Construct measurement in strategic management research

合集下载

IPD缩略语表

BOME
PCBD PDRM IME
PPO PM PDT
PDM
PLMO PLS CEPM PMPMO
“货架式”产品 BOM工程师 DESIGNFLOW分析图表 I/T 流程 IBM 网络硬件部 MRPII 改进 PCB设计工程师 PCB审核经理 VISIO表示法安装维护工程师版本交错发布模式图报表格式报告（内部问题报告单/工作联络单）被动地开发新产品补偿体系不同的视点(角度) 不相干的策略操作观测量报告测评指标测试方案策略层、操作层和基础设施产品“退休”政策产品版本控制问题产品发布和上市准备产品功能产品集成测试产品计划处产品经理产品开发组产品量产产品平台产品数据经理产品停止销售发布产品投放市场产品投资决策产品线管理办公室产品线总监产品行销部总工程师产品行销计划管理部产品需求产品组合收入成本成本核算
“Off the Shelf” Product BOM Engineer Design Flow Analysis Diagram I/T Processes IBM NHD MRPII Enhancement PCB Designer PCB Design Review Manager Visio Notation Installation & Maintenance Engineer Staggered Release Pattern Report Format Report (Internal Problem Report / Work Notification) Reactive Development of New Products Compensation System Different Perspectives Hands-off Policy Operational View Measurement Report Benchmarking Measures Testing Scheme Strategic, Operational and Infrastructure Product Sunset Policy Product Version Control Issues Prepare for Ramp-up and Launch of the Product Functional View of the Product Product Integration Test Product Plan Office Product Manager Product Development Team Ramp-up of the Product Product Platform Product Data Manager Product Discontinuance Announcement Launch Products Product Investment Decisions Product Line Management Office Product Line Supervisor Chief Engineer of Product Marketing Product Marketing Plan Management Office Offering Requirements Product Portfolio Revenues Cost Costing

探索性战略模式

t we did last week …
Reviewed the module handbook and familiarised ourselves with the structure of the Study Direct website
Thought about strategy as the link between the firm and its environment
• PESTEL is also useful for identifying the ‘key drivers of change’, i.e. the environmental factors likely to have a high impact on the success or failure of strategy.
Are there any questions about what we covered last week?
Johnson, Whittington, Scholes, Angwin and Regnér, Exploring Strategy PowerPoints on the Web, 10th edition ©Pearson Education Limited 20142
Looked at strategic decisions and levels of strategy (corporate, business and functional)
Introduced a conceptual frame work for strategy ‘Exploring Strategy’ which talks about strategic position, strategic choice and strategy in action

