Principia
The Handbook of Organization Measurement
The owned measures, and the evidence beneath them
50 measures · Edition 2026-07 · Composed live from the registry
Preface
This is a working handbook of how organizational life is measured — not a survey of the literature, but a usable set of measures. Every chapter is a construct we can measure with a copyright-clean scale of our own: the items are printed in full, free to use, because we wrote them. Around each measure sits the math the field has accumulated — what drives the construct and what it predicts, as pooled effect sizes with their study counts and evidence grades — so a measure is never separated from the reason to take it.
The handbook is honest about what it knows. A scale that has been fielded and calibrated reports a measured reliability; one that has not reports its design-time estimate, marked as pending. Constructs that are events rather than attitudes — turnover, absence — are given their operational formula, not a questionnaire. The registry refreshes continuously, so each edition is a snapshot of what was settled the day it was printed.
Read it as a reference: find the outcome you want to move, read what drives it, and deploy the measures you can. The complete, always-current version — with the models and the priority planner — lives at peopleprincipia.com.
Contents
- 1Affective Commitment
- 2Agreeableness
- 3Authentic Leadership
- 4Autonomy
- 5Burnout
- 6Collectivism
- 7Competence (basic psychological need satisfaction for competence)
- 8Conscientiousness
- 9Core Self-Evaluation
- 10Distributive justice
- 11Emotional Stability
- 12Ethical Leadership
- 13Extraversion
- 14Grit
- 15Interactional justice
- 16Intrinsic motivation
- 17Job Embeddedness
- 18Job Resources
- 19Job Satisfaction
- 20Job search behavior
- 21Learning Orientation
- 22Need for Achievement
- 23Openness to Experience
- 24Optimism
- 25Organizational Commitment
- 26Organizational Justice
- 27Organizational Learning
- 28Perceived Organizational Support
- 29Perceived Supervisor Support
- 30Performance Feedback
- 31Person-Group Fit
- 32Person-Job Fit
- 33Person-Organization Fit
- 34Positive Affect
- 35Power Distance
- 36Proactive Personality
- 37Procedural Justice
- 38Psychological Contract Breach
- 39Psychological Ownership
- 40Relatedness
- 41Resilience
- 42Role Ambiguity
- 43Role Conflict
- 44Safety Climate
- 45Servant Leadership
- 46Task Variety
- 47Transformational Leadership
- 48Turnover Intention
- 49Work Engagement
- 50Work-Family Conflict
Chapter 1
Affective Commitment
construct.affective_commitment
an employee's emotional attachment to, identification with, and involvement in their organization
The measure
Principia CC — Affective CommitmentCC0-1.0
I feel a strong sense of belonging to my organization.
I am proud to be part of my organization.
I enjoy sharing my organization's goals with others.
I feel emotionally attached to my workplace.
I often think about my organization's success.
I find myself thinking about leaving my organization.reverse-keyed
I do not feel committed to my organization.reverse-keyed
I feel disconnected from my workplace.reverse-keyed
I struggle to identify with my organization's values.reverse-keyed
I would rather work elsewhere than in my current organization.reverse-keyed
I actively participate in my organization's activities.
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 92/100) — an estimate pending calibration, not a measured reliability.
What drives affective commitment
| Predictor | r | k | Grade |
|---|---|---|---|
| Perceived Organizational Support | +0.68 | 2 | A |
| Autonomy | +0.62 | 1 | A |
| Relatedness | +0.60 | 1 | A |
| Organizational Politics | −0.54 | 1 | A |
| Ethical Leadership | +0.48 | 1 | B |
| Transformational Leadership | +0.44 | 1 | A |
| Work To Family Enrichment | +0.43 | 1 | A |
| Servant Leadership | +0.41 | 1 | B |
What affective commitment predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Job Satisfaction | +0.65 | 1 | A |
| Turnover Intention | −0.56 | 1 | A |
| Organizational Citizenship Behavior OCB | +0.22 | 1 | A |
| Overall Job Performance | +0.20 | 1 | A |
Chapter 2
Agreeableness
construct.agreeableness
tendency to be cooperative, compassionate, trusting, and considerate of others
The measure
Principia CC — AgreeablenessCC0-1.0
I enjoy helping others when they need it.
I find it hard to trust most people.reverse-keyed
I feel compassion for those who are struggling.
I often put my needs before others.reverse-keyed
I appreciate the differences in others.
I dislike working in teams.reverse-keyed
I try to understand other people's feelings.
I prefer to keep my opinions to myself.reverse-keyed
I enjoy making others feel good about themselves.
I tend to be skeptical of others' intentions.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 98/100) — an estimate pending calibration, not a measured reliability.
What agreeableness predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Burnout | +0.35 | 1 | A |
| Counterproductive Work Behaviours | −0.29 | 3 | A |
| Work Engagement | +0.27 | 1 | A |
| Organizational Citizenship Behavior OCB | +0.20 | 1 | B |
| Job Satisfaction | +0.17 | 1 | A |
Chapter 3
Authentic Leadership
construct.authentic_leadership
leadership grounded in self-awareness, transparency, balanced processing, and an internalized moral perspective
The measure
Principia CC — Authentic LeadershipCC0-1.0Other-rated
Respondent rates my direct manager.
My direct manager encourages collaboration among team members.
My direct manager keeps their promises to the team.
My direct manager admits their mistakes when they occur.
My direct manager values input from all team members.
My direct manager often hides their true feelings.reverse-keyed
My direct manager avoids discussing challenges with the team.reverse-keyed
My direct manager tends to prioritize personal interests over team needs.reverse-keyed
My direct manager rarely seeks feedback on their leadership style.reverse-keyed
My direct manager often makes decisions without explaining the reasons.reverse-keyed
My direct manager treats everyone's opinions equally.
My direct manager demonstrates a strong moral compass in decision-making.
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 90/100) — an estimate pending calibration, not a measured reliability.
What authentic leadership predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Transformational Leadership | +0.72 | 1 | A |
| Organizational Commitment | +0.52 | 1 | A |
| Job Satisfaction | +0.51 | 2 | A |
| Work Engagement | +0.47 | 2 | A |
| Organizational Citizenship Behavior OCB | +0.33 | 1 | B |
| Counterproductive Work Behaviours | −0.25 | 1 | B |
Chapter 4
Autonomy
construct.autonomy
the sense of volition and choice over how one does one's work
The measure
Principia CC — AutonomyCC0-1.0
I feel I can choose how to complete my tasks.
I often have to follow orders without any choice.reverse-keyed
I can decide when to take breaks during my work.
I rarely have the freedom to explore new ideas at work.reverse-keyed
I often feel my work is directed by others.reverse-keyed
I am able to set my own goals at work.
I have little say in how I do my work.reverse-keyed
I can adapt my work style to fit my needs.
I feel pressured to conform to others' expectations at work.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 96/100) — an estimate pending calibration, not a measured reliability.
