Measuring and identifying pride in the workplace has been reported to have many benefits. However, there has yet to emerge a definitive measure of pride. The aim of the present research was to create and validate a new measure of pride in the workplace while improving on the shortcomings of previous measures. The main area of improvement from previous measures was the inclusion of a context in which participants rated the likelihood that they would behave given that particular context. A pilot of the newly-developed pride items confirmed that the contexts were appropriately manipulated to represent authentic and hubristic pride. The Workplace Hubristic and Authentic Pride measure, WHAMP, two other measures of pride, a measure of narcissism, a measure of organizational commitment, and a measure of social desirability were then administered to 313 participants using Amazon’s Mechanical Turk. In general, the WHAMP’s hubristic subscales correlated as predicted with other measures of hubristic pride. The WHAMP also showed little gender bias, low correlations with narcissism, a decrease in social desirability bias, and a reduction in restriction of range. However, the WHAMP’s authentic subscales did not correlate well with previous measures of authentic pride. Additionally, organizational commitment did not correlate as predicted with the WHAMP. Limitations, practical implications, and future research directions are discussed.
|Commitee:||Bartels, Lynn, Nadler, Joel|
|School:||Southern Illinois University at Edwardsville|
|School Location:||United States -- Illinois|
|Source:||MAI 55/05M(E), Masters Abstracts International|
|Keywords:||Hubris, Organizational commitment, Pride|
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