Principia
The Handbook of Organization Measurement
Every construct, one entry: its definition, the source-graded evidence for what predicts and follows it, and — where we have one — a copyright-clean Principia measure you can read and use. Composed live from the registry, so it reflects the current state of the evidence.
247 entries · 50 with a Principia rendering · Read the print edition →
§With a Principia rendering
Constructs that carry an owned, copyright-clean “Pantone” scale — shown in full, free to use.
- Job Satisfaction · 129 priors
- Turnover Intention · 70 priors
- Organizational Commitment · 68 priors
- Work Engagement · 59 priors
- Burnout · 41 priors
- Transformational Leadership · 24 priors
- Affective Commitment · 13 priors
- Procedural Justice · 13 priors
- Work-Family Conflict · 13 priors
- Conscientiousness · 12 priors
- Organizational Justice · 12 priors
- Autonomy · 11 priors
- Ethical Leadership · 11 priors
- Servant Leadership · 11 priors
- Perceived Organizational Support · 9 priors
- Distributive justice · 8 priors
- Person-Organization Fit · 8 priors
- Power Distance · 8 priors
- Authentic Leadership · 7 priors
- Interactional justice · 7 priors
- Job Resources · 7 priors
- Performance Feedback · 7 priors
- Agreeableness · 6 priors
- Extraversion · 6 priors
- Intrinsic motivation · 6 priors
- Proactive Personality · 6 priors
- Resilience · 6 priors
- Safety Climate · 6 priors
- Collectivism · 5 priors
- Competence (basic psychological need satisfaction for competence) · 5 priors
- Person-Group Fit · 5 priors
- Person-Job Fit · 5 priors
- Positive Affect · 5 priors
- Role Ambiguity · 5 priors
- Learning Orientation · 4 priors
- Psychological Contract Breach · 4 priors
- Psychological Ownership · 4 priors
- Relatedness · 4 priors
- Role Conflict · 4 priors
- Emotional Stability · 3 priors
- Organizational Learning · 3 priors
- Perceived Supervisor Support · 3 priors
- Grit · 2 priors
- Job Embeddedness · 2 priors
- Optimism · 2 priors
- Task Variety · 2 priors
- Job search behavior · 1 priors
- Openness to Experience · 1 priors
- Core Self-Evaluation
- Need for Achievement
§Evidence entries
Constructs with source-graded evidence in the registry; an owned Principia rendering is on the way for the priority families.
- Task Performance · 91
- Organizational Citizenship Behavior (OCB) · 53
- Overall Job Performance · 34
- Counterproductive Work Behaviours · 29
- Voluntary Turnover · 28
- Emotional Exhaustion · 21
- Thriving at Work · 14
- Leader-Member Exchange (LMX) · 13
- Organizational Performance · 13
- Psychological Capital (PsyCap) · 13
- Job Insecurity · 12
- Pay for performance · 12
- Abusive Supervision · 11
- Emotional Intelligence (EI) · 11
- Psychological Empowerment · 11
- Trust in Organization · 11
- Employee Engagement · 10
- Quality of hire · 10
- Absenteeism · 8
- Diversity Climate · 8
- Employee Creativity · 8
- General Mental Ability (GMA) · 8
- Pay Satisfaction · 8
- Psychological Detachment · 8
- Psychological Safety Climate · 8
- Team Performance · 8
- Firm Performance · 7
- Job Involvement · 7
- Perceived Organizational Politics · 7
- Realistic Job Preview · 7
- Employee Well-Being · 6
- Feedback-Seeking Behavior · 6
- Internal Mobility · 6
- Knowledge Hiding · 6
- Negative Affect · 6
- Organizational Identification · 6
- Training Performance · 6
- Career Development · 5
- Contextual performance · 5
- Customer Orientation (CO) · 5
- Customer Satisfaction · 5
- Employee Turnover (collective/voluntary) · 5
- Integrity · 5
- Job Crafting · 5
- Met expectations · 5
- Neuroticism · 5
- Pay level · 5
- Public Service Motivation (PSM) · 5
- Self-Efficacy · 5
- Work Interference with Family (WIF) · 5
- Work Stress · 5
- Work/Family Enrichment · 5
- Absorptive Capacity · 4
- Collective Turnover · 4
- Core Self-Evaluations · 4
- Employee engagement score (operational survey metric) · 4