What autonomy predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Intrinsic Motivation | +0.64 | 1 | A |
| Affective Commitment | +0.62 | 1 | A |
| Job Satisfaction | +0.59 | 2 | A |
| Organizational Commitment | +0.51 | 2 | A |
| Work Engagement | +0.48 | 3 | A |
| Burnout | −0.47 | 2 | A |
Chapter 5
Burnout
construct.burnout
A state of chronic work-related exhaustion, cynicism, and reduced sense of accomplishment resulting from prolonged job stress.
The measure
Principia CC — BurnoutCC0-1.0
I feel energized when I start my workday.
I often feel overwhelmed by my job responsibilities.reverse-keyed
I can still find joy in my work tasks.
I frequently feel emotionally drained after work.reverse-keyed
I am proud of the work I accomplish.
I have a hard time caring about my job.reverse-keyed
I feel confident in my ability to handle work challenges.
I struggle to stay motivated throughout my workday.reverse-keyed
I believe my work makes a difference.
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 95/100) — an estimate pending calibration, not a measured reliability.
What drives burnout
| Predictor | r | k | Grade |
|---|---|---|---|
| Neuroticism | +0.64 | 1 | A |
| Hardiness | −0.56 | 1 | A |
| Thriving | −0.53 | 1 | A |
| Autonomy | −0.47 | 2 | A |
| Perceived Organizational Support | −0.46 | 1 | A |
| Employee Well Being | −0.45 | 1 | C |
| Psychological Capital PsyCap | −0.44 | 1 | B |
| Workplace Incivility | +0.44 | 1 | A |
What burnout predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Thriving | −0.53 | 1 | A |
| Work Engagement | −0.48 | 1 | A |
| Job Satisfaction | −0.48 | 1 | A |
| Turnover Intention | +0.41 | 1 | B |
| Overall Job Performance | −0.23 | 1 | B |
| Task Performance | −0.16 | 1 | B |
Chapter 6
Collectivism
construct.collectivism
valuing group goals, harmony, and belonging over individual interests
The measure
Principia CC — CollectivismCC0-1.0
I enjoy working towards shared goals with others.
I often put my group's needs before my own.
Building strong relationships is important to me.
I feel happiest when surrounded by my community.
I value teamwork over individual recognition.
I prefer to focus on my interests rather than my group.reverse-keyed
I find harmony more important than expressing my own opinions.
I often prioritize my individual goals over group harmony.reverse-keyed
I believe that success is best when shared with others.
I seek out situations where I can stand out on my own.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 94/100) — an estimate pending calibration, not a measured reliability.
What collectivism predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Organizational Commitment | +0.27 | 1 | A |
| Job Satisfaction | +0.21 | 1 | A |
| Organizational Citizenship Behavior OCB | +0.21 | 1 | A |
| Turnover Intention | −0.05 | 1 | B |
| Task Performance | −0.02 | 1 | B |
Chapter 7
Competence (basic psychological need satisfaction for competence)
construct.competence
the felt sense of effectiveness and mastery in one's work
The measure
Principia CC — CompetenceCC0-1.0
I feel capable in handling my work tasks.
I often doubt my ability to succeed at work.reverse-keyed
I am confident in my skills to achieve goals.
I struggle to complete my tasks effectively.reverse-keyed
I believe I can learn new skills related to my work.
I frequently feel overwhelmed by my responsibilities.reverse-keyed
I can make decisions that lead to good outcomes at work.
I find it hard to keep up with my work demands.reverse-keyed
I trust my judgment when solving work problems.
I feel ineffective compared to my colleagues.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 97/100) — an estimate pending calibration, not a measured reliability.
What competence (basic psychological need satisfaction for competence) predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Job Satisfaction | +0.50 | 1 | A |
| Task Performance | +0.38 | 2 | A |
| Work Engagement | +0.38 | 1 | A |
| Intrinsic Motivation | +0.32 | 1 | A |
| Burnout | −0.30 | 1 | A |
Chapter 8
Conscientiousness
construct.conscientiousness
tendency to be organized, dependable, hardworking, and disciplined
The measure
Principia CC — ConscientiousnessCC0-1.0
I usually plan my tasks ahead of time.
I often forget important deadlines.reverse-keyed
I take pride in being reliable.
I can be disorganized at times.reverse-keyed
I follow through on my commitments.
I tend to procrastinate on projects.reverse-keyed
I enjoy making lists to keep track.
I sometimes rush through my work.reverse-keyed
I strive to meet my goals consistently.
I find it hard to stay focused on tasks.reverse-keyed
I like to keep my surroundings neat.
I often lose track of my responsibilities.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 95/100) — an estimate pending calibration, not a measured reliability.
What drives conscientiousness
| Predictor | r | k | Grade |
|---|---|---|---|
| Job Complexity | −0.22 | 1 | A |
What conscientiousness predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Work Engagement | +0.41 | 1 | A |
| Counterproductive Work Behaviours | −0.36 | 3 | A |
| Burnout | +0.35 | 1 | A |
| Job Satisfaction | +0.26 | 1 | A |
| Sales Performance | +0.23 | 1 | A |
| Training Performance | +0.23 | 1 | A |
Chapter 9
Core Self-Evaluation
construct.core_self_evaluation
Evaluation — fundamental appraisal of one's own worth, competence, and control
The measure
Principia CC — Core Self-EvaluationCC0-1.0
I believe I can handle most challenges that come my way.
I often doubt my abilities to succeed.reverse-keyed
I feel confident in my ability to make decisions.
I worry that I am not good enough.reverse-keyed
I trust myself to overcome obstacles when they arise.
I find it hard to believe in my skills.reverse-keyed
I am proud of what I can achieve.
I think others are more capable than I am.reverse-keyed
I often feel like I lack control over my life.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 96/100) — an estimate pending calibration, not a measured reliability.
Chapter 10
Distributive justice
construct.distributive_justice
The perceived fairness of the outcomes a person receives at work — pay, rewards, recognition — relative to their contributions.
The measure
Principia CC — Distributive JusticeCC0-1.0
I feel my contributions are fairly rewarded at work.
I receive recognition that matches my efforts.
My pay reflects the hard work I put in.
I believe I am treated fairly compared to my coworkers.
I feel my achievements are acknowledged appropriately.
I often feel my efforts go unnoticed.reverse-keyed
I believe my compensation is less than it should be.reverse-keyed
I receive fewer rewards than others for the same work.reverse-keyed
I think my contributions are undervalued by my employer.reverse-keyed
I feel like my colleagues are rewarded more than I am for similar work.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 95/100) — an estimate pending calibration, not a measured reliability.
What drives distributive justice
| Predictor | r | k | Grade |
|---|---|---|---|
| Pay For Performance | +0.36 | 1 | A |
What distributive justice predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Trust In Organization | +0.57 | 1 | A |
| Job Satisfaction | +0.56 | 1 | A |
| Organizational Commitment | +0.51 | 1 | A |
| Turnover Intention | −0.40 | 1 | B |
Chapter 11
Emotional Stability
construct.emotional_stability
tendency to stay calm, even-tempered, and resilient under stress
The measure
Principia CC — Emotional StabilityCC0-1.0
I remain calm in challenging situations.
I keep my emotions in check when stressed.
