TRANSLATION, CULTURAL ADAPTATION, AND VALIDATION OF THE WORKPLACE INCIVILITY SCALE (WIS) IN PAKISTAN

Abstract

The present study aimed to translate and validate the 12-item Workplace Incivility Scale (WIS) into Urdu for use in Pakistani organizational settings. The translation process involved forward and backward translation by subject experts to ensure linguistic and conceptual accuracy. A pilot study with 50 participants confirmed the clarity of the translated items. Subsequently, 200 employees (145 males, 55 females) from various organizations participated in the main study to evaluate the reliability and validity of the Urdu version. Test-retest reliability  was established over a 15-day interval with a subsample of 100 participants, yielding a high correlation (r = 0.975, p < .01). The scale demonstrated strong internal consistency (Cronbach’s α = 0.916), and factor analysis supported the structural integrity of the 12 items, with item-total correlations ranging from 0.902 to 0.918. Convergent validity was confirmed through a positive correlation with the Counterproductive Work Behavior Scale (r = 0.182, p < .05), while discriminant validity was established via a negative correlation with the Job Satisfaction Scale (r = -0.187, p > .01). These findings suggest that the Urdu version of the WIS is a reliable and valid instrument, suitable for assessing workplace incivility among non-English-speaking employees, particularly those in lower-level organizational roles.