If one develops a new measure of employee motivation and demonstrates that the measure is not related to dissimilar constructs, then he/she has demonstrated:

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Divergent validity is the ability of a measure to distinguish between unrelated constructs. If the new measure of employee motivation is not related to dissimilar constructs, then it is demonstrating divergent validity. Concurrent validity is the extent to which a new measure correlates with an existing measure of the same construct. Predictive validity is the ability of a measure to predict future performance or behavior. Internal consistency is the extent to which items within a measure are correlated with each other. None of these options fit the scenario given.

If One Develops a New Measure of Employee Motivation and Demonstrates