Having a sense of calling toward one's work has key benefits for both the employee and the employer. Yet, little is known about whether and what kind of work climate facilitates employees' senses of calling, hindering efforts toward positive changes from managers and organizations. This research introduces the concept of ‘career calling climate’ and describes the development of a scale (i.e., Career Calling Climate Scale) to measure the level of support that a work unit provides for its employees' pursuit of a calling. We established the scale's validity and reliability using survey responses from participants of various occupations and age. To provide evidence of its predictive validity, we examined career calling climate's relation with career callings using a sample of 189 healthcare employees nested in 34 work units. Results suggested that career calling climate predicted individuals' career callings. Implications for theory and practice are discussed.

Safety voice helps organizations to identify safety issues timely and is critical to the long-term growth of the organization. Safety voice has become a hot research topic in organizational safety, and different scales have been developed. However, the unique cultural context in China has led to the need to redevelop safety voice measurement tools. In this paper, we developed an initial scale of safety voice for employees in Chinese organizational contexts fusing in-depth interviews and mature scales. The initial scale based on two samples (n1 = 205, n2 = 420) was revised and validated using item analysis, exploratory factor analysis, confirmatory factor analysis, and reliability analysis to finalize the final scale. We finally found that the safety voice scale in Chinese organizational contexts contains two dimensions: promotive safety voice and prohibitive safety voice. The scale developed in this paper is a reliable tool to measure safety voice behavior of Chinese employees.

The idea of bringing democratization at the workplace has been present in management literature for decades. Literature has witnessed an increased interest of researchers on this topic, especially after the 2003 Academy of Management Annual Meeting conference having the theme “Democracy in a Knowledge Economy,” and August 2004 special issue of the Academy of Management Executive: “Democracy in and around Organizations.” To further explore this underpinned concept, the present study aims to refine and develop the organizational democracy construct. Using in-depth literature analysis published in last three decades on organizational democracy, ten dimensions (freedom, fairness, integrity, tolerance, shared responsibility, structure, transparency, knowledge sharing, accountability, and learning environment) were identified, leading to the development of its conceptual framework. By deploying established scale development procedures, the organizational democracy scale was developed, refined, and validated. The new organizational democracy scale consists of forty-five items consistent with theory and practice. The scale will assist future researchers and industrial practitioners in a deeper exploration of this construct and organizational managers for establishing, assessing, and improving democratic practices at their workplaces.

This study presents on the initial development and validation of the Resilience Scale for Older Adults (RSOA). This new measure is based on a theoretical model of resilience grounded in qualitative research conducted with older adults. The scale consists of four resilience protective factors with 11 underlying facets. The Intrapersonal factor consists of Perseverance and Determination, Self-Efficacy and Independence, Purpose and Meaning, and Positive Perspective. The Interpersonal factor consists of Sense of Community, Family Support, and Friend/Neighbour Support. The Spiritual factor consists of Faith and Prayer, and the Experiential factor consists of Previous Adversity and Proactivity. The findings of three independent studies using older adult samples support the four-factor, 11-facet structure of the RSOA. Results also provide promising initial reliability and validity information, and analysis of gender invariance suggests that the factor structure is comparable across men and women. Implications for the applicability of the RSOA in research and clinical settings are discussed.

Drawing on Wales, Monsen, and McKelvie's (2011, Entrepreneurship Theory and Practice, 35(5), 895–923) model of entrepreneurial orientation pervasiveness and the strong culture hypothesis (Denison, 1984, Organization Dynamics, 13, 4–22), this study investigates how entrepreneurial orientation (EO) strength, defined as the level of agreement in the shared perceptions of EO, serves as a boundary condition of the EO–firm performance relationship. Four field studies provide evidence for a valid and reliable 10-item multidimensional measure of entrepreneurial orientation, the EO-10, which in turn, may be used to assess EO strength. We establish content and construct validity of the EO-10 (study 1; n = 447 employees), criterion-related validity with revenue growth and sales growth (study 2; n = 412 employees in 43 profit centers), and convergent validity with Covin and Slevin's (1989, Strategic Management Journal, 10, 75–87) 9-item measure (study 3; n = 291 employees). Finally, in study 4 (n = 853 employees nested in 22 organizations), we demonstrate the interactive effects of EO and EO strength on profit growth and revenue growth. In sum, this study provides conceptual and empirical evidence for the importance of EO strength as a moderator of the EO–firm performance relationship.

This article presents the development of an instrument measuring relationship satisfaction, based on the theory that separates ‘relationship quality’ from ‘satisfaction’ concerning the semantic meaning of the concepts, and to evaluate psychometric properties of the new measure. Two studies were conducted in order to investigate the psychometric properties of the new scale, with 372 and 1,185 participants taking part in Study 1 and Study 2 respectively. Results revealed that the new scale has two-factor structure, adequate internal consistency reliability, and convergent, discriminant and known-groups validity.

Morphological awareness (MA) is an important predictor of reading outcomes in different languages. The consonantal root is a salient feature of Arabic lexical structure and critical to MA. The goals of this study were to (a) develop a measure of root awareness (RA) as one dimension of MA in Arabic, and (b) validate the RA measure by predicting reading outcomes in an Arabic population. A set of RA items was administered to 194 Arabic-speaking third-grade children. A one-factor model was specified using confirmatory factor analysis to examine the model fit of the RA measure. A structural equation model was then developed to examine the relation between the RA measure and important reading outcome measures including word reading, reading fluency, and reading comprehension. The results of these analyses indicated good model fit, and the RA measure accounted for a substantial portion of the variance in the outcomes. The establishment of the RA measure is an important preliminary step to efficiently assessing MA in Arabic and could serve as an integral tool for studying reading development.