I adapt quickly to unexpected changes.
I handle pressure without losing my cool.
I feel confident when facing difficult tasks.
I often find myself feeling overwhelmed.reverse-keyed
I get frustrated easily when things go wrong.reverse-keyed
I struggle to maintain my composure under stress.reverse-keyed
I tend to overreact in tense moments.reverse-keyed
I find it hard to relax when under pressure.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 97/100) — an estimate pending calibration, not a measured reliability.
What drives emotional stability
| Predictor | r | k | Grade |
|---|---|---|---|
| Job Complexity | −0.28 | 1 | A |
What emotional stability predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Counterproductive Work Behaviours | −0.27 | 1 | B |
| Overall Job Performance | +0.09 | 1 | A |
Chapter 12
Ethical Leadership
construct.ethical_leadership
leadership demonstrating normatively appropriate conduct and promoting ethical behavior among followers through fairness and integrity
The measure
Principia CC — Ethical LeadershipCC0-1.0Other-rated
Respondent rates my direct manager.
My direct manager treats everyone with respect.
My direct manager communicates openly about ethical decisions.
My direct manager encourages team members to speak up about concerns.
My direct manager consistently acts in a fair manner.
My direct manager promotes honesty in all team interactions.
My direct manager avoids making ethical compromises for convenience.reverse-keyed
My direct manager does not tolerate unethical behavior from team members.
My direct manager often prioritizes personal gain over team ethics.reverse-keyed
My direct manager holds themselves accountable for their actions.
My direct manager ignores feedback related to ethical issues.reverse-keyed
My direct manager leads by example in ethical practices.
My direct manager avoids transparency in decision-making processes.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 89/100) — an estimate pending calibration, not a measured reliability.
What ethical leadership predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Leader Member Exchange LMX | +0.71 | 1 | B |
| Trust In Leader | +0.66 | 1 | B |
| Job Satisfaction | +0.50 | 1 | B |
| Affective Commitment | +0.48 | 1 | B |
| Organizational Commitment | +0.45 | 1 | A |
| Counterproductive Work Behaviours | −0.40 | 2 | A |
Chapter 13
Extraversion
construct.extraversion
tendency to be outgoing, sociable, assertive, and energized by other people
The measure
Principia CC — ExtraversionCC0-1.0
I enjoy meeting new people at gatherings.
I often prefer staying home to going out.reverse-keyed
I feel energized after social events.
I find it hard to strike up conversations.reverse-keyed
I like to be the center of attention.
I often feel drained in social situations.reverse-keyed
I easily make small talk with strangers.
I prefer quiet environments over busy ones.reverse-keyed
I enjoy leading group activities.
I sometimes feel uncomfortable in crowds.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 94/100) — an estimate pending calibration, not a measured reliability.
What extraversion predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Work Engagement | +0.38 | 1 | A |
| Burnout | +0.33 | 1 | A |
| Job Satisfaction | +0.25 | 1 | A |
| Sales Performance | +0.18 | 1 | A |
| Overall Job Performance | +0.10 | 1 | A |
| Counterproductive Work Behaviours | −0.05 | 1 | A |
Chapter 14
Grit
construct.grit
perseverance and sustained passion toward long-term goals
The measure
Principia CC — GritCC0-1.0
I stay committed to my goals, even when things get tough.
I often give up on tasks when they become too difficult.reverse-keyed
I am willing to put in time to achieve something I care about.
I lose interest in my goals after a while.reverse-keyed
I work hard to improve my skills over time.
I find it easy to abandon projects that are not immediately rewarding.reverse-keyed
I push through obstacles to reach my long-term dreams.
I feel discouraged when I face setbacks in my efforts.reverse-keyed
I keep pursuing my goals despite challenges that arise.
I often change my mind about what I want to achieve.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 97/100) — an estimate pending calibration, not a measured reliability.
What grit predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Overall Job Performance | +0.21 | 1 | A |
| Task Performance | +0.18 | 1 | A |
Chapter 15
Interactional justice
construct.interactional_justice
the perceived fairness of the interpersonal treatment one receives at work
The measure
Principia CC — Interactional JusticeCC0-1.0
I feel respected by my coworkers at work.
I receive honest feedback from my manager.
I am treated with kindness by my teammates.
My ideas are taken seriously by others.
I feel valued for my contributions at work.
I often feel ignored by my supervisor.reverse-keyed
People often interrupt me when I speak.reverse-keyed
I rarely get recognition for my efforts.reverse-keyed
I feel dismissed by my colleagues during discussions.reverse-keyed
I am often treated unfairly by my teammates.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 94/100) — an estimate pending calibration, not a measured reliability.
What interactional justice predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Trust In Organization | +0.51 | 1 | B |
| Job Satisfaction | +0.43 | 1 | B |
| Counterproductive Work Behaviours | −0.30 | 1 | A |
| Organizational Commitment | +0.29 | 1 | B |
| Turnover Intention | −0.24 | 1 | B |
| Organizational Citizenship Behavior OCB | +0.18 | 1 | B |
Measured operationally as
| Interactional Justice Score | Mean of interactional justice item scores |
Chapter 16
Intrinsic motivation
construct.intrinsic_motivation
doing an activity for its inherent satisfaction rather than for external rewards
The measure
Principia CC — Intrinsic MotivationCC0-1.0
I enjoy activities just for the fun of it.
I often feel pressured to perform well in my tasks.reverse-keyed
I do things because I find them interesting.
I often seek rewards for my efforts.reverse-keyed
I lose track of time when I'm engaged in a task.
I usually need a reason to complete tasks.reverse-keyed
I feel satisfied when I learn something new.
I focus on outcomes rather than the experience itself.reverse-keyed
I find joy in the process of doing things.
I often feel unmotivated unless there’s a reward involved.reverse-keyed
I often get bored with activities that lack external goals.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 94/100) — an estimate pending calibration, not a measured reliability.
What drives intrinsic motivation
| Predictor | r | k | Grade |
|---|---|---|---|
| Autonomy | +0.64 | 1 | A |
| Competence | +0.32 | 1 | A |
| Pay For Performance | +0.14 | 1 | A |
What intrinsic motivation predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Performance Quality | +0.35 | 1 | A |
| Performance Quantity | +0.26 | 1 | A |
| Task Performance | +0.26 | 1 | A |
Chapter 17
Job Embeddedness
construct.job_embeddedness
the extent to which an employee feels connected to, and would sacrifice by leaving, their job and community
The measure
Principia CC — Job EmbeddednessCC0-1.0
I feel a strong connection to my workplace community.
I would miss my colleagues if I left my job.
I enjoy the local activities around my job.
I would feel lost without my current job.
I often think about leaving my job.reverse-keyed
I don't feel a sense of belonging at work.reverse-keyed
I could easily find another job if I wanted to.reverse-keyed
I feel disconnected from my coworkers.reverse-keyed
I see my job as just a means to earn money.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 96/100) — an estimate pending calibration, not a measured reliability.
