Creating a Discrepancy Score-Based Measure of Workplace Loneliness

Reed 330

In this study, we attempted to establish the convergent validity of a new measure of workplace loneliness by correlating it with an already established measure of workplace loneliness. On this new measure, participants were asked to assess the current and desired quality and quantity of their relationships with supervisors, coworkers, and the people (i.e., customers, clients, patients, students, etc.) that they serve. Loneliness was measured by calculating discrepancies between current and desired quality and quantity for supervisors, coworkers, and that they serve. There were 12 items on this measure. Relationship quality (actual and desired) was assessed using a 7-point scale with endpoints ranging from 1 (very poor) to 7 (excellent). Quantity of interaction (actual and desired) was assessed using a 7-point scale with endpoints ranging from 1 (never) to 7 (always). Also on the survey, a fairly established measure of workplace loneliness developed by Wright, Burt, and Strongman (2006) was used. On this measure, 16 items were used to assess two loneliness factors: emotional deprivation and social companionship. Participants responded to each item using a 7-point scale, with endpoints ranging from 1 (strongly disagree) to 7 (strongly agree). While we predicted a strong, significant, and positive relationship between the new measure of workplace loneliness and the already established measure of workplace loneliness, this did not occur. The presentation will emphasize the process and importance of establishing the psychometric qualities of any instrument used to measure human thought, feeling, or behavior.