Despite prior research on political capabilities and their relationships with meaningful outcomes at work, it remains unclear why certain employees are incapable of successfully navigating workplace politics. To clarify this, our research develops and validates a measure of political self-efficacy at work (PSEW) across seven independent and varying samples. Evidence from faculty members and subject-matter experts in Study 1 provides initial support for the content validity of the new PSEW scale. Then, in Studies 2 and 3, we employ two separate samples to confirm the scale’s convergent and discriminant validity and factor structure. We repeat this process, in Study 4, on several new nomological neighbors (e.g., the Dark Triad traits, general political behavior, impression management, and political will). In Studies 5 and 6, using multi-wave and multi-source data, we assess the criterion-related and predictive validity of the PSEW scale, and in Study 7, we test our full theoretical model. Altogether, these findings verify the nomological network and validity of the new PSEW measure and provide theoretical and practical developments surrounding organizational politics.

Limited research has examined the quality of language MOOCs and no existing instrument has been developed to gauge learners’ evaluation of LMOOC quality. This study develops an LMOOC Quality Evaluation Scale (LQES) and validates it in the Chinese context, which has the largest number of LMOOC learners in the world. The data were collected from 2,315 LMOOC learners in China using a mixed-method approach. Development and validation of the scale involved (1) generation of an initial item pool based on a semi-structured interview and literature review, (2) refinement of scale items through consultation of LMOOC experts and a focus group interview, (3) exploration of the factor structure of the scale using exploratory factor analysis, and (4) validation and confirmation of the final scale using confirmatory factor analysis. A four-factor model, comprising Instructional Design, L2 Teachers’ Competence, Teaching Implementation, and Technical Support, emerged and was validated. The 26-item LQES provides an original and comprehensive framework for understanding the complexities of LMOOC quality. This study highlights the critical factors underpinning the evaluation of LMOOC quality and paves the way for further refining of the instrument in future research.

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.