Evidence of construct validity for work values

Evidence of construct validity for work values ☆Melanie E.Leuty a,⁎,Jo-Ida C.Hansen ba University of Southern Mississippi,USA bUniversity of Minnesota,USAa r t i c l e i n f o ab s t r ac tArticle history:Received 21February 2011Available online 28April 2011Despite the importance of work values in the process of career adjustment (Dawis,2002),little empirical research has focused on articulating the domains represented within the construct of work values and the examination of evidence of validity for the construct has been limited.Furthermore,the larger number of work values measures has made it dif ﬁcult to determine the key domains that constitute the construct.The current study sought to examine multiple measures of work values to understand domains represented within the construct of work values and to establish evidence of validity for these domains.Principal Components Analysis utilizing scores on the Minnesota Importance Questionnaire (Rounds,Henley,Dawis,Lofquist,&Weiss,1981),the revised edition of Super's Work Values Inventory (SWVI-R;Zytowski,2006),and Manhardt's Work Values Inventory (Manhardt,1972)found that six components best explained the data.These components re ﬂected the importance of:the working environment,having challenging work,opportunities for status and income,autonomy,organizational support,and relationships.Implications for research and practice are discussed.©2011Elsevier Inc.All rights reserved.Keywords:Work values ValidityEvaluation of assessmentsResearch on work values suggests that values are an important predictor of job satisfaction and tenure (Dawis,2002),but little research on work values has been focused on understanding the domain of work values.Moreover,the research to further understand the construct of work values has been stagnant in the past few decades.This de ﬁcit in the literature,combined with the ending of research programs on values that were lead by Donald Super during the 60's and 70's,and Rene Dawis and Lloyd Lofquist in the 60's through 90's,has resulted in little 21st century research on the construct of work values.Furthermore,few commercially available measures of work values with adequate evidence of validity and reliability are readily available,leading to various measures of values being created for the purpose of individual studies.This trend,if anything,has further contributed to the lack of research on the validity of work value domains.The purpose of the current study was to add to evidence of validity for the construct of work values by determining the domains represented across multiple measures of work values.1.1.Conceptualizing work valuesIn the vocational literature,Allport (1961)provided the preliminary de ﬁnition of values as beliefs that cause individuals to act on their preferences.Donald Super (1980)later de ﬁned work values as “an objective,either a psychological state,a relationship,or material condition,that one seeks to attain ”(p.130).Furthermore,Dawis and Lofquist (1984)suggested that work values were central to understanding job satisfaction,as posited in their Theory of Work Adjustment (TWA),which assumes that individuals develop job satisfaction when their values are ful ﬁlled by aspects of their job.The development of different instruments to measure work values also provides some insight into how the construct of work values has been conceptualized.Journal of Vocational Behavior 79(2011)379–390☆This research was partially supported by the E.K.Strong Jr.Memorial Fellowship awarded to the ﬁrst author.⁎Corresponding author at:Department of Psychology,University of Southern Mississippi,118College Ave #5025,Hattiesburg,MS 39406.Fax:+16012665580.E-mail address:melanie.leuty@ (M.E.Leuty).0001-8791/$–see front matter ©2011Elsevier Inc.All rights reserved.doi:10.1016/j.jvb.2011.04.008Contents lists available at ScienceDirectJournal of Vocational Behaviorj o u r n a l h o m e p a g e :w ww.e l s ev i e r.c o m /l o c a t e /j v b380M.E.Leuty,J.-I.C.Hansen/Journal of Vocational Behavior79(2011)379–3901.2.Minnesota Importance QuestionnaireAs Berings,de Fruyt,and Bouwen(2004),as well as Rounds and Armstrong(2005)note,many of the existing measures of work values are very similar despite varying conceptualizations of work values that drove the construction of the instruments.Popular measures of work values–the Minnesota Importance Questionnaire(MIQ;Rounds et al.,1981)and the revised edition of Super's Work Values Inventory,(SWVI-R;Zytowski,2006)–assess the most widely accepted domains within the construct of work values. The MIQ was developed to understand individual factors that contribute to job satisfaction,as an element of decades of research on TWA by Dawis and Lofquist(1984).The MIQ is hierarchically structured and is comprised of20separate work needs which are grouped into six work values:Achievement(the importance of accomplishment),Comfort(freedom from stress),Status(the importance of recognition and prestige),Altruism(the importance of helping others),Safety(the importance of stability and structure),and Autonomy(the importance of control over one's work).The six values scales were developed empirically by factor analysis of the20work needs represented on the MIQ(Lofquist&Dawis,1978).Although the lower-order scales on the MIQ are referred to as needs(Lofquist&Dawis,1978),they are analogous to work values on other values measures(Macnab& Fitzsimmons,1987).Strong evidence of validity and reliability exists for MIQ scores(see Hendel&Weiss,1970;Weiss,Dawis, Lofquist,&England,1966).Of the work values measures available,Rounds(1990)noted that the MIQ appears to be the most comprehensive measure of the construct.Moreover,a strength of the MIQ is that it is presented as a comparison task,with individuals asked to indicate their preference among pairs of need statements,allowing for more differentiation of the importance of the20work needs,versus ranking or Likert scaling methods(Thurstone,1954).1.3.Super's Work Values InventoryDonald Super offered another popular conceptualization of work values.Super's Work Values Inventory(Super,1970)was created to operationalize values in Super's historic Career Pattern Study that followed the career development of a group of9th grade boys into adulthood and eventually led to the development of Super's Life-Span,Life-Space theory(Super,1985).Super (1970)mentions that items for the Work Values Scale were selected from Spranger(1928),the Allport,Vernon,and Lindzey (1960),and research on job satisfaction and morale by Hoppock(1935)and Centers(1948).Additional items were selected based on other theories,leading to the inclusion of additional work values proposed by Darley and Hagenah(1955),Fryer(1931), Ginzberg and colleagues(Ginzberg,Ginsburg,Axelrad,&Herma,1951)and Super(1957).The current version of this measure is Super's Work Values Inventory-Revised(SWVI-R;Zytowski,2006).Updates to the measure included dropping three scales(Altruism,Esthetics,and Management)that demonstrated poor evidence of discriminate validity given high correlations with measures of interests(Zytowski,2006).The72item SWVI-R includes12work values scales—Achievement,Co-Workers,Creativity,Income,Independence,Lifestyle,Challenge,Prestige,Security,Supervision,Variety,and Workplace.1.4.Manhardt's Work Values InventoryAlong with the work values included in the MIQ and SWVI-R,additional work values have been suggested.Manhardt(1972) developed a measure of job characteristics called the Work Values Inventory(MWVI).However,information about the process used to select items for this measure is limited.Consisting of25items,Manhardt(1972)found that three factors emerged from factor analysis of items.Principal components analyses by Meyer,Irving,and Allen(1998),on a sample of university students, conﬁrmed three componentsﬁt the data and yielded interpretable components.Meyer and colleagues labeled the three extracted factors Comfort and Security(α=0.72),Competence and Growth(α=0.65),and Status and Independence(α=0.68).Theﬁrst factor(Comfort and Security)describes characteristics of a comfortable working environment including having a routine schedule, leisure time,and good relationships with coworkers.The second factor(Competence and Growth)included items that were characteristics of successful workers such as the importance of responsibility,advancement,and supervision of others.Theﬁnal factor(Status and Independence)included items that were intrinsic characteristics related to the nature of work such as, independence,continued development of skills,and intellectual stimulation.At the item level,Manhardt's measure includes questions that are not included in other measures such as“satisﬁes your cultural and esthetic interests”which loaded on the Competence and Growth factor,and“permits a regular routine in time and place of work”which loaded on Comfort and Security.1.5.Additional measures of work valuesBeyond the values measured by the MIQ,SWVI-R,and MWVI,other domains have been hypothesized to comprise the work values construct.For instance,Pryor(1981)developed a values measure named the Work Aspect Preference Scale,which included 13values scales—Security,Self Development,Surroundings,Altruism,Life Style,Physical Activity,Detachment,Independence, Prestige,Management,Co-workers,Creativity,and Money.A unique aspect of Pryor's conceptualization is the inclusion of the importance of being physically active(Physical Activity)and separation of life and work roles(Detachment).Berings(2002)also offers another conceptualization of work values.Much like other measures,some of Berings'values cover areas such as relationships,autonomy,creativity,earnings,security,and achievement.However,Berings'conceptualization also incorporates some different domains such as the importance of innovation,rationality,structure,and stress avoidance.Additional conceptualizations of work values have appeared in different studies as well(see for example,Elizur,Borg,Hunt,&Beck,1991; Furnham,Forde,&Ferrari,1999;Kalleberg,1977;Kraut&Ronen,1975;Lyons,Higgins,&Duxbury,2010).Many authors have noted that the plethora of