Measuring honesty-humility with an implicit association test (IAT): Construct and criterion validity

Rensburg, Yolandi-Eloise Janse van; Kock, Francois de; Vries, Reinout E. de; Derous, Eva

doi:10.1016/j.jrp.2022.104234

Cited by 4 publications

(4 citation statements)

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“…Convergent validity manifests in correlations between measures that assess the same construct using different methods (Rensburg et al, 2022). The average variance extracted (AVE) values with a recommended threshold greater than 0.50 confirm data adequacy (Fornell & Larker, 1981;Hair et al, 2020).…”

Section: Convergent Validitymentioning

confidence: 97%

“…Construct validity is operationalized through CFA (Morad et al, 2020). Another way to establish a phenomenon's CFA is to verify its reliability and assess its convergent and discriminant validity with other measures to complete the factor analyses (Rensburg et al, 2022). A measure's reliability is determined by its internal consistency, which determines whether there is evidence that items are correlated enough to determine how well they measure the same construct (Hill et al, 2014).…”

Section: Validationmentioning

confidence: 99%

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Big Data Analytics and Culture

Lawson-Body,

Illia,

Lawson-Body

et al. 2024

Journal of Organizational and End User Computing

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The existing big data analytics measures were developed without considering the cultural dimensions of developing countries. This research aims to develop and validate measures for big data Vs and cultural big data analytics and study their impacts on the developing countries' big data value proposition. Following MacKenzie's and Shiau and Huang's scale development procedures, data was collected twice from individuals in a developing country to refine the scale and reexamine its properties. PLS methods were used to study the impacts of big data Vs and cultural big data analytics on the value proposition. The findings revealed that big data analytics snobbism and conformism positively impact big data value proposition. Similarly, big data volume, velocity, and variety positively impact the value proposition. Paradoxically, big data veracity and variability do not significantly affect the value proposition. Surprisingly, big data analytics fatalism negatively impacts the value proposition. Theoretical and practical contributions were offered.

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Section: Convergent Validitymentioning

confidence: 97%

Section: Validationmentioning

confidence: 99%

Big Data Analytics and Culture

Lawson-Body,

Illia,

Lawson-Body

et al. 2024

Journal of Organizational and End User Computing

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“…Convergent validity is the extent to which each measurement item loads with a significant t-value on its latent construct (Rensburg et al, 2022). According to Fornell & Larcker (1981), convergent validity coefficients should be higher than or equal to 0.50.…”

Section: Convergent Validitymentioning

confidence: 99%

Cybersecurity and Social Media Networks for Donations

Lawson-body,

Jackson,

Hinsz

et al. 2023

Journal of Organizational and End User Computing

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Previous studies have focused on the impact of the theory of reasoned action (TRA)'s components on the behavioral intention to donate more. However, whether the mediation roles of social media-presence and cybersecurity affect this impact is unclear. This paper extends the TRA with trust, commitment, and loyalty to explore the integration of cybersecurity and social media-presence into the behavioral intention to donate more. Data were collected from 315 donors to nonprofit organizations and analyzed using partial least squared (PLS) methods. The results indicate that social media-presence positively influences the donor commitment towards the behavioral intention to donate more. However, social media-presence does not increase donor trust and loyalty toward the behavioral intention to donate more. Furthermore, cybersecurity increases donor trust and loyalty toward the behavioral intention to donate more. However, cybersecurity does not influence donor commitment toward the behavioral intention to donate more. Theoretical and practical contributions are offered.

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“…The IAT has a poor test-retest reliability (Cunningham et al, 2001;Egloff et al, 2005;LeBel & Paunonen, 2011), and participants have trouble seeing its job relevance and feel like they have little opportunity to perform (Wright & Meade, 2011). Additionally, in one recent study, an IAT of H-H showed no evidence for the criterion-related validity (Van Rensburg et al, 2022).…”

Section: Hypothesis 2 (H2)mentioning

confidence: 90%

The Psychological Assessment of Refugees in the Context of Work-Related Integration

Asfar¹

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This dissertation aimed to enhance the understanding of psychological assessment in relation to work-related integration of refugees through four empirical chapters. The second, third, and fourth chapters focused on individual-level predictors of refugees’ linguistic and economic integration outcomes, while the fifth chapter concentrated on the development and validation of an implicit instrument for the organizational context. Chapter 2 examined whether refugees could be grouped into subgroups based on their psychological profiles. The study was conducted among recently arrived refugees in the Netherlands, and it identified four clusters of refugees who shared similar profiles through means of cluster analysis: bright, incapable, distressed, and undistinctive-ordinary clusters. These clusters, as well as the refugee demographic subgroups based on nationality, gender, age, and educational level, were related to the refugees’ level of work search intention and local language proficiency. The results showed that the psychological clusters differed particularly in local language proficiency, with the bright and the incapable clusters showing respectively high and low local language proficiency test scores. However, the psychological clusters were substantially less differentiated in their level of work search intention. The refugee subgroups based on nationality, gender, and educational level showed larger differences in work search intention compared to the psychological clusters. Chapter 3 investigated the relationship between psychological traits and refugees’ local language proficiency and the potential incremental validity of psychological traits in predicting local language proficiency. Using cross-sectional assessment data of a large group of Syrian and Eritrean refugees living in the Netherlands, the results showed that GMA and work search intention showed positive relationships with local language proficiency, above and beyond the effects of refugees’ demographic variables and psychological distress. Additionally, one’s work search intention was found to strengthen the effect of GMA on local language proficiency. Contrary to the predictions, no positive linear effects on local language proficiency for Conscientiousness and Openness were observed, although some evidence was found for curvilinear relationships between these traits and the outcome. Chapter 4 introduced and tested a novel framework of individual-difference factors as predictors of refugees’ workforce participation. The framework organizes individual-difference factors into two hindering and two facilitating variable groups: Impeding demographics and health- and family-related challenges (hindering), and acquired human and social capital and work-relevant traits (facilitating). The framework was examined using time-lagged data with a five-year span among Syrian and Eritrean refugees living in the Netherlands. The findings revealed that several hindering factors (i.e., older age, being a woman, and physical health problems) and several facilitating factors (i.e., pre-migration educational level, pre-migration work experience, local language proficiency, frequency of contact with natives, Extraversion, GMA, and work centrality) contributed to predicting one or more of the studied employment outcomes. Chapter 5 focused on the development and validation of an integrity-related implicit instrument for the organizational context. Implicit instruments offer a solution to the cross-cultural validity issues of traditional personality inventories. This instrument assesses the integrity-related personality trait of Honesty-Humility, which has been shown to be an important trait for employment outcomes. The study found that the implicit measure of Honesty-Humility was positively related to supervisor-rated job performance, and this relationship was mediated by employees’ behavioral intentions to comply with ethical standards. Overall, these chapters provide insights into the psychological assessment of refugees in relation to work-related integration and offer practical implications for policymakers and practitioners working in the field of refugee integration.

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Measuring honesty-humility with an implicit association test (IAT): Construct and criterion validity

Cited by 4 publications

References 73 publications

Big Data Analytics and Culture

Big Data Analytics and Culture

Cybersecurity and Social Media Networks for Donations

The Psychological Assessment of Refugees in the Context of Work-Related Integration

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