Constructing the exact significance level for a person fit statistic

This paper uses an extension of the network algorithm originally introduced by Mehta and Patel to construct exact tail probabilities for testing the general hypothesis that item responses are distributed according to the Rasch model. By assuming that item difficulties are known, the algorithm is applicable to the statistical tests either given the maximum likelihood ability estimate or conditioned on the total score. A simulation study indicates that the network algorithm is an efficient tool for computing the significance level of a person fit statistic based on test lengths of 30 items or less.     

The many null distributions of person fit indices

This paper deals with the situation of an investigator who has collected the scores ofn persons to a set ofk dichotomous items, and wants to investigate whether the answers of all respondents are compatible with the one parameter logistic test model of Rasch. Contrary to the standard analysis of the Rasch model, where all persons are kept in the analysis and badly fittingitems may be removed, this paper studies the alternative model in which a small minority ofpersons has an answer strategy not described by the Rasch model. Such persons are called anomalous or aberrant. From the response vectors consisting ofk symbols each equal to 0 or 1, it is desired to classify each respondent as either anomalous or as conforming to the model. As this model is probabilistic, such a classification will possibly involve false positives and false negatives. Both for the Rasch model and for other item response models, the literature contains several proposals for a person fit index, which expresses for each individual the plausibility that his/her behavior follows the model. The present paper argues that such indices can only provide a satisfactory solution to the classification problem if their statistical distribution is known under the null hypothesis that all persons answer according to the model. This distribution, however, turns out to be rather different for different values of the person's latent trait value. This value will be called ability parameter, although our results are equally valid for Rasch scales measuring other attributes.As the true ability parameter is unknown, one can only use its estimate in order to obtain an estimated person fit value and an estimated null hypothesis distribution. The paper describes three specifications for the latter: assuming that the true ability equals its estimate, integrating across the ability distribution assumed for the population, and conditioning on the total score, which is in the Rasch model the sufficient statistic for the ability parameter.Classification rules for aberrance will be worked out for each of the three specifications. Depending on test length, item parameters and desired accuracy, they are based on the exact distribution, its Monte Carlo estimate and a new and promising approximation based on the moments of the person fit statistic. Results for the likelihood person fit statistic are given in detail, the methods could also be applied to other fit statistics. A comparison of the three specifications results in the recommendation to condition on the total score, as this avoids some problems of interpretation that affect the other two specifications.The authors express their gratitude to the reviewers and to many colleagues for comments on an earlier version.     

需求和接受的授权型领导匹配对下属工作结果的影响：情绪耗竭的中介作用

基于人-环境匹配理论和压力认知交互作用理论, 本文探讨了下属需求和接受的授权型领导匹配性对下属态度、行为和绩效的影响及情绪耗竭的中介作用。本文分别通过对150位领导与150位下属(研究1)、50位领导与243位下属(研究2)的配对样本开展两项多时点、多来源的问卷数据收集, 并采用跨层次多项式回归和响应面分析方法得出以下结论: (1)下属需求和接受的授权型领导失配会导致下属情绪耗竭; (2)相对于授权不足, 领导的过度授权更会导致下属情绪耗竭; (3)下属需求和接受的授权型领导匹配性通过作用于下属情绪耗竭进而影响下属对领导的满意度、组织公民行为和工作绩效。     

How our work influences who we are: Testing a theory of vocational and personality development over fifty years

This study examines the developmental influences of occupational environments on personality traits from childhood to adulthood. We test aspects of a theory of vocational and personality development, proposing that traits develop in response to work experience following corresponsive and noncorresponsive mechanisms. We describe these pathways in the context of situations of vocational gravitation and inhabitation. In a sample from the Hawaii personality and health cohort (N = 596), we examined associations of childhood and adulthood personality traits, with occupational environments profiled on the RIASEC model. Mediations tests confirmed that work influenced personality development from childhood to adulthood for Openness/Intellect. We observed multiple reactivity effects of occupation environments on adulthood traits that were not associated with corresponding selection effects.     

Assertive Ads for Want or Should? It Depends on Consumers’ Power

Advertisements using assertive language are commonly seen in marketing communications, yet assertive language has often been shown to be ineffective in communication and even decrease compliance. Recent research began to examine factors that influence the effectiveness of assertive advertising messages, but little research has studied the potential moderating role of consumer‐related factors. The current research fills this gap by investigating the moderating role of consumers’ power. Across five studies, the authors find that for high‐power consumers, assertive ads are effective in promoting want products but ineffective in promoting should products. For low‐power consumers, however, assertive ads are effective in promoting should products but ineffective in promoting want products. Moreover, the authors show that this pattern of results is driven (mediated) by consumers’ perception of the fit between the advertising message and the advertised product. Theoretical and practical implications of the findings are discussed.     

