Background: Despite expansion of research on elder mistreatment, limited attention has been paid to the development of improved measurement instruments. This gap is particularly notable regarding measurement of mistreatment in long-term care facilities. This paper demonstrates the value of qualitative methods used in item development of a Resident-to-Resident Elder Mistreatment (R-REM) measure for use in nursing homes and other care facilities. It describes the development strategy and the modification and refinement of items using a variety of qualitative methods.

Methods: A combination of qualitative methods was used to develop close-ended items to measure R-REM, including review by a panel of experts, focus groups, and in-depth cognitive interviews.

Results: Information gathered from the multiple methods aided in flagging problematic items, helped to highlight the nature of the problems in measures, and provided suggestions for item modification and improvement.

Conclusions: The method employed is potentially useful for future attempts to develop better measures of elder mistreatment. The employment of previously established measurement items drawn from related fields, modified through an intensive qualitative research strategy, is an effective strategy to improve elder mistreatment measurement.

Adding to the field of knowledge on the content of the psychological work contract, structured interviews with 35 frontline police officers generated 662 responses relating to the content of the psychological work contract for this employment sector. Analysis of these responses resulted in the development of an initial two-component measure of the contract. One component (17 items) reflected the obligations arising from the promises officers believed the organisation had made to them. The other component (19 items) reflected the obligations arising from the promises officers believed they had made to the organisation. The measure was included in a survey completed by 84 frontline police officers. Factor analysis revealed two factors in each component. For the organisation's obligations component, one factor reflected obligations related more to the organisational environment, whereas the other factor reflected obligations related more to the job environment. For the employee's obligations component, one factor reflected obligations related more to behaviours on the job, whereas the other factor reflected obligations related more to the pursuit of development opportunities. The nature of the relationships that emerged between the psychological contract and the nomological network variables included in the study provide strong support for the validity of this measure of the psychological contract.

Background: Sense of competence in dementia care staff (SCIDS) may be associated with more positive attitudes to dementia among care staff and better outcomes for those being cared for. There is a need for a reliable and valid measure of sense of competence specific to dementia care staff. This study describes the development and evaluation of a measure to assess “sense of competence” in dementia care staff and reports on its psychometric properties.

Methods: The systematic measure development process involved care staff and experts. For item selection and assessment of psychometric properties, a pilot study (N = 37) and a large-scale study (N = 211) with a test–retest reliability (N = 58) sub-study were undertaken.

Results: The final measure consists of 17 items across four subscales with acceptable to good internal consistency and moderate to substantial test–retest reliability. As predicted, the measure was positively associated with work experience, job satisfaction, and person-centered approaches to dementia care, giving a first indication for its validity.

Conclusions: The SCIDS scale provides a useful and user-friendly means of measuring sense of competence in care staff. It has been developed using a robust process and has adequate psychometric properties. Further exploration of the construct and the scale's validity is warranted. It may be useful to assess the impact of training and perceived abilities and skills in dementia care.

With a focus on a specific employment group this research attempted to add to the knowledge on the content of the psychological contract. Structured interviews with 35 managers generated 651 responses relating to the content of their psychological contracts. Analysis of those responses resulted in the development of an initial two-component measure of the contract. One component (23 items) included the managers' expectations relating to the organisation's obligations. The other component (16 items) included the managers' obligations relating to the perceived organisation's expectations. Validation of the measure was based on a questionnaire completed by 124 managers. Participants considered all items to be important aspects of the contract. Participants also rated as high the obligation of each party to meet the expectations of the other. Factor analysis of the measure revealed two factors in each component which, in line with previous research, were termed relational obligations and transactional obligations. A robust methodology is proposed for continuing research into the content of the psychological work contract.