Insufficient discriminant validity: A comment on Bove, Pervan, Beatty, and Shiu (2009)

By Andrew M. Farrell. 2010

961 citations recorded by the source corpus.

Subfields: Management Information Systems, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/925873b01325171da0746764ae90c51ec2181248

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In Management Information Systems

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Offshoring innovation to emerging markets: Organizational control and informal institutional distance (2014, background): “the discriminant validity of all four latent constructs (Farrell, 2010; Fornell & Larcker, 1981; Hair, Black, Babin, Anderson, & Tatham, 2006).”
When Job Performance is All Relative: How Family Motivation Energizes Effort and Compensates for Intrinsic Motivation (2017, methodology): “Following methodological recommendations (Farrell, 2010; Fornell & Larcker, 1981), we computed the average variances extracted (AVE) for each motivation factor from the respective item indicators, as well as the shared variance (SV; i.e., the squared correlation) across the motivation factors.”
Where do biospheric values come from? A connectedness to nature perspective (2017, methodology): “Second, we used a strategy suggested by Fornell and Larcker (1981; see also Farrell, 2010) to test discriminant validity based on confirmatory factor analysis.”
Exploring the determinants and long-term performance outcomes of corporate carbon strategies (2017, methodology): “Based on recommendations of Farrell (2010) it was decided to exclude “carbon compensation” from the model.”
From Supply Chain Integration to Operational Performance: The Moderating Effect of Market Uncertainty (2018, background): “As suggested by Farrell (2010), a value of the AVE that is greater than 0.5 will indicate an adequate discriminant validity.”
The Greenconsumption Effect: How Using Green Products Improves Consumption Experience (2019, methodology): “…20 January 2021 Prior to process analysis involving warm glow, we assessed the discriminant validity of warm glow and purchase intention by comparing the AVE by warm glow items to the squared correlation coefficient between purchase intention and warm glow (Farrell 2010; Fornell and Larcker 1981).”
Context matters: combined influence of participation and intellectual stimulation on the promotion-focus/employee creativity relationship (2012, methodology): “For discriminant validity, we compared the average variance extracted of each variable with its shared variance with all other variables (Farrell, 2010).”
Positive leadership psychology: Authentic and servant leadership in higher education in Pakistan (2020, background): “The average variation of the latent construct explains the observed variables (Farrell 2010), and it is noted that the no indicator has a comparatively lower cross-loading value, which explains acceptable alpha, composite reliability, and accumulative variance.”
On the reciprocal relationship between job insecurity and employee well‐being: Mediation by perceived control? (2014, methodology): “Additionally, the discriminant validity of the measurements was evaluated using the ‘average variance extracted (AVE) versus shared variance’ test (Farrell, 2010).”