A reliability generalization study of the Frost Multidimensional Perfectionism Scale (F-MPS)

Perfectionism has been identified as a common concern among clients who seek counseling services. For more than 20 years, the Frost Multidimensional Perfectionism Scale (F-MPS) has been used extensively to measure the construct of individuals' perfectionism. The current study used reliability generalization to identify the average score reliability as well as variables explaining the variability of score reliability. Typical reliability across subscale scores ranged from .71 to.86 with the Doubt about Action subscale showing the least variability and the Organization subscale showing the most. In addition, sex, language, and standard deviation of the scale had statistically significant relations to reliability estimates.     

The Use of Exploratory Factor Analysis and Principal Components Analysis in Communication Research

Exploratory factor analysis is a popular statistical technique used in communication research. Although exploratory factor analysis (EFA) and principal components analysis (PCA) are different techniques, PCA is often employed incorrectly to reveal latent constructs (i.e., factors) of observed variables, which is the purpose of EFA. PCA is more appropriate for reducing measured variables into a smaller set of variables (i.e., components) by keeping as much variance as possible out of the total variance in the measured variables. Furthermore, the popular use of varimax rotation raises some concerns about the relationships among the factors that researchers claim to discover. This paper discusses the distinct purposes of PCA and EFA, using two data sets as examples to highlight the differences in results between these procedures, and also reviews the use of each technique in three major communication journals: Communication Monographs, Human Communication Research, and Communication Research.     

Assessing Item Fit for Unidimensional Item Response Theory Models Using Residuals from Estimated Item Response Functions

Residual analysis (e.g. Hambleton & Swaminathan, Item response theory: principles and applications, Kluwer Academic, Boston, 1985; Hambleton, Swaminathan, & Rogers, Fundamentals of item response theory, Sage, Newbury Park, 1991) is a popular method to assess fit of item response theory (IRT) models. We suggest a form of residual analysis that may be applied to assess item fit for unidimensional IRT models. The residual analysis consists of a comparison of the maximum-likelihood estimate of the item characteristic curve with an alternative ratio estimate of the item characteristic curve. The large sample distribution of the residual is proved to be standardized normal when the IRT model fits the data. We compare the performance of our suggested residual to the standardized residual of Hambleton et al. (Fundamentals of item response theory, Sage, Newbury Park, 1991) in a detailed simulation study. We then calculate our suggested residuals using data from an operational test. The residuals appear to be useful in assessing the item fit for unidimensional IRT models.     

Computation of mean size is based on perceived size

The present study investigated whether computation of mean object size was based on perceived or physical size. The Ebbinghaus illusion was used to make the perceived size of a circle different from its physical size. Four Ebbinghaus configurations were presented either simultaneously (Experiment 1) or sequentially (Experiment 2) to each visual field, and participants were instructed to attend only to the central circles of each configuration. Participants’ judgments of mean central circle size were influenced by the Ebbinghaus illusion. In addition, the Ebbinghaus illusion influenced the coding of individual size rather than the averaging. These results suggest that perceived rather than physical size was used in computing the mean size.     

A job-seeking competency model for North Korean defectors who are college students in South Korea

The purpose of this study was to develop a job-seeking competency model for North Korean defectors (NKDs) who are college students in South Korea. This study adopted the Delphi method with a panel of 17 experts, comprising of NKDs who secured their jobs successfully and South Korean field experts who have hired NKDs or assisted them with their employment. Through three Delphi rounds, 18 job-seeking competencies were identified with the definition, behavioural indicators, and competency significance. In addition, the preliminary utility of the competency model was examined. Implications of the study results and future directions for enhancing the validity and utility of the competency model are discussed.     

