Contemporary research in any field places strong emphasis on ensuring impact. Research projects seek to generate new ideas and knowledge in the area of study to facilitate and promote change, support, and solve problems (Price, Jhangiani, & Chiang, 2016). Most variables studied by researchers are straightforward, for instance, gender, where an individual can be categorized as either female or male. However, other measures are not straightforward or simple. For instance, it is not entirely possible to accurately measure the level of self-esteem. Such variables are referred as constructs (Price et al., 2016). A construct is a phenomenal abstract concept specifically created to represent it. Constructs can be simple such as time or complex and related such communication skills. They have an operational and a conceptual definition (Price et al., 2016). A conceptual definition is an explanation of the construct under study, its behaviors, internal processes, and how they are related to the other variables of the study. Operational definition is a discussion of how a construct will be measured empirically; an essential component of defining operational construct is incorporating measurement (Price et al., 2016). For instance, communication in the dictionary could be defined as talking to each other. An operational definition of communication will show observable measures such as number of words in a sentence or communication skills.
Attitude Toward New Technology
Conceptual Definition
Attitude is a broad concept; thus, has different definitions (Ankiewicz, 2016). There have been different models with one to three dimensions describing attitude. Attitude towards technology refers to affection, cognition, and behavioral aspects (Ankiewicz, 2016). Affection are feelings, cognition beliefs or attributes, where behavior are intentions towards using a particular object, in this case new technology (Bhat & Ahmad, 2018). An attitude towards technology is a student collection of beliefs (cognitive) associated with their emotional reaction (affective) and decision stimulations (behavioral) to use it. Different theories have been used to describe attitudes toward new technology. The first theory is socio-technical systems (STS). The STS theory shows that a student attitude towards the new technology is the function of the strategic decision at every stage of choosing to use it. Additionally, a student attitude towards new technology is a partial function of the type of technology that they decide to use (Bhat & Ahmad, 2018).
Operational Definition
Attitude toward technology construct is multidimensional and may include enthusiasm, boredom, subject interest, student’s aspirations, and technology difficulty (Ankiewicz, 2016). Attitude has different sub-constructs that show varying individual’s attitude towards a technology. In the past, attitude has been measured using Likert scales, which are ordinal (Ankiewicz, 2016). Attitude concepts have been measured using three-point scales. It is possible to measure this construct by investigating variables such as training for a new technology. The level of measurement for such a variable is ordinal since it is a 5-point Likert scale with 5=strongly agree, 4=agree, 3=neutral, 2=disagree, and 1-disagree. Respondents should state whether or not they agree with training is a determinant of their attitude towards new technology (Bhat & Ahmad, 2018).
Customer satisfaction
Conceptual Definition
Consumer satisfaction is the judgement that comes from evaluation of pre-buy desires with post-buy assessment of the products or services bought (Sao et al., 2017).
Operational Definition
Consumer satisfaction can use various measurements and variables. Some of the variables can be retention, referrals, loyalty, revenue growth, and profitability (Sao et al., 2017).
Self-concept
Conceptual Definition
Self-concept is a mental construct of a person’s ability originating from self-description and evaluation. It comprises of feelings of emotional value and personal importance. Self-concept has three aspects, namely self-image, worth, and ideal self (Gogol et al., 2016).
Operational Definition
Researchers use an ordinal level of measure while determining students’ academic self-concept (Gogol et al., 2016). Mostly, authors have used items from their Self-Description Questionnaire (SDQ) to form scales for self-concept aspects. Some of the variables of the study include self-fulfillment, honesty, emotional, and autonomy. For instance, some of the questions in the questionnaire include; “I am honest”(Gogol et al., 2016).
