Handbook of Organization Measurement

Power Distance

construct.power_distance

The extent to which a person accepts and expects that power and authority are distributed unequally within the organization.

§1The Principia rendering

A copyright-clean measure of this construct, authored by Principia and free to use — the one we can show in full.

Principia CC — Power DistanceCC0-1.0Owned · shown in full

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. These 10 items carry a design grade of A (avg design score 94/100) from the item-design model — an estimate pending calibration, not a measured reliability. Real responses (via deployment) sharpen it toward measured, which is what the licensing model collects.

§3The math on what we know

Synthesized priors from the live registry: pooled r, studies (k), total N, top study grade, and heterogeneity. Rows flagged for heterogeneity or single-study evidence are directional, not settled — read them as a central tendency.

What power distance predicts

Outcome	r	k	N	Grade	Confidence
Affective Commitment	+0.30	1	50	C	single study
Organizational Commitment	+0.29	2	100	B	—
Job Satisfaction	−0.17	2	100	B	coherent
Organizational Citizenship Behavior OCB	+0.17	1	50	B	single study
Task Performance	−0.10	1	50	B	single study
Turnover Intention	+0.09	1	50	B	single study