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AIMSS Mobbing Scale – AIMSS M Scale
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| Category | Details |
|---|---|
| Description | The AIMSS Mobbing (M) Scale (Sümer et al., 2024) was developed to assess workplace mistreatment (WM) or harassment. The scale was created through focus groups, thematic analysis, and a pilot study. The final 18-item AIMSS M Scale was tested in Turkish working adult samples recruited online. The scale underwent factor analysis, reliability, and validity testing. |
| Alternate Test Names | AIMSS M Scale |
| Author | Sümer, H. Canan; Göncü-Köse, Aslı; Toker-Gültaş, Yonca; Acar, F. Pınar; Karanfil, Derya; Ok, A. Başak |
| Purpose | To measure nonsexual abusive workplace behavior, characterized by systematic hostile and unethical communication directed at an individual. |
| Construct | Workplace Mistreatment |
| Instrument Type | Rating Scale |
| Test Type | Original |
| Test Year | 2024 |
| Affiliation | Sümer, H. Canan – Özyeğin University; Göncü-Köse, Aslı – Çankaya University; Toker-Gültaş, Yonca – Middle East Technical University; Acar, F. Pınar – Middle East Technical University; Karanfil, Derya – İzmir Bakırçay University; Ok, A. Başak – Ankara University |
| Author Identifier | Yonca Toker-Gültaş: ORCID |
| H. Canan Sümer: [email protected] | |
| Correspondence Address | H. Canan Sümer, Özyeğin University, Department of Psychology, İstanbul, Turkey, [email protected] |
| Format | Participants indicate how often they have experienced workplace mistreatment in the past year using a 5-point scale (1 = Never to 5 = Almost every day). |
| Administration Method | Electronic |
| Number of Items | 18 |
| Reliability | Internal Consistency: Cronbach’s alpha = 0.96 in the initial sample. |
| Validity | Convergent Construct Validity: Scale correlated with a widely used counterpart and distinguished itself from separate author-created measures. Criterion Validity: Predictive validity demonstrated through associations with burnout and organizational commitment. |
| Factor Analysis | Principal Component Analysis: A single-factor solution explained 53.4% of variance (loadings from 0.56 to 0.84). Confirmatory Factor Analysis: Single-factor model fit: SB χ²(135) = 290.587, p < 0.001; χ²/df = 2.15; CFI = 0.885; TLI = 0.870; RMSEA = 0.050 (90% CI: 0.042, 0.058, p = 0.465); SRMR = 0.060. Item loadings ranged from 0.60 to 0.83. |
| Test Methodology | Test Validity; Construct Validity; Convergent Validity; Criterion Validity; Test Reliability; Internal Consistency; Factor Analysis; Confirmatory Factor Analysis; Principal Component Analysis |
| Classification | Organizational, Occupational, and Career Development |
| Age Group | Adulthood (18 yrs & older) |
| Population Group | Human; Male; Female |
| Population Details | Location: Turkey; Respondents: Working Adults |
| Keywords | Harassment; Mobbing; Workplace Mistreatment |
| Index Terms | Employee Interaction; Counterproductive Work Behavior; Employee Relations; Workplace Harassment; Workplace Health and Well-Being Measures |
| Files | No file available for download. |
| Reference | Sümer, H. C., Göncü-Köse, A., Toker-Gültaş, Y., Acar, F. P., Karanfil, D., & Ok, A. B. (2024). Incivility, mobbing, and abusive supervision: A tripartite scale development study. The Journal of Psychology: Interdisciplinary and Applied, 158(6), 428–457. https://doi.org/10.1080/00223980.2024.2321881 |
AIMSS Mobbing Scale
Items
| Item Number | Item Description |
| 1 | Mistakes were sought after in my work. |
| 2 | I was intimidated with aggressive behaviors. |
| 3 | I was subjected to behaviors that harmed my reputation. |
| 4 | My work was underestimated. |
| 5 | My ideas were devalued. |
| 6 | I was prevented from communicating with other employees. |
| 7 | I was put under pressure by being compared to other employees concerning my performance. |
| 8 | My performance was evaluated lower than I deserved. |
| 9 | I was subjected to double standards in work-related decisions and practices. |
| 10 | I was pressured to quit my job. |
| 11 | I was made fun of. |
| 12 | I was excluded from social circles at work. |
| 13 | I was subjected to insults and humiliation regarding my personality, preferences, and private life. |
| 14 | I was threatened with getting fired or sent to an unwanted unit. |
| 15 | I was prevented from using corporate resources. |
| 16 | I was expected to do more work than anyone else. |
| 17 | I was given tasks far below my qualifications. |
| 18 | My working conditions, hours, or shifts were changed in an arbitrary manner. |
Scoring Scale
| Response | Numerical Value |
| Never | 1 |
| Rarely | 2 |
| Sometimes | 3 |
| Often | 4 |
| Almost every day | 5 |
Cite this article
Mohammed looti (2026). AIMSS Mobbing Scale. PSYCHOLOGICAL SCALES. Retrieved from https://scales.arabpsychology.com/s/aimss-mobbing-scale/
Mohammed looti. "AIMSS Mobbing Scale." PSYCHOLOGICAL SCALES, 4 Apr. 2026, https://scales.arabpsychology.com/s/aimss-mobbing-scale/.
Mohammed looti. "AIMSS Mobbing Scale." PSYCHOLOGICAL SCALES, 2026. https://scales.arabpsychology.com/s/aimss-mobbing-scale/.
Mohammed looti (2026) 'AIMSS Mobbing Scale', PSYCHOLOGICAL SCALES. Available at: https://scales.arabpsychology.com/s/aimss-mobbing-scale/.
[1] Mohammed looti, "AIMSS Mobbing Scale," PSYCHOLOGICAL SCALES, vol. X, no. Y, ص Z-Z, April, 2026.
Mohammed looti. AIMSS Mobbing Scale. PSYCHOLOGICAL SCALES. 2026;vol(issue):pages.