Leadership Style
Conceptual Definition
Leadership style construct path is filled with theories describing different types, characteristics, and subsequent traits that bring out effective leaders (Spohn, 2018). Literature shows that it is accepted that all leaders, whether effective or ineffective, influence their subordinates positively or negatively because they have more inherent power. There has been significant debate of how effective leadership should be; thus, contributing to different types of leadership, including transformational leadership style (Spohn, 2018). Another conceptual definition of leadership styles shows it as formats, forms, or patterns which the leader uses to initiate or engage with their followers. It can be the manner in which the leader relates to their subordinates or how the leader gets the other staff to complete a task and achieve the organizational goals (Dapper, 2019).
Operational Definition
Mostly, researchers use Covey’s, The Seven Habits of Highly Effective People to give an operational definition of the leadership style construct (Spohn, 2018). According to the scholars’ successful leaders portray the following habits: Are proactive; Start with the final thing in mind; Prioritize the first things; Have win/win thoughts; Prefer to understand, then let others understand them; Synergize; and Polish the saw (Spohn, 2018). Examining this construct would require a researcher to use ratio scales with questions such as “rate your proactive level in the following scale (0.1 to 1.0) (Spohn, 2018). Some other leadership variables such as productivity level, timely delivery of goals, autonomy, creativity, and job satisfaction can also be used to measure leadership style (Dapper, 2019).
Organizational Commitment
Conceptual Definition
Organizational commitment (OC) is the relative ability of an individual to involve and identify with a specific firm (Al-Jabari & Ghazzawi, 2019). Most research about OC has been carried out in relation to social identity theory. It can be described in a three component model (TCM). TCM shows that organizational commitment comprises of affective, continuance, and normative commitment (Al-Jabari & Ghazzawi, 2019). A normative commitment occurs when employees feel obligated to stay in a firm, in the position they feel, and working in that particular firm is the right thing at that particular time; it is a moral obligation. Continuance commitment occurs when an employee thinks that leaving an organization could be costly to them. Therefore, they stay in the organization because they have invested enough mentally and emotionally. Affective commitment is when an employee has an emotional attachment to the organization. It gives the workers a high level of active commitment and are engaged in organizational activities such as discussions, meetings, and other issues. The level of one’s commitment in an organization depends with multiple factors and can vary from one individual to the next (Al-Jabari & Ghazzawi, 2019).
Operational Definition
Organizational commitment is a multidimensional construct with varying predictors that seek to explain the social interdependence of employees in the workplace (Al-Jabari & Ghazzawi, 2019). Based on the social exchange theory, OC has multiple inherent predictors that determine vary individual commitment to their organization. A researcher can measure employees’ age, gender, length of service, job experience, and remuneration (Al-Jabari & Ghazzawi, 2019). Each of these factors has different levels of measurement. For instance, age has an interval level while gender is nominal; length of service is an interval, while remuneration is an interval.
Constructs I Intend to Measure
The two constructs are communication effectiveness and time
Communication Effectiveness
Conceptual Definition
Communication effectiveness (CE) occurs when the stakeholders communicate timely, correct, and relevant information in a cost-effective way (Muszyńska, 2018).CE is the human relations lifeblood that comprises of successful cooperation that enables the realization of institutional goals. Communication effectiveness ensures that there is current, correct, specific, and available for all stakeholders (Muszyńska, 2018).
Operational Definition
CE has had different measuring tools. The tools comprise of the six critical categories of CE effectiveness, namely accuracy, understanding, completeness, timeliness, barriers, and procedures. All these aspects have ordinal scales with five possible answers depending with the aspect. Possible answers will range from nearly never to nearly always. Each scale will be modified to meet the needs of the different aspects (Muszyńska, 2018).
Time
Conceptual Definition
Time is an intangible resource. It is unique and finite. When incorporated in a project it is defined as the available duration to complete the project at hand. When a project has a time overrun, it means that it takes extra time to complete than the stipulated time which also causes cost overruns. Literature shows that project managers consider maximizing speed of production at every stage of the project (Vasista, 2017).
Operational Definition
Time can be measured using interval scales. Time variables will be weeks, hours, or months. For instance, a project can be scheduled to take 6-12 months (Vasista, 2017). Timely delivery of a project will occur when a project is completed within the scheduled time, which also affects the quality of a project.
