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The objective of this research was to verify the preliminary evidence of validity and reliability of the Professional Fulfillment scale of Federal University Professors (PFS-FUP), elaborated from the Professional Fulfillment model, understood as a process derived from a subjective assessment of career development. After being evaluated by a committee of experts and conducting a pilot test, the final version of the scale was applied to 220 Brazilian professors from the federal higher education system. Then, evidence of validity was verified based on (a) the internal structure of the instrument and (b) convergent validity, (c) reliability analysis and (d) analysis of correlations with sociodemographic variables. The instrument’s precision indicators were satisfactory and the results according to the sociodemographic characteristics of participants reinforced the relationship among the construct and career-related factors. Therefore, the PFS-FUP can be used in research and interventions with professors at federal institutions of college education in Brazil.

Abstract Co-parenting is the reciprocal effort between two caregivers to raise a child and is important in the mental health of families. This study aims to describe the adaptation procedures and initial evidence of validity of the Co-parenting Questionnaire (CQ) for Brazil. The adaptation was carried out according to the stages: translation; synthesis of translated versions; evaluation by experts and target audience; and reverse translation. To assess its factorial structure, confirmatory factor analyzes were performed in multifactorial and bi-factorial models in a sample of 590 mothers/fathers aged 21 to 60 years (M = 36.24; SD = 5.88) residing in 21 states of Brazil. The CQ presented adequate adjustments for a correlated multifactorial solution and for the bifactor model. Complementary indices indicate that its multifactorial structure is the most adequate. Considering that 90% of the participants are women, the results show the CQ is a valid instrument for measuring co-parenting in Brazilian women.

Copyright of Diversitas (17949998) is the property of Universidad Santo Tomas, Facultad de Psicologia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Paideia (0103863X) is the property of Paideia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Psicologia. Organizacoes e Trabalho is the property of Sociedade Brasileira de Psicologia Organizacional e do Trabalho and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Objectives: This study aimed to identify the most commonly used internal validity tests in the discrete choice experiment (DCE) literature and establish their sensitivity and specificity.Methods: A structured literature review of recent DCE articles (2018-2020Q1) published in the health, marketing, transport economics, and environmental science literature was used to identify commonly used internal validity tests. The 2 most frequently used internal validity tests were incorporated in 4 new data collections. Respondent preferences in each application were summarized using a mixed logit model, which served as the benchmark for the subsequent sensitivity and specificity calculations. The performance of the internal validity tests was also compared with that of the root likelihood (RLH) test, which is a likelihood-based statistical validity test that is commonly used in marketing applications.Results: Dominant and repeated choice tasks were most commonly included in health-related DCE designs. Based on 4 applications, their specificity and sensitivity depend on the type of incorrect response pattern to be detected and on design characteristics such as the number of choice options per choice task and the number of internal validity tests as included in the experimental design. In all but one scenario, the performance of the dominant and repeated choice tasks was considerably worse than that of the RLH test.Conclusions: Dominant and repeated choice tasks are unreliable screening tests and costly in terms of statistical power. The RLH test, which is a statistical test that does not require additional choice tasks to be included in the DCE design, provides a more reliable alternative. [ABSTRACT FROM AUTHOR]

Introduction: Grit is a construct that can predict performance in different domains. This research aims to provide evidence about the validity of the Grit-S Scale through a factorial structure confirmatory analysis and a convergence study with the Scale to Measure Personal Agency and Empowerment. Method: Firstly, university students from virtual learning programs (n = 313) answered the Grit-S Scale, and a confirmatory analysis was performed. Afterwards, the Scale to measure personal agency and empowerment was used to evaluate the convergence validity of the Grit-S Scale. Results: Findings confirm that the Grit-S scale has a bifactorial structure. On the other hand, the ESAGE Scale was adapted using an Exploratory Factorial Analysis, with four factors that explain 44.6% of the variance. Correlations between Grit-S subdimensions and the ESAGE Scale are positive and statistically significant. Conclusions: The Grit-S scale accurately measures Grit. Besides, it is possible to confirm the relationship between Grit and personality traits considering its convergence with the agency dimension in the Scale to measure personal agency and the low relationship with the social empowerment dimension. [ABSTRACT FROM AUTHOR]