A gender perspective on Person-Manager fit and managerial advancement

This article presents two studies examining (1) the relationship between Person-Manager (P-M) fit and managerial advancement of women and men with, and without managerial aspirations and (2) the P-M fit as related to managerial and non-managerial women. The P-M fit was assessed by computing the congruence between participants' self-rated personality profile and the perceived personality profile of a manager. Sex (men show a higher P-M fit than women), gender (the higher the individual's masculine gender-role, the higher the P-M fit) and group (managers and managerial aspirants show a higher P-M fit than non-managerial aspirants and non-managers) hypotheses were tested. There was no support for the sex difference hypothesis. However, the group and gender hypotheses were confirmed showing that managers and managerial aspirants had a higher P-M fit than non-managers and non-aspirants. Further, analyses revealed that the higher the participants' masculinity scores, the higher the P-M fit. Implications of these findings are discussed in relation to the gendered image of the managerial role and adaptation theory.     

Checking the Assumptions of Rasch's Model for Speed Tests

Two new tests for a model for the response times on pure speed tests by Rasch (1960) are proposed. The model is based on the assumption that the test response times are approximately gamma distributed, with known index parameters and unknown rate parameters. The rate parameters are decomposed in a subject ability parameter and a test difficulty parameter. By treating the ability as a gamma distributed random variable, maximum marginal likelihood (MML) estimators for the test difficulty parameters and the parameters of the ability distribution are easily derived. Also the model tests proposed here pertain to the framework of MML. Two tests or modification indices are proposed. The first one is focused on the assumption of local stochastic independence, the second one on the assumption of the test characteristic functions. The tests are based on Lagrange multiplier statistics, and can therefore be computed using the parameter estimates under the null model. Therefore, model violations for all items and pairs of items can be assessed as a by-product of one single estimation run. Power studies and applications to real data are included as numerical examples.     

The influence of lay theories of Feng Shui on consumers' peace of mind: The role of regulatory fit

With its history dating back five millennia, the art of creating harmonious surroundings – commonly referred to as Feng Shui – has become deeply rooted in Chinese culture. Yet despite its significant effect on people's daily lives, a dearth of research is available on how Feng Shui influences consumers' decisions. This study investigates the influence of Feng Shui on customers' attitude based on their regulatory focus, providing suggestions for business opportunities. Three studies examine whether Feng Shui's goals influence participants' decisions and feelings of appropriateness. Study 1 demonstrated that the fit between Feng Shui's suggestions and consumers' regulatory focus impacted decision making. Participants were more likely to adopt the Feng Shui practitioner's suggestions of a goal compatible with the consumers' regulatory focus. Study 2 provided evidence that a regulatory focus also impacts participants' peace of mind. Study 3 tested whether the value experienced from regulatory fit is reflected in the price. Specifically, promotion‐oriented individuals feel more accepting of promotion‐focused Feng Shui that is consistent with an approach goal while prevention‐oriented individuals are more persuaded by prevention‐focused Feng Shui that is consistent with an avoidance goal. When the Feng Shui appeal is compatible with the self‐regulatory focus, individuals demonstrate a greater feeling of appropriateness and produce a higher level of peace of mind.     

Validating the coping scale for Chinese athletes using multidimensional Rasch analysis

Objective

The Coping Scale for Chinese Athletes (CSCA) was developed and validated using classic testing theory in 2004 (Chung, Si, Lee, & Liu, 2004). This study aimed to validate CSCA using multidimensional Rasch analysis with the ConQuest software programme.

Method

The sample in this study comprised 367 athletes from mainland China. A Multidimensional Rating Scale model was applied to investigate the validity of the four-dimension scale. Standard fit statistics (Infit and Outfit MNSQ) and Differential item functioning (DIF) were computed to examine the model-data fit. Test reliability and category functioning were also checked.

Results

The item difficulty and the athletes’ trait level of coping were calibrated along the same latent trait scale. Three items were removed from the scale due to misfit with the Rasch model. No DIF across gender was found for the remaining 21 items. Test reliabilities for the four subscales ranged from 0.66 to 0.76. The results also indicated that the original 5-category rating scale structure did not function well.

Conclusion

The multidimensional Rasch analysis supported that the 21-item CSCA measures four latent traits of coping of Chinese athletes as expected. The results also demonstrated advantages of multidimensional Rasch analysis over unidimensional Rasch analysis as well as traditional approach in examining the quality of multidimensional scale in sport settings.     

An Integrative Model Linking Feedback Environment and Organizational Citizenship Behavior

ABSTRACT

Past empirical evidence has suggested that a positive supervisor feedback environment may enhance employees' organizational citizenship behavior (OCB). In this study, we aim to extend previous research by proposing and testing an integrative model that examines the mediating processes underlying the relationship between supervisor feedback environment and employee OCB. Data were collected from 259 subordinate-supervisor dyads across a variety of organizations in Taiwan. We used structural equation modeling to test our hypotheses. The results demonstrated that supervisor feedback environment influenced employees' OCB indirectly through (1) both positive affective-cognition and positive attitude (i.e., person-organization fit and organizational commitment), and (2) both negative affective-cognition and negative attitude (i.e., role stressors and job burnout). Theoretical and practical implications are discussed.