What job embeddedness predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Turnover Intention | −0.47 | 5 | B |
| Voluntary Turnover | −0.26 | 1 | A |
Measured operationally as
| Job Embeddedness |
Chapter 18
Job Resources
construct.job_resources
the aspects of a job that support goals, ease demands, and spur growth
The measure
Principia CC — Job ResourcesCC0-1.0
I receive support from my coworkers when I need it.
I have access to the tools I need to do my job well.
I feel encouraged to share my ideas at work.
I often feel overwhelmed by my workload.reverse-keyed
I rarely get the chance to take breaks during my shifts.reverse-keyed
I find it hard to ask for help when I need it.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 97/100) — an estimate pending calibration, not a measured reliability.
What job resources predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Organizational Commitment | +0.77 | 1 | A |
| Job Satisfaction | +0.56 | 1 | A |
| Employee Engagement Score | +0.37 | 1 | A |
| Work Engagement | +0.37 | 2 | A |
| Burnout | −0.27 | 1 | A |
| Psychological Detachment | +0.10 | 1 | A |
Chapter 19
Job Satisfaction
construct.job_satisfaction
an overall positive evaluative judgment about one's job
The measure
Principia CC — Job SatisfactionCC0-1.0
I feel valued by my employer.
My job gives me a sense of purpose.
I look forward to going to work each day.
I am satisfied with my work-life balance.
My contributions at work are recognized.
I often feel unmotivated at my job.reverse-keyed
I struggle to find joy in my daily tasks.reverse-keyed
I feel overwhelmed by my job responsibilities.reverse-keyed
I do not find my work fulfilling.reverse-keyed
I rarely receive helpful feedback from my supervisor.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 95/100) — an estimate pending calibration, not a measured reliability.
What drives job satisfaction
| Predictor | r | k | Grade |
|---|---|---|---|
| Meaningful Work | +0.74 | 1 | A |
| Affective Commitment | +0.65 | 1 | A |
| Perceived Organizational Support | +0.65 | 1 | A |
| Thriving | +0.64 | 1 | A |
| Need Satisfaction | +0.63 | 2 | A |
| Organizational Justice | +0.62 | 1 | A |
| Procedural Justice | +0.62 | 1 | A |
| Trust In Organization | +0.61 | 1 | C |
What job satisfaction predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Thriving | +0.64 | 1 | A |
| Work Engagement | +0.60 | 1 | A |
| Organizational Commitment | +0.53 | 1 | B |
| Turnover Intention | −0.52 | 3 | A |
| Employee Well Being | +0.40 | 2 | A |
| Counterproductive Work Behaviours | −0.36 | 1 | B |
Measured operationally as
| Employee Satisfaction Score | Mean of satisfaction item scores |
| Job Satisfaction Score | Average of item scores (1-5) |
Chapter 20
Job search behavior
construct.job_search
the extent to which an employee is actively looking for alternative employment
The measure
Principia CC — Job SearchCC0-1.0
I regularly check job listings for new opportunities.
I often think about leaving my current job.reverse-keyed
I have updated my resume recently.
I feel satisfied with my current job situation.reverse-keyed
I reach out to my network about job openings.
I don’t consider other job options at this time.reverse-keyed
I actively follow companies I am interested in working for.
I rarely look at potential job opportunities outside my current role.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 91/100) — an estimate pending calibration, not a measured reliability.
What job search behavior predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Voluntary Turnover | +0.40 | 2 | A |
Chapter 21
Learning Orientation
construct.learning_orientation
a dispositional preference for developing competence by acquiring new skills and mastering challenging tasks
The measure
Principia CC — Learning OrientationCC0-1.0
I enjoy learning new skills to improve my abilities.
I prefer to stick to tasks I already know well.reverse-keyed
I find satisfaction in overcoming difficult challenges.
I avoid situations where I might struggle to learn.reverse-keyed
I actively seek out opportunities to develop my talents.
I feel uncomfortable when faced with new learning experiences.reverse-keyed
I am excited by the prospect of mastering new subjects.
I often give up when tasks become too complicated.reverse-keyed
I value the process of learning as much as the outcome.
I think learning new things is a waste of my time.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 96/100) — an estimate pending calibration, not a measured reliability.
What learning orientation predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Organizational Commitment | +0.50 | 1 | C |
| Job Satisfaction | +0.45 | 1 | C |
| Turnover Intention | −0.30 | 1 | C |
| Task Performance | +0.13 | 1 | A |
Chapter 22
Need for Achievement
construct.need_for_achievement
a stable disposition to strive for success, master tasks, and attain a high standard of excellence
The measure
Principia CC — Need for AchievementCC0-1.0
I enjoy setting challenging goals for myself.
I often feel satisfied with just getting by.reverse-keyed
I strive to do my best in everything I undertake.
I avoid tasks that seem too difficult for me.reverse-keyed
I find it hard to care about my achievements.reverse-keyed
I take pride in overcoming obstacles to reach my goals.
I often feel like I could have done better.reverse-keyed
I am motivated to reach high standards in my work.
I prefer to stay within my comfort zone.reverse-keyed
I look for ways to improve my performance regularly.
I often feel indifferent about my level of success.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 96/100) — an estimate pending calibration, not a measured reliability.
Chapter 23
Openness to Experience
construct.openness
tendency to be curious, imaginative, and open to new ideas and experiences
The measure
Principia CC — Openness to ExperienceCC0-1.0
I often seek out unfamiliar experiences.
I find it hard to appreciate abstract art.reverse-keyed
I prefer familiar routines to variety.reverse-keyed
I enjoy reading books outside my usual genres.
I feel uncomfortable with change.reverse-keyed
I often daydream about different possibilities.
I tend to avoid situations that are unpredictable.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 93/100) — an estimate pending calibration, not a measured reliability.
What openness to experience predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Counterproductive Work Behaviours | −0.08 | 1 | A |
Chapter 24
Optimism
construct.optimism
general expectation that good things will happen in the future
The measure
Principia CC — OptimismCC0-1.0
I believe good things are coming my way.
I often expect positive outcomes in my life.
I trust that challenges will lead to better times.
I look forward to what tomorrow may bring.
I tend to worry that things will not go well.reverse-keyed
I often think that my efforts will not pay off.reverse-keyed
I feel that bad luck is more common for me.reverse-keyed
I struggle to see the bright side of situations.reverse-keyed
I doubt that positive changes will happen in my life.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 96/100) — an estimate pending calibration, not a measured reliability.
What optimism predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Work Engagement | +0.55 | 1 | A |
| Emotional Exhaustion | −0.33 | 1 | A |
Chapter 25
Organizational Commitment
construct.organizational_commitment
the strength of one's attachment to and involvement in the organization
The measure
Principia CC — Organizational CommitmentCC0-1.0
I feel a strong sense of belonging to my organization.
I often think about leaving my current job.reverse-keyed
I feel disconnected from my organization's goals.reverse-keyed
I am willing to put in extra effort for my organization.
I do not feel valued by my organization.reverse-keyed
I am committed to the success of my organization.
I often feel indifferent about my organization's future.reverse-keyed
I enjoy working with my colleagues in this organization.
