Limited information estimation and testing of Thurstonian models for paired comparison data under multiple judgment sampling

We relate Thurstonian models for paired comparisons data to Thurstonian models for ranking data, which assign zero probabilities to all intransitive patterns. We also propose an intermediate model for paired comparisons data that assigns nonzero probabilities to all transitive patterns and to some but not all intransitive patterns.There is a close correspondence between the multidimensional normal ogive model employed in educational testing and Thurstone's model for paired comparisons data under multiple judgment sampling with minimal identification restrictions. Alike the normal ogive model, Thurstonian models have two formulations, a factor analytic and an IRT formulation. We use the factor analytic formulation to estimate this model from the first and second order marginals of the contingency table using estimators proposed by Muthén. We also propose a statistic to assess the fit of these models to the first and second order marginals of the contingency table. This is important, as a model may reproduce well the estimated thresholds and tetrachoric correlations, yet fail to reproduce the marginals of the contingency table if the assumption of multivariate normality is incorrect.A simulation study is performed to investigate the performance of three alternative limited information estimators which differ in the procedure used in their final stage: unweighted least squares (ULS), diagonally weighted least squares (DWLS), and full weighted least squares (WLS). Both the ULS and DWLS show a good performance with medium size problems and small samples, with a slight better performance of the ULS estimator.This paper is based on the author's doctoral dissertation; Ulf Böckenholt, advisor. The final stages of this research took place while the author was at the Department of Statistics and Econometrics, Universidad Carlos III de Madrid. The author is indebted to Adolfo Hernández for stimulating discussions that helped improve this paper, and to Ulf Böckenholt and the Associate Editor for a number of helpfulsuggestions to a previous draft.     

应对行为跨文化测评的构念等同与偏差性研究

本文对COPE量表测评我国大学生应对行为方式的构念等同与偏差性进行深入探讨。采用验证性因素分析的方法测试了原版量表(COPE)及其中文修订本(C-COPE)的不同因素结构模型与465名大学生测评数据的拟合优度。研究结果支持C—COPE的测评维度结构,表明COPE量表对我国人群所进行的应对测评与西方社会的相比确实存在跨文化构念不等同性或偏差性,两者测评结果的跨文化比较因此缺乏必要前提条件。文中对所发生的构念偏差现象进行了详细分析。     

Stress in physical education teachers in Qatar

Stress is an area of interest among researchers and practitioners in many fields – including teaching. Much of the research on causes of stress for teachers has focused on teachers in general; only a few studies have focused on physical education teachers. Although there have been a few studies of causes of stress for physical education teachers in the Middle East, no studies have been conducted on physical education teachers in Qatar. Thus, the purpose of this study was to identify causes of stress for physical education teachers in Qatar at the beginning and end of the school year as well as any changes over the course of the year. A second purpose was to try to explain any differences in causes of stress according to: gender, nationality, type of school, and amount of experience. Results showed that there were different causes of stress for different groups of teachers which could be related to different backgrounds and experiences and different roles and responsibilities in society as a result of different cultural and social expectations and environmental factors.     

Relation of person-environment fit to career certainty

This study examined the person-environment fit-career outcome relation by observing interests, self-efficacy and parental support as person aspects and major and occupational choice as separate indicators of the environment. Career certainty was selected as a career outcome. Two dimensional fit indices (People-Things and Data-Ideas) were examined as was the incremental validity of adding prestige fit indices. In addition, we examined the moderation of these PE fit-outcome relations by ethnicity (Anglos vs. Latino/a’s). Results revealed that the PE fit predictors were moderately related and none of the two dimensional PE fit predictors significantly related to career certainty, while nearly all of the Prestige PE fit-certainty relations were significant. Support was found for the spherical structure of work types and person variables [Tracey, T. J. G., & Rounds, J. (1996b). Contributions of the spherical representation of vocational interests. Journal of Vocational Behavior, 48, 85-95].     

Effects of Pro-Environmental Recruiting Messages: The Role of Organizational Reputation

Purpose  The purpose of this study was to examine the effects of a pro-environmental corporate message on prospective applicants’ attitudes toward a fictitious hiring organization. Drawing from signaling theory, we hypothesized that an environmental message on the organization’s recruitment website would increase prospective applicants’ perceptions of organizational prestige, which would then increase job pursuit intentions. Personal environmental attitudes were also examined as a possible moderator. Design/Methodology/Approach  Participants (N = 183) viewed a web site printout that either did or did not contain a message indicating the organization’s environmental support. Participants rated their attitudes toward the environment, perceptions of the organization, and job pursuit intentions. Findings  Findings demonstrated that the environmental support message positively affected job pursuit intentions; further, this effect was mediated by perceptions of the organization’s reputation. Contrary to the person–organization fit perspective, the message’s effects on job pursuit intentions were not contingent upon the participant’s own environmental stance. Implications  These findings highlight the importance of corporate social performance as a source of information for a variety of job seekers. Even relatively small amounts of information regarding corporate social performance can positively affect an organization’s reputation and recruitment efforts. Originality/Value  In general, this research contributes to the growing body of literature on corporate social responsibility. It is the first study to test whether the effects of pro-environmental recruiting messages on job pursuit intentions depend upon an applicant’s personal environmental stance. In addition, this is the first study to demonstrate reputation’s meditational role in the effects of corporate social responsibility on recruitment efforts.     