The gold-standard approaches for gleaning statistically valid conclusions from data involve random sampling from the population. Collecting properly randomized data, however, can be challenging, so modern statistical methods, including propensity score reweighting, aim to enable valid inferences when random sampling is not feasible. We put forth an approach for making inferences based on available data from a source population that may differ in composition in unknown ways from an eventual target population. Whereas propensity scoring requires a separate estimation procedure for each different target population, we show how to build a single estimator, based on source data alone, that allows for efficient and accurate estimates on any downstream target data. We demonstrate, theoretically and empirically, that our target-independent approach to inference, which we dub "universal adaptability," is competitive with target-specific approaches that rely on propensity scoring. Our approach builds on a surprising connection between the problem of inferences in unspecified target populations and the multicalibration problem, studied in the burgeoning field of algorithmic fairness. We show how the multicalibration framework can be employed to yield valid inferences from a single source population across a diverse set of target populations. [ABSTRACT FROM AUTHOR]

Multi-Voxel Pattern Analysis (MVPA) is a well established tool to disclose weak, distributed effects in brain activity patterns. The generalization ability is assessed by testing the learning model on new, unseen data. However, when limited data is available, the decoding success is estimated using cross-validation. There is general consensus on assessing statistical significance of cross-validated accuracy with non-parametric permutation tests. In this work we focus on the false positive control of different permutation strategies and on the statistical power of different cross-validation schemes.With simulations, we show that estimating the entire cross-validation error on each permuted dataset is the only statistically valid permutation strategy. Furthermore, using both simulations and real data from the HCP WU-Minn 3T fMRI dataset, we show that, among the different cross-validation schemes, a repeated split-half cross-validation is the most powerful, despite achieving slightly lower classification accuracy, when compared to other schemes. Our findings provide additional insights into the optimization of the experimental design for MVPA, highlighting the benefits of having many short runs.

Joy at work is one manifestation of well-being, which is reflected in the merging of satisfaction with life and with work. The present study has gathered evidence of the validity of the Joy at Work Scale in the Brazilian context. The sample was composed of 505 workers from both genders. They answered a version of the Brazilian scale as well as other instruments related to it. Exploratory and confirmatory factor analyses indicated that the model with the best fit for the scale was the one-dimensional one, composed of 14 items. The scale presented strong positive correlations with satisfaction at work, work engagement, affective organizational commitment, and positive affects toward work. It was concluded that the instrument presented psychometric properties which recommend its use in further investigations designed to evaluate levels of joy at work

Adaptive competence is the ability of the worker to develop new knowledge and skills from the ones they already have, achieving efficient results with high performance in new and unknown situations. The purpose of this paper was to adapt and analyze the evidence of the validity of internal structure, convergent validity, and internal consistency of the adaptive competence inventory (ACI) with Brazilian workers. The empirical research was carried out with 383 Brazilian workers from all regions of the country, from various branches of activity. In the confirmatory factor analysis (CFA), the results were tested in 4 models and the proposed structure of 4 dimensions and 14 items presented the best indices of fit. The convergent validity of the ACI with self-determination was assessed. In the discriminant validity, the ACI showed a positive and significant correlation with the level of education of the participants. The statistical analysis carried out allows us to substantiate the validity of the ACI with Brazilian workers and to present a diagnostic tool for adaptive competence.

Abstract The goal of this research was to adapt and obtain validity evidence of the Modern Homonegativity Scale (MHS), which is set by two parallel forms with 12 items, one of them referring to gays (MHS-G) and the other referring to lesbians (MHS-L). In the first study 418 heterosexuals between 18 and 58 years old (M = 24,9; SD = 7,23), mostly women (66,3%) living at João Pessoa-PB (50,5%) answered. Both scales have shown as unidimensional and containing a high degree of internal consistency. The second study had the participation of 273 heterosexuals between 18 and 55 years old (M = 23,7; SD = 6,33), mostly women (69%). The confirmatory factor analysis showed satisfactory adjustment indexes for the proposed model and the Item Response Theory (IRT) demonstrated a good degree of discrimination and variation of the difficulty parameters. Therefore, we may conclude MHS is psychometrically valid, easily applicable and can be used in research contexts.

