A note on distributional properties of the Jöreskog-Sörbom fit indices

In introducing the LISREL model for systems of linear structural equations, Jöreskog and Sörbom proposed two goodness-of-fit indices, GFI and AGFI. Their asymptotic distributions and some statistical properties are discussed.The authors would like to acknowledge the helpful comments and suggestions from the Associate Editor and two anonymous reviewers.     

Some improved diagnostics for failure of the Rasch model

Although several goodness of fit tests have been developed for the Rasch model for dichotomous items, most of them are of a global, asymptotic, and confirmatory type. This paper, based on ideas from a recent thesis by Van den Wollenberg, offers some suggestions for local, small sample, and exploratory techniques: difficulty plots for person groups scoring right and wrong on a specific item, a slope test per item based on a binomial distribution per score group, and a unidimensionality check based on an extended hypergeometric distribution per score group. This paper owes much to the inspiring and pioneering work of Arnold Van den Wollenberg, of which only minor aspects are criticized. Thanks go to Charles Lewis for stimulating discussions and for solutions to some programming problems.     

Some additional results on principal components analysis of three-mode data by means of alternating least squares algorithms

Kroonenberg and de Leeuw (1980) have developed an alternating least-squares method TUCKALS-3 as a solution for Tucker's three-way principal components model. The present paper offers some additional features of their method. Starting from a reanalysis of Tucker's problem in terms of a rank-constrained regression problem, it is shown that the fitted sum of squares in TUCKALS-3 can be partitioned according to elements of each mode of the three-way data matrix. An upper bound to the total fitted sum of squares is derived. Finally, a special case of TUCKALS-3 is related to the Carroll/Harshman CANDECOMP/PARAFAC model.     

Misspecification in Latent Change Score Models: Consequences for Parameter Estimation,Model Evaluation,and Predicting Change

Latent change score models (LCS) are conceptually powerful tools for analyzing longitudinal data (McArdle & Hamagami, 2001). However, applications of these models typically include constraints on key parameters over time. Although practically useful, strict invariance over time in these parameters is unlikely in real data. This study investigates the robustness of LCS when invariance over time is incorrectly imposed on key change-related parameters. Monte Carlo simulation methods were used to explore the impact of misspecification on parameter estimation, predicted trajectories of change, and model fit in the dual change score model, the foundational LCS. When constraints were incorrectly applied, several parameters, most notably the slope (i.e., constant change) factor mean and autoproportion coefficient, were severely and consistently biased, as were regression paths to the slope factor when external predictors of change were included. Standard fit indices indicated that the misspecified models fit well, partly because mean level trajectories over time were accurately captured. Loosening constraint improved the accuracy of parameter estimates, but estimates were more unstable, and models frequently failed to converge. Results suggest that potentially common sources of misspecification in LCS can produce distorted impressions of developmental processes, and that identifying and rectifying the situation is a challenge.     

Effects of gender similarity on relationships between person–group value fit and work attitudes

The present study assessed the effect of gender similarity as a potential moderator of the relationships between person–group (P–G) value fit and work attitudes. Specifically, we predicted that the effect of P–G value fit (in terms of social integration values) on individual attitudes would be stronger for individuals who had a similar gender than those of a different gender. Based on data obtained from 197 employees in South Korea, we found that when the focal individual had high gender similarity with his or her group, the relationships between P–G value fit and job satisfaction and between P–G value fit and turnover intentions were more prominent. Furthermore, these moderating effects were significant for men, but not for women.     

An exact and optimal standardized person test for assessing consistency with the rasch model

The Rasch model predicts that an individual's ability level is invariant over subtests of the total test, and thus, all subtests measure the same latent trait. A person test of this invariance hypothesis is discussed that is uniformly most powerful and standardized in the sense that the conditional distribution of the test statistic, given a particular level of ability, does not depend on the absolute value of the examinee's ability parameter. The test can be routinely performed by applying a computer program designed by and obtainable from the author. Finally, a suboptimal test is derived that is extremely easy to use, and an overall group test of the invariance hypothesis discussed. All tests considered do not rely on asymptotic approximations; hence, they may be applied when the test is of only moderate length and the group of examinees is small.     

情绪调节灵活性对负性情绪的影响：来自经验取样的证据

情绪调节灵活性是指个体根据不断变化的情境需求灵活部署情绪调节策略的能力。本研究采用经验取样方法,通过拟合个体在日常生活事件(如,未通过考试)和突发公共卫生事件(COVID-19)中的策略使用剖面结构和情境负性程度与策略使用程度的共变关系测量个体的情绪调节灵活性水平,并探讨其对个体后续负性情绪(抑郁和焦虑)的影响。两个独立样本结果表明：单一策略使用偏好(如沉浸偏好和表达抑制偏好)的个体在负性生活事件中和疫情期间经历了更高水平的抑郁和焦虑情绪。此外,当个体随情境负性程度提高使用更多分心策略,而随情境负性程度降低使用更多认知重评策略(意味较高的情绪调节灵活性),其抑郁和焦虑情绪水平更低。以上结果共同证实了情绪调节灵活性有利于减少个体的负性情绪体验。     

Selecting entrepreneurial employees using a person-group fit perspective

As jobs become unstructured and collective endeavor oriented, it is increasingly being realized that work groups must become more autonomous and entrepreneurial. The selection literature is however silent on the predictive mechanisms that may be leveraged to select group members with the desired competencies. The person-group fit perspective enables us to hypothesize and demonstrate that selection instruments geared toward gauging an individual's fit within a group are likely to manifest entrepreneurial competencies and behaviors in the individual. Further, the nature of the job, in terms of the structuredness of work (task formalization) and the repetitiveness of work activities (task routinization), has a moderating impact on the relationship between overall entrepreneurial competence and selection practices. The study has implications for incorporating the principles of person-group fit into the design of job profiles.     

Exact person fit indexes for the rasch model for arbitrary alternatives

A new algorithm for obtaining exact person fit indexes for the Rasch model is introduced which realizes most powerful tests for a very general family of alternative hypotheses, including tests concerning DIF as well as model-deviating item correlations. The method is also used as a goodness-of-fit test for whole data sets where the item parameters are assumed to be known. For tests with 30 items at most, exact values are obtained, for longer tests a Monte Carlo-algorithm is proposed. Simulated examples and an empirical investigation demonstrate test power and applicability to item elimination.The author wishes to thank Elisabeth Ponocny-Seliger and the reviewers for many helpful comments. All exact goodness-of-fit tests proposed in this article are implemented in the menu-driven program T-Rasch 1.0 by Ponocny and Ponocny-Seliger (1999) which can be obtained from ProGAMMA (WWW: http://www.gamma.rug.nl) and also performs nonparametric tests.