{'fraction_non_alphanumeric': 0.02531645569620253, 'fraction_numerical': 0.011169024571854059, 'mean_word_length': 5.369668246445498, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
Understanding the dimensions of managerial decency construct

This study aims to improve the understanding of perceived managerial decency by developing an initial set of items for its measurement scale. Based on the social exchange theory and driven by the strong need for instilling more decency and civility in managerial discourse, this study makes a comprehensive overview of the scope and domain of perceived managerial decency and extracts the potential decency dimensions. After conducting a literature review, 50 collected interview responses on typical examples of managerial decency, as perceived by employees, served as a basis for further analysis. Using the content analysis tools, we generated a set of initial items and dimensions of decency. Those were further refined by 21 experts (5 from academia and 16 from the target audience) using the means of qualitative and quantitative assessment. as a result, we define the perceived managerial decency construct and outline its six potential dimensions: (1) respectful interactions, (2) treatment with good manners, (3) employee development, (4) mutual trust, (5) decent feedback, and (6) providing insight into a bigger picture, as well as generate a set of 75 valid items that reflect the decency construct. We further discuss the research implications for theory and practice.