Abstract The study gathered evidence of validity based on the internal structure and relations with external variables of the Ethical Leadership Behavior Scale. The study participants were 405 workers of both sexes (64.7% female), aged 19-69 years (M = 35.7; SD = 10.9), who answered the Brazilian version of the scale and instruments to assess other constructs. The confirmatory factor analyses pointed to a final version of 35 items concentrated in a single factor, with an internal consistency index of 0.96. In the validity evidence in relation to external variables, the scale was positively and moderately correlated with work engagement, job satisfaction, and affective organizational commitment; weakly and positively with general mental health; and weakly and negatively with burnout. The future use of the scale in organizational research and diagnostics on ethical leadership behavior is recommended.

The Pfister Colored Pyramids Test (CPT) and the Zulliger test in the Comprehensive System (ZSC) are projective methods that aim to evaluate aspects of the personality. The aim was to seek evidence of convergent validity for the CPT through correlation with the ZSC, specifically regarding their indicators of cognitive functioning. Accordingly, 172 children from Fortaleza (CE), aged between 6 and 11 years and 6 months (M=8.64, SD=1.434) participated. The Raven Colored Progressive Matrices - Special Scale, the ZSC and the CPT were used. Descriptive statistics and Pearson's correlation analyses were performed using the SPSS software. The results presented 34 significant correlations (p<.05), which were mainly discussed in the test manuals. Although these correlations were weak, the interpretations of the indicators suggest that the Pfister and Zulliger tests can be used in a complementary way in the evaluation of the personality. [ABSTRACT FROM AUTHOR]

The proactive personality is a relatively stable tendency to generate changes in the environment to improve it. The aim of this study was to translate, adapt and validate the Proactive Personality Scale of Bateman and Crant in Argentina. A cross-sectional empirical-instrumental design was used on a non-probabilistic sample of 465 workers (54% women, Mage = 34,5 years, SDage = 12,94). Exploratory and confirmatory factorial analyses indicated the adequacy of a unifactorial model with six observable variables (SB-2 = 2,01; GFI = 0,98; CFI = 0,95; RMSEA = 0,04; AIC = 42,03; p = 0,82; CR = 0,80). The positive correlations between proactive personality, proactive behaviours, job satisfaction and job involvement indicated appropriate relationship validity with external variables. These results show that the Argentine version of the instrument has adequate psychometric properties in the job context. [ABSTRACT FROM AUTHOR]

This study aimed to identify the properties of the job satisfaction scale most used in Brazilian samples in terms of its structure, convergent validity and measure invariance. The study involved 733 workers (46% women) from the industrial and tertiary sectors of two Brazilian states. In addition to the original model of five correlated factors, three alternative structural models were compared (five uncorrelated factors, hierarchical and bifactorial). The results show that the bifactorial structure, with five latent variables of the first level plus a general variable also of the first level, is a robust structural model to evaluate the satisfaction of Brazilian workers and was invariant for all groups tested, with the possibility of application in samples with different work times, levels of education and gender. The measure also showed a positive moderate to high correlation with the other two variables of organizational behavior confirming the convergent validity. [ABSTRACT FROM AUTHOR]

