Measures
The following are instruments that colleagues and I have developed. Each of these is copyrighted, but I will waive all fees and allow for use free of charge for noncommercial educational and research purposes. Click here for conditions regarding use of measures.
To request survey consultation (e.g., measure and/or survey design and implementation, data analyses), please reach out directly to Dr. Clark at clark.malissa@gmail.com
To request survey consultation (e.g., measure and/or survey design and implementation, data analyses), please reach out directly to Dr. Clark at clark.malissa@gmail.com
We define workaholism as a multidimensional construct comprised of
- an inner pressure or compulsion to work (i.e., motivational dimension),
- persistent, uncontrollable thoughts about work (i.e., cognitive dimension),
- feeling negative emotions when not working or when prevented from working (i.e., emotional dimension), and
- excessive working that goes beyond what is required and expected (i.e., behavioral dimension).
- The scale validation process is documented in Clark, Smith, & Haynes (2020). The multidimensional workaholism scale: Linking the conceptualization and measurement of workaholism. Journal of Applied Psychology. Advance online publication. doi: https://doi.org/10.1037/apl0000484
Are you a workaholic? See how your score compares to others who have completed the assessment.
Work-family conflict is defined as interrole conflict experienced when role pressures from the work and family domains are incompatible with one another. Typical measures of work-family conflict assess perceptions of the extent to which work impacts family and vice versa. While the perceptual measures assess psychological role conflict (e.g., tension from home hinders my work performance), they may fail to assess specific instances in which role pressures are incompatible (i.e., behavioral role conflict). Our measure was designed to complement existing perceptual work-family conflict measures in order to more fully assess the work-family conflict construct domain.
Behavioral role conflict refers to the specific instances in which role pressures from the work and family domains are mutually incompatible (e.g., when individuals use family time to catch up on work) or specific behavioral examples of reduced performance in one domain as a result of incompatible pressures from another role (e.g., when individuals forget to pay household bills because they are experiencing heavy workload). To assess these instances when work interferes with family or family interferes with work. We have developed a 30-item behavior checklist: 15 items assessing work-to-family behavioral role conflict and 15 items assessing family-to-work behavioral role conflict.
Behavioral role conflict refers to the specific instances in which role pressures from the work and family domains are mutually incompatible (e.g., when individuals use family time to catch up on work) or specific behavioral examples of reduced performance in one domain as a result of incompatible pressures from another role (e.g., when individuals forget to pay household bills because they are experiencing heavy workload). To assess these instances when work interferes with family or family interferes with work. We have developed a 30-item behavior checklist: 15 items assessing work-to-family behavioral role conflict and 15 items assessing family-to-work behavioral role conflict.
- The scale validation process is documented in Clark, Early, Baltes, & Krenn (2019). Work-family behavioral role
conflict: Scale development and validation. Journal of Business and Psychology, 34, 39-53. doi: 10.1007/s10869-017-9529-2
Individuals use a variety of strategies to cope with work and family stressors. We developed a multidimensional measure that assesses a wide variety of these strategies. The measure was developed inductively through interviews of working adults. The final work stressor coping scale consists of 36-items assessing 12 different strategies, and the final family stressor coping scale consists of 45 items assessing 15 different strategies.
Because not all strategies will be relevant in all situations and for all samples, researchers are permitted to use just the subscales that are appropriate for their sample.
Because not all strategies will be relevant in all situations and for all samples, researchers are permitted to use just the subscales that are appropriate for their sample.
- The scale validation process is documented in Clark, Michel, Early, & Baltes (2014). Strategies for Coping with Work Stressors and Family Stressors: Scale Development and Validation. Journal of Business and Psychology, 29, 617-638. doi: 10.1007/s10869-014-9356-7
