认知诊断Q矩阵估计(修正)方法

Q矩阵代表着项目考察的属性, 反映了项目的重要特征, 其正确性是影响认知诊断分类准确性的关键因素。研究Q矩阵估计(修正)方法具有重要价值。首先, 研究从是否采用认知诊断模型将Q矩阵估计(修正)分为基于认知诊断模型视角下的参数化方法和基于统计视角下的非参数方法。然后, 分别从最优项目质量、最优模型数据拟合和参数估计视角对它们进行分类介绍, 评析不同方法的特征和表现、区别与联系、优势与不足。最后, 提出几个未来研究问题：在复杂测验条件下系统比较各种方法; 校准知识状态和参数估计误差、结合多种思路和方法等多角度提出Q矩阵估计(修正)方法; 研究多级评分项目、混合测验模型、属性多级、属性个数未知甚至Q矩阵元素为连续变量等条件下的Q矩阵估计(修正)方法。     

背景音乐对消费者的影响：音乐契合度的视角

音乐契合度指的是背景音乐与广告、消费环境及商品特征等消费要素的契合程度。背景音乐与消费要素的契合可以体现在音乐特性、社会隐义和文化意蕴三个方面,这些契合程度能够对消费者的认知、情绪和行为等方面产生影响。若背景音乐的音乐特性与消费要素之间存在较高契合度,则能够提升消费者的注意效果、加强对商品的记忆并提升购买意图;背景音乐的社会隐义也能与消费要素产生契合关系,两者之间的契合程度决定了消费者对品牌的态度、情绪状态、对商品的记忆和选择;背景音乐与消费要素在文化意蕴方面的高度契合则能够促进消费者对品牌的态度、提升购买意愿、促进购买行为。未来研究应探索背景音乐更多的结构属性,进一步挖掘背景音乐影响消费者的边界条件,突破现有理论探索更深入的理论机制,并进一步探索音乐契合对于消费者认知和情绪的影响效应及其影响机制。     

Room for advancement: The regulatory fit of bottom‐rank intermediate feedback

This research tests the hypothesis that promotion‐focused individuals experience regulatory fit from bottom rank, intermediate performance‐feedback. Prior research suggests promotion‐focused individuals experience fit in high social ranks (power). Bottom performance ranks may appear psychologically opposite to high power, which might lead one to expect that promotion‐focused individuals experience fit at top ranks. We propose that the opposite occurs in intermediate performance ranking feedback, in that promotion‐focused individuals experience regulatory fit at a bottom rank, because bottom rank implies having something to gain (yielding eagerness), whereas top rank implies having something to lose (yielding vigilance). Study 1 (N = 261) supports the notion that ranks affect eagerness/vigilance. Study 2 (N = 199) extends these findings by examining engagement from regulatory fit.     

Chameleonic obsessive job passion: demystifying the relationships between obsessive job passion and in-role and extra-role performance

In seeking to address the theoretical ambiguity regarding how and when obsessive job passion (OJP) leads to work performance, we integrate both self-verification and person–environment (P-E) fit perspectives to propose and test a moderated mediation model linking OJP to performance. We argue that OJP is indirectly related to co-worker-rated in-role and extra-role performance through self-verification, and these indirect links are conditioned by perceived demands–abilities (D-A) fit and needs–supplies (N-S) fit. Results from 190 healthcare professionals and their co-workers collected at three different time periods revealed the contrasting roles played by these two moderators. Individuals with higher OJP self-verify more when they perceive low D-A fit, but self-verify less when they perceive high N-S fit, whereas the opposite holds true for high D-A fit and low N-S fit. Contrary to predictions, negative relationships were found between self-verification and both types of performance. Specifically, OJP is associated with greater in- and extra-role performance (because of reduced self-verification) under high perceived D-A but low N-S fit, whereas the opposite results are observed under low perceived D-A and high N-S fit. The findings underscore the contingent nature of OJP and contribute to job passion, self-concept, and person–environment fit research.     

Person-environment fit,job satisfaction and intentions to leave: The moderating effect of leader empowering behaviour

This study sought to determine the possible indirect effect of person-environment (PE) fit on intentions to leave via job satisfaction and the moderating effect of leader empowering behaviour on job satisfaction and intentions to leave the work organisation. Participants were 398 employees working for a retail company in Gauteng Province, South Africa (females = 68.6 %, blacks = 58 %; managerial = 5.8 %; age range = under 20 to 60 years +). They completed the Perceived Fit Scale, Job Satisfaction Scale, Turnover Intentions Scale, and the Leader Empowering Behaviour Questionnaire. Statistical mediation analysis (of PE on JS and IL), and moderation analysis (of LEB on JS and IL) were conducted. Results indicated that PE fit has an indirect effect on intentions to leave via job satisfaction. Leader empowering behaviour moderated the relationship between job satisfaction and intentions to leave. Low PE fit leads to job dissatisfaction and intentions to leave, therefore leaders should instil a sense of empowerment in employees to alleviate the impact of poor fit.     

