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Running head: MEASUREMENT 1

MEASUREMENT 10

Measurement: Conceptual and Operational Definitions of Constructs

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Conceptual and Operational Definitions of Constructs

The primary goal of a quantitative study is to test hypotheses and theories (Claydon, 2015). To this end, researchers come up with abstract constructs whose measurement would provide data that is critical in the hypothesis testing process. The abstract constructs that a researcher selects in a study have a certain relationship that makes the hypothesis/theoretical propositions. Therefore, testing a hypothesis entails measuring the abstract constructs. A hypothesis testing process begets results that are more accurate if the constructs are measured not only in a scientific manner but also correctly and accurately (John & Benet-Martínez, 2014).

Nevertheless, what does the process of measurement of construct entail? According to John and Benet-Martínez (2014), measurement of abstract constructs entails researchers observing the real world in a deliberate and careful manner. Essentially, these kinds of observations are what constitute empirical research. John and Benet-Martínez further wrote that measurement of constructs begins with specifying their conceptual and the operational definitions. Against this background, this paper provides a conceptual and operational definition of each of the given constructs. The definitions are based on the scholarly studies researched in various databases. In addition to the definitions, the paper provides a measurement for the variables as well as an explanation of the level of measurement.

Attitude toward new technology

To define this construct, this paper cites a 2016 study by Al-Emran, Elsherif and Shaalan titled “Investigating attitudes towards the use of mobile learning in higher education.” In the study, the researchers explored the attitudes of students and educators towards the use of mobile devices in learning.

Conceptual definition:

Attitude refers to the internal evaluation of an object (abstract or material) by an individual, according to Maio, Haddock and Verplanken (2018). In the case of the study by Al-Emran, Elsherif and Shaalan, the conceptual definition of attitude is the students and educators’ internal evaluation of the use of new technology (mobile technology) in higher educational learning within Oman and the UAE. The attitude of the learners and the educators influences the eventual adoption of mobile technology as a means of learning in higher education. A study of attitude can help researchers to understand the process of formation of attitude toward new technology in higher education learning.

Operational definition:

In the scholarly article, the researchers provided two different sets of the operational definition of the construct. On the one hand, 10 operational definitions of the “Attitude” facilitated the measurement of the students’ attitude toward mobile technology in higher education learning. One of the definitions was “Mobile technology is a useful tool for my study.” Based on this operational definition, the measurement for the variable would be “Strongly Agree”, “Agree” “Disagree”, and “Strongly Disagree”. The level of measurement that is generated, therefore, is ordinal.

On the other hand, ten definitions of “Attitude” facilitated the measurement of educators’ attitude toward use of mobile devices in higher education learning. One such definition is “Mobile technology is a useful and effective tool in Education”. In like manner, the measurement for this variable would be “Strongly Agree”, “Agree” “Disagree”, and “Strongly Disagree”. Furthermore, the level of measurement generated is ordinal.

Customer satisfaction

This paper provides the conceptual and operational definitions of customer satisfaction based on the study by Hussain, Nasser and Hussain (2015) titled “Service quality and customer satisfaction of a UAE-based airline: An empirical investigation.”

Conceptual definition:

In the study, the authors define customer satisfaction in the conceptual sense as the case where customers purchasing products or services from a particular business without complaining or exiting. This definition helped the authors to develop two hypotheses that they investigate throughout the study.

Operational definition:

In the study, customer satisfaction is operationalized by two items i.e. prompt service delivery and overall passenger satisfaction. Based on this operational definition, the measurement for the variable would be “Strongly Satisfied”, “Satisfied”, “Neutral”, Dissatisfied”, and “Strongly Dissatisfied” and the level of measurement generated is ordinal.

Self-Concept

The study by Fullwood, James and Chen-Wilson (2016) helps to define self-concept both conceptually and operationally. In the study, the authors investigate the influence of the internet on the self-concept of adolescents.

Conceptual definition:

In the study, self-concept refers to how adolescents think about, evaluate or perceive themselves. During adolescence, young boys and girls begin to become aware of themselves including their attributes (Palacios, Echaniz, Fernández & De Barrón, 2015). One aspect of self-concept is the existential self, which is the sense of distinctness from other people. On the other hand, the categorical self entails an adolescent realizing that he/she exists as an object in a world of many objects like him/her.

Operational definition:

Operationally, the study defines self-concept as the clarity of self that affects how one represents oneself to the world around him/her. To measure the variable, the study used the Self-Concept Clarity Scale. As such, the level of measurement generated will be nominal since the resulting data will be categorical.

Leadership style

This paper defines leadership style conceptually and operationally using the study titled “Leadership style and job satisfaction in higher education institutions” by Alonderiene and Majauskaite (2016).

