Measuring Anxiety in Older Adults: Development, Diagnostic Accuracy, and Preliminary Validation of a Short-Form of the German Geriatric Anxiety Scale (GAS-G-SF).

Anxiety symptoms and anxiety disorders are highly prevalent among older adults, and are associated with considerable distress, functional impairment, and burden. Also, there is growing need for brief instruments to measure anxiety symptoms in primary care and geriatric medical settings. Therefore, the current study focuses on the development and psychometric evaluation of a short-form of the Geriatric Anxiety Scale (GAS-G), a well-established anxiety instrument for use with older adults. Study 1 draws on the original data from the GAS-G validation study (N = 242) to develop the short-form (GAS-G-SF) and determines whether the results replicate with the short-form. Study 2 extends the validation of the GAS-G-SF to a clinical sample (N = 156; 62 patients with heart disease, 94 patients with Parkinson's disease). Overall, the GAS-G-SF showed promising psychometric properties in terms of internal consistency and validity. Also, the GAS-G-SF showed good discriminatory power based on receiver operating characteristic curve analysis in both studies. These results support the utility of the GAS-G-SF as a brief assessment measure for anxiety.

Assessing 16 Fundamental Motives With Fewer Than 50 Items: Development and Validation of the German 16 Motives Research Scales (16mrs).

Psychometrically sound short scales are required to comprehensively and yet economically assess fundamental motives in research settings such as large-scale assessments. In order to provide such a time- and cost-efficient instrument, we conducted three studies (N = 1,568) to develop further and validate 16 German scales with three items each assessing fundamental motives [16 motives research scales (16mrs)]. In Study 1, we applied a top-down construction process to develop a preliminary item pool on the basis of a thorough revision of existing construct definitions. In Study 2, we chose an approach that allowed us to balance the optimization of psychometric properties with content coverage to select three-item scales for each of the 16 motives. For the item selection process, we combined exploratory factor analyses, confirmatory factor analyses, ant colony optimization algorithm, and Mokken scale analyses. In Study 3, we cross-validated the results obtained in Study 2 and placed the 16mrs in a nomological network consisting of Big Five traits and Power, Achievement, Affiliation, Intimacy, and Fear motives. The results of these studies indicate that the 16mrs can be used to reliably and validly assess fundamental motives that represent a level of personality that differs from the Big Five and covers motivational aspects beyond the well-established Power, Achievement, Affiliation, Intimacy, and Fear motives. Limitations concerning the reliability of the Autonomy scale and the empirical discrimination of the Dominance and Status scales are discussed. In addition to the validated German version, we also provide the English translation of the items, which, however, need to be validated before use.

Actually Getting Some Satisfaction on the Job: Need-Supply Fit of Fundamental Motives at Work.

The fit between employees' needs and the opportunity to satisfy them in the workplace is an important predictor of job satisfaction. To make full use of this concept in career development, a fine-grained assessment of needs is necessary to allow for a straightforward interpretation. Fundamental motives provide a theoretically meaningful, self-contained framework of 16 fine-grained explicit motives, including, for instance, Social Acceptance, Curiosity, and Autonomy. Based on a series of response surface analyses in a German online sample of 723 working people, we examined the impact on job satisfaction of three different combinations of fundamental motives and their supply: exact congruence, an excess in the supply, and a shortage in the supply. For an excess in the supply, the results suggest that job satisfaction was highest for Social Acceptance, Status, Autonomy, Sex, and Retention. For a congruence of high motive levels and high supply levels, the levels of job satisfaction were highest for Curiosity, Idealism, and Social Participation. Concerning a shortage in the supply, low levels of job satisfaction were observed for Social Acceptance, Status, Sex, Retention, Curiosity, and Idealism. The results can be useful in coaching and career developments to provide information about potential sources of low job satisfaction and provide guidance to clients on how to enhance their job satisfaction.