An Analysis of Variance Approach to Content Validation

Hinkin, Timothy R.; Tracey, J. Bruce

doi:10.1177/109442819922004

Cited by 324 publications

(440 citation statements)

References 12 publications

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“…In this case, this study followed Hinkin's procedure (Hinkin, 1995;Hinkin & Tracey, 1999). The procedure is composed of the following three steps: (1) content validity assessment, (2) item reduction, and (3) confirmatory factor analysis.…”

Section: Scale Developmentmentioning

confidence: 99%

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Complexity of Organizational Identification: Measuring Ambivalent Identification

Hayashi¹

2013

IBR

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Organizational identification is the root construct of organizational phenomena. Many researchers have examined this concept in terms of identification (positive) and disidentification (negative). However, recently some researchers began focusing on ambivalent identification, which refers to the simultaneous appearance of both identification and disidentification. This new concept is likely to shed light on organizational phenomena that cannot be demonstrated by identification or disidentification alone. This study focuses on ambivalent identification. We started by creating a concrete definition for this concept. Further, we tried to develop a valid measurement for it through pilot and main studies. Consequently, we defined this concept in terms of cognitive and affective aspects and observed the complexity associated with ambivalent identification.

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Section: Scale Developmentmentioning

confidence: 99%

“…The assessment of content validity followed the procedure of Hinkin and Tracey (1999). Respondents first rated each of the 35 AID items according to the extent to which they believed the items were consistent with each of two dimensions' definitions of AID.…”

Section: Scale Developmentmentioning

confidence: 99%

Complexity of Organizational Identification: Measuring Ambivalent Identification

Hayashi¹

2013

IBR

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“…Therefore, following a technique developed by Hinkin and Tracey (1999) we conducted a more comprehensive content validity assessment, on a smaller number of leadership scales, using a method that utilizes analysis of variance (ANOVA) to empirically test item distinctiveness. This technique can be used with relatively small sample sizes (Hinkin & Schriesheim, 2008), and has been used previously to investigate the content validity of leadership measures (Hinkin & Schriesheim, 2008).…”

Section: Content Of Leadership Measuresmentioning

confidence: 99%

Conceptualizing leadership perceptions as attitudes: Using attitude theory to further understand the leadership process

Lee

Martin

Thomas

et al. 2015

The Leadership Quarterly

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Leadership is one of the most examined factors in relation to understanding employee wellbeing and performance. While there are disparate approaches to studying leadership, they share a common assumption that perceptions of a leader's behavior determine reactions to the leader.The concept of leadership perception is poorly understood in most theoretical approaches. To address this, we propose that there are many benefits from examining leadership perceptions as an attitude towards the leader. In this review, we show how research examining a number of aspects of attitudes (content, structure and function) can advance understanding of leadership perceptions and how these affect work-related outcomes. Such a perspective provides a more multi-faceted understanding of leadership perceptions than previously envisaged and this can provide a more detailed understanding of how such perceptions affect outcomes. In addition, we examine some of the main theoretical and methodological implications of viewing leadership perceptions as attitudes to the wider leadership area. The cross-fertilization of research from the attitudes literature to understanding leadership perceptions provides new insights into leadership processes and potential avenues for further research.

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“…IS professionals must also understand business processes and strategy as well as how people will interact with technology to support those processes [24,25]. Therefore, judging an IS professional's or student's ability to solve unstructured IS problems based only on their self-efficacy with specific technologies would provide only a limited view.…”

Section: Introductionmentioning

confidence: 99%

“…While this line of research has shown promising results for explaining employee productivity, the commonly accepted measure of CreaSE only refers to the general management context and is not well-suited to the unique IS discipline, which requires expertise in a combination of technology, business processes, and human behavior [7,24,25]. Furthermore, there has not been a rigorous scale development and refinement process for this construct in the management discipline based on the strongest principles for scale development [c.f.…”

Section: Introductionmentioning

confidence: 99%

Development and Validation of the Information Systems Creative-Self-Efficacy Scale

Payne¹,

Keith²,

Babb³

et al. 2018

Proceedings of the 51st Hawaii International Conference on System Sciences

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High-performing information systems (IS) professionals harness creativity as they build systems to solve new and unstructured business problems. Psychology has developed useful scales and techniques for measuring creativity. However, "being creative" is not sufficient. IS professionals must also have confidence in their creative ability to succeed. The belief in one's ability to be creative is termed creative self-efficacy (CreaSE). CreaSE is defined in the general business context, but scales are not thoroughly developed or refined. CreaSE has also never been studied in the IS context. We detail steps to develop and validate a theoretically-based measure of CreaSE as related to IS. Our process includes six datasets collected during refinement. Participants include business and IS students, online respondents, university professors, IS executives, and IS professionals. The validated instrument is a secondorder formative measure with reflective first-order sub-constructs based on belief in cognitive ability, affect, domain knowledge, skills, and understanding of people.

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An Analysis of Variance Approach to Content Validation

Cited by 324 publications

References 12 publications

Complexity of Organizational Identification: Measuring Ambivalent Identification

Complexity of Organizational Identification: Measuring Ambivalent Identification

Conceptualizing leadership perceptions as attitudes: Using attitude theory to further understand the leadership process

Development and Validation of the Information Systems Creative-Self-Efficacy Scale

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