Single-Item Reliability: A Replication and Extension

By J. P. Wanous, Michael J. Hudy. 2001

690 citations recorded by the source corpus.

Subfields: Education, Management Science and Operations Research

View Paper: https://www.semanticscholar.org/paper/e06e589858cd74c401cae5050778e4dc325d3cd5

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In Education

In Management Science and Operations Research

Citations in the corpus

Employee Perceived Training Effectiveness Relationship to Employee Attitudes. (2008, background): “…multiple-item ones, especially when measuring concepts such as job satisfaction (Gorsuch and McFarland, 1972; Wanous et al., 1997), customer satisfaction (Hurley and Estelami, 2007), “perceived amount of participation in decision making” (Loo, 2002), teaching effectiveness (Wanous and Hudy, 2001).”
Self‐initiated foreign expatriates versus assigned expatriates: Two distinct types of international careers? (2010, background): “This limits conclusions regarding the reliability of these measures, but offers an efficient approach for the assessment of constructs that are unidimensional, clear to the respondents, and sufficiently narrow ( Wanous and Hudy, 2001”
Generational Differences in Work-Related Attitudes: A Meta-analysis (2012, positive): “For single item scales, he used the reliabilities imputed by Wanous and Hudy (2001), setting single-item scale reliabilities to .7.”
Organizational culture and organizational effectiveness: a meta-analytic investigation of the competing values framework's theoretical suppositions. (2011, methodology): “For single-item measures, we set their reliabilities at 0.70 according to Wanous and Hudy (2001); for other measures that did not provide reliability information, we set theirs at 1.0 for conservative estimation purposes, as suggested by McKee-Ryan et al. (2005).”
Parents' math–gender stereotypes, children's self-perception of ability, and children's appraisal of parents' evaluations in 6-year-olds (2015, background): “As suggested by Wanous and Hudy (2001), the reliability of the”
Predicting employee reactions to perceived organizational wrongdoing: Demoralization, justice, proactive personality, and whistle-blowing (2012, background): “Research has shown that single-item measures are acceptable psychometrically when assessing straightforward constructs − an important advantage when researchers must balance the conflicting goals of limiting the length of the survey to facilitate participation, and including a comprehensive set of c”
Overqualification and Subjective Well-Being at Work: The Moderating Role of Job Autonomy and Culture (2015, background): “The use of one-item measure may be justifiable here because the overqualification measure assesses a ‘‘self-reported fact’’ for which it is more acceptable to measure with a one-item scale (cf. Wanous and Hudy 2001; Wanous et al. 1997).”