work values,measured by different instruments,makes comparisons across research studies on work values difﬁcult and limits understanding of the construct of work values(e.g.,Furnham,Petrides, Tsaousis,Pappas,&Garrod,2005;Roe&Ester,1999).Furthermore,the work values literature lacks consensus on the domainscomprising the construct of work values as no two measures perfectly overlap.To further the confusion,many investigators develop their own measures of work values to use in their research.1.6.Research to clarify the construct of work valuesLittle work has been completed to summarize and organize different conceptualizations of work values.Making comparisons between the MIQ (Rounds et al.,1981),Ronen's classi ﬁcation of Hofstede's (1980)work values (Ronen,1994),and Super's work orientations from the Work Importance Study (Super &Sverko,1995),Rounds and Armstrong (2005;see Table 13.4)illustrate that there were likely ﬁve work values being captured across these three classi ﬁcations.These values include the importance of achievement/self-actualization,autonomy,power or status,social relationships,and the work environment (e.g.job security,bene ﬁts,physical workspace).Berings and colleagues (see Table 1in Berings et al.,2004)also discuss the similarities across different work values instruments.Their examination of several work values assessments also suggests that the domains within the construct of work values may be limited to a few domains.In their summary of the similarities between Berings (2002)12work values,the MIQ (Rounds et al.,1981),the Super's Work Values Inventory (Super,1973),the Work Importance Study Values Scale (Nevill &Super,1986),the Customer Service Questionnaire (Saville &Holdsworth,1992),and the Values Survey (Schwartz,1992),Berings et al.concluded that essentially six values were captured across nearly all instruments.Similar to Rounds and Armstrong's (2005)conclusions,these values included the importance of independence,creativity,coworker relationships,achievement,earnings,and security.While the efforts of Rounds and Armstrong (2005)and Berings et al.(2004)demonstrate some progress to consolidate the various conceptualizations of work values,these attempts encompass only anecdotal information about the domains represented within the construct of work values.Only one study has attempted empirical comparison of work values across measures to provide evidence of validity for measures of work values (Macnab &Fitzsimmons,1987).Macnab and Fitzsimmons compared similarly named scales on four different measures of work values including the MIQ (Rounds et al.,1981),the Work Values Inventory (Super,1970),the Values Scale (Super &Nevill,1986),and the Work Aspect Preference Scale (Pryor,1981),ﬁnding support for eight separate work values shared across instruments —authority,co-workers,creativity,independence,security,altruism,work conditions,and prestige.Examining evidence of convergent validity using both correlational and con ﬁrmatory factor analytic methods,they found that more variance was explained by differences in traits (i.e.,different values)than by methods (i.e.different instruments),suggesting that the measures of work values were all measuring the same traits.Results from Macnab and Fitzsimmons (1987)research added valuable information to the literature by illustrating consensus exists on the domains represented within the construct of work values given the overlap in conceptualizations of work values across measures.Despite being a much needed addition to the research on work values,Macnab and Fitzsimmons'research was not without limitations.While the MIQ and the Work Values Inventory are still widely used,the use of the Values Scale and the Work Aspect Preference Scale has diminished making the usefulness of Macnab and Fitzsimmons research less relevant to the understanding of work values today.Moreover,their sample of undergraduate students in Canada was nearly 80%female.Finally,Macnab and Fitzsimmons'work did not contribute further understanding of the larger domains represented within the construct of work values.With no additional research conducted on the content validity for the construct of work values using multiple instruments,the generalizability of Macnab and Fitzsimmons conclusions are limited.1.7.Establishing validityCronbach and Meehl (1955)illustrated the steps in establishing evidence of validity for a construct,which includes establishing the content of the construct and understanding the different domains that comprise the construct.Both theoretical and empirical methods can be used to determine the domains of the construct.A theoretical method of construct de ﬁnition is employed when expert judges determine what domains are represented in a construct (AERA,APA,&NCME,1999).However,empirical methods also can be used to determine what domains relate to a construct using statistical procedures.Factor analyses and correlation matrices often are employed for this purpose and help to develop the nomological net for a construct.While methods,such as a multi-trait,multi-method matrix design (MTMM),can be employed to examine construct validity,the use of a MTMM design requires some a priori assumptions as to the traits to be examined across methods (Campbell &Fiske,1959).Additionally,a MTMM procedure provides limited understanding of how differently named domains (e.g.traits)on different measures may be related.In contrast,using intercorrelations,factor analytic methods using multiple traits and methods between multiple measures can determine the common traits being measured,without making assumptions as to what traits are related prior to analyses.During the process of factor analysis,the factors extracted from the original measures might explain the essential traits of a construct across measures.Thus,using factor analytic methods on multiple measures of work values may be able to provide evidence of construct validity for work values in the hopes of advancing the quality and quantity of research on work values.1.8.The present studyDespite the importance of work values in vocational psychology,research on further understanding of the construct has been limited by the conceptual dif ﬁculty in de ﬁning the concept of work values (Rounds &Armstrong,2005;Zytowski,1994).The purpose of the current study was to examine the operationalization of the construct of work values across different work value measures and to assess the shared domains of work values across instruments.381M.E.Leuty,J.-I.C.Hansen /Journal of Vocational Behavior 79(2011)379–390Principal Component Analysis (PCA)of the items of a variety of work values measures was used to identify the domains of work values that were shared among measures and those that were captured in only one or two measures.Measures for the study –the MIQ,SWVI-R,and MWVI (1972)–were selected based on their acceptance in the scienti ﬁc literature and their psychometric properties.Although other measures of work values exist,such as Pryor's (1982)Work Aspects Preference Scale,Ronen's Taxonomy of Needs (Ronen,Kraut,Lingoes,&Aranya,1979),or Berings (2002)12work values,they were not selected because of their low frequency of use,inconsistent support of psychometric soundness,and/or lack of use with samples from the United States.2.Method 2.1.ParticipantsA total of 374undergraduate students from a Midwestern university were recruited for participation.Students were offered either extra credit toward a course (68.1%of the sample)or money ($20;31.9%of the sample)for their participation.The sample was 64.5%female and 35.5%male.The ethnicity of the sample was reported as 76.2%European,15.8%Asian,2.4%,Black,1.1%Hispanic/Latino,0.5%Paci ﬁc-Islander,2.78%multiracial,and 1.3%unreported.The average age of participants was 20.2yearsTable 1Correlations between MWVI,MIQ,and SWVI-R Scores.MWVI MIQ 1234567891011MWVI1Intrinsic rewards –2Extrinsic rewards 0.30–3Responsibility0.590.17–4Work environment 0.210.420.06–MIQ5Ability utilization 0.380.070.340.10–6Achievement 0.280.170.220.180.53–7Activity0.090.030.150.100.410.34–8Advancement 0.080.460.210.200.190.280.19–9Authority0.040.280.220.120.250.280.250.59–10Company policies 0.140.020.100.200.200.220.230.100.00–11Compensation −0.090.28−0.080.160.150.220.180.440.330.12–12Coworkers −0.030.040.030.050.180.320.270.220.260.150.3113Creativity0.390.060.39−0.020.560.340.320.240.350.150.1314Independence 0.130.06−0.010.050.320.250.320.130.230.150.2615Morals0.230.000.060.060.150.280.09−0.08−0.110.42−0.0316Recognition 0.100.430.130.240.270.450.260.540.500.070.4417Responsibility 0.270.120.300.010.520.370.390.330.490.120.2218Security−0.110.25−0.150.290.110.230.200.350.220.220.4219Social Service 0.16−0.110.210.040.410.380.320.000.100.19−0.0420Social Status0.130.320.220.100.230.380.160.400.470.060.2621Supervision –human relations 0.090.140.140.210.190.260.240.340.220.420.2322Supervision –technical Skills 0.120.090.120.300.320.310.320.280.260.470.1823Variety0.300.050.25−0.060.390.350.440.280.310.180.1224Working conditions 0.100.230.030.260.240.270.250.250.180.450.28SWVI-R25Achievement 0.450.340.380.180.300.360.180.200.210.140.0326Challenge 0.490.170.520.120.460.200.280.210.260.15−0.0427Coworkers 0.090.270.090.180.120.130.130.170.170.120.1328Creativity 0.500.130.510.010.350.110.210.180.260.07−0.0129Income0.080.630.110.240.000.030.000.520.43−0.120.3830Independence 0.390.380.380.120.300.180.160.350.400.020.1631Lifestyle 0.210.220.040.040.100.090.030.110.070.080.1432Prestige 0.210.420.280.190.180.220.110.290.330.050.1933Security 0.080.500.030.30-0.020.030.050.240.180.110.2134Supervision 0.200.450.120.350.060.080.070.230.140.230.1935Variety 0.430.130.380.020.300.150.300.200.210.120.0336Workplace0.190.490.110.360.070.060.070.220.190.180.23N =374,for r N 0.14,p b 0.01and for r N 0.17,p b 0.001.382M.E.Leuty,J.-I.C.Hansen /Journal of Vocational Behavior 79(2011)379–390(SD =3.57).The percentage of individuals who reported currently working was 58.6%,while 94.4%reported holding a job in their lifetime.2.2.Measures2.2.1.Manhardt's Work Values InventoryA measure consisting of 25job characteristics developed by Manhardt (1972)was used as one measure of work values.Items are rated on a ﬁve-point scale (1=not important ,5=very important ).Despite their similarity,both Manhardt (1972)and Meyer et al.