Innovative work behaviour is defined as the intentional creation, introduction and application of new ideas within a work role, group or organization, in order to benefit role performance, the group, or the organization. Following Janssen (2000), it is conceive as complex behaviour consisting of a set of three different behavioural tasks: idea generation (the production of novel and useful ideas in any domain), idea promotion (the socialization of ideas and built of a coalition of supporters among potential allies such as friends and sponsors, who provide the necessary power and resources to develop the idea), and idea realization (the production of a prototype or model of the innovation that can be experienced and ultimately applied). Although innovative work behaviour is theoretically treated as multi-dimensional, available measures are mostly one-dimensional. Also, the empirical evidence for the validity of innovative work behaviour measures is limited. The Innovative Work Behavior Scale of Janssen (2000) stands out as one of the most measures used in contemporary research. However, there is still no consensus regarding its uni or tri-factorial structure. This study presents evidence of internal validity of the Janssen´s Innovative Work Behavior Scale. An instrumental study was designed on a multi-oupational sample of 543 workers (64 % women, M age = 35.32 years, labor Mseniority = 8.78 years). Innovative work behaviours were measured with an argentinean adaptation of Janssen ´s scale. The scale consist in 9 item and it was completed by the own respondents (self-report). The response format was a 5-point scale ranging from ‘never’ (1) to ‘always’ (5). Confirmatory factorial analysis were conducted to examinate the scale´s dimensionality. Three measurement models (based on theory and empirical evidence) was estimated: (a) a uni-factorial model, (b) an oblique tri-factorial model and, (c) a tri-factorial model with a second-order factor. Values of absolute, incremental and parsimonious fit were within adequated ranges. Nevertheless, the correlation coefficients between the latent factors indicated problems in the estimation of the last two models (b and c). Specifically, the intercorrelations between idea realization and idea generation factor, as well as between the last one and idea promotion were above 1. This result indicated that a multi-dimensional structure was invalidate. In the same way, the average variance extracted (AVE) and the composite reliability (CR) indixes showed no evidence to support the discriminant-convergent validity and the reliability of the supposed three dimensions of innovative behavior. Given these results, it is concluded that the uni-factorial measurement model is the most suitable solution in the analyzed sample. This model showed adequate composite reliability, as well as configural and metric invariance between men and women. In line with own Janssen (2000) the dimensions may be to combine additively to create an overall scale of innovative work behavior. Future work should explore the nomological network of innovatiwe work behaviours in order to obtain more robust evidence for construct validity. Although some further research is needed, this study has tried to provide evidence of internal validity of a simple and pratical measure that is suitable for different work contexts, especially when innovative efforts are needed from all employees. It can be used in further research aimed to enhance our understanding of individual innovation. [ABSTRACT FROM AUTHOR]

Abstract Authentic leadership consists of a pattern of behavior based on positive psychological capacities and on an ethical and moral climate. The study evaluated the internal structure and convergent validity of the Authentic Leadership Inventory. The sample consisted of 548 workers from public and private organizations of both genders, who responded to the initial version of the scale, containing 14 items, distributed among four factors: self-knowledge, relational transparency, internalized moral perspective and balanced processing. The confi rmatory factor analyses showed that the best fi t model was the four fi rst order factors with a second order factor, which fully confi rmed the original scale model. Authentic leadership had positive correlations with transformational leadership, job satisfaction, work engagement, and affective organizational commitment. The evidences of validity obtained recommend the use of instrument in future research situations.

Traditional CAHPS-style emergency department (ED) surveys result in excessive variability when assessing individual physician performance. The objective of this study is to measure the variability of a brief, electronic survey (e-survey). The study team also measured the association of individual physicians to demographic data, physician and patient factors, and a physician burnout assessment tool. Data from SmartContact (SmartER, La Grange, IL) is a next-day, e-survey that takes about 30-seconds to complete. This tool was used by a hospital-employed emergency department (ED) group during calendar year 2017 across 2 EDs and 37 physicians.1,2 Variability was estimated regarding raw patient experience (PX) scores and top box scores by using intraclass correlation coefficients (ICCs). Pearson correlations were used to measure the interaction between PX scores, physician factors, and patient factors. Analysis of the 2017 calendar year showed statistically significant differences between physician PX performance on a bimonthly and quarterly basis. As well, there was lower PX in patients presenting at night. No correlation was found with a burnout assessment tool. This study demonstrates statistically valid performance differences among physicians using a next-day e-survey, which conforms to the recommendations of ED professional organizations for use in driving provider PX improvement, enhancing patient trust, and improving patient outcomes. Experience Framework This article is associated with the Innovation & Technology lens of The Beryl Institute Experience Framework. (http://bit.ly/ExperienceFramework) Access other PXJ articles related to this lens. Access other resources related to this lens