When ethics create misfit: Combined effects of despotic leadership and Islamic work ethic on job performance,job satisfaction,and psychological well-being

This study applies social exchange and person–environment fit theories to predict that despotic leaders tend to hinder employee job performance, job satisfaction, and psychological well-being, whereas employees' own Islamic work ethic (IWE) enhances these outcomes. Also, IWE moderates the relationship of despotic leadership with the three outcomes, such that it heightens the negative impacts, because employees with a strong IWE find despotic leadership particularly troubling. A multi-source, two-wave, time-lagged study design, with a sample (303 paired responses) of employees working in various organisations, largely supports these predictions. Despotic leadership and IWE relate significantly to job performance, job satisfaction and psychological well-being in the predicted directions, except that there is no significant relationship between IWE and job satisfaction. A test of moderation shows that the negative relationships of despotic leadership with job outcomes are stronger when IWE is high. These findings have pertinent implications for theory, as well as for organisational practice.     

Convergent,Discriminant, and Incremental Validities of Person–Environment Fit Scale for Creativity in Predicting Innovative Behavior

This study examined the validity of a 14-item two-factor person–environment fit scale for creativity (PEFSC) to measure the personal and environmental components of creativity. A sample of 2,475 participants completed the PEFSC for evaluating the factor structure. For convergent, discriminant, and incremental validities, a subsample (N = 362) completed the creative self-efficacy scale, support for innovation subscale of the team climate inventory, and innovative behavior measure. Results indicated the two-factor correlated model showed a better goodness of fit than the one-factor model. Measurement invariance of PEFSC was observed across different genders and educational groups. Internal consistency reliabilities were satisfactory (α  ≥  .87). The personal dimension indicated stronger associations with creative self-efficacy than with support for innovation, whereas the environmental dimension was related more closely to support for innovation than to creative self-efficacy. Incremental validity was confirmed by significant and additional explanations from PEFSC in predicting innovative behavior. These results consolidated the application of person–environment fit theoretical framework in creativity research.     

The criterion‐related validity of a short commensurate measure of personality‐based person‐organization fit

Our goal was to develop a commensurate measure of personality‐based person‐organization fit and examine its criterion‐related validity for two retention‐related attitudes: job satisfaction and intention to stay. At T0, 637 employees completed our questionnaire. Two years later, at T1, 171 of the original respondents completed our questionnaire again. Results showed that the organizational personality perceptions are relatively stable. Polynomial regression analyses and surface plots revealed that job satisfaction and intention to stay are higher when there is perfect fit between the person and the organization compared to when the person and the organization differ in traits. However, in most cases, we found the work attitudes to be maximized when both the person and the organization score high on the personality traits.     

Un examen empirique de l’intention de quitter des millénariaux à travers diverses dimensions de l’adéquation individu/environnement

The purpose of this paper is to examine the simultaneous effect of three person-environment fit dimensions, namely person-organization fit, person-group fit and person-supervisor fit on the millennials’ intent to leave. Data were collected among a sample of 178 employees born after 1980 working in Quebec organizations from various industries. Results indicate that the three person-environment fit dimensions are linked to intent to leave, but that only person-organization fit has an effect on intent to leave.     

The interest-major congruence and college success relation: A longitudinal study

The relation of interest-major congruence to indicators of college success was examined in an initial sample of 80, 574 individuals enrolled in 87 colleges. Both college achievement (GPA after 1 year, after 2 years and at graduation) as well as persistence (enrollment status after 1 year, after 2 years and graduation after 5 years) were used as criteria of college success. Two different representations of interest-major congruence were examined: Euclidean distance and angular agreement. The incremental validity of these two congruence indices above that of standardized academic skills tests (i.e., ACT scores) was examined for each of the six criteria using mixed level modeling so that institutional differences could be examined. Results indicated that both types of congruence were predictors of each of the GPA criteria regardless of institutional differences. However for the enrollment criteria, the overall level of interest scores was found to moderate the congruence-enrollment relation. Congruence for individuals with low overall interest level but not for individuals with high overall interest levels was predictive of persistence. Findings point to the importance of interest-major congruence in the college outcome process, but also highlight the complexity of the congruence-outcome relation.