I do not see myself growing within this organization.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 91/100) — an estimate pending calibration, not a measured reliability.
What drives organizational commitment
| Predictor | r | k | Grade |
|---|---|---|---|
| Job Resources | +0.77 | 1 | A |
| Meaningful Work | +0.73 | 2 | A |
| Thriving | +0.65 | 1 | A |
| Employee Engagement Score | +0.63 | 1 | A |
| Work Engagement | +0.61 | 2 | A |
| Servant Leadership | +0.58 | 2 | A |
| Organizational Justice | +0.57 | 1 | A |
| Procedural Justice | +0.57 | 1 | A |
What organizational commitment predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Turnover Intention | −0.48 | 5 | A |
| Organizational Citizenship Behavior OCB | +0.31 | 2 | A |
| Voluntary Turnover | −0.27 | 3 | A |
| Task Performance | +0.20 | 1 | A |
| Absenteeism | −0.12 | 1 | A |
Measured operationally as
| Organizational Commitment Score | Mean of organizational commitment item scores |
Chapter 26
Organizational Justice
construct.organizational_justice
the perceived overall fairness of outcomes, procedures, and treatment at work
The measure
Principia CC — Organizational JusticeCC0-1.0
I feel that my work outcomes are fair.
I believe that decisions at work are made fairly.
I am treated with respect by my colleagues.
I trust that my employer is honest with me.
I feel my contributions are valued by my team.
I often feel overlooked in workplace decisions.reverse-keyed
I think favoritism influences promotions at work.reverse-keyed
I sometimes feel excluded from important discussions.reverse-keyed
I believe my opinions are often ignored.reverse-keyed
I feel that policies are applied equally to everyone.
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 93/100) — an estimate pending calibration, not a measured reliability.
What organizational justice predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Job Satisfaction | +0.62 | 1 | A |
| Trust In Organization | +0.61 | 1 | A |
| Organizational Commitment | +0.57 | 1 | A |
| Turnover Intention | −0.44 | 1 | B |
| Knowledge Hiding | −0.36 | 1 | A |
| Work Engagement | +0.33 | 1 | B |
Measured operationally as
| Gender Pay Gap | ((Avg. male pay - Avg. female pay) / Avg. male pay) * 100 |
| Internal Pay Equity | (average pay of group A - average pay of group B) / average pay of group B |
| Justice Climate Score | Unit-level mean of organizational justice item scores |
| Organizational Justice Scale | Mean of organizational justice item scores |
| Pay Equity Compa-Ratio by Demographic | Group avg. compa-ratio = mean(Employee salary / Range midpoint) within demographic group |
Chapter 27
Organizational Learning
construct.organizational_learning
the extent to which an organization creates, retains, and shares knowledge to adapt and improve over time
The measure
Principia CC — Organizational LearningCC0-1.0
My organization encourages sharing new ideas among team members.
I often learn from past mistakes at work.
We regularly discuss ways to improve our processes.
My organization values feedback from employees.
I feel our team learns from each other effectively.
Knowledge is often lost when employees leave the organization.reverse-keyed
Our organization struggles to adapt to new challenges.reverse-keyed
I often feel unsure about where to find important knowledge.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 91/100) — an estimate pending calibration, not a measured reliability.
What organizational learning predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Job Satisfaction | +0.52 | 2 | B |
| Organizational Commitment | +0.50 | 2 | B |
| Turnover Intention | −0.28 | 1 | B |
Chapter 28
Perceived Organizational Support
construct.perceived_organizational_support
The extent to which a person believes their organization values their contributions and cares about their well-being.
The measure
Principia CC — Perceived Organizational SupportCC0-1.0
My organization values my contributions to our team.
I feel my well-being is important to my organization.
My suggestions are taken seriously by my organization.
I receive recognition for my hard work from my organization.
I believe my organization cares about my professional growth.
I often feel overlooked by my organization.reverse-keyed
My organization does not seem to value my efforts.reverse-keyed
I rarely receive support from my organization when I need it.reverse-keyed
I think my organization prioritizes profits over employee well-being.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 89/100) — an estimate pending calibration, not a measured reliability.
What perceived organizational support predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Affective Commitment | +0.68 | 2 | A |
| Job Satisfaction | +0.65 | 1 | A |
| Thriving | +0.63 | 1 | A |
| Burnout | −0.46 | 1 | A |
| Turnover Intention | −0.40 | 3 | A |
| Organizational Citizenship Behavior OCB | +0.28 | 1 | A |
Chapter 29
Perceived Supervisor Support
construct.perceived_supervisor_support
the extent to which employees believe their immediate supervisor values their contributions and cares about their well-being
The measure
Principia CC — Perceived Supervisor SupportCC0-1.0
My supervisor appreciates my contributions to the team.
I feel my supervisor does not care about my well-being.reverse-keyed
I receive helpful feedback from my supervisor on my work.
I believe my supervisor values my opinions during discussions.
My supervisor rarely shows interest in my professional growth.reverse-keyed
I feel recognized for my achievements by my supervisor.
My supervisor does not provide support when I face challenges.reverse-keyed
My supervisor encourages me to express my ideas openly.
I feel my supervisor dismisses my concerns about work.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 90/100) — an estimate pending calibration, not a measured reliability.
What perceived supervisor support predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Job Satisfaction | +0.52 | 1 | A |
| Organizational Commitment | +0.48 | 1 | A |
| Turnover Intention | −0.36 | 1 | A |
Chapter 30
Performance Feedback
construct.performance_feedback
the useful information one receives about how well one is performing
The measure
Principia CC — Performance FeedbackCC0-1.0
I receive helpful feedback on my performance regularly.
I often feel unsure about how well I am doing.reverse-keyed
Feedback I get helps me improve my work.
I rarely know what others think of my performance.reverse-keyed
I appreciate the constructive feedback I receive.
I seldom get clear information about my strengths.reverse-keyed
I find performance feedback to be valuable for my growth.
I do not receive enough feedback on my progress.reverse-keyed
The feedback I get motivates me to do better.
I feel lost without performance feedback from others.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 94/100) — an estimate pending calibration, not a measured reliability.
What performance feedback predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Job Satisfaction | +0.46 | 2 | A |
| Organizational Commitment | +0.39 | 2 | A |
| Work Engagement | +0.34 | 2 | A |
| Organizational Citizenship Behavior OCB | +0.27 | 1 | B |
| Emotional Exhaustion | −0.10 | 1 | C |
Measured operationally as
| 360-Degree Feedback Score | Average competency ratings from 360-degree feedback |
| Performance Rating Distribution | Percentage of employees in each performance rating category |
Chapter 31
Person-Group Fit
construct.person_group_fit
the perceived compatibility between oneself and one's work group
The measure
Principia CC — Person Group FitCC0-1.0
I often feel like an outsider in my team.reverse-keyed
My values align well with my team members' values.
I find it hard to connect with my colleagues.reverse-keyed
I enjoy collaborating with my work group.
I sometimes feel misunderstood by my team.reverse-keyed
I appreciate the diversity of thoughts in my group.