Conceptual definition:

The conceptual definition of leadership style refers to the manner in which a leader provides direction, implements plans, and motivates his/her direct and indirect reports. In this regard, a leadership style is autocratic, democratic, or delegative.

Operational definition:

In the case of Alonderiene and Majauskaite’s study, leadership style affects followers either positively or negatively. To operationalize the construct, the authors boiled the leadership style down to individual styles and asked participants to name the style of their bosses. Therefore, leadership style was measured in terms of “Coach Leadership Style”, “Human Relations Specialist Leadership Style”, “Controlling Autocrat Leadership Style”, “Transformational Visionary Leadership Style”, “Transactional Exchange Leadership Style”, and Servant Leadership Style”. The level of measurement generated was ordinal.

Organizational Commitment

To provide the conceptual and operational definitions of organizational commitment, this paper uses the study by Nazir, Shafi, Qun, Nazir and Tran (2016) titled “Influence of organizational rewards on organizational commitment and turnover intentions.”

Conceptual definition:

Commitment is a concept that comprises an emotion and attitude dimension. Employees are committed to organizations through emotional attachments, as well as an employee’s evaluation of the current circumstances, whether the circumstances are what the employee expects or are what the employee might expect in future. Organizational commitment, therefore, entails a sense of an employee’s identification with the goals of the organization, a feeling of involvement in the duties of the organization, as well as a feeling of loyalty to the organization.

Operational definition:

In the case of the study by Nazir et al, the operational definition of organizational commitment is the acceptance of the values of the organization, as well as a willingness to put in more effort for the sake of the organization’s desire to meet key goals. Further, it refers to the desire by the employees to remain in the organization. However, the construct is a dependent variable in the study, which means its behavior depends on the measurement of organizational rewards.

The constructs I will measure in the intended dissertation research

In the untended dissertation, I will measure consumer preferences and employee turnover.

Customer preferences

Conceptual definition:

Consumer preference refers to the tastes for goods/services that are unique to individual consumers. Usually, consumers prefer items that satisfy them most after purchasing them.

Operational definition:

To operationalize this variable, I will measure customer preferences in terms of likes and dislikes. The generated level of measurement will be a nominal scale.

Employee turnover

Conceptual definition:

Employee turnover measures the rate at which workers in an organization exit their positions (Kim, Tam, Kim & Rhee, 2017). Usually, this happens over a defined period of time, say annually. Employee turnover could be considered on an organizational or departmental level.

Operational definition:

Employee turnover is often dependent on other factors such as leadership style or workplace climate. As such, this construct will be a dependent variable whose behavior will depend on the nature of the independent variables. To operationalize the variable, the study will consider employee turnover in the last five years. The generated level of measurement will be an interval scale

References

Al-Emran, M., Elsherif, H. M., & Shaalan, K. (2016). Investigating attitudes towards the use of mobile learning in higher education. Computers in Human Behavior, 56, 93-102. doi:10.1016/j.chb.2015.11.033

Alonderiene, R., & Majauskaite, M. (2016). Leadership style and job satisfaction in higher education institutions. International Journal of Educational Management, 30(1), 140-164. doi:10.1108/ijem-08-2014-0106

Claydon, L. S. (2015). Rigour in quantitative research. Nursing Standard, 29(47), 43-48. doi:10.7748/ns.29.47.43.e8820

Fullwood, C., James, B. M., & Chen-Wilson, C. (. (2016). Self-Concept Clarity and Online Self-Presentation in Adolescents. Cyberpsychology, Behavior, and Social Networking, 19(12), 716-720. doi:10.1089/cyber.2015.0623

Hussain, R., Nasser, A. A., & Hussain, Y. K. (2015). Service quality and customer satisfaction of a UAE-based airline: An empirical investigation. Journal of Air Transport Management, 42, 167-175. doi:10.1016/j.jairtraman.2014.10.001

John, O. P., & Benet-Martínez, V. (2014). Measurement: Reliability, construct validation, and scale construction.

Kim, S., Tam, L., Kim, J. N., & Rhee, Y. (2017). Determinants of employee turnover intention. Corporate Communications: An International Journal.

Maio, G. R., Haddock, G., & Verplanken, B. (2018). The psychology of attitudes and attitude change. Sage Publications Limited.

Nazir, S., Shafi, A., Qun, W., Nazir, N., & Tran, Q. D. (2016). Influence of organizational rewards on organizational commitment and turnover intentions. Employee Relations, 38(4), 596-619. doi:10.1108/er-12-2014-0150

Palacios, E. G., Echaniz, I. E., Fernández, A. R., & De Barrón, I. C. O. (2015). Personal self-concept and satisfaction with life in adolescence, youth and adulthood. Psicothema, 27(1), 52-58.