(1998)had slightly different results as to the structure of the scales within the measure.For example,Manhardt's analysis resulted in dropping four items for low factor loadings.Additionally,he included one item (“Provides change and variety in duties and activities ”)on the Comfort and Security scale versus Meyer's placement of this item on the scale re ﬂective of Competence and Growth.Given these differences,examination of component structure with the current sample was warranted.PCA analysis on the MWVI item scores from the current sample suggested that four components be retained from the data rather than a three-component solution found by Manhardt (1972)and Meyer et al.(1998).The four components explained 45.96%of the variance of items and were labeled as Intrinsic Rewards (α=0.79),Extrinsic Rewards (α=0.78),Responsibility (α=0.56),and WorkTable 1Correlations between MWVI,MIQ,and SWVI-R Scores.MIQ 12131415161718192021222324–0.15–0.090.40–0.080.140.03–0.310.340.320.00–0.140.690.500.030.39–0.220.000.190.060.270.13–0.310.210.060.240.090.230.11–0.270.240.160.030.560.260.120.17–0.250.240.190.190.240.210.250.210.26–0.340.280.230.230.230.220.260.250.240.53–0.340.500.280.180.230.410.040.270.300.170.30–0.350.230.270.270.250.250.390.220.180.370.450.22–0.070.230.000.190.210.15−0.020.250.280.170.180.200.12−0.010.390.110.100.130.33−0.060.270.180.180.210.290.110.510.07−0.060.040.18−0.020.070.200.180.190.230.170.240.060.520.180.050.130.37−0.100.170.200.180.190.340.090.000.040.14−0.200.350.130.16−0.210.300.09−0.030.020.15−0.020.410.29−0.030.320.470.010.070.300.130.100.260.130.160.12−0.030.160.050.030.060.090.060.100.060.160.250.120.110.070.020.360.130.090.150.420.160.150.110.120.04−0.040.09−0.020.180.010.420.050.180.140.100.010.240.160.08−0.010.100.20−0.010.210.100.180.300.260.080.360.130.290.120.070.120.27−0.060.220.210.150.170.540.150.150.080.080.050.220.060.250.050.200.250.180.050.48383M.E.Leuty,J.-I.C.Hansen /Journal of Vocational Behavior 79(2011)379–390Environment (α=0.69).Scale scores were created by summing and averaging plete results of this analysis are available from the authors upon request.2.2.2.Minnesota Importance QuestionnaireThe MIQ (Paired Comparison Version;Rounds et al.,1981)was used to provide information about participants'work values that include 20psychological needs and six underlying work values.For the present study,MIQ work needs were used,as empirical evidence suggests their equivalence to values scales on other measures (Macnab &Fitzsimmons,1987).2.2.3.Super's Work Values Inventory-RevisedThe SWVI-R (Super,1970;Zytowski,2006)is a measure of work values based on Super's (1970)original measure.Responses on the 72items are rated on a 5-point scale (1=not important at all/not a factor in my job selection to 5=crucial/I would not consider a job without it ).The manual reports that median internal consistency reliability coef ﬁcients (Cronbach's alpha)for the 12scales ranges from 0.72to 0.88.For the present sample internal consistency reliability coef ﬁcients ranged from 0.77(Lifestyle)to 0.92(Income).1Correlations between MWVI,MIQ,and SWVI-R Scores.SWVI-R 252627282930313233343536MWVI1Intrinsic rewards 2Extrinsic rewards 3Responsibility4Work environment MIQ5Ability utilization 6Achievement 7Activity8Advancement 9Authority10Company policies 11Compensation 12Coworkers 13Creativity14Independence 15Morals16Recognition 17Responsibility 18Security19Social Service 20Social Status21Supervision –human relations 22Supervision –technical Skills 23Variety24Working conditions SWVI-R25Achievement –26Challenge 0.64–27Coworkers 0.460.30–28Creativity 0.520.740.35–29Income0.300.260.270.24–30Independence 0.530.670.330.680.56–31Lifestyle 0.380.240.370.210.320.31–32Prestige 0.620.520.460.400.530.550.26–33Security 0.370.220.360.160.510.380.280.51–34Supervision 0.470.320.600.320.380.410.420.460.60–35Variety 0.510.640.380.660.260.550.360.400.200.35–36Workplace0.410.260.530.290.480.410.470.490.570.750.33–Table (continue )384M.E.Leuty,J.-I.C.Hansen /Journal of Vocational Behavior 79(2011)379–3902.3.Missing dataThe average number of missing items across all measures (excluding demographic information)was 0.32%;the highest percentage of missing data for a given item was 1.2%(MWVI,“Provides change and variety in duties and activities ”).Given the small amount of missing data,the mean for the sample on the speci ﬁc item was imputed for missing data points,given few differences in imputation methods for this level of missing data (Shrive,Stuart,Quan,&Ghali,2006).2.4.ProcedureFlyers placed in classroom buildings and advertisements posted on course websites were used to recruit participants and interested individuals were invited to attend data collection sessions.Some measures were completed online to reduce errors in data collection and entry while others were completed on paper due to copyright restrictions (the MIQ and SWVI-R).In an effort to standardize data collection procedures,the research protocol was administered in a computer lab on campus designed for research use.After consent was obtained,participants were asked to complete study measures,completing online measures ﬁrst.Each participant used a personal computer in an individual carrel to complete study measures.3.ResultsFirst,intracorrelations between scales on each instrument were calculated (see Table 1)and compared correlations across instruments to examine evidence of convergent and discriminate validity for each instrument.Overall,correlations across measures suggested stronger relationships among similarly themed scales (e.g.,MWVI Extrinsic Rewards,MIQ Compensation,and SWVI-R Income)than between differently themed scales (e.g.,MIQ Compensation and SWVI-R Achievement).Most correlations between different measures,regardless if they were similar or dissimilar,were generally in the small to moderate range (r b 0.50).Principal Components Analysis (PCA)was then conducted using scale scores from the MIQ,MWVI,and SWVI-R.Extraction of components was determined by conducting Parallel Analysis,which has been shown to be one of the most accurate methods for determining factor and component extraction (Zwick &Velicer,1982,1986;Hayton,Allen,&Scarpello,2004).Parallel analysis identi ﬁed six components,with eigenvalues that were larger than the 95th percentile of eigenvalues generated by random data,to be retained from the PCA analysis on work values measures.Oblimin (Promax)rotation was used to assist interpretation of the components,given that the components identi ﬁed were expected to be correlated based on the signi ﬁcant correlations between different values across measures.Together the six components accounted for 61.07%of the variance of scales.Eigenvalues ranged from 9.13to 1.44(see Table 2).All scales had loadings greater than 0.40on at least one component.The six components covered a range of work value domains were found.The ﬁrst component,labeled Environment ,was comprised of scales from the SWVI-R.These scales re ﬂected the importance of the working environment,including scales related to physical conditions of the workplace,the quality of supervision,work-life balance,co-worker support,and job security.The second component,labeled Competence ,was descriptive of the importance of challenging work and opportunities for competence.Scales from each measure were included in this component,including scales pertaining to creativity,achievement,increased responsibilities,and using one's prised of scales from the MIQ,MWVI,and SWVI-R,the third component,labeled Status ,included content related in having status,prestige,high income,and advancement opportunities.The next component was exclusively comprised of MIQ scales related to autonomy,including the importance of having independence,responsibility over work tasks,and variety,and was labeled Autonomy .Scales from the MIQ and MWVI that were related to the importance of company policies formed the ﬁfth component,termed Organizational Culture .These items emphasized the importance of doing work that is seen as moral,having fair company policies,support from management,proper training,and clear procedures.The ﬁnal component contained two MIQ scales (Coworkers and Social Service)that captured the importance of relationships with coworkers and helping others and was labeled Relationships .Component scores were calculated by standardizing scale scores and adding scales from the work values measures on the component with the highest loading.Correlations between components scores showed that most of the components were signi ﬁcantly related (Table 3).4.DiscussionExamination of the correlations between work values measures (MIQ,MWVI,and SWVI-R)offered support for evidence of convergent and discriminant validity for scale scores on each measure based on higher correlations between similarly themed scale scores (e.g.MIQ Ability Utilization,MWVI Intrinsic Rewards,and SWVI-R Challenge)versus lower correlations between differently themed scale scores.The pattern of correlations provides evidence of construct validity,as described by Campbell and Fiske's (1959),for these three measures.Further exploration of correlations between similarly named scales suggests some error due to use of different instruments to assess similar values (e.g.,MIQ versus SWVI-R).For instance,the correlation between the MIQ scale of Creativity and the MIQ scale of Responsibility (r =0.69)was higher than the correlation between MIQ Creativity and SWVI-R Creativity (r =0.52).However,MIQ Creativity does appear to be most related to the scale of SWVI-R Creativity among SWVI-R scales.In sum,while similarly themed values scales across measures are more highly related than dissimilar scales,most scales have some higher correlations with dissimilar scales on the same instrument,suggesting measurement bias for scales to be more highly related when measured with the same instrument regardless of the content of the scale.385M.E.Leuty,J.-I.C.Hansen /Journal of Vocational Behavior 79(2011)379–390。

