Construct: Organizational Machiavellianism
Source: Kessler, S.R., Bandelli, A.C., Spector, P.E., Borman, W.C., Nelson, C.E., & Penney, L.M. (in press). Reexamining Machiavelli: A three dimensional model of Machiavellianism in the workplace. Journal of Applied Social Psychology. Took excerpts from Machiavelli’s The Prince to create a scale of Machiavellianism in an Organization
Source: Chaplin, W. F., Phillips, J. B., Brown, J. D., Clanton, N. R., & Stein, J. L. (2000). Handshaking, gender, personality and first impressions. Journal of Personality and Social Psychology, 79, 110–117. 5 item scale to assess handshake characteristics.
Used in: Stewart, Greg L.; Dustin, Susan L.; Barrick, Murray R.; Darnold, Todd C. (2008). Exploring the handshake in employment interviews. Journal of Applied Psychology, 93:5, 1139 – 1146. Found high intercorrelation between handshake characteristics so they also created an overall score based on the average of the five items.
Construct: Psychological Collectivism
Source: Jackson, C. L., Colquitt, J. A., Wesson, M. J, & Zapata-Phelan, C. P. (2006). Psychological Collectivism: A measurement validation and linkage to group member performance. Journal of Applied Psychology, 91, 884-899. 5 item
This is an individual-difference form of Collectivism or idiocentrism/allocentrism.
Source 1: Bretz, R. B., & Judge, T. A. (1994). Person-organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success. Journal of Vocational Behavior, 44, 32-54. 3 items.
Source 2: Cable, D. M., & Judge, T. A. (1996). Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67, 294-311. Followed job seekers through interview process then 6 months later. 15 items.
Source 3: KRISTOF, A. L. (1996), PERSON-ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS. Personnel Psychology, 49: 1–49.
Construct: Positive and Negative Affectivity
Source: Watson, D., Clark. L. A., & Tellegen,A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality & Social Psychology, 54(6), 1063-1070. 20 items to measure both positive and negative affect.
Used in: Erez, Amir; Misangyi, Vilmos F.; Johnson, Diane E.; LePine, Marcie A.; Halverson, Kent C. 2008. Stirring the hearts of followers: Charismatic leadership as the transferal of affect. Journal of Applied Psychology, 93(3):602-616. Cronbach’s alphas= positive (.85), negative (.75). Measured affect both pre and post task and found no correlation between either pre (.02) or post (-.02) task positive and negative affect
Abbreviated Version: An abbreviated version of the PANAS, created specifically for experience-sampling studies (i.e., ecological momentary assessments), is used in Study 2 of: Dalal, R. S., Lam, H., Weiss, H. M., Welch, E., & Hulin, C. L. (2009). A within-person approach to work behavior and performance: Concurrent and lagged citizenship-counterproductivity associations, and dynamic relationships with affect and overall job performance. Academy of Management Journal, 52, 1051-1066.
Construct: Team conflict — Task conflict, relationship conflict, process conflict
Sources: Jehn, K. A., & Mannix, E. A. (2001). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of Management Journal, 44, 238-251.
Jehn, K. A. (1995). A multimethod examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly, 40, 256-282.