Statistics
Explore statistical methods, their assumptions, interpretation and limitations.
Research field
Method family
Abusive Supervision Scale
The Abusive Supervision Scale measures subordinates' perceptions of the extent to which their supervisors engage in sustained displays of hostile verbal and nonverbal behaviors, excluding physical contact. Bennett Tepper introduced both the...
Authentic Leadership Questionnaire
The Authentic Leadership Questionnaire (ALQ) is the dominant instrument for measuring authentic leadership, a positive leadership construct developed in the mid-2000s by Bruce Avolio, William Gardner, Fred Luthans, and colleagues. Authentic...
Choice-Based Conjoint
Choice-based conjoint analysis (CBC) measures how consumers value the features of a product by observing the choices they make among competing, attribute-defined profiles rather than by asking them to rate attributes directly. Each responde...
DINESERV Restaurant Service Quality Scale
DINESERV is a 29-item instrument developed by Stevens, Knutson, and Patton in 1995 to measure perceived service quality in restaurants. It adapts the five generic SERVQUAL dimensions of Parasuraman, Zeithaml, and Berry — tangibles, reliabil...
Denison Organizational Culture Survey
The Denison Organizational Culture Survey (DOCS) measures organizational culture in terms of its link to performance, building on Daniel Denison and Aneil Mishra's theory that effective organizations share recognizable cultural traits. The...
Dynamic Capabilities Measurement
Dynamic capabilities are a firm's higher-order abilities to integrate, build, and reconfigure internal and external competences to address rapidly changing environments. Teece, Pisano, and Shuen's 1997 article introduced the construct to ex...
Emotional Labor Scale
The Emotional Labor Scale measures the effort employees expend managing their feelings to meet the emotional display rules their jobs require, a phenomenon Arlie Hochschild named emotional labor in her 1983 book The Managed Heart. Studying...
Empowering Leadership Scale
The Empowering Leadership Scale measures the extent to which leaders share power with and build the self-influence of their subordinates rather than directing them from the top down. Empowering leadership describes a set of behaviors — enha...
HISTOQUAL Heritage Service Quality Scale
HISTOQUAL is a service-quality assessment scale developed by Isabelle Frochot and Howard Hughes in 2000 specifically for historic houses and, by extension, heritage attractions. Recognizing that the generic SERVQUAL model did not fully capt...
Heritage Contingent Valuation
Heritage contingent valuation applies the contingent valuation method (CVM) to cultural and heritage tourism, estimating the monetary value people place on conserving, restoring or accessing historic buildings, monuments, sites and artifact...
Job Characteristics Model
The Job Characteristics Model (JCM) is the foundational theory of work design in organizational behavior, developed by J. Richard Hackman and Greg Oldham in the mid-1970s. It proposes that five core job dimensions — skill variety, task iden...
Job Crafting Scale
The Job Crafting Scale measures the proactive, self-initiated changes employees make to their own jobs, a construct introduced by Amy Wrzesniewski and Jane Dutton in 2001. Where classic work-design theory treated jobs as fixed structures ha...
Job Demands-Resources Model
The Job Demands-Resources (JD-R) model is a flexible framework in organizational behavior and occupational health psychology that explains employee well-being and performance through two parallel processes. Introduced by Demerouti, Bakker,...
LODGSERV Lodging Service Quality Index
LODGSERV is a 26-item index developed by Knutson, Stevens, Wullaert, Patton, and Yokoyama in 1990 to measure consumers' expectations of service quality in the hotel experience. Building directly on the SERVQUAL framework, it organizes lodgi...
MaxDiff / Best-Worst Scaling
MaxDiff, also known as best-worst scaling (BWS), measures the relative importance or preference of a set of items by repeatedly asking respondents to identify the best (most important or most preferred) and worst (least) item within small s...
Multifactor Leadership Questionnaire
The Multifactor Leadership Questionnaire (MLQ) is the standard instrument for measuring the full-range leadership model, which spans laissez-faire (non-) leadership, transactional leadership, and transformational leadership. Building on Jam...
Organizational Identification Scale
The Organizational Identification Scale is Mael and Ashforth's widely used measure of the extent to which people define themselves in terms of their organizational membership. It rests on the social-identity reformulation of identification...
Person-Organization Fit
Person-organization (P-O) fit is the organizational-behavior construct describing the compatibility between an individual and the organization they work for, most often operationalized as the congruence between personal and organizational v...
Psychological Capital Scale
Psychological capital (PsyCap) is a higher-order positive psychological resource in the positive-organizational-behavior tradition, composed of four state-like capacities: hope, efficacy (self-confidence), resilience, and optimism — togethe...
Psychological Contract Measurement
The psychological contract is an employee's set of beliefs about the reciprocal obligations between themselves and their employer — the unwritten promises that go beyond the formal employment agreement. Denise Rousseau revived and reframed...
Psychological Empowerment Scale
The Psychological Empowerment Scale is Gretchen Spreitzer's measure of empowerment as an internal motivational state, defined by four cognitions: meaning, competence, self-determination, and impact. It operationalizes the interpretive model...
Role Conflict and Ambiguity Scale
The Role Conflict and Ambiguity Scale measures two of the most studied sources of stress at work: receiving incompatible demands (role conflict) and not knowing clearly what is expected of you (role ambiguity). The theoretical foundation co...
Team Psychological Safety Measurement
Team psychological safety is the shared belief among members of a team that the team is safe for interpersonal risk-taking — that one can speak up, ask questions, admit mistakes, and propose ideas without fear of being embarrassed, rejected...
Three-Component Model of Organizational Commitment
The Three-Component Model (TCM) of organizational commitment, developed by John Meyer and Natalie Allen, is the dominant framework for understanding why employees stay with and bind themselves to their organizations. Its central claim is th...