., very dissatisfied to very satisfied), or use some other wording that focuses on satisfaction.
(11) Life Stress
(12) Family & Social Support (non-work related support)
For this latent variable, the focus is on support from family and friends/non-friends. Items should not focus on social support at work.
(13) Religiosity
The scale should be religion generic because focusing on one religion, e.g., Christianity or Islam, may exclude some respondents and therefore not provide a measure of the level of religious conviction each respondent holds.
(14) Life Satisfaction
(15) Physical & Mental Subjective Wellbeing
It is difficult to measure both physical and mental wellbeing in a brief scale, so the focus here should be on one aspects of wellbeing, either physical health and mental health. Components outside these two - money, job, etc. - should not be included.