The Job Crafting Questionnaire is a self-report instrument for assessing job crafting, understood as proactive changes conducted by the individual to modify his own work to adjust it to his motivations, skills and values. Its psychometric properties were investigated in two studies, the first with an online sample of 261 adults and the second with 152 adults, employees of a private organization in the countryside of the state of São Paulo. The results of both studies supported the internal structure of the instrument by means of exploratory techniques (exploratory factor analysis and network analysis) and confirmatory factor analysis. The psychometric performance of the scale was satisfactory in both studies regarding the validity and reliability parameters. The primacy of the cognitive dimension of the construct was observed. We concluded that the Job Crafting Questionnaire is a valid and reliable instrument in the Brazilian context, enabling future research in the area. [ABSTRACT FROM AUTHOR]

Copyright of Revista Psicologia. Organizacoes e Trabalho is the property of Sociedade Brasileira de Psicologia Organizacional e do Trabalho and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Psicologia. Organizacoes e Trabalho is the property of Sociedade Brasileira de Psicologia Organizacional e do Trabalho and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Psico-USF is the property of Universidade Sao Francisco, Programa de Pos-Graduacao Stricto Sensu em Psicologia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The server leader is seen as someone motivated by a feeling of serving their team that goes beyond their own interests. The aim of the study was to adapt and gather initial evidence of internal structure validity and relationships with other variables for the Servant Leadership Scale. The sample consisted of 432 Brazilian workers of both sexes (54.6% male). In the verification of the internal structure, three models were tested through confirmatory factor analysis, with the model of eight correlated factors being the one that presented the best fit indices. The majority of the dimensions of servant leadership had moderate to strong correlations with authentic leadership, job engagement, affective organizational commitment, and job satisfaction. The initial evidence of validity obtained strengthens the possibility of the future use of the scale in Brazilian investigations. [ABSTRACT FROM AUTHOR]

Copyright of Psico-USF is the property of Universidade Sao Francisco, Programa de Pos-Graduacao Stricto Sensu em Psicologia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: investigating the results of replicate experiment, in which the proposed technique for improving the accuracy of performing serve was used, and carrying out a comparative analysis the corresponding results of the current and initial experiments. Material & Methods: the analysis of the video, pedagogic observations, statistical methods of processing the results. Results: the replicate experiment has been carried out. The detailed analysis of the characteristics of moving ball has been performed. The approach for estimating the accuracy of the performing serve has been proposed. The estimation of statistical validity of differences between the results of the comparative analysis of the corresponding characteristics of both experiments has been performed using criteria Student and Fisher. Conclusions: in the replicate experiment a reliable change of the characteristic, which is associated with the accuracy of performing power serve in jump, has been identified. Using techniques developed by the author in the practice of training process can be considered that it is effective.

Background: The decision matrix applied by the Institute for Quality and Efficiency in Health Care (IQWiG) for the quantification of added benefit within the early benefit assessment of new pharmaceuticals in Germany with its nine fields is quite complex and could be simplified. Furthermore, the method used by IQWiG is subject to manifold criticism: (1) it is implicitly weighting endpoints differently in its assessments favoring overall survival and, thereby, drug interventions in fatal diseases, (2) it is assuming that two pivotal trials are available when assessing the dossiers submitted by the pharmaceutical manufacturers, leading to far-reaching implications with respect to the quantification of added benefit, and, (3) it is basing the evaluation primarily on dichotomous endpoints and consequently leading to an information loss of usable evidence.Objective: To investigate if criticism is justified and to propose methodological adaptations.Methods: Analysis of the available dossiers up to the end of 2016 using statistical tests and multinomial logistic regression and simulations.Results: It was shown that due to power losses, the method does not ensure that results are statistically valid and outcomes of the early benefit assessment may be compromised, though evidence on favoring overall survival remains unclear. Modifications, however, of the IQWiG method are possible to address the identified problems.Conclusion: By converging with the approach of approval authorities for confirmatory endpoints, the decision matrix could be simplified and the analysis method could be improved, to put the results on a more valid statistical basis. [ABSTRACT FROM AUTHOR]