I struggle to relate to my colleagues' perspectives.reverse-keyed
I feel energized by working with my team.
I often feel out of place during group discussions.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 95/100) — an estimate pending calibration, not a measured reliability.
What person-group fit predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Job Satisfaction | +0.31 | 1 | A |
| Organizational Citizenship Behavior OCB | +0.23 | 1 | A |
| Turnover Intention | −0.22 | 1 | A |
| Organizational Commitment | +0.19 | 1 | A |
| Task Performance | +0.19 | 1 | A |
Chapter 32
Person-Job Fit
construct.person_job_fit
Job Fit — The perceived compatibility between a person's abilities and needs and the demands and rewards of their specific job.
The measure
Principia CC — Person-Job FitCC0-1.0
My skills match the tasks I perform in my job.
I often feel out of place in my current role.reverse-keyed
I enjoy the challenges my job presents to me.
I struggle to meet the demands of my job.reverse-keyed
My job rewards my abilities effectively.
I find my work does not utilize my strengths.reverse-keyed
I feel my values align with my job's purpose.
I often feel disconnected from my job's goals.reverse-keyed
I feel overwhelmed by my job's expectations.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 95/100) — an estimate pending calibration, not a measured reliability.
What person-job fit predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Job Satisfaction | +0.56 | 1 | A |
| Organizational Commitment | +0.47 | 1 | A |
| Turnover Intention | −0.46 | 1 | A |
| Task Performance | +0.17 | 2 | A |
Chapter 33
Person-Organization Fit
construct.person_organization_fit
the perceived compatibility between one's values and the organization's
The measure
Principia CC — Person Organization FitCC0-1.0
My values align well with my organization's mission.
I often feel disconnected from the company's goals.reverse-keyed
I believe in the core values of my organization.
The culture here often clashes with what I value.reverse-keyed
I feel proud to represent my organization's values.
I struggle to see how my values fit with this workplace.reverse-keyed
The organization's priorities reflect my personal beliefs.
I find it hard to relate to the company's ethics.reverse-keyed
My personal values are respected in this organization.
I feel that my values are often overlooked here.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 94/100) — an estimate pending calibration, not a measured reliability.
What person-organization fit predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Organizational Commitment | +0.45 | 2 | A |
| Job Satisfaction | +0.40 | 2 | A |
| Turnover Intention | −0.32 | 2 | A |
| Voluntary Turnover | −0.29 | 1 | A |
| Organizational Citizenship Behavior OCB | +0.27 | 2 | A |
| Task Performance | +0.15 | 2 | A |
Chapter 34
Positive Affect
construct.positive_affect
The extent to which a person experiences positive emotional states such as enthusiasm, energy, and alertness at work.
The measure
Principia CC — Positive AffectCC0-1.0
I feel energetic when I start my workday.
I often feel motivated to take on new challenges at work.
I enjoy collaborating with my coworkers on projects.
I frequently find joy in my daily tasks.
I feel enthusiastic about the goals we are working towards.
I struggle to find excitement in my work tasks.reverse-keyed
I often feel indifferent about my daily responsibilities.reverse-keyed
I sometimes feel overwhelmed by my workload.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 92/100) — an estimate pending calibration, not a measured reliability.
What positive affect predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Thriving | +0.52 | 1 | A |
| Job Satisfaction | +0.44 | 2 | A |
| Organizational Citizenship Behavior OCB | +0.20 | 2 | A |
| Task Performance | +0.20 | 2 | A |
Chapter 35
Power Distance
construct.power_distance
The extent to which a person accepts and expects that power and authority are distributed unequally within the organization.
The measure
Principia CC — Power DistanceCC0-1.0
I believe that leaders should have more authority than regular employees.
I feel comfortable questioning decisions made by my superiors.reverse-keyed
Power differences in my organization are necessary for efficiency.
I often seek input from my team before making decisions.reverse-keyed
I accept that management has the final say in most matters.
I value open discussions, even with those in charge.reverse-keyed
Hierarchy in the workplace helps to maintain order.
I prefer a collaborative approach to decision-making.reverse-keyed
It is important to respect the authority of my leaders.
I feel that all employees should have equal influence on decisions.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 94/100) — an estimate pending calibration, not a measured reliability.
What power distance predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Affective Commitment | +0.30 | 1 | C |
| Organizational Commitment | +0.29 | 2 | B |
| Job Satisfaction | −0.17 | 2 | B |
| Organizational Citizenship Behavior OCB | +0.17 | 1 | B |
| Task Performance | −0.10 | 1 | B |
| Turnover Intention | +0.09 | 1 | B |
Chapter 36
Proactive Personality
construct.proactive_personality
disposition to take initiative and act to influence one's environment
The measure
Principia CC — Proactive PersonalityCC0-1.0
I often take the lead in group activities.
I wait for others to make decisions for me.reverse-keyed
I actively seek new opportunities to grow.
I prefer to follow rather than create new paths.reverse-keyed
I enjoy finding solutions to problems on my own.
I avoid taking risks, even if they could benefit me.reverse-keyed
I like to share my ideas with others.
I am hesitant to express my thoughts in discussions.reverse-keyed
I often challenge the status quo.
I find it easier to wait for instructions than to act first.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 97/100) — an estimate pending calibration, not a measured reliability.
What proactive personality predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Thriving | +0.58 | 1 | A |
| Work Engagement | +0.49 | 1 | B |
| Organizational Citizenship Behavior OCB | +0.41 | 1 | B |
| Job Satisfaction | +0.30 | 2 | A |
| Task Performance | +0.28 | 2 | A |
| Internal Mobility | +0.16 | 1 | B |
Chapter 37
Procedural Justice
construct.procedural_justice
the perceived fairness of the procedures used to decide outcomes
The measure
Principia CC — Procedural JusticeCC0-1.0
I feel that the procedures used are fair to everyone.
I often question the fairness of how decisions are made.reverse-keyed
The rules for decisions seem inconsistent to me.reverse-keyed
I believe my input is valued in decision-making processes.
I think some people are favored unfairly in the process.reverse-keyed
I trust that procedures are applied consistently to all.
The decision-making process feels arbitrary at times.reverse-keyed
I feel informed about how decisions are reached.
I often feel left out of the decision-making process.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 91/100) — an estimate pending calibration, not a measured reliability.
What drives procedural justice
| Predictor | r | k | Grade |
|---|---|---|---|
| Pay For Performance | +0.34 | 1 | A |
What procedural justice predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Job Satisfaction | +0.62 | 1 | A |
| Trust In Organization | +0.61 | 1 | A |
| Organizational Commitment | +0.57 | 1 | A |
| Turnover Intention | −0.45 | 2 | A |
| Task Performance | +0.29 | 3 | A |
| Organizational Citizenship Behavior OCB | +0.25 | 2 | A |
Measured operationally as
| Procedural Justice Score | Mean of procedural justice item scores |
Chapter 38
Psychological Contract Breach
construct.psychological_contract_breach
the extent to which an employee perceives their organization has failed to fulfill its promised obligations
The measure
Principia CC — Psychological Contract BreachCC0-1.0
My organization delivers on its commitments to me.
