A Construct Validity Study for the Humility at Work Scale: Item-Content Validity and Convergent-Discriminant Validity

Abstract

The humility at work scale was developed to provide a numeric representation of the humility at work construct, defined as one’s estimate of low to modest self-importance in the act of doing the work itself and in relation to one’s role in doing the work. In prior studies, scores yielded by the scale have shown concurrent validity with measures of predicted union outcomes. In the present study, published and unpublished sample data were used to show convergent-discriminant validity as a demonstration of construct validity stemming from item-content validity. Using principal component analysis, four distinctive item-content domains were identified as interpretable: expressive humility, supportive humility, effective humility, and appreciative humility. Represented as item-subscales, yielded scores were found to show convergent-discriminant validity with scores yielded from measures of constructs thought to be related and unrelated to the humility construct, with the exception of scores yielded by the effective humility subscale. Included are discussion points for detected and undetected scale validity with an eye on scale use in prediction models and construct applications that bear on the experience of work in reference to supervisors and subordinates whether employed as union or nonunion employees and whether employed in union or nonunion work environments.

Keywords

• humility at work
• scale validity
• supervisors
• subordinates
• union employees
• nonunion employees