The objective of this study was to adapt and validate the Work-related Flow Inventory from Bakker's study in Argentina. A cross-sectional empirical instrument design was used in a non-probabilistic sample of 442 workers (53% women, Mage =33.5 years, SD=19.6). Analyses of exploratory structural equations indicated adequacy of a tri-factorial model with 10 invariant items between different occupations. The values of the mean extracted variance and its square root, the heterotrait-monotrait ratio, the ordinal alpha coefficient and the composite reliability coefficient demonstrated adequate convergent-discriminant validity and reliability. Positive correlations with passion, work satisfaction and engagement indicated appropriate concurrent validity. Results show that the Argentine version of the instrument presents adequate psychometric properties. [ABSTRACT FROM AUTHOR]

The purpose of this study was to verify psychometric properties of the Brazilian version of the Duke Religion Index (P-DUREL) among adolescents. Through an online platform, 1,248 Brazilian adolescents of both genders, between 12 and 18 years of age (M=15.09, SD=1.77) participated, 57.3% of whom were female. The factorial structure was verified through exploratory and confirmatory factor analyses. The one-dimensional model presented satisfactory fit indexes, as well as adequate reliability (α=0.874). Multigroup analyses by sex and age indicated that the factorial structure and factorial weights are similar for the groups tested. The scale presented a high positive correlation with the Module "Spirituality, religiousness and personal beliefs" (WHOQOL-SRPB). It is concluded that the instrument is suitable for the evaluation of religiousness among Brazilian adolescents, and may be used in future studies with this population. [ABSTRACT FROM AUTHOR]

The present study aims to validate the Global Perceived Stress Scale on a Peruvian college students sample, involving young scholars of a state-funded program. The adaptation process involved a double translation from the original version, a linguistic comparison using the scales adapted in Chile and Mexico, and judgement criteria, as well as a pilot test. Participants were 332 college scholarship students. Results with the Confirmed Factorial Analysis confirmed the bifactorial model of the EPGE-13. Moreover, convergent and divergent validity was done with the SPANAS test. Likewise, the scale demonstrate adequate reliability (internal consistency, á = .79 for the factor of eustress and á = .77 for the factor of distress). Demographic results indicated that there was more perceived stress in women than in men. There were no significant differences in stress according to birthplace. [ABSTRACT FROM AUTHOR]

The study adapted and gathered evidence of internal structure, convergent validity and internal consistency of the Passion For Work Scale in the Brazilian context. The sample consisted of 504 Brazilian workers of both sexes (55% female) with a mean age of 33.32 years. Participants answered presential or online versions of the instruments for the evaluation of passion for work and positive and negative feelings and attitudes towards work. The confirmatory factor analysis showed that the Brazilian version of the scale fully reproduced the original instrument internal structure, consisting of 14 items and two factors (Harmonious Passion and Obsessive Passion). These factors showed positive or negative correlations with attitudes and sentiments towards work, as predicted by the hypotheses. It was concluded that the instrument presented psychometric properties that recommend its use in future studies to assess the degree of passion for work. [ABSTRACT FROM AUTHOR]

The objective of the study was to gather evidences of internal structure and convergent validity the Mindfulness at Work Scale. Study participants were 383 workers of both sexes (65.7% female), aged between 18 and 70 years (M=34.5, SD=11.7), who answered the Brazilian version of the scale and instruments to assess other constructs. The factor analysis demonstrated the existence of seven items concentrated on a single factor, with internal consistency index of 0.81. In convergent validity, the scale correlated positively and moderately with work engagement, mental health and positive affects directed to work, and negative and moderately with neuroticism. The scale had therefore evidence of internal structure of validity, reliability and convergent validity which recommends its use in future research and organizational diagnoses of mindfulness at work. [ABSTRACT FROM AUTHOR]