I often feel let down by my organization.reverse-keyed
I believe my organization values my contributions.
Promises made by my organization are often broken.reverse-keyed
I feel supported in my career development here.
My organization fails to meet its obligations to me.reverse-keyed
I frequently encounter unmet expectations from my employer.reverse-keyed
I trust that my organization has my best interests in mind.
I feel my needs are overlooked by my organization.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 90/100) — an estimate pending calibration, not a measured reliability.
What psychological contract breach predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Turnover Intention | +0.54 | 2 | A |
| Job Satisfaction | −0.52 | 1 | A |
| Organizational Commitment | −0.39 | 1 | A |
| Voluntary Turnover | +0.18 | 1 | A |
Chapter 39
Psychological Ownership
construct.psychological_ownership
the feeling that a target of ownership (one's job or organization) is psychologically experienced as mine
The measure
Principia CC — Psychological OwnershipCC0-1.0
I feel a strong connection to my organization.
I often think of my job as part of my identity.
My work feels important to me personally.
I care deeply about my organization's success.
I sometimes feel detached from my job responsibilities.reverse-keyed
I don’t always feel invested in my work.reverse-keyed
My organization feels like it belongs to someone else.reverse-keyed
I rarely think about how my work impacts me.reverse-keyed
I do not feel ownership over my projects.reverse-keyed
I feel that my ideas are valued in my role.
I believe that my work environment shapes my feelings.
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 93/100) — an estimate pending calibration, not a measured reliability.
What psychological ownership predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Organizational Citizenship Behavior OCB | +0.40 | 1 | A |
| Organizational Commitment | +0.31 | 1 | A |
| Task Performance | +0.26 | 1 | A |
| Job Satisfaction | +0.21 | 1 | A |
Chapter 41
Resilience
construct.resilience
capacity to recover, adapt, and grow through adversity
The measure
Principia CC — ResilienceCC0-1.0
I bounce back quickly after facing difficulties.
I find it hard to move on after setbacks.reverse-keyed
I learn valuable lessons from challenging experiences.
I often feel overwhelmed by tough situations.reverse-keyed
I adapt my plans when things don’t go as expected.
I struggle to cope with unexpected changes.reverse-keyed
I feel stronger after overcoming a challenge.
I often doubt my ability to handle stress.reverse-keyed
I stay focused on my goals even when times are tough.
I avoid facing problems instead of dealing with them.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 94/100) — an estimate pending calibration, not a measured reliability.
What resilience predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Burnout | −0.41 | 1 | A |
| Emotional Exhaustion | −0.27 | 1 | A |
| Depersonalization | −0.23 | 1 | A |
| Personal Accomplishment | +0.03 | 1 | A |
Chapter 42
Role Ambiguity
construct.role_ambiguity
The degree to which a person lacks clear information about the expectations, responsibilities, and priorities of their work role.
The measure
Principia CC — Role AmbiguityCC0-1.0
I often feel uncertain about my job responsibilities.reverse-keyed
My work priorities are clear to me.
I struggle to know what my role involves.reverse-keyed
I have clear guidelines to follow in my job.
I find it difficult to determine my work goals.reverse-keyed
I often feel lost when deciding what tasks to do.reverse-keyed
I know who to ask if I need clarification on my role.
I feel confused about what is most important in my job.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 97/100) — an estimate pending calibration, not a measured reliability.
What role ambiguity predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Job Satisfaction | −0.46 | 1 | A |
| Turnover Intention | +0.29 | 1 | A |
| Overall Job Performance | −0.21 | 1 | A |
| Task Performance | −0.21 | 1 | A |
| Voluntary Turnover | +0.15 | 1 | A |
Chapter 43
Role Conflict
construct.role_conflict
The degree to which a person faces incompatible or competing demands and expectations in their work role.
The measure
Principia CC — Role ConflictCC0-1.0
I struggle to meet the demands from different supervisors.reverse-keyed
I often feel pressured to prioritize work over family needs.reverse-keyed
I can manage my tasks without conflicting demands.
I frequently face challenges that pull me in different directions at work.reverse-keyed
I understand what is expected of me in my role.
I experience stress from competing priorities at work.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 93/100) — an estimate pending calibration, not a measured reliability.
What role conflict predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Job Satisfaction | −0.48 | 1 | A |
| Work Engagement | −0.24 | 1 | A |
| Voluntary Turnover | +0.15 | 1 | A |
| Task Performance | −0.07 | 1 | B |
Chapter 44
Safety Climate
construct.safety_climate
shared employee perceptions of the policies, procedures, and practices relating to safety in the workplace
The measure
Principia CC — Safety ClimateCC0-1.0
I feel my safety is valued at work.
My workplace encourages open discussions about safety issues.
I am aware of the safety procedures in my job.
I believe my employer prioritizes safety over productivity.
I feel confident in my ability to report safety concerns.
Safety training is often incomplete in my workplace.reverse-keyed
I see my coworkers ignoring safety rules at times.reverse-keyed
Management does not respond well to safety complaints.reverse-keyed
There are frequent changes to safety policies without notice.reverse-keyed
I have noticed a lack of safety equipment available.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 92/100) — an estimate pending calibration, not a measured reliability.
What safety climate predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Safety Participation | +0.80 | 1 | B |
| Safety Compliance | +0.71 | 1 | A |
| Job Satisfaction | +0.57 | 1 | A |
| Accidents | −0.30 | 2 | A |
| Occupational Injuries | −0.24 | 3 | A |
| Burnout | −0.18 | 1 | A |
Measured operationally as
| Safety Audit Score | Audit points earned / Total possible audit points * 100 |
Chapter 45
Servant Leadership
construct.servant_leadership
a leadership style prioritizing followers' growth, well-being, and needs above the leader's own self-interest
The measure
Principia CC — Servant LeadershipCC0-1.0Other-rated
Respondent rates my direct manager.
My direct manager listens to team members' concerns.
My direct manager prioritizes their own needs over the team's needs.reverse-keyed
My direct manager encourages personal growth among team members.
My direct manager often ignores feedback from the team.reverse-keyed
My direct manager shows appreciation for individual contributions.
My direct manager focuses mainly on achieving their own goals.reverse-keyed
My direct manager rarely checks in on team morale.reverse-keyed
My direct manager helps team members develop their skills.
My direct manager often blames others for mistakes.reverse-keyed
My direct manager fosters a supportive team environment.
My direct manager makes decisions without considering the team's input.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 92/100) — an estimate pending calibration, not a measured reliability.
What servant leadership predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Trust In Leader | +0.71 | 1 | B |
| Leader Member Exchange LMX | +0.65 | 1 | B |
| Organizational Commitment | +0.58 | 2 | A |
| Job Satisfaction | +0.58 | 2 | A |
| Work Engagement | +0.49 | 2 | A |
| Affective Commitment | +0.41 | 1 | B |
Chapter 46
Task Variety
construct.task_variety
the degree to which a job requires a variety of different activities and the use of different skills
The measure
Principia CC — Task VarietyCC0-1.0
I often change tasks throughout my workday.
