The use of expert judges in scale development: Implications for improving face validity of measures of unobservable constructs

By D. Hardesty, W. O. Bearden. 2004

824 citations recorded by the source corpus.

Subfields: Marketing, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/506a70c32b7ca207609d447363d0d2270444d38c

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Marketing

1. Luis Vicente Casaló
2. Carlos Flavián
3. Mustafeed Zaman
4. Nguyen Phong Nguyen
5. John R. Rossiter
6. Ana Isabel Polo Peña
7. Hsinkuang Chi
8. Dolores María Frías Jamilena

In Organizational Behavior and Human Resource Management

1. Luis Vicente Casaló
2. Carlos Flavián
3. Reeshad S. Dalal
4. Miguel Guinaliu
5. Rustin D. Meyer
6. Richard Hermida
7. Ronald P. Vega
8. Irwin J. José

Citations in the corpus

• How does hotel employees’ satisfaction with the organization’s COVID-19 responses affect job insecurity and job performance? (2020, methodology): “We followed the instruction of Hardesty and Bearden (2004) by inviting eight experts (two full professors, four assistant professors, and two Ph.D. students) from three universities.”
• The perceived value of the rural tourism stay and its effect on rural tourist behaviour (2012, background): “As stressed by Hardesty and Bearden (2004), expert judgements must correctly define a construct.”
• Consumer ethnocentrism: Reconceptualization and cross-cultural validation (2014, methodology): “these to 24 items with eight items for each dimension as recommended by Hardesty and Bearden (2004). Next, data from a mall-intercept survey of retail shoppers in four countries – China, India, UK and USA (N = 1056) was used to assess the psychometric properties of the 24 items, which further helped”
• Marketing measurement revolution: the C-OAR-SE method and why it must replace psychometrics (2011, background): “Hardesty and Bearden (2004), for instance, estimate that multiple expert judges were used for only about 20% of the approximately 200 new measures reported in Bearden and Netemeyer’s (1999) handbook of marketing measures – that is, in about 80% of cases, the researcher alone designed the new…”
• Measuring Job-Related Situational Strength and Assessing Its Interactive Effects With Personality on Voluntary Work Behavior (2014, methodology): “Participants were asked to place each item into one of five categories (Hardesty & Bearden, 2004).”
• COVID-19, frontline hotel employees’ perceived job insecurity and emotional exhaustion: Does trade union support matter? (2021, background): “First and foremost, we must ensure that respondents fully comprehend the questionnaire by following the recommendation of Hardesty and Bearden (2004) and testing it with five research subjects.”
• The impact of participation in virtual brand communities on consumer trust and loyalty: The case of free software (2007, methodology): “include this kind of validity analysis (Hardesty and Bearden, 2004).”