人力资源专业词汇汇总 (中英文)超全整理的很辛苦的

第一篇导论：人力资源环境与策略第一章人力资源策略1.人力资源政策与哲学。

人力资源管理(human resource management ,HRM) 。

人力资源管理目标objectives of HRM。

人力资源管理职责duties of HRM。

人力资源管理任务tasks of HRM。

战略性人力资源管理strategic HRM。

人力资源政策human resource policy。

人力资源哲学human resource philosophy。

精神契约psychological contract。

企业认同感organization commitment2.组织：行为与文化。

正式组织formal organization。

非正式组织informal organization。

组织文化organization culture。

亚文化subculture。

跨文化cross-national culture。

价值观values。

态度attitudes。

角色行为role behavior。

个人主义—集体主义individualism-collectivism。

不确定性规避uncertainty avoidance。

权力距离power distance。

直线和职能职权line and staff authority3.激励与组织绩效。

激励motivation。

需要层次理论hierarchy of needs theory。

X理论与Y理论theory X & theory Y。

组织体系Ⅰ与组织体系Ⅳsystem Ⅰ& system Ⅳ。

激励-保健理论motivation-hygiene theory。

ERG理论ERG theory。

麦克莱兰德需要理mc-clelland’s theory of needs。

期望理论expectency theory。

公平理论equity theory。

四级词汇清单35个默写中文

sincere clashmood grantstatic bondsenator staffhobby intermediate lad guitarequip comprehensive frown presence fasten appliance software cushionstir emergency distribution solveflexible labelsolution slimpanel status ministry steady supreme include describe resistance limb prime circumstance ambassador core derive assistant sponsormess proportion minus mental statistic punch pregnant resultsector client detection steamer statue optionbride dormitory cycle attitude saucer steepskillful agency civilization steer overhead scandaldefinite rouse cautious cultivate prayer material nest personnel domestic display chest particle airline frogrebel impression satisfactory biology stem drunk render barrier object stock gardener fisherman shrink politician parade royal rumour barberrug stocking establish delegate primarily highlight kindness depression breast signature sticky atmosphere boost evaluate fund rescue incredible personality abroad latter detective parliament stiff input stimulate partial fame loyalty consume calendar accelerate overlook lightning debate sting stoop boundcube straw submerge bindcredit stream surrounding bearing stove suppose submit access carrier remainimply abstract strain stretch consist approximate strap striking efficient abuse accommodation critic strategic interpretation layer string exclaim illustrate representative helpful forecast leak discipline accountant neutral crude interpret productknot strip desirable stripe promote communicate acceptance following mayor hedge equation consumer routine emotional ripe craftprove institute likewise indispensable chap scheme explore scale overnight replace strategy barkgramme subject congress polebump rawstroke embassy ingredient carpenter arbitrary appropriate pinch socialist exploit protein action enlarge ash inheritrope chemist bulk conflict strengthen drain independent architecture board charity recall entitle studio subsequent grave spaneve peaformal instruct absorb spite sensitive slender ability automobile fairy behavior talent envy comparison substance stuff contest brow spitinfer mutual invasion dorm grand substantial stress meanwhile journalist desire supply conviction penetrateinteraction cupboard menu sore frustrate raidbelief lower confusion comment civilize distress preface publicity chemical spin horizontal museum invitation outstanding auto rackelectric rentpurse housing blank complain courtyard evidently rural lung discourage deny reflection ownership rainbow ridslide harness removal acknowledge missing passion graph genuine fortnight imaginary disgust prompt offense invention allow lucky proportional confidence devote suburb empire industrialize microphone fearful subtract intelligence pace childhood gesture crushloop intention sheer findingsubway bureau magnet moist defect relative attribute suggestion release restless succession delivery chip claim similar suicide maintain dip advertisement profit privilege leasedull disposal provoke appeal function cart substitute stable extreme married orbit reckon correspondent practically fashionable reception allowance jury component glory interrupt mist successive congratulate external sum somehow execute declaration essay distribute route specialist meritrotate localrod compromise suck rally negative feather suffer characterize sufficient explode court awarecurlgrain proofkettle resort summarize recruitfaulty contrasthighly sunshine summary introduction conservation ancestor summit splitreward painful available superb specialize interest structure noticeable resident graduate boundary glanceradical bloodyleading fiercerag paragraph prescribe enquire demonstrate preparation manner justicesunrise dripconstruct emitrailway superficial opportunity recommendation lag solefade folksunset ranksingular motorbroom airportbeneath enclose recreation bounce procession occasiontackle determine combination advisablehell permissionstatement controversial award curvebold spiritualso-called astonish superior foldsunlight alert alternative condition kingdom segment mobile cabbage damn condemn storage mild supplement surgery locate leisure cabin accomplish majority plug receiver presentation support surplus Bible cassette assign surround episode privatefatal bulbpad meaning excursion annual ignorant expansion county eliminate condense hornheal responsibility asset daminvolve challenge rear alikehollow phenomenon charter survey leadership curtain shallow household procedure survival impressivemedal partner invest swear survive center awkward tidy synthetic passport manufacture swellcurse linksuspect brave suspend swifttide prohibit crossing approvetour swing barely idealcope arrestgap landscape oppose represent deadline audience automatic switchjoint sword surrender spotrude symbolfaint sanction conference bucketissue poetry swallow fibreinterior pension calculator beggar analyse illustration hazard liable miracle bunchsway management editorial sympathize recognition session librarian delicious analysis breezekidimitate hesitate infant crawl sympathy contribute advantage fascinating considerable entertainment spur cigarette religious immense banner outernylon revolutionary exceedingly fabric symptom ridgepillar mass outcome competent journey conclusion forehead bang conscience curious precise pulsecable encounter screw concern gang preposition favour pond constitute provision squeeze reinforce system systematic culture railmissile patcast rational Marxist flee connexion response prior executive dye taggraceful meansonion nephewseal motivate saintfailure amuse consistent current nowhere mask sympathetic musician sketch temple calm decay tame criticism cancel feedback pray accordance target perceive camel scarcely technician clay setting intelligent technique conductor tax frequency emerge attractive capable garlic technology temporary selfish recognize definition puzzleper elevator participate acquisition tedious absolute anxious frank famine hip fundamental polish plural democratic anticipate temptation teenager disguise compress glue pepper solemn discharge tend telescope ancient temper effective extensive channelprimitive legal consent moderate organize atomic drama anchor miserable mysteryfur associate antique reaction replacement affectinner fulfilclerk tenseliquor flour presently comedygene directly security collision nerve absent greedy critical essential paw decorate crewexcess congratulation compare interference command fleshfuel innocent plastic excitement characteristic adult pressure enhance nearby arrival environment briefcrime ambition pigeon outline cement aeroplane magnificent fertilizer tendency tension investigate petrolinfinite distinguish painter shortcoming tenderpropose blendformer misunderstand consumption lapterminal notioncasual hatredtough slippery pursue durable unexpected inference governor employeeoral sausage territory thememere colleague gross dramatictone patience indication spacecraft concerning preserve embrace import numerous bankrupt launch cartoon discount alliance maintenance romantic incline barrelliberal theoretical lavatory stackmarry settle constitution hopeful tolerate criminal intellectual insert amateur specifically mushroom accuse millimeter revealmate packelbow guiltytextile payment frame offensiveelect thinking downward quizliquid airplane clue thirsty jazz objection conjunction platform lord merchant therapy fertile cease particularly variable division identity crisis obligation thorough relativity forth consult observer anyway retreat indirect relevant agent precision scan admit lemon jungle opponent thoughtful climate apartment addition afterward architect entire integrate carbon exterior chamber thereby realm therefore ratio handful capture loyal baseball furthermore boring insurance crowd category sample refine estate thick threat minority reliable sorrowconstant chief sustain instant horsepower thrust suspicion thumb prospect honey conduct enforce lawn ease transmit thunder pollution living room slip monument influential assess handle panic threaten blanket aircraft driftthrive normally harm dismiss similarly deputy prominent acresignal contract encourage anniversary recession mainland commitment expose monitor policy spark machinery mug exert absence collection appreciate gasoline bean dispose elastic arouse presumably rage bargain inward significant series throat roast extend timber comparable reluctant containerlicense conventional upright topicauthor renew mission torchgrowth clapattack conservative furnish copyright pretend establishment concentrate layout institution auxiliaryflat majortissue legislation delicate moisture upper nationality gram foundation crown gulftitle assistance convey combat mount exhibittoast donation tolerance fragment amongst reverseslice applydairy reform consultant generally multiply electron naked distinct centigrade priority measurement elementary precaution towel allocate opera certificate digital agenda artistic electronic elderly alongside crackChrist farewell evidence revenue naturally transform mechanic haytrace advocate expand modify laughter fantastic compass complicated lean historic minister specify duration translate comprehension prosperous tractor baggage tradition pour compete transmission goodness obtain tragedy enthusiasm offend equivalent instinct assemble retire slope professional secondary bullet assumetrail awful prosperity process pants lickminor overcome shortage motion equality crucial jealous priest dominate transparent inspect illegal