I frequently use different skills in my job.
My job allows me to switch activities regularly.
I rarely engage in the same task for long.
My daily work involves diverse types of activities.
I often feel my tasks are repetitive.reverse-keyed
I usually perform similar activities day after day.reverse-keyed
I seldom get to use my various skills at work.reverse-keyed
I find my work lacks variety in tasks.reverse-keyed
My job requires me to do mostly the same thing.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 92/100) — an estimate pending calibration, not a measured reliability.
What task variety predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Work Engagement | +0.53 | 2 | B |
| Job Satisfaction | +0.46 | 1 | B |
Chapter 47
Transformational Leadership
construct.transformational_leadership
leadership that inspires and motivates followers toward a shared vision through idealized influence, inspiration, and individualized consideration
The measure
Principia CC — Transformational LeadershipCC0-1.0Other-rated
Respondent rates my direct manager.
My direct manager encourages team members to share their ideas.
My direct manager communicates a clear vision for the future.
My direct manager recognizes individual contributions within the team.
My direct manager inspires others to achieve their best work.
My direct manager dismisses feedback from team members without consideration.reverse-keyed
My direct manager often focuses only on tasks, not on people.reverse-keyed
My direct manager avoids discussing the team's overall goals.reverse-keyed
My direct manager shows little enthusiasm for team achievements.reverse-keyed
My direct manager fails to provide constructive feedback to individuals.reverse-keyed
My direct manager shows genuine interest in the personal growth of team members.
My direct manager creates a positive atmosphere that fosters teamwork.
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 91/100) — an estimate pending calibration, not a measured reliability.
What drives transformational leadership
| Predictor | r | k | Grade |
|---|---|---|---|
| Authentic Leadership | +0.72 | 1 | A |
| Follower Satisfaction With Leader | +0.71 | 1 | A |
| Emotional Intelligence Ei | +0.13 | 1 | B |
What transformational leadership predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Leader Member Exchange LMX | +0.75 | 1 | A |
| Follower Satisfaction With Leader | +0.71 | 1 | A |
| Leader Effectiveness | +0.69 | 2 | A |
| Trust In Leader | +0.67 | 1 | A |
| Job Satisfaction | +0.54 | 3 | A |
| Employee Motivation | +0.53 | 1 | A |
Chapter 48
Turnover Intention
construct.turnover_intention
the extent to which an employee consciously and deliberately intends to leave the organization
The measure
Principia CC — Turnover IntentionCC0-1.0
I often think about leaving my job.reverse-keyed
I feel committed to staying with my organization.
I frequently imagine working for another company.reverse-keyed
I am satisfied with my current role.
I consider applying for jobs elsewhere.reverse-keyed
I see myself growing in this organization.
I look forward to my future at this job.
I think about the benefits of leaving my position.reverse-keyed
I enjoy the work I do here.
I believe my skills are better suited for another company.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 94/100) — an estimate pending calibration, not a measured reliability.
What drives turnover intention
| Predictor | r | k | Grade |
|---|---|---|---|
| Affective Commitment | −0.56 | 1 | A |
| Psychological Contract Breach | +0.54 | 2 | A |
| Job Satisfaction | −0.52 | 3 | A |
| Organizational Commitment | −0.48 | 5 | A |
| Job Embeddedness | −0.47 | 5 | B |
| Organizational Politics | +0.47 | 2 | A |
| Organizational Identification | −0.46 | 2 | A |
| Person Job Fit | −0.46 | 1 | A |
What turnover intention predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Voluntary Turnover | +0.48 | 3 | A |
| Work Engagement | −0.43 | 1 | A |
Measured operationally as
| Retention Risk Score | Model-derived score from factors such as engagement, performance trend, promotion history, and absence. |
| Turnover Intention |
Chapter 49
Work Engagement
construct.work_engagement
a positive, fulfilling work-related state of vigor, dedication, and absorption
The measure
Principia CC — Work EngagementCC0-1.0
I feel excited about my work each day.
I often lose track of time when working.
I am proud of the work I do.
I feel energized when I start my work.
I sometimes feel indifferent toward my projects.reverse-keyed
I often feel disconnected from my work.reverse-keyed
I struggle to stay focused on my tasks.reverse-keyed
I often feel overwhelmed by my workload.reverse-keyed
I feel a sense of purpose in my job.
I am motivated to achieve my work goals.
I feel drained by my daily responsibilities.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 95/100) — an estimate pending calibration, not a measured reliability.
What drives work engagement
| Predictor | r | k | Grade |
|---|---|---|---|
| Meaningful Work | +0.74 | 1 | A |
| Psychological Capital PsyCap | +0.71 | 1 | A |
| Thriving | +0.64 | 1 | A |
| Job Satisfaction | +0.60 | 1 | A |
| Need Satisfaction | +0.58 | 2 | A |
| Optimism | +0.55 | 1 | A |
| Task Variety | +0.53 | 2 | B |
| Task Significance | +0.51 | 1 | B |
What work engagement predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Thriving | +0.64 | 1 | A |
| Organizational Commitment | +0.61 | 2 | A |
| Job Satisfaction | +0.57 | 3 | A |
| Task Performance | +0.46 | 4 | A |
| Employee Service Performance | +0.45 | 1 | B |
| Turnover Intention | −0.45 | 3 | A |
Measured operationally as
| Employee Engagement Score | mean of engagement-survey item scores |
| Employee Net Promoter Score (eNPS) | % promoters - % detractors |
| Work Engagement Score | Mean of work engagement item scores |
Chapter 50
Work-Family Conflict
construct.work_family_conflict
the sense that work and family demands interfere with each other
The measure
Principia CC — Work Family ConflictCC0-1.0
I feel that work pressures affect my family time.reverse-keyed
My family responsibilities interfere with my work duties.reverse-keyed
I often feel guilty about my work taking time from family.reverse-keyed
Work tasks often distract me from family matters.reverse-keyed
Response: 1 Strongly disagree · … · 5 Strongly agree
Predicted psychometrics. Design grade A (avg 94/100) — an estimate pending calibration, not a measured reliability.
What drives work-family conflict
| Predictor | r | k | Grade |
|---|---|---|---|
| Workaholism | +0.54 | 1 | A |
| Telework | −0.13 | 1 | A |
What work-family conflict predicts
| Outcome | r | k | Grade |
|---|---|---|---|
| Work Stress | +0.49 | 1 | A |
| Burnout | +0.38 | 1 | A |
| Turnover Intention | +0.32 | 4 | A |
| Job Satisfaction | −0.26 | 1 | A |
| Voluntary Turnover | +0.19 | 1 | A |
| Organizational Commitment | −0.17 | 1 | A |
The Handbook of Organization Measurement, Edition 2026-07. 50 owned measures drawn from a registry of 512 constructs. Effect sizes are synthesized priors (random-effects meta-analysis); grades are the top study-quality grade in each pool. Owned scales are Principia CC (CC0) — free to use and reproduce. Composed live from the Principia registry.