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Study of the literature and the models used in other countries, with higher or lower degrees of development for their financial and banking systems, raise for Romania, in our opinion, several issues which deserve a closer research. One of those issues concerns the fundamentals of real estate prices and the influence of household income, demographic changes and credit access on the dynamics of the housing market. Another area of interest is centered on the manifestation of a wealth effect that is associated with owning a property; as such an effect is present in other countries, as reported in literature. The National Bank of Romania defines this phenomenon as “the effect of the wealth value on the decisions of the population and the companies, regarding their consumption and investment decisions”. This effect can be generated either by variations in the value of assets owned (stocks, financial assets, real estate, etc.), or by the level of debt (i.e. housing, consumption, investment loans, including payments due). Therefore, such an increase in the population’s net wealth or an improvement of companies’ balance sheets can manifest a positive effect on consumption and investment, thus benefiting the aggregated demand. In a future research we plan to study the influence of the real estate market on Romania’s economy, especially through lending, construction activity, household consumption and stock market investment, with the aim of measuring this effect. The three directions for research require in-depth analysis of the complex dynamics of the sectors connected to the housing market and the acquiring of pertinent and up-to-date statistical data which should reflect price changes and other parameters of this field of study. Given the limitations of our database, with a narrow access to data regarding the direct population consumption, we have chosen to use the values for lending in lei as a proxy, which indirectly mirrors the indicator we wish to include in the research. We believe that the final purpose of the consumption loan reflects, in a significant measure, the population’s inclination towards consumption. With this in mind, we will analyze the correlation between the evolution of consumption lending and the population income. From here we will ascertain the inclination towards housing investment.

The aim of this study was to develop and investigate the structural validity of the Academic Self-Referential Cognitions Scale, which assesses academic self-concept, self-efficacy, and self-esteem, as well as the value assigned to school skills. The sample consisted of 812 high school students from public and private schools from the state of Minas Gerais, Brazil. Confirmatory factor analysis, structural equation modeling, and Cronbach's alpha test were used to analyze the data. The structural model proposed presented good fit to data: Χ²[145]=475.299; comparative fit index (CFI)=0.98; root mean square error approximation (RMSEA)=0.053. All of the itemfactor relations proposed showed beta values higher than 0.30. The reliability indices were reasonable: school self-concept, α=0.69; value assigned to school, α=0.79; school self-efficacy, α=0.74; school self-esteem, α=0.72. The data provide empirical support to the structural validity of the scale. This instrument represents an advancement in the measures of self, indicating the possibility of a differential definition and measurement of the constructs. [ABSTRACT FROM AUTHOR]

Therapist's personal style refers to a multidimensional construct consisting of five basic functions underlying the therapist's work process. The objective of this article is to analyze the factor validity of the Cuestionario del Estilo del Terapeuta (EPT-C) in a sample of Brazilian psychotherapists. Participants in the study were 674 psychotherapists. A confirmatory factor analysis was conducted to test a five-factor model and a four-factor model. The four-factor model showed better fit to the data, and acceptable internal reliability values were found for its dimensions. Furthermore, we examined the instrument's ability to detect stylistic differences among groups of therapists as a function of their theoretical orientation. In general, psychoanalysts, humanistic-existential, analytical and systemic therapists consisted of a more homogeneous group than cognitive therapists and behavior therapists. The model fitting process, intergroup differences and suggestions for the revision of the model are discussed. [ABSTRACT FROM AUTHOR]

The aim of this paper was to gather validity evidence concerning the General Pro-social Rule Breaking Scale (GPSRBS) with samples collected in Brazil. To do so, two studies were carried out. In the first, 537 workers, of both sexes, replied to the GPSRBS and to a socio-demographic questionnaire. An exploratory factor analysis revealed three factors: efficiency, help to co-workers, and good service for clients, which presented internal consistency indices above 0.85. In the second study, the sample was composed of 491 workers, of both sexes. The results generated by a confirmatory factorial analysis replicated the structure of the first one. The GPSRBS also presented positive correlations with organizational retaliatory behavior and negative correlations with system protection. The psychometric properties of the scale recommend its further use in Brazilian investigations aimed at evaluating pro-social rule breaking behaviors. [ABSTRACT FROM AUTHOR]

