2003 IMTA Proceedings - International Military Testing Association

Types of definition
There are different types of definition available to psychologists. They may use a
descriptive/conventional definition which is universally agreed ie a dictionary definition, for
example “brain: the part of the central nervous system which is encased by the skull” (Reber,
1985, p101). Alternatively, a stipulative/working definition may be more appropriate where
the researcher indicates how they will use the term; acknowledging ambiguity over the
meaning, or that several meanings exist and the most relevant is chosen.
Definitions can also be conceptual or operational. Conceptual definitions are
concerned with defining what a given construct means, for instance satisfaction is “an
emotional state produced by achieving some goal” (Reber, 1985, p660). An operational
definition, on the other hand, needs to be understood in relation to a given context, in which
the term is applicable, and will make reference to how the attribute is to be measured, for
instance intelligence is “that which intelligence tests test” (Bell, Staines and Mitchell, 2001,
p114).
Measurement
There is a strong school of thought which advocates that only terms which can be
defined can be measured (eg Schwab, 1999). The reasoning behind this is to ensure precision
of meaning thus avoiding ambiguity of results. As well as the propensity in psychology for
definition of terms there is a natural tendency towards measurement. Through measurement
constructs are made researchable.
Attitudes are hypothetical constructs representing individuals’ tendencies and so
cannot be measured directly. As such, only inferences can be made about the nature of
attitudes by measuring the behaviour believed to stem from given attitudes or asking
individuals to report their feelings, thoughts and opinions. Nevertheless many different
measurement tools have been developed. Attitudes are measured because, although they are
not directly observable, they facilitate or hinder activity, that is they can be the underlying
cause for an action.
Any measure must seek to be valid and reliable. Reliability relates to the consistency
and stability of the tool, and is necessary for validity to exist. For an instrument to be valid it
must measures what it purports to measure (Cannell and Kahn, 1968). In relation to validity
is it paramount that an instrument measures the construct “fully and exclusively” (Young,
1996, p1).
Definition of attitudes
Whilst psychology has a desire to categorise, define and measure variables, as
practitioners engaged in ‘real world’ research we are acutely aware of how difficult this is.
Motivation, job satisfaction, team, culture and stress are examples of occupational psychology
terms which have been defined but in many different ways. Some would might even call
them ‘definitional elusive’ (Reber, 1995, p454) and which have ‘resisted clarification’ (Reber,
1995, p101).
Researchers and practitioners alike recognise the difficulties of definition, and
therefore measurement, but even so have attempted to construct working definitions and
45 th Annual Conference of the International Military Testing Association
Pensacola, Florida, 3-6 November 2003
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