- Goal Orientation · 4
- Helping Behavior · 4
- High-Performance Work Systems · 4
- Organizational Climate · 4
- Psychological Detachment from Work · 4
- Regulatory Focus · 4
- Self-Leadership · 4
- Trust in leader · 4
- Uncertainty Avoidance · 4
- Work-Life Conflict (WLC) · 4
- Workplace Incivility · 4
- Workplace safety / accidents · 4
- Applicant Reactions · 3
- Assessment Centers · 3
- Basic Psychological Need Satisfaction · 3
- Business-Unit Performance (composite) · 3
- Demographic Diversity · 3
- Employee service performance · 3
- Entrepreneurial Orientation · 3
- Hope · 3
- Innovative Work Behavior · 3
- Job Complexity · 3
- Job Demands · 3
- Labor Productivity · 3
- Leader Humility · 3
- Meaningful Work · 3
- Moral Disengagement · 3
- Organizational Attractiveness · 3
- Organizational Culture · 3
- Organizational Socialization · 3
- Perceived Overqualification · 3
- Presenteeism · 3
- Safety compliance · 3
- Sales performance · 3
- Social Support · 3
- Structured Employment Interviews · 3
- Structured Interviews · 3
- Telework · 3
- Voice Behavior · 3
- Work Sample · 3
- Work self-efficacy · 3
- Workaholism · 3
- Biographical Data Measures (Biodata) · 2
- Career satisfaction · 2
- Challenge Demands · 2
- Colleague Support · 2
- Collective / unit-level job satisfaction · 2
- Collective Efficacy · 2
- Compensation · 2
- Cultural Diversity · 2
- Customer Loyalty · 2
- Emotional Labor · 2
- Employment interview (generic / structure-unspecified) · 2
- Empowering Leadership · 2
- Financial Performance · 2
- Follower satisfaction with leader · 2
- Hardiness · 2
- High-performance work practices (HR system) · 2
- Hindrance Demands · 2
- Job Knowledge Test · 2
- Leader effectiveness · 2
- Mentoring · 2
- Motivation · 2
- New-Hire / First-Year Retention · 2
- Occupational injuries · 2
- Openness to Experience Measures · 2
- Organizational Cynicism · 2
- Pay level competitiveness (lead/lag/match) · 2
- Performance quantity · 2
- Person-Supervisor Fit · 2
- Procedural Fairness · 2
- Role Clarity · 2
- Safety participation · 2
- Situational judgment tests · 2
- Supervisor Support (SS) · 2
- Team-Member Exchange · 2
- Unit Performance · 2
- Unstructured employment interviews · 2
- Withdrawal · 2
- Work-to-Family Enrichment · 2
- Affective Organizational Commitment · 1
- Anxiety · 1
- Career sponsorship · 1
- Collective pay for performance · 1
- Competitive Advantage · 1
- Depersonalization · 1
- Depression · 1
- Early Turnover · 1
- Employee Motivation · 1
- Extra-Role Performance · 1
- Family-Supportive Supervisor Behavior · 1
- Family-Work Conflict · 1
- Financial incentives · 1
- Group performance · 1
- High Involvement Work Practices (HIWPs) · 1
- HR Practices · 1
- HR-Enhancing Practices · 1
- Impression Management · 1
- In-Role Performance · 1
- Informational justice · 1
- Interests · 1
- Interpersonal justice · 1
- Involuntary Turnover · 1
- Job Experience (Years) · 1
- Job-related Diversity · 1
- Lateness · 1
- Life satisfaction · 1
- Motivation to Learn · 1
- Perceived job alternatives · 1
- Perceived Organizational Honesty · 1
- Performance quality · 1
- Personal Accomplishment · 1
- Predictive Validity Perceptions · 1
- Productivity · 1
- Profitability · 1
- Psychological Contract · 1
- Psychological Strain · 1
- Quality (Defects) · 1
- Recommendation Intention · 1
- Reference Checks · 1
- Relations-oriented Diversity · 1
- Role Overload · 1
- Safety behavior · 1
- Safety Incidents · 1
- Service climate · 1
- Situational interviews · 1
- Spiritual Leadership · 1
- Subjective Well-being · 1
- Sustainable Business Model Innovation (SBMI) · 1
- Task Significance · 1
- Task-oriented Diversity · 1
- Task-related Diversity · 1
- Team Diversity · 1
- Trainability · 1
- Training · 1
- Unit Cohesion · 1
- Work-Life Balance · 1
- Workload · 1
- Workload (WL) · 1
- Workplace Bullying · 1
- Workplace Deviance · 1