Human values play an essential role in life, highlighting what is socially desirable and influencing people’s actions. In order to deliver a way of measuring such construct, this work aimed to test the stability of the horizontal and vertical individualism and collectivism scale (HVIC) structure in Brazil through some of its states. Two studies were conducted. Study 1 presented the validation of the measurement tool replicating the original Triandis and Gelfand (1998) study, comparing similar samples in Brazil and the USA (undergraduate students; N = 200 to each group). The structure found was similar in both countries, but the modification indexes suggest a change in one item load compared to the original study. Study 2 compared data from five Brazilian states, (blue-collar workers; N = 5,589). Results revealed that the four-factor structure was well adjusted and showed minor differences between and within states. Practical and theoretical contributions were provided in particular for horizontal and vertical dimensions, in particular, challenging the horizontalism found in previous studies and suggesting other groups of references in Brazil.

The service sector currently employs the largest portion of workers in the world and stands out due to the nature of labor in this context. This study aimed to produce a systematic multicriteria review on job performance in the service sector. We selected 50 articles in accordance with relevance criteria comprising recentness, citations, and journal's impact following the Methodi Ordinatio protocol. The articles were analyzed based on the components described in Campbell's theoretical model. All studies adopted survey as data collection technique -most of them collecting from more than one source -and 11 studies combined survey with other techniques. Only a fifth of the studies included three out of eight of Campbell's performance dimensions, the larger proportion, though the majority was restricted to only one dimension. The performance determinants often outnumbered the performance measures adopted. The review showed considerable fragmentation as well as neglect of some of the phenomenon dimensions foreseen in the theoretical model. We outline theoretical and methodological guidelines such as longitudinal studies and the need for instruments that cover the phenomenon in its entirety in order to advance the research on the subject.

Professional development is the vital process in the workplace that comprises the growth and maturation of knowledge, skills, and attitudes arising from formal and informal learning at work throughout one’s life. The goal of this research was to present validity evidence and accuracy of the Professional Development Short Scale (PDSS) for different occupational categories. The research was conducted using four cross-sectional questionnaire surveys with convenience samples of different occupational categories (N = 2,547) in 41 cities throughout Brazil and Angola. The first study aimed to explore the factorial structure and internal consistency of the PDSS. The second study aimed to evaluate the cross-cultural validity and measurement invariance of the scale. The third study was to assess concurrent validity and predictive validity. The fourth study was to assess the test–retest reliability. The results indicated a one-factor structure, with six items for both countries’ datasets. This research pointed out the validity of the PDSS as regards its convergence-discriminant pattern with the General Self-Efficacy and Job Self-Efficacy Scales, and also, the relationship of the PDSS with relevant constructs (Bases of Power/leadership styles, In-role performance, Job Satisfaction, and Career Promotion). In this study, we provide psychometric validity of the Professional Development Short Scale to offer it as a resource to measure the construct and allow researchers to apply it in research models easily integrated to other constructs. We covered several different incremental approaches to ensure the scale validity. Besides showing temporal stability to ensure it can be applied from time to time, as one dynamic construct should, we also indicated that social desirability did not influence the measurement of the PDSS. Furthermore, the results indicate that the effects of the method do not generate undue confusion on the scale. Thus, the psychometric properties of the PDSS allow for recommending the use of the scale in extensive studies. This scale therefore contributes to contemporary professional development literature through the comparison of the perceptions of professional development in different professional categories and by providing organizational researchers with a tool to evaluate the effects and predictors of such construct.

Compulsory teleworking has affected workers in several countries, increasing concerns about managerial support. This study aimed to build and present validity evidence of the Short Scale for Managerial Support to Teleworkers. We carried out four successive steps, namely: adapting items from other managerial support scales or related constructs to the teleworking context; exploratory factor analysis and network analysis (N=3,769); confirmatory factor analysis (N=3,839); invariance analysis considering gender and education (N=7,608). As a result, the scale has a unifactorial structure with five items and quite favorable psychometric indicators regarding validity, reliability, and invariance. We recommend using the scale applied to different samples of teleworkers and research with other organizational or individual variables.

PurposeIndividual job performance is a phenomenon of fundamental importance for organizations, but difficult to measure and often with restricted diagnoses. The aim of this study was to present a set of general indicators of individual performance at work that contemplate different dimensions of this construct to support a personalized measurement and a comprehensive diagnosis.Originality / RelevanceIt presents a set of items that allows a comprehensive approach to work performance composed of eight behavioral classes and a personalized way of measuring it in different areas of work and occupational functions.Design / Methodology / ApproachThe work followed a theoretical stage and an empirical one. In the former, the theoretical model was chosen, the construct was operationalized, and job performance scales' items were selected. In the empirical stage, the items were classified, selected, and adapted according to the dimensions of the chosen theoretical model, based on an evaluators' analysis (n = 16), an expert panel (n = 6) and a semantic validation with professionals (n = 9).FindingsThe study generated 56 items for measuring job performance, distributed in eight dimensions, according to the theoretical model adopted. Its use will allow a careful measurement of performance, with comprehensive diagnostics on the topic. Additionally, the findings allow academics and managers to raise the level of debates about the construct to favor theoretical advances in the area and instigate new methodological advances.