generator fancylorry conscious cue transport transfercontemporary carrotchill traybreadth realistic flood retain species fortunately necessity combscare reference scientific treatment transportation powerful regardless positive create owing diagram appointvalid artificial copper project estimate treaty carriage emphasis mat select cashier tremble sensible attraction faithful abundant trap faith intensity mathematical remedy navy hearing tremendous decent dominant historical proposal confine magnetic gymnasium harden academy trend definitely elaborate recorder batsour triangle fruitful literary expectation jail disappear designtrash scriptbleedsaddle fantasylest usage creep finance afford exaggerate trial trunkinn grocer choke cruise dental initial council railroad portion tubelodge attain troop devise vague density tropical tunecoil source benefit shrug troublesome daylight female tunnel pose sitetruly turbine peculiar handy export background resume tutor portrait sauceutter combine bacteria pillidle bay pledge ceremony exchange formula emotion reservoir harsh delete exposure pump saving backward reasonable twist trumpet range applause niece nonsense protestcentimeter fraction predict cabinet acquaintance amid learning manufacturer spider independence counsel academic commit evolve typewriter exceptionsin dictationsow profession companion authority destination deposit typical enquiry corresponding differdonkey argument frontier memorial outlook facultytypist dimapart moreover additional earnest consequence heroic nevertheless umbrelladirt orchestra lobby arithmetic occasional basically doubtful battery committee heeltyre obligeugly convict parallel respond cooperate citeappetite discard impose grabinvade deceive controversy senior confident modest nursery continuouscomprise undertake revolt salary expense skilled campus assembly mold merry insure undocash undoubtedly virtue globe violent uneasy react precious odd mosquito diverse petroleum manual favourable uncover sightseeing ban economic confront multiple undergo poverty journal rely emperor effort undergraduate accumulate circular cheat dictate humorous inform rare underground rivalhook echo underline investment male collapse proceed corridor hydrogen despite force pitfog counter fluid balconydrill diplomatic understanding cigar nitrogen bathe commission conquer jaw inflationthermometer drag worthwhile flash scenery immigrant terror remarkable average increasingly democracy indoorslap palm obstacle exclusive occur namely nuisance universe significance burstup-to-date preferable justify filterneglect anyhow membership scoreunion qualifyroller global formation heave punctual unless relieve excessive candy marine spokesman behalf employer advanced unique soda mathematics unlikeherd adjust cheerful unload advertise leader reflexion spelling unite accordingly secure anxiety mineral ridiculous universal unusuallane scholarship beloved divorce adapt headquarters mislead commercetorture restore fashion receipt incident contraryupset Christian underneath hardware recover bloomtheory dragon evolution specimen myth chewtrim utmostmud original unfortunately religionrelate communication extraordinary beyonddebt vacanturge conclude urgent restrict qualification respectively satellite fairly publication sailorcliff remark restrain assure commander balance carpet campaign peer psychological highway contradiction breed doseensure vacation requirement immediately attempt vacuumflock orelargely clause restraint cattlefocus barn protective laserutility initiativejet compel coordinatebasis magic contact poisonous guarantee aid semiconductor coachrib decrease obvious relief geometry continual butcher slight triumph staremaid grace eyesight band interview mechanical vain considerate paste ditchsoak ignorance exceed balloon boom brakeitem data hammer bake metric gearjar patient resource altitude compose inquiry military implement package remindvan pint besides engine injection bid laboratory scout vanish mould experimental avenue mysterious instance sake career keen fountain vapour format haste correspondclarify industrial mercy preference expression screen exact error decade gratitude dimension slamvision evilunity accent vigorous imagination via elsewhere skim champion severe framework conquest social improve endure variety gradual election sleeve expert concession dive vehicle various registerrifle apology stake luggage corporation desperate vary billion eagle venture figure queuevast aside simplify reflect instead beneficial shell repeatedly drawer kindergarten quote verify depress reduction schedule version limitation implication disturb accustomed cancer helicopter accord normalshiver horror stadium fatigue grasp consideration economy vicerotten notebook dash chop recently respect concept admission rigid disease entertain ignore vertical infectvessel confirm evident harbour apologize concrete scholar organic costly phase veteran previous glimpse helpless finally amaze approval despair judgement victim regulation possibility cord video powder viewpoint improvement erect remote obey provide rarelyrub vinegar fiction approach occurrence violate adopt distinction navigation holy adventure philosophy float golf dynamic outward vibrate section indifferent penaltyplotdump draught internal appointment installation meantime charge murder criticize violindisorder perspective rocket laundry dessert virtualdispute virtually butterfly calculatecircuit confess frequent appearance depart viruslens ambulance sigh libertyviolence consequently reserve insist aluminium solarhence flourishpine correspondence opening pronounacid propertyhen shavegiant selection crystal limited operational enormous racial impact construction visibleimage concealblade earthquake physicist curriculumsack featurebehave loaforganism stainshortly demand interval mediaviolet comparativemassive learned ultimate shelter extent reporter employment profile medium shedurban necessarily engineering vitamin marvelous reproduce event grateful resolve convenience avoid vivid respective outset boast deserve sew assignment indicate principal govern enable visual refrigerator utilize keyboard chase poison prevail millpillow electrical packet installheap output variation allyprimary vocabulary dense athlete outside honourable owe brass interfere merely burden engage scatter sphere starve purple simplicity volcano bare decline compound classic orderly stale resolutionliberate according standpoint shiftactivity sophisticated volt damp arrange frycanal extension device instruction voltage assumption angle potential volume permanent voluntary quitrhythm regionbore overseas marriage votebet furnace spade wagon official agriculture beast ovendrum waistcrash editorboot republican charm factor literature hint handbag waken volunteer plungeoval applicable glorious wander inspire luxury protection loosen argue readilycop devilgiven border chapter warmth likely creative omit waterproof adequate cargo departureexplosion notify economical pollute progressive persist residence principle resemble peak perception margin annoy regarding whichever repetition whereas spectacular rob humour recommend achievement pitch salad perform fareconnect flamepilot convention vital network scold reservation intense ribbon horrible plentiful edition classify speculate weapon mechanism dissolve dumb splendid handwriting scarce educate politics landlord alphabet glove performance scope clumsy recovery axweaken wealthy refusal detect wealth physician overall guy reputation administration ending emphasize spill frost charactercontribution grind weave harmony crane lamb muscle column admire weekly exclude riotinquire being dialect plusweed nightmare accident budget Negro chart identify porter instrument dusk scratch somewhat dependent weep moral weld individual competition loan gallon divide convert chin publish shield market minimum kneellump postpone loose liter scissors click diameter logical soar convince molecule headline gaze disaster relationship welfare reality piercerisk anklefee radiation mature origin provided well-known curiosity exhaust organ hardshipbubble operator intimate whilstdefeat lidbacon humble creature descend optional furniture probable aggressive fuss footstepwax invent nucleus catalogue financial plantation sequence accurate concede mankind brand logjunior pessimistic whale neighbourhood whatsoever glowrelax injurefireman objectivecrust alter observation electricity mention apparent guideline arrowinsight occupy nuclear huntseminar pollcolony grapejeans capacity deliberate refresh catalog guidance salesman ounceliver applicant inevitable ashamed deck draft arrangement whipforbid philosopher account greenhousecompetitive optical destruction alarm application wholly impatient semester logic impress negotiate fategerm resistant whisper maximum withdraw wicked aspect possess require widen beam widespread smash active responsible beard accompany classification affection postage detail widow commercial accidental efficiency happen organization element whistle erainjury arise refugee poem embarrass explosive inhabitant width province grammar collective wisdomruin insultresist freight genius physical quotation conversely hut wit community location isolate hostile whoever rejectsnap purchase achejewel alcohol determination settlement preliminary radar withstand gum insect wormcivil grip scrape optimistic blast nature witness brilliant melt worldwide scream inferior hopeless audio wolf circulate sacrifice abandon forge assist lover pattern connection index possession worship wool fleet identical mixture preceding currency workshop outlet entry facility digest attorney rate regulate define intend fulfill brick generous measure owner claw passive ratchaos feasible workman parcel motive worthless attract leap revise horizon senate socialism observeinfluence civilian document gaolworthy hiredot confuse heading garbage naval overtake oxygen gravityroar yawnfluent sideways poet bundlegym leather resign concentration wrap portable sexual elegant endless spray occupation yearlyextra funeral intensive acute candidate ghostwreck haltaboard complex festival coarse single patch federal favourite microscope rust classical awaitattach acquirezone prejudice deaf yieldspoil boltwrist generate accuracy gallery invisible existence association percentage writer specific writing youngsterX-ray。

