Appendix L - Constructs included in Employee and Manager Surveys

Appendix L. Constructs included in Employee and Manager Surveys

Construct	Included in		Purpose of construct
	Employee Survey	Manager Survey
Training
Manager Receipt of DV Training			Use as a grouping variable (trained vs. untrained managers; self-initiated vs. coerced training)
Manager Perceptions of Supervisor’s Support for Trainings			Potential use as an instrumental variable (if it is an independent predictor of likelihood of taking the DV training)
Manager Receipt of Other Trainings			Potential use as an instrumental variable (if it is an independent predictor of likelihood of taking the DV training)
Background
Demographics (gender, age, race, marital/intimate partner status, parental status, educational attainment)			Assess selection bias/sample representativeness Assess comparability between manager and employee groups (and serve as control variables in outcome models to adjust for group differences) Victimization substudy (predicting victimization)
Employment
Employment History/Stability			Assess comparability between manager and employee groups (and serve as control variables in outcome models to adjust for group differences) Victimization substudy (examining impact of previous victimization on job stability)
Unit/Division			Assess selection bias/sample representativeness
Job type			Assess comparability between employee groups (and serve as control variables in outcome models to adjust for group differences)
Benefits			Assess comparability between employee groups (and serve as control variables in outcome models to adjust for group differences)
Job Retention			Baseline measures will be used to assess comparability between manager and employee groups (and serve as control variables in outcome models to adjust for group differences) Follow-up measures will serve as outcome variables Victimization substudy (consequences of victimization)
Absenteeism			Baseline measures will be used to assess comparability between manager and employee groups (and serve as control variables in outcome models to adjust for group differences) Follow-up measures will serve as outcome variables Victimization substudy (consequences of victimization)
Productivity/Presenteeism			Baseline measures will be used to assess comparability between manager and employee groups (and serve as control variables in outcome models to adjust for group differences) Follow-up measures will serve as outcome variables Victimization substudy (consequences of victimization) Manager measures have potential use as an instrumental variable (if it is an independent predictor of likelihood of taking the DV training)
Employee-Manager Interaction			Both employee and manager measures have potential use as instrumental variables (both the extent to which a manager interacts with his/her employees and the extent to which a manager interacts with his/her supervisor could predict likelihood of taking the manager training) Assess comparability between manager and employee groups (and serve as control variables in outcome models to adjust for group differences)
Perceptions of Manager Interest in Personal Life			Baseline measure will be used to assess comparability between manager and employee groups (and serve as control variables in outcome models to adjust for group differences) Follow-up measure will serve as an intermediate outcome
Approval and Compliance with Manager’s Supervisor			Potential use as an instrumental variable (if it is an independent predictor of likelihood of taking the DV training)
Manager Interaction and Similarity to Employees			Potential use as an instrumental variable (if it is an independent predictor of likelihood of taking the DV training)
Manager Stress and Workload			Potential use as an instrumental variable (if it is an independent predictor of likelihood of taking the DV training)
Health
Health-Related Quality of Life			Baseline measures will be used to assess comparability between manager and employee groups (and serve as control variables in outcome models to adjust for group differences) Follow-up measures will serve as outcome variables Victimization substudy (consequences of victimization)
Health Care Utilization			Baseline measures will be used to assess comparability between manager and employee groups (and serve as control variables in outcome models to adjust for group differences) Follow-up measures will serve as outcome variables Victimization substudy (consequences of victimization)
Experiences
IPV Victimization			Baseline measures will be used to assess comparability between manager and employee groups (and serve as control variables in outcome models to adjust for group differences) Follow-up measures will serve as outcome variables Victimization substudy (identification of victims)
Perceived Impact of Victimization on Work			Victimization substudy (consequences of victimization)
Utilization of Company DV Resources			Follow-up measures will serve as intermediate outcomes Victimization substudy (resource utilization among victims)
Satisfaction with Company DV Resources			Victimization substudy (resource utilization among victims)
Hypothetical Use of Company DV Resources			Follow-up measures will serve as intermediate outcomes
Domestic Violence and the Workplace
Awareness of Company DV Program			Follow-up measures will serve as intermediate outcomes
Attitudes toward Domestic Violence as a Workplace Issue			Follow-up measures will serve as intermediate outcomes
Perception of manager’s attitudes toward domestic violence as a workplace issue			Follow-up measures will serve as intermediate outcomes
Relative Importance of Domestic Violence as a Workplace Issue			Follow-up measures will serve as intermediate outcomes
Knowledge of DV and the Company’s DV Program			Follow-up measures will serve as intermediate outcomes
Confidence in Responding to DV			Follow-up measures will serve as intermediate outcomes
Employee DV Referrals			Follow-up measures will serve as intermediate outcomes
Satisfaction with Resources Used			Follow-up measures will serve as intermediate outcomes