Hi GL and all,
Single item measure:
The use of single-item measures in the behavioral sciences is generally discouraged, but this should not be perceived as a 'fatal error' in the process (Wanous et al 1997). In a relatively recent study I used unique setting enabled further validation of some single item measures by comparing them to the comprehensive sets of items in asub-sample. The single items used were clearly validated (Baruch, 2005). In addition, single item measures were successfully used to evaluate non-standard variables such as 'perceived probability that effort leads to performance' (Ilgen et al 1981). Of course, the use of single item measures is not new. Those for attitudes such as antecedents of organizational commitment (Morris et al 1993) and job satisfaction were extensively applied in the past and published in leading journals (Greenberg & Barling 1999).
Overall, the single-item performance rating is not uncommon in the literature (Erez & Judge, 2001), but less desired, and may reduce the strength of your findings (see Aguinis e-mail).
Yours,
Yehuda
References mentioned:
Baruch, Y. (2005). Bullying on the net: adverse behaviour on e-mail and its impact. Information & Management, 42(2): 361-371.
Erez, A., & Judge, T. A. 2001. Relationship of Core Self-Evaluations to Goal Setting,
Motivation, and Performance. Journal of Applied Psychology, 86: 1270-1279.
Morris, T. J. Lydka, H. Fenton-O'Creevy, M. P. (1993). Can Commitment be Managed? A Longitudinal Analysis of Employee Commitment and Human Resource Policies, Human Resource Management Journal, 3(3), 21-42.
Greenberg, L. & Barling, J. (1999). Predicting employee aggression against coworkers, subordinates and supervisors: The role of person behaviors and perceived workplace factors Journal of Organizational Behavior, 20, 897-913.
Ilgen, D. R. Nebeker, D. M. & Pritchard, R. D. (1981). Expectancy theory measures: an empirical comparison in an experimental simulation Organizational Behavior and Human Performance, 28, 189-223
Wanous, J. P. Reichers, A. E. Hudy, M. J. (1997). Overall job satisfaction: how good are single-item measures? Journal of applied Psychology, 82, 247-252.
Professor Yehuda Baruch
Editor, Group & Organization Management
Norwich Business School, UEA, UK
Tel -44-1603-593341
Fax -44-1603-593343
________________________________
From: Organizational Behavior Division Listserv on behalf of GL Forward
Sent: Mon 21/04/2008 22:46
To:
OB@AOMLISTS.pace.edu
Subject: Methodological Help!
Friends,
I have been challenged to find published use of either of the following two procedures:
(1). The use of a single-item to measure a "global" attitude (e.g., "Overall, how satisfied are you with the proposed pay raise?" Not at All Satisfied 1 2 3 4 5 6 7 Extremely Satisfied). The intent is to get a summary evaluation, not explore or identify those elements that may contribute to one's opinion.
(2). The creation of 2 "groups" from continuous data by eliminating the middle SD. For example, in the question above, calculate the mean and then eliminate plus and minus 1/2 SD so that you are comparing the top third with the bottom third (essentially).
Thanks in advance for any leads you can suggest! Coffee, bagels, and possibly a little "crow" is at stake.
Cheers,
GL
G. L. Forward, PhD
Professor of Organizational Communication
Point Loma Nazarene University
3900 Lomaland Dr., San Diego, CA 92106
T: 619.849.2561 F: 619.849.7015
Email:
GLForward@pointloma.edu
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My e-mail address has changed to
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