精益生产外文文献

Discussion on Integration of Lean Production and Six Sigma ManagementTiehua ChenSchool of Management, Xi’an University of Science and Technology，Xi'an 710054, China E—mail: chenth@AbstractThe paper introduces the emergence and development of Lean Production and Six Sigma management, compares and analyzes on Lean Production and Six Sigma management，it also analyzes the necessary and feasibility in integration of Lean Production and Six Sigma management，and points out the ways for integration of Lean Production and Six Sigma management：integration of organizational management, integration of implementing process, integration of process method，integration of using tool，Establishing conformable environment for Lean Six Sigma。

Finally, the paper presents nine main parts that integrating Lean Production and Six Sigma management should be paid attention to。

人力资源管理,以澳门威尼斯人为例

HRM SYSTEM
2013/4/19
23
Appraising circumstance
Manager or supervisor would evaluate staff in department and give a mark. High quality work is especially important.
Across HR policy domain Within HR policy domain Recruitment KSAs KSAs HR domain Selection Training
15
Employee performance
Within HR policy
Recruitment Selection Training

Policies, practices, and systems that influence employees’ behavior, attitudes, and performance (Noe, 2000).
HRM SYSTEM
2013/4/19
Relationships among HR practices within human resource systems
Venetian Macao-Resort-Hotel, Sands Macao Hotel. Conrad Macao and Holiday Inn Macao Cotai Central.
HRM SYSTEM
2013/4/19
13
HRM system and problem
Recruitment

HRM SYSTEM

AWL 带词缀释义例句Part II Sublist 2

Sublist 2Word BuildingThe following prefixes are involved in some words of this section.Words∙range n. 范围vt. 排列vi. （在一定范围内）变化e.g. a wide range of knowledge 广博的知识The company has diversified operations, ranging fromfinancial services to textile machinery manufacture. 这家公司从事多种经营，从金融服务到纺织机械制造。

∙obtain vt. 得到，获得\e.g. obtain knowledge through study 通过学习获得知识同族词: obtainable a.可得到的∙strategy n. 战略，策略e.g. military strategy 军事战略Good language learners have some shared strategies. 善学语言者采用某些相同的策略。

同族词: strategic a.e.g. strategic plan 战略计划，长远计划The company is considering bringing in a new strategicinvestor. 这家公司正在考虑引入新的战略投资者。

