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Related Concept Videos

Self-Report Tests of Personality01:22

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Self-report inventories are objective personality assessments that use multiple-choice items or numbered scales, typically ranging from 1 (strongly disagree) to 5 (strongly agree). They are often called Likert scales after Rensis Likert. These inventories are widely used due to their ease of administration and cost-effectiveness. One of the most prominent examples is the Minnesota Multiphasic Personality Inventory (MMPI), initially developed in the 1940s to assess abnormal personality traits.
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Related Experiment Video

Updated: Aug 25, 2025

Development of a Virtual Reality Assessment of Everyday Living Skills
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Workplace Assessment Scale: Pilot Validation Study.

Eileen Huang1,2, Nicole E Edgar2, Sarah E MacLean2,3

  • 1Faculty of Medicine, University of Ottawa, 451 Smyth Road, Ottawa, ON K1H 8M5, Canada.

International Journal of Environmental Research and Public Health
|October 14, 2022
PubMed
Summary
This summary is machine-generated.

First responders face unique workplace stressors leading to betrayal and humiliation. A pilot study found the Workplace Assessment Scale (WAS) has strong internal consistency but requires further validation for assessing these mental health outcomes.

Keywords:
betrayalfirst respondershumiliationmental healthoccupational stressreliabilityscale designvalidityworkplace

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Area of Science:

  • Occupational Health Psychology
  • Psychometrics
  • First Responder Mental Health

Background:

  • First responders experience higher risks of negative mental health outcomes due to occupational stressors.
  • Feelings of betrayal and humiliation are common stressors in this population.
  • Existing measures do not adequately assess these specific workplace feelings in first responders.

Purpose of the Study:

  • To pilot validate the Workplace Assessment Scale (WAS) for first responders.
  • To assess the internal structure, convergent, concurrent, and predictive validity of the WAS.
  • To determine preliminary evidence for a large-scale validation study of the WAS.

Main Methods:

  • A pilot validation study was conducted with first responder participants.
  • Factor analysis was used to assess the internal structure of the WAS.
  • Convergent, concurrent, and predictive validity were evaluated using correlations with other psychometric scales.

Main Results:

  • Factor analysis did not support the anticipated two-factor model; a single factor with seven items was retained.
  • The retained items demonstrated strong internal consistency.
  • The WAS showed moderate convergent validity, weak predictive validity, and minimal concurrent validity.

Conclusions:

  • The pilot study provides preliminary data on the WAS's psychometric properties.
  • Further research and validation are necessary to refine and confirm the WAS's utility.
  • The WAS may require modification before large-scale implementation for assessing workplace betrayal and humiliation in first responders.