The super-short Dark Tetrad: Development and validation within the Chinese context

Development and validation of Chinese form Short Dark Tetrad (C-SD4)

The Short Dark Tetrad (SD4) was developed as a brief measure of the Dark Tetrad, which comprises narcissism, Machiavellianism, psychopathy, and sadism. Previous research suggests the possibility of cultural differences in these traits in Western and Eastern cultures. We developed and validated the Chinese form of SD4 (C-SD4) cross four studies in a large sample (total N = 3181) to assist in solving problems caused by these differences. In study 1, we adjusted the item pool on the basis of the original form of SD4. In Study 2, we trimmed the scale to generate a 28-item version of C-SD4 and examined correlations with Big-5. In study 3, we examined the internal structure, measurement invariance, and criterion validity of the C-SD4. In study 4 we examined C-SD4 test-retest reliability and compared item content to standard measures. This package of studies suggests that the C-SD4 is a reliable and valid measure of the Dark Tetrad in Chinese participants.

The Insubordination Scale Among Full-Time Chinese Employees: A Cross-Cultural Validation Study

The present study aimed to translate the insubordination scale into the Chinese version (ISBD-C) and to test its reliability and validity among 994 full-time Chinese employees. In Study 1 ( N = 551), the insubordination scale was translated, and exploratory factor analysis (EFA) was conducted, which revealed a single factor structure of insubordination. In Study 2 ( N = 443), the scale’s convergent validity and discriminant validity were supported by confirmatory factor analyses (CFA). Further, measurement invariance was tested and indicated that the ISBD-C was equivalent across gender, age, education level and job position. Finally, the scale’s concurrent validity was demonstrated by positive correlations with general counterproductive workplace behavior and procrastination, and negative correlations with workplace well-being, work engagement, and affective commitment. These findings provide strong evidence that ISBD-C is a useful measure in the Chinese context.