The Problem with Having Two Watches: Assessment of Fit When RMSEA and CFI Disagree

The root mean square error of approximation (RMSEA) and the comparative fit index (CFI) are two widely applied indices to assess fit of structural equation models. Because these two indices are viewed positively by researchers, one might presume that their values would yield comparable qualitative assessments of model fit for any data set. When RMSEA and CFI offer different evaluations of model fit, we argue that researchers are likely to be confused and potentially make incorrect research conclusions. We derive the necessary as well as the sufficient conditions for inconsistent interpretations of these indices. We also study inconsistency in results for RMSEA and CFI at the sample level. Rather than indicating that the model is misspecified in a particular manner or that there are any flaws in the data, the two indices can disagree because (a) they evaluate, by design, the magnitude of the model's fit function value from different perspectives; (b) the cutoff values for these indices are arbitrary; and (c) the meaning of “good” fit and its relationship with fit indices are not well understood. In the context of inconsistent judgments of fit using RMSEA and CFI, we discuss the implications of using cutoff values to evaluate model fit in practice and to design SEM studies.     

Disease controllability moderates the effect of coping efficacy on positive affect

Objective: This study aims to test experimentally whether coping strategies (approach- vs. avoidance-oriented coping) have differential effects under conditions of high or low stressor controllability.

Design: Undergraduates (62 women, 30 men) participated in a 2 × 2 experimental study where they were introduced to a fictitious disease (tisomerase enzyme deficiency) said to be either controllable or uncontrollable and an approach- or avoidance-oriented coping behaviour induction.

Main Outcome Measures: Changes in positive and negative affect.

Results: A significant disease control x coping interaction on positive affect (f² = .07, p = .011) revealed that approach-coping condition participants had higher positive affect than avoidance-coping condition participants when disease control was high (d = .94, p = .003), but not when it was low (d = .11, p = .93). The experimental conditions did not significantly influence negative affect.

Conclusion: Results demonstrate that disease control moderates the salubrious effects of approach-oriented coping on positive affect. For controllable, but not uncontrollable, health stressors, promoting problem-focused approach-oriented coping strategies may be recommended.     

Reducing women’s lack of fit with leadership positions? Effects of the wording of job advertisements

Linguistic forms which refer to individuals impact mental representations of these individuals: When masculine generics are used, women tend to be cognitively underrepresented, whereas feminine–masculine word pairs are associated with a higher cognitive inclusion of women. The present research investigates whether linguistic forms affect women’s perceived lack of fit with leadership positions, which is particularly pronounced for high-status leadership positions. In a hiring-simulation experiment (N = 363), we tested the effects of different linguistic forms used in German-language job advertisements: (1) masculine forms (e.g., Geschäftsführer, ‘CEO, masc.’); (2) masculine forms with (m/f) (e.g., Geschäftsführer (m/w), ‘CEO, masc. (m/f)’); and (3) word pairs (e.g., Geschäftsführerin/Geschäftsführer, ‘CEO, fem./CEO, masc.’). The job ads announced either a high- or low-status leadership position. Results showed that female applicants were perceived to fit less well with the high-status position than male applicants when either the masculine or the masculine form with (m/f) was used––even though they were perceived to be equally competent. However, female and male applicants were perceived as fitting the high-status leadership position similarly well when word pairs were used.     

Evaluation of Model Fit in Cognitive Diagnosis Models

Cognitive diagnosis models (CDMs) estimate student ability profiles using latent attributes. Model fit to the data needs to be ascertained in order to determine whether inferences from CDMs are valid. This study investigated the usefulness of some popular model fit statistics to detect CDM fit including relative fit indices (AIC, BIC, and CAIC), and absolute fit indices (RMSEA2, ABS(fcor) and MAX(χ²_jj′)). These fit indices were assessed under different CDM settings with respect to Q-matrix misspecification and CDM misspecification. Results showed that relative fit indices selected the correct DINA model most of the times and selected the correct G-DINA model well across most conditions. Absolute fit indices rejected the true DINA model if the Q-matrix was misspecified in any way. Absolute fit indices rejected the true G-DINA model whenever the Q-matrix was under-specified. RMSEA2 could be artificially low when the Q-matrix was over-specified.