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Associate Professor · Department of Psychology
Measurement instruments are standardized tools used in scientific research to assess psychological constructs that cannot be directly observed. The scales listed below were developed, translated, or adapted into Turkish by my colleagues and me. These scales may be used solely for scientific research, provided that ethical principles are followed and proper citation is given; no additional permission is required for their use. The use of these scales for purposes such as clinical diagnosis, psychological assessment, personnel selection, or similar applications is not appropriate from either a scientific or an ethical standpoint.
All psychological scales developed, adapted, and translated by my colleagues and me.
Individual differences in using volitional abilities to initiate and maintain intended actions
Action–state orientation refers to individual differences in using volitional self-regulatory abilities to disengage from goal-interfering thoughts and affect, initiate intended actions under demanding conditions, and maintain goal pursuit until completion.
View DetailsSituational/task-specific fluctuations in action–state orientation
This scale measures how state-oriented a person is with respect to a specific task they completed, focusing on difficulty initiating the task and intrusive thoughts that interfere with staying focused. It is designed for repeated, within-person assessment of momentary or episodic self-regulatory states in relation to academic tasks. Main use cases include diary, longitudinal, and repeated-measures studies examining situational antecedents and consequences of self-regulation in tasks.
View DetailsDegree to which autonomy, competence, and relatedness needs are satisfied at work
A work-domain scale that assesses the extent to which employees experience autonomy, competence, and relatedness need satisfaction at work.
View DetailsSeeing one’s work as a calling
A scale that assesses the extent to which a person experiences work as a central, meaningful, and identity-defining calling.
View DetailsA work climate that accepts authentic emotional expression
Shared perceptions that genuine emotions can be expressed safely and openly in the work unit.
View DetailsIndirectly assessed positive and negative affect
An indirect affect measure that assesses implicit positive and negative affect through participants’ evaluations of artificial words on emotion adjectives. 36 ratings in total; 6 artificial words are evaluated on 6 affect adjectives
View DetailsDegree of endorsing merit-based resource allocation
A measure of individual preference for distributing resources according to people’s contributions and qualifications.
View DetailsDegree of perceived value similarity with the organization
A subjective fit measure assessing the perceived overlap between employees’ personal values and organizational values.
View DetailsCurrent level of depletion in regulatory resources
A 5-item state regulatory depletion scale used by Johnson et al. (2014) to assess short-term depletion.
View DetailsDegree of warm and friendly emotional display in daily service interactions
Daily performance of socially appropriate, warm, and sincere emotional displays toward customers.
View DetailsDegree of suppressing real emotions in coworker interactions
Regulating emotional displays toward coworkers by suppressing true feelings and showing emotions that are not genuinely felt.
View DetailsPerceived alignment between the supervisor’s safety-related words and actions
Employee perception of whether the supervisor’s safety-related promises, instructions, and practices are consistent.
View DetailsDegree of performing safety-related work behaviors
A measure of employees’ safety-related task behaviors and discretionary safety-supporting behaviors.
View DetailsDegree of daily emotional labor in customer interactions
Daily emotional labor strategies used by employees to regulate felt or displayed emotions during customer interactions, including surface acting, deep acting, and naturally felt emotional displays.
View DetailsSeeing workplace safety as important and worth the effort
Employee motivation to invest effort in maintaining and improving safety at work.
View DetailsDegree of daily positive and negative affect
A mood-adjective checklist assessing how strongly individuals experienced daily positive and negative affective states.
View DetailsPerceived difficulty of a specific academic task
The 4-item task difficulty dimension of the Task-Goal Attribute Questionnaire, adapted to represent a specific academic task.
View DetailsPerceived top-management priority for workplace safety
Employee perception of the extent to which top management prioritizes workplace safety and supports this priority through decisions, practices, and resources.
View DetailsTask-relevant worries during concentration
Worries and intrusive thoughts experienced while trying to concentrate on a task.
View DetailsPositive and negative affect triggered by a specific completed task
This scale measures how much a specific task made participants feel positive versus negative affect. It is designed to capture task-specific, state-like affective reactions rather than general affectivity.
View DetailsExperiencing work as valued and meaningful
Work experienced as personally significant work that feels valuable beyond practical rewards.
View Details