The notion of happiness at work is becoming increasingly important for human resource management research. Despite the widespread existence of different constructs that capture positive attitudes, a comprehensive measure of individual-level happiness is necessary. Starting from Fisher’s conceptualisation of happiness at work, Salas-Vallina, Alegre, and Fernández developed a 31-item scale to measure happiness at work. This scale accurately captures the different dimensions of happiness in the workplace context. However, it is a long scale. Shorter scales provide major improvements in efficiency and efficacy. Our study, conducted with two diversified samples, conceptualises and measures happiness at work. Following the steps suggested by Stanton, Sinar, Balzer, and Smith and Kacmar, Crawford, Carlson, Ferguson, and Whitten, we provide a shortened version of the happiness at work scale, while maintaining its psychometric properties. We argue that this new measurement scale presents a high statistical potential to widely capture positive attitudes at work and opens undeveloped research possibilities.

Inconsistent condom use in young people is related to the perceived barriers to their use. The psychometric properties and factor structure of the new Condom Use Barriers Scale for Adolescents (CUBS-A) are analyzed. Concurrent validity was assessed by the Attitude towards condom use subscale of the validated HIV-AS test and the percentage of condom use variable. A total of 629 Spanish adolescents whose mean age was 15.17 (SD = 1.09; 51.5% boys) participated. Exploratory factor analysis supported a 15–item instrument with four factors: negotiation skills, perceived feelings, negative aspects of condoms, and disruption of the sexual experience, which explained 41.89% of the total variance (KMO = .84; χ2 = 1071.93; p < .001). The results show high internal consistency (α = .86) and a good fit of the data to the model (NNFI = .93; CFI = .95; IFI = .95; RMSEA = .04). Its total score and most of its factors show acceptable correlation with the percentage of condom use, values that support the criterial validity (p ≤ .05). Gender differences were found in most subscales (p ≤ .001). The CUBS-A is a valid and reliable new instrument for assessing perceived barriers in adolescents for using condoms to protect themselves during sexual intercourse.

Recently, there emerged a theory of collective psychological ownership – an intersubjective sense of possession for different objects within the work and organizational context (e.g., work space). This shared mind-set has been cast as having the potential to explain a variety of collective, work-related attitudes, and actions. Preventing scientific inquiry into this phenomenon is the absence of an instrument for the measurement of this construct. The purpose of this work was the development and validation of such an instrument. To this end, work with a panel of judges and three sequentially conducted field studies was undertaken. Construct validation evidence (e.g., content, discriminant, nomological, and incremental validity) for an instrument for the assessment of collective psychological ownership is provided.

Quality of life and well-being of older patients in chronic care facilities is often determined by their relationships with nurses. The authors developed and tested a scale to assess patients’ views of what matters most when relating to nurses. Based on the humanistic nursing theory by Paterson and Zderad (1988), 69 items were created and tested with a sample of 40 patients, resulting in refinement of a scale with 24 items. This scale was factor analysed on responses from 249 patients residing in five facilities in Ontario, Canada. The Humanistic Relationship Importance Scale demonstrated strong internal consistency, stability, and reliability with a five-factor solution (α = .87). Construct validity was supported through factual identification. This scale is a valid measure of patients’ perspectives of a nurse-patient relationship in chronic care and can be used to measure health professionals’ relationships with their older patients and evaluate interventions to enhance relational care.

A basic underlying assumption of the psychological contract is that both parties come to a mutual agreement about the expectations and obligations of a contract of employment. Recent research provides evidence of the potential for employees to develop unrealistic expectations from this contract and this has been described as a sense of entitlement. In this article, we outline two studies. In the first study, we test the internal structure and reliability of a scale we developed and named the Measure of Employee Entitlement. In the second study, we test the predictive validity of the Measure of Employee Entitlement against a measure of reciprocity. The development and validation of the Measure of Employee Entitlement extends our knowledge of sense of entitlement in the workplace and situates entitlement as a factor that may impact on the development of psychological contracts. This research provides a platform from which researchers and practitioners can continue to coherently and consistently investigate the phenomenon of employee entitlement.

Although the concept of healthy workplaces has historical roots in the extant literature, it remains an elusive concept to define and apply in the workplace. Nonetheless, the literature does suggest that it is a challenging and continuously improving process of supporting, protecting and promoting the health of the employee. The aim of this study was to devise a user-friendly, climate-specific assessment tool to evaluate employees’ perceptions and knowledge of the practices and procedures in the workplace that prioritise the development of a healthy, supportive workplace. After extensive literature review and early stage pilot-testing of several independent sites within an organisation, a 31-item Likert-type scale — The Workplace Scale (WPS) — was brought forward to test its psychometric properties using an independent international sample that was gathered using email distribution. These initial distribution contacts were two of the author's professional colleagues and thereafter the scale was cascaded electronically to respondents in several countries. The factor analysis conducted on the data obtained from 108 respondents yielded a solid five factor solution that was consistent with earlier test administrations and revealed interpretable and distinct factors that strongly loaded on pertinent dimensions relevant to a healthy workplace. The tangible product is a user-friendly tool to baseline the development of a healthy, supportive workplace, while providing employees with an efficient upward communication mechanism to enable management to monitor progress. Devising the WPS was undertaken as part of wider study that subsequently compared the WPS against measures of climate, leadership and culture and is reported elsewhere.