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Examined 20 goodness-of-fit indexes based on the minimum fit function using a simulation under the 2-group situation. Results support the use of the delta comparative fit index, delta Gamma hat, and delta McDonald's Noncentrality Index to evaluation measurement invariance. These three approaches are independent of model complexity and sample size. (SLD)

Summarizes the problem of factorial invariance in between-group difference studies, proposes a simplified notation intended to facilitate discussion of the problem, and suggests a structured approach for testing large models. Two computer programs are offered to help with the computation. (SLD)

Social dominance orientation (SDO) is a widely researched construct that indexes a preference for hierarchical intergroup relations. However, it remains unclear whether this preference (a) motivates people to seek out occupations that enhance hierarchical relations between groups (i.e., occupational assortment), (b) develops as a result of working within hierarchy-enhancing occupations (i.e., occupational socialization), or (c) both. One reason for this gap is that the large-scale longitudinal data required to simultaneously model assortment and socialization processes are scarce. In this study, we analyzed data from two waves of longitudinal data (spaced either 1, 3, or 5 years apart) from a nationwide sample of adults (N = 3,452–4,412) who were already working in either hierarchy-enhancing occupations (e.g., law enforcement) or hierarchy-attenuating occupations (e.g., social work). Results showed that SDO predicted an increased probability of working in a hierarchy-enhancing occupation 3 and 5 years later. Working in a hierarchy-enhancing occupation was also positively associated with SDO after 1 and 5 years. These patterns generally suggest that occupations both shape, and are shaped by, intergroup beliefs. [ABSTRACT FROM AUTHOR]

Extreme response styles (ERS) and acquiescence response styles (ARS) may constitute important sources of cross-cultural differences on survey-type instruments. Differences in ERS and ARS, if undetected, may give rise to spurious results that do not reflect genuine differences in attitudes or perceptions. Multiple-group confirmatory factor analysis is recommended as the most effective method of testing for ERS and ARS and determining whether cultural groups can be meaningfully compared on the basis of factor (latent) means. A detailed numerical example is provided.

Using a two-wave survey of 315 workers in a lean manufacturing plant, this study examines how work intensification affects employee wellbeing and how its effects may be ameliorated. It demonstrates that work intensification is transmitted into poorer wellbeing through greater emotional exhaustion. It shows that this mediation process is moderated by line-manager support, which buffers the relationship between emotional exhaustion and wellbeing. The study suggests that the health-impairing risks of high work intensity in lean settings can be reduced through better supervisory support. Ensuring that line managers have the opportunity, skills and motivation to offer good support to workers is a vital aspect of the interventions needed to counteract the health risks posed by lean production. [ABSTRACT FROM AUTHOR]

Self-other ratings disagreement (S-ORD) is the extent to which one's self-rating of performance differs from ratings made by other people (e.g., supervisors). As increasing number of organizations adopt self-assessment as a tool for managing performance, S-ORD is becoming a central concern in performance appraisal research. Most past research, however, only examines S-ORD in terms of the levels of ratings, and ignores other forms of disagreement. This paper identifies 7 different forms of S-ORD that are detectable through the use of confirmatory factor analysis (CFA). The causes for each form of S-ORD are discussed, as well as its conceptual and practical implications. The procedure is illustrated by comparing 332 managers' self-evaluations with their supervisors' evaluations. An extension of the CFA model to a full structural equation model is used to illustrate and discuss the fragmentary nature of existing approaches to S-ORD. It is shown that valid inferences concerning S-ORD cannot be made unless various forms of S-ORD, and not merely the differences in overall ratings, are detected and dealt with. (Reprinted by permission of the publisher.)

Drawing on the job demands-resources and effort-reward imbalance models, this study investigates the mediating roles of intrinsic motivation and distributive justice in the relationships between line-manager support and employee wellbeing (job satisfaction, work engagement and physical health). Responses to a survey of 357 front-line workers in a Chinese manufacturer were analysed through structural equation modelling. We find, in this context, that line managers are a strong determinant of employee wellbeing when they foster the intrinsic motivation of employees and their perceptions of organisational justice. Such findings are helpful for our understanding of attitudes in the Chinese workforce and underline the value of analysing multiple mediating mechanisms and multiple wellbeing outcomes in human resource management-wellbeing research. [ABSTRACT FROM AUTHOR]

Currently, the most popular analytical method for testing moderated mediation is the regression approach, which is based on observed variables and assumes no measurement error. It is generally acknowledged that measurement errors result in biased estimates of regression coefficients. What has drawn relatively less attention is that the confidence intervals produced by regression are also biased when the variables are measured with errors. Therefore, we extend the latent moderated structural equations (LMS) method -- which corrects for measurement errors when estimating latent interaction effects -- to the study of the moderated mediation of latent variables. Simulations were conducted to compare the regression approach and the LMS approach. The results show that the LMS method produces accurate estimated effects and confidence intervals. By contrast, regression not only substantially underestimates the effects but also produces inaccurate confidence intervals. It is likely that the statistically significant moderated mediation effects that have been reported in previous studies using regression include biased estimated effects and confidence intervals that do not include the true values. [ABSTRACT FROM AUTHOR]