Charles K. Parsons

Application of Unidimensional Item Response Theory Models to Multidimensional Data

A simulation model was developed for generating item responses from a multidimensional latent trait space The model permits the prepotency of a general latent trait underlying responses to all simulated items to be varied systematically. Five levels of prepotency were used to generate data sets The levels of prepo tency ranged from a truly unidimensional latent trait space to a very weak general latent trait. Simulated item pools with guessing and without guessing were analyzed by the LOGIST computer program The gen eral latent trait was recovered in data sets where the prepotency of the general latent trait was only moder ate. Consequently, it appears that item response theory models can be applied to moderately heterogenous item pools under the conditions simulated here.

Effects of gender diversity management on perceptions of organizational attractiveness : The role of individual differences in attitudes and beliefs

In this study, the authors examined how individual gender-related attitudes and beliefs affect the reactions of men and women to gender diversity management programs in organizations. They found that whereas there were no significant between-sex differences in the effects of gender diversity management on organizational attractiveness, there were strong within-sex differences based on individual attitudes and beliefs. Specifically, within the sexes, centrality of ones gender identity, attitudes toward affirmative action for women, and the belief that women are discriminated against in the workplace moderated the effects of gender diversity management on organizational attractiveness. The findings, combined with prior research, suggest that it is critical for organizations to incorporate efforts to manage perceptions of gender diversity management programs into their diversity management strategies.

INTERVIEWER AND APPLICANT BEHAVIORS IN EMPLOYMENT INTERVIEWS

The associations between interviewer and applicant behavior during simulated employment interviews were examined in a laboratory experiment. As hypothesized, applicant self-esteem, interviewer beha...

An empirical comparison of item response theory and hierarchical factor analysis in applications to the measurement of job satisfaction.

Abstract : Data were collected on the Job Descriptive Index from a large heterogeneous sample of respondents. These data are used to compare empirically a latent trait model to a hierarchical factor analytic model. Latent trait item parameters estimated by LOGIST agree quite well with the item loadings on a general satisfaction factor based on the methodology suggested by Humphreys. These results are consistent with a hierarchical job satisfaction construct that has one general factor and multiple group factors. The implications of the results and future research are discussed. (Author)

Implementing new technology: Management issues and opportunities

Abstract The effective implementation of new technologies is an important element in solving the productivity problem faced by the United States. We argue that successful implementation requires the understanding and managing of peoples attitudinal and behavioral reactions to technologically driven change. Current knowledge regarding these reactions is reviewed and a framework relevant to conceptualizing this information is described and exemplified. Based on this framework recommendations are advanced for enhancing implementation success through the understanding and management of psychological and behavioral responses to technologically driven change.

The Influence of Employee Involvement Program Membership During Downsizing: Attitudes Toward the Employer and the Union

This study investigates the influence of employee involvement (EI) program membership on attitudes towards an organization, its management, and the union during organizational downsizing. Respondents were 147 union members who had been notified of their discharge from a large manufacturer. EI membership had significant effects on worker commitment to the organization, attitudes towards management, perceived fairness and attributions of blame, but not on attitudes toward the union. However, EI members displace somewhat greater blame for the layoff on the union.

The development of self‐efficacy during aviation training

Given that self-efficacy has been shown to be positively related to training outcomes, a better understanding of factors that affect self-efficacy in complex training contexts is needed. This study examined the development of self-efficacy in a flight-training programme. Results indicate that training performance and self-esteem predicted self-efficacy for post-training flight performance. Furthermore, prior flight experience moderated the relationships between training performance and self-efficacy, and between self-esteem and self-efficacy. Implications regarding the development of self-efficacy and the design of training programmes are discussed. Copyright

Individual differences in the generation and processing of performance feedback

This article describes the development of three domain-specific measures of individual differences in feedback propensities. In a series of studies, the authors identify the primary dimensions, psychometric characteristics, and construct validation evidence for internal ability, internal propensity, and external propensity for feedback. Confirmatory factor analysis supports the three dimensional representation. Correlations between the new scales and existing measures of personality are consistent with theoretical predictions. Theoretical and practical extensions of the current work are discussed.

Feedback and Feedback Inconsistency as Sources of Strain and Self-Evaluation

Six hundred and forty police officers participated in a survey of job performance feedback. Results were interpreted in terms of a hierarchical view of feedback, in which task feedback is relied upon most heavily for evaluating ones own performance, but feedback from the organization is used to adjust the way information from the task is used. Consistent with these expectations, self-evaluations were most closely associated with task feedback. Strain varied as a function of both (a) inconsistency between organization and task feedback, and (b) affective relevance of feedback from others.

Psychosomatic complaints scale of stress: measure development and psychometric properties

A self-report measure of stress was developed and tested following Nunnallys (1967) three stages of construct development. The domain of indices, both physiological (somatic) and self (psychological) descriptors, was sampled and initially screened by experts. The items were then administered to a large sample of individuals employed by a large, city police department. Two sub-samples were formed representing different job classes; 781 police officers assigned to patrol duties and 271 officers assigned administrative duties. Because item response frequency distributions were non-normal, polychoric correlations were computed, followed by confirmatory, unrestricted least squares factor analysis in both samples. The factor analytic results support a single substantive dimension with a second, small method factor. A single somatic stress scale, based on the first factor, was then regressed against conditions of work and personal life known to be stress producing and demonstrated the expected relationships. Discussion of these results focused on the stability of the measure across populations, its theoretical meaning, its psychometric properties and how it fills a gap in the research that uses somatic scales of stress.