Copyright of Slobozhanskyi Herald of Science & Sport is the property of Kharkiv State Academy of Physical Culture and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of this study was the development and validation of a new scale for measuring emotional display rule strategies in the workplace. The initial items were developed based on the literature review, interviews with employees, and specialist advice. A pilot test allowing for conceptual and semantic adjustment items was conducted. The preliminary version of the scale was administered to 318 Argentinean workers, together with standardized measures of emotional intelligence and personality. Exploratory and confirmatory factorial analyzes indicated a two-factor structure that explained 60.96% of total variance. Convergent validity was demonstrated from the strength and direction of the correlations among the studied variables. The final version of the scale was composed of six items that explore the strategies of deep and surface acting with high levels of homogeneity and internal consistency. [ABSTRACT FROM AUTHOR]

A framework is proposed for comparing different types of bibliometric indicators, introducing the notion of an Indicator Comparison Report. It provides a comprehensive overview of the main differences and similarities of indicators. The comparison shows both the strong points and the limitations of each of the indicators at stake, rather than over-promoting one indicator and ignoring the benefits of alternative constructs. It focuses on base notions, assumptions, and application contexts, which makes it more intelligible to non-experts. As an illustration, a comparison report is presented for the original and the modified source normalized impact per paper indicator of journal citation impact (SNIP). [ABSTRACT FROM AUTHOR]

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Cognitive estimation is an ability that involves searching for non-readily-available answers, requiring reasoning and problemsolving processes in order to find a response alternative. This ability can be investigated with the Cognitive Estimation Test (CET). The test exists in an English version and requires adaptations to be used in different languages. The aim of the present study was to adapt the CET to Brazilian Portuguese. The CET was translated from the original version in British English, then its items were submitted to theoretical and empirical analysis. The pilot study generated a 28-item scale with levels of internal consistency of 0.50 (Cronbach's Alpha), 0.58 (split half), and 0.73 (Guttmann). The test defined during the pilot study was then tested in a new sample, producing internal consistency values of 0.57 (Cronbach's Alpha), 0.60 (split half), and 0.74 (Guttman). A final version of the CET was produced and is now available in Brazilian Portuguese. [ABSTRACT FROM AUTHOR]

Selecting the solution with the largest or smallest mean of a primary performance measure from a finite set of solutions while requiring secondary performance measures to satisfy certain constraints is called constrained selection of the best (CSB) in the simulation ranking and selection literature. In this paper, we consider CSB problems with secondary performance measures that must satisfy probabilistic constraints, and we call such problems chance constrained selection of the best (CCSB). We design procedures that first check the feasibility of all solutions and then select the best among all the sample feasible solutions. We prove the statistical validity of these procedures for variations of the CCSB problem under the indifference-zone formulation. Numerical results show that the proposed procedures can efficiently handle CCSB problems with up to 100 solutions, each with five chance constraints. [ABSTRACT FROM AUTHOR]

This study aims to evaluate the psychometric properties of the Eudemon Scale of Personal Well-being (EBP) in Brazilian adolescents. The participants were 1479 adolescents (64.7% girls) between 12 and 16 years old (M=14,12, SD=1,26). Participants answered the EBP and other instruments of well-being. The Exploratory Factor Analysis (n=712) indicated the presence of two factors and the internal consistency of the scale was adequate (α=0,767). The Confirmatory Factor Analysis (n=767) showed good fit indices of the scale with 21 items. Multigroup analyses indicated that the factor structure of the scale and the factor loadings of the items are similar for boys and girls. Significant correlations of the EBP were found with other scales that assess well-being through concurrent validation (Pearson correlations). It is possible to conclude that the instrument showed evidence of validity and it can be used with Brazilian adolescents. [ABSTRACT FROM AUTHOR]

Copyright of Paideia (0103863X) is the property of Paideia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of this study was to validate the Brandes's Organizational Cynicism Scale in order to use it with Argentinean workers. Functional equivalence of the instrument was analyzed. The adapted version was administered to a sample of 396 workers; who also answered a selection of instruments to explore organizational trust, organizational commitment and job satisfaction. Exploratory factor analysis showed a three-factor structure that explained 68.8% of the total variance. Confirmatory factor analysis led to re-specification of the model, eliminating three items. Construct validity was demonstrated on the basis of correlation analysis. Instrument reliability reached satisfactory levels. Weaknesses and strengths of the research are pointed out. A new agenda for future research is suggested. [ABSTRACT FROM AUTHOR]