This article reports the development and validation of a 10-item international Positive and Negative Affect Schedule (PANAS) Short Form (I-PANAS-SF) in English. A qualitative study ( N = 18) and then an exploratory quantitative study ( N = 407), each using informants from a range of cultural backgrounds, were used to identify systematically which 10 of the original 20 PANAS items to retain or remove. A same-sample retest study ( N = 163) was used in an initial examination of the new 10-item international PANAS's psychometric properties and to assess its correlation with the full, 20-item, original PANAS. In a series of further validation studies ( N = 1,789), the cross-sample stability, internal reliability, temporal stability, cross-cultural factorial invariance, and convergent and criterion-related validities of the I-PANAS-SF were examined and found to be psychometrically acceptable.

Individual entrepreneurial intent is a key construct in research on new business formation. However, neither a clear or consistent definition of nor a uniform and reliable way to measure individual entrepreneurial intent has yet emerged. Several management scholars have highlighted the impediment this constitutes to the advancement of entrepreneurship research. This paper first seeks to clarify the construct of individual entrepreneurial intent and then reports the development and validation of a reliable and internationally applicable individual entrepreneurial intent scale.The intention of individuals to set up new businesses has proven to be a fundamen-

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This article responds to criticisms that affective job satisfaction research suffers serious measurement problems: Noncomparable measures; studies conceptualizing job satisfaction affectively but measuring it cognitively; and ad hoc measures lacking systematic development and validation, especially across populations by nationality, job level, and job type. We address these problems through a series of qualitative (total N = 28) and quantitative (total N = 901) studies to systematically develop and validate a short affective job satisfaction measure ultimately deriving from Brayfield and Rothe’s (1951) job satisfaction index. Unlike any previous job satisfaction measure, the resulting four-item Brief Index of Affective Job Satisfaction is overtly affective, minimally cognitive, and optimally brief. The new measure also differs from any previous job satisfaction measure in being comprehensively validated not just for internal consistency reliability, temporal stability, convergent and criterion-related validities, but also for cross-population invariance by nationality, job level, and job type.

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