∙*conclude v. 推断出；结束，完毕e.g. He concluded his speech by wishing everybody a bright futureWe conclude that... 我们断定...同族词: conclusion n.e.g .a logical conclusion 逻辑结论draw a conclusion 得出结论∙commission n. 委托；佣金；委员会vt.委任，交付使用e.g. commission agent 代销者commission member 委员commission the bank to pay the taxes授权银行代缴税∙appropriate a. 适当的e.g. an appropriate example 适当的例子∙institute n. 学会，研究所e.g. a scientific institute 科学协会同族词: institution n. 机构e.g. educational institution 教育机构public institution 公共机构∙*credit n. 信用，信任；信贷；学分e.g. credit card 信用卡buyer’s credit 买方信贷，买方信用同族词: credible a.可信的credibility n. 可信度∙region n.区域，部位e.g. central region 中心区域同族词: regional a.∙*acquire v. 获得，收购e.g. I acquired a work ethic from my parents.Lenovo, the Chinese computer company, has acquired the IBMlaptop operations.同族词: acquisition n.e.g. data acquisition 数据采集mergers and acquisition 兼并与收购∙invest v.（常与in连用）投资，购买；投入e.g. We have invested a lot of time in this plan.在这计划中投入了大量的时间The government invested heavily in the coal mines.同族词: investment n.投资investor n.投资人，投资者∙construct vt. 构建，建造构词分析：前缀con- (共同) + struct (建造，堆砌)e.g. construct a bridge 建桥同族词: construction n.∙community n.团体，社区，群落e.g. academic community 学术界∙design vt.设计，计划n. 设计，计划e.g. design a marketing strategy for the new product为新产品制定营销策略design a computer program 设计一个计算机程序∙item n. 项目，条款∙equate v.（常与to, with连用）使相等，等同e.g. equate inexperience with youth把年轻和缺乏经验相等同起来同族词: equation n. 等式∙injure vt.伤害同族词: injury n.∙chapter n. 章，章节e.g. chapter title 章节标题∙participate vi. (通常与介词in连用) 参与，参加，分享e.g. participate in a discussion 参加讨论participate in profits 分享利润同族词: participant n. 参加者participation n. 参加∙compute vt. 计算同族词: computation n.e.g. remote computation 远程计算computer n. 电脑∙select vt.选择同族词: selection n.selective a.∙relevant a. 有关的，直接相关的e.g. relevant information 相关信息同族词: relevance n.∙maintain vt.维持，保持；保养，维修；vt. 主张e.g. maintain good relations 维持良好的关系maintain a highway保养公路The professor maintains that the theory is wrong坚持说那理论是错误的同族词maintenance n.∙reside vi. 居住；存在于（常与in连用）∙同族词resident, n 居民∙residential adj 居住的∙culture n. 文化，修养；培育，培植e.g. the culture of grapes 葡萄栽培corporate culture企业文化同族词: cultural a.e.g. cultural exchanges 文化交流∙text n. 文本，正文∙regulate vt. 调整，管理；调节e.g. regulate the temperature of a room 调节室内温度aidbonusThe oil price is not market-driven, but government-regulated.同族词: regulation n.regulator n. 调节器∙*final a. 最终的n.结局；决赛；期末考试e.g. final result 最终结果∙distinct a. 分别的，分明的e.g. a distinct smell 清晰易辨的气味the aroma of breadHe said “no” in a distinct voice.Distinction: make a distinction between A and BShengli DynamicShengli OilfieldCNOOC Co. Ltd.; listed companyCNOOC Corporation: parent companyThe A-Shares listing of CNOOC同族词: distinction n.∙potential a. 潜在的,∙To be or not to be, that is a question.∙Make full use of∙You can bring your language potential into full play when you are alone in an English-speaking environment.∙n. 潜力e.g. The potential bidders are three Beijing-based companies.The new design could have potential advantages. There are potential risks in buying the oil assets in Nigeria.GovernmentAnti-globalistsGlobalizationGlocal= global + localkidnapping∙resources n. 资源；智谋e.g. nonrenewable resources 不可再生资源resources sharing 资源共享∙element n. 元素，要素e.g. finite element method 有限元法同族词: elemental a.e.g. elemental semiconductor 元素半导体∙administrate vt. 行政管理同族词: administrator n.管理员administration n.e.g. public administration 公共行政管理MP Aadministrative a.e.g. administrative staff 行政人员∙focus n. 焦点，聚焦v.聚焦，集中（常与on连用）词源：源自拉丁语，原义是火炉。

1、下载文档前请自行甄别文档内容的完整性，平台不提供额外的编辑、内容补充、找答案等附加服务。
2、"仅部分预览"的文档,不可在线预览部分如存在完整性等问题,可反馈申请退款(可完整预览的文档不适用该条件!)。
3、如文档侵犯您的权益，请联系客服反馈,我们会尽快为您处理(人工客服工作时间：9:00-18:30)。

Strategic management research has been characterized as placing less emphasis on construct measurement than other management subﬁelds. In this work, we document the state of the art of measurement in strategic management research, and discuss the implications for interpreting the results of research in this ﬁeld. To assess the breadth of measurement issues in the discipline, we conducted a content analysis of empirical strategic management articles published in leading journals in the period of 1998–2000. We found that few studies discuss reliability and validity issues, and empirical research in the ﬁeld commonly relies on single-indicator measures. Additionally, studies rarely address the problems of attenuation due to measurement error. We close with a discussion of the implications for future research and for interpreting prior work in strategic management. Copyright 2004 John Wiley & Sons, Ltd.
*Correspondence to: Brian K. Boyd, W. P. Carey School of Business, Arizona State University, Tempe, AZ 85287-4006, U.S.A. E-mail: briankboyd@
As the prisoners converse, and without any other vantage point, they naturally perceive the shadows to be reality—they assign names and try to explain the various ﬂickering shapes which appear on the wall. Echoes of sound are attributed to the shadows. Consider what happens if a prisoner were to become unchained, and look into the light. Once his eyes adjusted, he would realize that ‘what he saw before was an illusion’ (Jowett, 1999: 210).
CONSTRUCT MEASUREMENT IN STRATEGIC MANAGEMENT RESEARCH: ILLUSION OR REALITY?
BRIAN K. BOYD,1 * STEVE GOVE2 and MICHAEL A. HITT3
1 2 3
W. P. Carey School of Business, Arizona State University, Tempe, Arizona, U.S.A. Management/Marketing Department, University of Dayton, Dayton, Ohio, U.S.A. Mays Business School, Texas A&M University, College Station, Texas, U.S.A.
Book 7 of The Republic presents what is probably the most widely known parable of Socrates: the shadows on the cave wall. As he said to Glaucon:
Behold! human beings living in an underground den, which has a mouth open toward the light and reaching all along the den; here they have been since childhood, and have their legs and necks chained so that they cannot move, and can only see before them, being prevented by the chains from turning round their heads. Above and behind them is a ﬁre blazing at a distance, and between the ﬁre and the prisoners there is a raised way; and you will see, if you look, a low wall built along the way, like the screen which marionette-players have in front of them, over which they show the puppets. I see. Keywords: measurement; research design; Type II error; Type I error
Strategic Management Journal
Strat. Mgmt. J., 26: 239–257 (2005) Published online 22 December 2004 in Wiley InterScience (). DOI: 10.1002/smj.444
Copyright 2004 John Wiley & Sons, Ltd.
Received 3 January 2003 Final revision received 26 July 2004
Hale Waihona Puke 240B. K. Boyd, S. Gove and M. A. Hitt
dimension of research design—construct measurement—is not covered by this pool of studies. Construct measurement is particularly relevant to strategic management research, as the variables of interest tend to be complex or unobservable (Godfrey and Hill, 1995). Paradoxically, measurement has historically been a low-priority topic for strategic management scholars (Hitt et al., 1998, 2004). As a result, complex constructs have often been represented with simple measures, and with limited testing for reliability or validity (Venkatraman and Grant, 1986). Our intent is to contribute to this research stream with a critique of measurement issues in the strategic management ﬁeld. We begin with a brief discussion of two related topics: statistical power and sample size, and the compounding effects of measurement error. Statistical power and sample size Power represents the potential for a statistical test to produce a statistically signiﬁcant outcome. Of concern with regard to power are the sample size, Type I and Type II errors, the magnitude of the effect, the test used, and the data quality (Cohen, 1987, 1992). There are two important dimensions of power: factors outside of the control of the researcher, (i.e., the true effect size), and factors that may be inﬂuenced by research and measurement design. A Type I error represents the risk of mistakenly rejecting the null hypothesis—falsely concluding that a relationship exists when it is not statistically supported. Most empirical studies control for a Type I error, with the p < 0.05 level widely accepted as an appropriate threshold; alternately stated, 95 percent likelihood that a relationship is not a false-positive. A Type II error occurs when a meaningful relationship exists, but the null hypothesis is not rejected. Statistical power therefore represents the probability that a null hypothesis will be rejected for a given effect size. Cohen (1987) recommends using 0.80 as the threshold for power assessment—i.e., an 8 in 10 chance that an existing relationship will be successfully detected. Whenever a more stringent p-level for a Type I error is used, the probability of a Type II error increases, and vice versa. Additionally, the probability of a Type I and Type II error is affected by the sample size. If a population correlation between two constructs is 0.30, and the criterion for statistical signiﬁcance is a = 0.05, there is only