Work engagement and voluntary absence: The moderating role of job resources

The present study examined the moderating role of job resources, namely, organizational trust, the quality of employees’ relationship with their manager, and the motivating potential of jobs, on the negative relationship between work engagement and voluntary absence. Employee survey results and absence records collected from the Human Resources department of a construction and consultancy organization in the United Kingdom (n = 325) showed that work engagement was negatively related to voluntary absence, as measured by the Bradford Factor. Furthermore, the results showed that organizational trust and the quality of employees’ relationships with their line managers ameliorated the negative effect of relatively low levels of engagement on voluntary absence. Theoretical and practical implications of the findings are discussed.     

Difference Scores in the Identification of Children with Learning Disabilities It's Time to Use a Different Method

In this article, we identify ten reasons why discrepancy scores (based on differences between IQ and reading achievement scores) provide an inadequate means for identifying children with reading disabilities. We recommend instead that children be identified simply on the basis of problems in reading skills, regardless of their IQs.     

现代西方善恶评价理论述评

善恶评价的性质和善恶评价的真理性问题是伦理学研究的难点问题。现代西方伦理学界对此问题也多有探讨。对现代西方善恶评价理论的主要观点的介绍,有助于我们深化善恶评价问题的研究。     

Conditions for factor (in)determinacy in factor analysis

The subject of factor indeterminacy has a vast history in factor analysis (Guttman, 1955; Lederman, 1938; Wilson, 1928). It has lead to strong differences in opinion (Steiger, 1979). The current paper gives necessary and sufficient conditions for observability of factors in terms of the parameter matrices and a finite number of variables. Five conditions are given which rigorously define indeterminacy. It is shown that (un)observable factors are (in)determinate. Specifically, the indeterminacy proof by Guttman is extended to Heywood cases. The results are illustrated by two examples and implications for indeterminacy are discussed.     

Latent profiles of work motivation in adolescents in relation to work expectations,goal engagement,and changes in work experiences

Motivation plays a key role in successful entry into working life. Based on a cross-sectional and a one-year longitudinal study, we used a person-centered approach to explore work-related motivation (i.e., autonomous goals, positive affect, and occupational self-efficacy) among 577 students in 8th grade (Study 1) and 949 adolescents in vocational training (Study 2). Based on latent profile analysis, in both studies we identified four groups that were characterized by different levels of overall motivation and one group characterized by low positive affect and mean levels in autonomous goals and self-efficacy. Profiles characterized by high levels of motivation showed the highest levels of positive work expectations and goal engagement and the lowest levels of negative work expectations in Study 1 and the highest levels of person-job fit, work engagement, and job satisfaction in Study 2. Moreover, latent difference score analysis showed that motivational profiles predicted changes in person-job fit and work engagement across one year but not in job satisfaction. The results imply that career counselors should be aware of characteristic motivational patterns of clients that may require specific counseling approaches.     

The Brier Rule Is not a Good Measure of Epistemic Utility (and Other Useful Facts about Epistemic Betterness)

Measures of epistemic utility are used by formal epistemologists to make determinations of epistemic betterness among cognitive states. The Brier rule is the most popular choice (by far) among formal epistemologists for such a measure. In this paper, however, we show that the Brier rule is sometimes seriously wrong about whether one cognitive state is epistemically better than another. In particular, there are cases where an agent gets evidence that definitively eliminates a false hypothesis (and the probabilities assigned to the other hypotheses stay in the same ratios), but where the Brier rule says that things have become epistemically worse. Along the way to this ‘elimination experiment’ counter-example to the Brier rule as a measure of epistemic utility, we identify several useful monotonicity principles for epistemic betterness. We also reply to several potential objections to this counter-example.     

A Test by Any Other Name: P Values,Bayes Factors,and Statistical Inference

Procedures used for statistical inference are receiving increased scrutiny as the scientific community studies the factors associated with insuring reproducible research. This note addresses recent negative attention directed at p values, the relationship of confidence intervals and tests, and the role of Bayesian inference and Bayes factors, with an eye toward better understanding these different strategies for statistical inference. We argue that researchers and data analysts too often resort to binary decisions (e.g., whether to reject or accept the null hypothesis) in settings where this may not be required.     

Self-perceived Authenticity is Contaminated by the Valence of One’s Behavior

Two studies tested whether people are biased to infer that their positive actions are more authentic than their negative actions. In Study 1, participants identified a positive or negative personal characteristic and assessed the authenticity of past behavior that reflected that characteristic. In Study 2, people imagined themselves performing positive and negative behaviors that they authentically did or did not want to perform. Both studies showed that people’s judgments of the authenticity of their behavior were contaminated by their perceptions of the valence of their behavior even when the objective authenticity of the behavior was controlled. Future research must disentangle authenticity and positivity to determine the degree to which each contributes to positive outcomes that have been attributed to authenticity.     

Against all odds – is a more differentiated view of personality development in emerging adulthood needed? The case of young apprentices

Personality development in emerging adults who do not attend college after high school has been largely overlooked so far. In this study, we investigated personality development in emerging German adults (N_T1 = 1,886, M_ageT1 = 18.01 years, 29% female) undergoing vocational education and training (VET). The trainees were assessed at the start of VET, 1.5 years later, and another 1.5 years after that, just before graduation. Longitudinal latent change score analyses were applied. Bivariate analyses investigated life satisfaction and job strain as social and work‐related aspects that are potentially reciprocally related to personality development. Mean‐level personality changes included increases in neuroticism and decreases in agreeableness and conscientiousness in the first interval. In the second interval, neuroticism decreased and conscientiousness increased. Simultaneously, trainees reported a gradual decrease in extraversion and openness across the 3‐year time span. Personality, especially agreeableness and conscientiousness, emerged as a stronger predictor of changes in job strain and life satisfaction than vice versa. For example, more agreeable and more conscientious trainees subsequently showed increases in life satisfaction. Trainees reporting higher job strain subsequently showed decreases in agreeableness. Trajectories of personality development partly support the maturity principle that has been established in many college student samples.