Using multi-item psychometric scales for research and practice in human resource management
By Mark A. Robinson. 2018
303 citations recorded by the source corpus.
Questionnaires are a widely used research method in human resource management (HRM), and multi-item psychometric scales are the most widely used measures in questionnaires. These scales each have multiple items to measure a construct in a reliable and valid manner. However, using this method effectively involves complex procedures that are frequently misunderstood or unknown. Although there are existing methodological texts addressing this topic, few are exhaustive and they often omit essential practical information. The current article therefore aims to provide a detailed and comprehensive guide to the use of multi-item psychometric scales for HRM research and practice, including their structure, development, use, administration, and data preparation.
Subfields: Applied Psychology, Gender Studies, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/5216258b59517fcf1041806e27cdd629fd604ce3
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Applied Psychology
In Gender Studies
In Organizational Behavior and Human Resource Management
Citations in the corpus
- Perceived lesbian, gay, bisexual, and transgender (LGBT) supportive practices and the life satisfaction of LGBT employees: The roles of disclosure, authenticity at work, and identity centrality (2020, methodology): “We then undertook, drawing on established guidance (e.g., Robinson, 2018), a five stage testing process to refine and validate the measure.”
- How Does Sustainable Leadership Influence Sustainable Performance? Empirical Evidence From Selected ASEAN Countries (2020, background): “Furthermore, higher categories of AD scales worsen the quality of data (Robinson, 2018).”