Can an organization's philanthropic donations encourage consumers to give? The roles of gratitude and boundary conditions

This study examines whether an organization's charitable donation will prompt consumers who closely identify with the organization to give to the charity as well. We posit that identifying with a benefactor will enhance the perception that consumers are involved in the donation process, which evokes grateful feelings. We also predict that the amount of the organization's donation will positively moderate the influence of organization identification on charity‐evoked feelings of gratitude, while attitude toward the organization's charity will positively moderate the gratitude–donation relationship. In Study 1, we show how gratitude arises in the context of corporate social responsibility by demonstrating the mediating role of perceived donation contribution in the relationship between organization identification and gratitude. In Study 2, we demonstrate that organization identification has a significant indirect effect on donation intention through gratitude. Multigroup analyses show that the identification–gratitude link is more salient when the organization commits to donating a larger amount of money to a charity. Furthermore, the impact of gratitude on donation intent is significantly stronger for individuals who hold a favorable attitude toward the organization's corporate social responsibility activity. Our findings indicate that an organization's charitable giving also encourages consumers to give to the community via vicariously felt gratitude. Copyright © 2016 John Wiley & Sons, Ltd.     

Assumed race moderates spontaneous racial bias in a computer‐based police simulation

We demonstrated that playing the roles of different outgroup races can elicit extrapersonal racial bias associated with respective racial groups. In a modified version of a computer‐based police simulation, the police officer's race was visually manipulated to be either Black or White. Korean participants made quick decisions whether to shoot targets (Black or White, armed or unarmed) on screen. Comparison of behavioral bias in the task revealed that, as expected, playing the role of a White police officer was associated with a stronger bias against Black targets compared to playing a Black police officer's role. The result suggests that when a social category is activated, one's race‐related behavior can reflect one's beliefs about the biases that members of that category hold.     

Identifying factors that promote consumer behaviours causing expired domestic food waste

Many commentators argue that domestic food waste is strongly influenced by consumer behaviours. This article reports on a study using mixed‐methods to identify key factors responsible for promoting consumer behaviours that lead to domestic food waste through the lens of the value–belief–norm theory. On the basis of the study's findings, three factors are proposed that cause behaviours that lead to food waste: supply knowledge – does a consumer know what food they have available; location knowledge – does a consumer know where to locate food items; and food literacy – to what degree do past experience and acquired knowledge impact on a consumer's food consumption and wastage practices. We analyse the study's findings in light of a review of literature about consumer food wastage behaviours and in turn, present new insights into consumer behaviour, food waste and the use of technology to reduce food waste. Copyright © 2014 John Wiley & Sons, Ltd.     

counselors' collective self‐esteem mediates job dissatisfaction and client relationships

Given the central role of professional identity (i.e., collective self‐esteem in this study), the authors examined whether collective self‐esteem mediated or moderated relations between job dissatisfaction and client relationships in a sample of 132 professional counselors in the United States. Results indicated that collective self‐esteem partially mediated the relationship between job dissatisfaction and client relationships. Furthermore, job dissatisfaction was negatively related to greater levels of private collective self‐esteem, and greater private collective self‐esteem was positively related to better client relationships.     

From hierarchy to rivalry: Asian candidate evaluation in changing racial contexts

Existing studies on candidate evaluation have posited that racial cues would invoke negative attitudes toward outgroups, thus lowering support for minority candidates. However, recent studies have found that even implicit racial cues show no negative effect but actually work positively in favor of the minority candidates. In this study, I explore this puzzle by setting up a survey experiment that pairs an Asian candidate against competitors with varying racial backgrounds. Consistent with the existing evidence, I found that White voters tend to support an Asian candidate to a greater degree than a co‐ethnic, White competitor. However, departing from the previous studies that have explained this tendency as a reward for model minority, I argue that such a pattern is associated with reaffirming Whites’ ingroup identity in a racial hierarchy by compensating minorities. When the apparent racial hierarchy—White versus non‐White—is replaced with a minority‐only context, Whites no longer need to favor an Asian candidate and divide their support more evenly to the two minority candidates. I further show that this tendency is moderated by the intensity of their ingroup attitudes.