The Brief Aggression Questionnaire: Structure, Validity, Reliability, and Generalizability.

In contexts that increasingly demand brief self-report measures (e.g., experience sampling, longitudinal and field studies), researchers seek succinct surveys that maintain reliability and validity. One such measure is the 12-item Brief Aggression Questionnaire (BAQ; Webster et al., 2014), which uses 4 3-item subscales: Physical Aggression, Verbal Aggression, Anger, and Hostility. Although prior work suggests the BAQ's scores are reliable and valid, we addressed some lingering concerns. Across 3 studies (N = 1,279), we found that the BAQ had a 4-factor structure, possessed long-term test-retest reliability across 12 weeks, predicted differences in behavioral aggression over time in a laboratory experiment, generalized to a diverse nonstudent sample, and showed convergent validity with a displaced aggression measure. In addition, the BAQ's 3-item Anger subscale showed convergent validity with a trait anger measure. We discuss the BAQ's potential reliability, validity, limitations, and uses as an efficient measure of aggressive traits.

The brief aggression questionnaire: psychometric and behavioral evidence for an efficient measure of trait aggression.

A key problem facing aggression research is how to measure individual differences in aggression accurately and efficiently without sacrificing reliability or validity. Researchers are increasingly demanding brief measures of aggression for use in applied settings, field studies, pretest screening, longitudinal, and daily diary studies. The authors selected the three highest loading items from each of the Aggression Questionnaire's (Buss & Perry, 1992) four subscales--Physical Aggression, Verbal Aggression, anger, and hostility--and developed an efficient 12-item measure of aggression--the Brief Aggression Questionnaire (BAQ). Across five studies (N = 3,996), the BAQ showed theoretically consistent patterns of convergent and discriminant validity with other self-report measures, consistent four-factor structures using factor analyses, adequate recovery of information using item response theory methods, stable test-retest reliability, and convergent validity with behavioral measures of aggression. The authors discuss the reliability, validity, and efficiency of the BAQ, along with its many potential applications.

An actor-focused model of justice rule adherence and violation: the role of managerial motives and discretion.

Research on organizational justice has focused primarily on the receivers of just and unjust treatment. Little is known about why managers adhere to or violate rules of justice in the first place. The authors introduce a model for understanding justice rule adherence and violation. They identify both cognitive motives and affective motives that explain why managers adhere to and violate justice rules. They also draw distinctions among the justice rules by specifying which rules offer managers more or less discretion in their execution. They then describe how motives and discretion interact to influence justice-relevant actions. Finally, the authors incorporate managers' emotional reactions to consider how their actions may change over time. Implications of the model for theory, research, and practice are discussed.