Measuring affective well-being at work using short-form scales: Implications for affective structures and participant instructions
Human Relations · 2018 · Volume 71 · Issue 11
Abstract
Measuring affective well-being in organizational studies has become increasingly widespread, given its association with key work-performance and other markers of organizational functioning. As such, researchers and policy-makers need to be confident that well-being measures are valid, reliable and robust. To reduce the burden on participants in applied settings, short-form measures of affective well-being are proving popular. However, these scales are seldom validated as standalone, comprehensive measures in their own right. In this article, we used a short-form measure of affective well-being with 10 items: the Daniels five-factor measure of affective well-being (D-FAW). In Study 1, across six applied sample groups ( N = 2624), we found that the factor structure of the short-form D-FAW is robust when issued as a standalone measure, and that it should be scored differently depending on the participant instruction used. When participant instructions focus on now or today , then affect is best represented by five discrete emotion factors. When participant instructions focus on the past week , then affect is best represented by two or three mood-based factors. In Study 2 ( N = 39), we found good construct convergent validity of short-form D-FAW with another widely used scale (PANAS). Implications for the measurement and structure of affect are discussed.
Keywords
affect, PANAS, positive and negative affect schedule, psychological well-being, psychometrics, short-form measures, validity
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