A Construct Validity Study for the Union Intolerance Scale: Convergent-Discriminant Validity and Concurrent Criterion-Related Validity

Abstract

Stemming from union intolerance as a psychological construct, defined as sustained hatred by nonunion employees when unions are perceived to encourage intolerable vices in employees and, notably, in union employees, we sought to broaden the empirical basis to claim scale validity for the union intolerance scale. In doing so, we targeted two forms of construct validity: convergent-discriminant validity and concurrent criterion-related validity. Based on survey data drawn from a sample of American nonunion employees (N = 162), we found supportive correlational evidence for both forms. In reference to convergent validity, the scores yielded by the intolerance scale showed expected convergence with the scores yielded by measures of general intolerance of stigmatized groups and union reliance. In reference to discriminant validity, the scores yielded by the intolerance scale showed expected divergence with the scores yielded by a measure of self-reported negative social emotions linked to vices. As for concurrent validity, the scores yielded by the intolerance scale were associated with the scores yielded by a measure of support for the Protecting the Right to Organize Act (the PRO Act), a proposed labor law passed by the U.S. House of Representatives, in which employees indicated whether they will or will not urge their two State Senators to cast a vote in favor of the Act when it is brought to the floor of the U.S. Senate. Included are discussion points about why the scale can be suggested as valid and how scale validity can be extended.