Lack-of-fit Tests Based On Partial Sums of Residuals

To evaluate the validity of the mean function in generalized linear models, Su and Wei (1991 Su, J.Q., Wei, L.T. (1991). A lack-of-fit test for the mean function in a generalized linear model. J. Amer. Statist. Assoc. 86:420–426.[Taylor & Francis Online], [Web of Science ®] , [Google Scholar]) proposed a lack-of-fit test based on partial sums of residuals. They compute P values using an unusual bootstrapping simulation. However, the simulations can hardly be performed with more than a few predictor variables because it is prohibitively time consuming. We modify their test for linear models and propose another lack of fit test based on partial sums of residuals. We find the non normal limiting distributions for both tests thus enabling more direct calculation of P values. Finally, we examine how the nature of the simulation reduces the power of Su-Wei’s test.     

Of Practicalities and Perspective: What Is Fair in Group Decision Making?

Establishing fair procedures to regulate intragroup disagreements should engender cooperation while inhibiting conflict . Yet what is a "fair" procedure might vary for members of different factions . To understand perceptions of fairness in group decision making , the present research developed and utilized the Fair Group Procedures Scale (FGPS). Exploratory and confirmatory factor analyses revealed a four-factor structure along two dimensions: the means of distributing decision-making power (proportionality to equality) and the normative value of the approach (desirable to undesirable) . Data suggest that deeming a particular decision-making procedure "fair" is predicted by one's majority/minority position within a group . Furthermore , experimental data suggest that social change (i . e ., reversals of majority/minority positions) reduces the discrepancies between factions . Results support the socially constructed nature of fairness and its potential role in intragroup conflict .     

Quis custiodet ipsos custodes? How to detect and correct teacher cheating in Italian student data

The increasing diffusion of standardized assessments of students’ competences has been accompanied by an increasing need to make reliable data available to all stakeholders of the educational system (policy makers, teachers, researchers, families and students). In this light, we propose a multistep approach to detect and correct teacher cheating, which decreases the quality of student data offered by the Italian Institute for the Educational Evaluation of Instruction and Training. Our method integrates the “mechanistic” logic of the fuzzy clustering technique with a statistical model-based approach, and it aims to improve the detection of cheating and to correct test scores at both the class and student level. The results show a normalization of the scores and a stronger correction on data for Southern regions, where the propensity to cheat appears to be highest.     

Boards of Directors as Strategists in an Enacted World – The Danish Case

We argue that Boards of Directors of Danish companieshave been socially constructed as an importantdecision making body in the companies. Since 1974,employees have elected members to the Board ofDirectors. Today they can elect one third of the Boardmembers. In spite of this new composition of theBoard, it has emerged as a team that has been able toconvince the stakeholders, the press, and the publicabout its important standing in the management of thecompany.To understand this development we look at fourdifferent perspectives. (1) The changing businessenvironment that has framed the development:globalization, mergers and acquisitions, increasedcompetition, technological innovations, strategicalliances, political consumers, and ethical issues are factors that have been the motor for this change. (2)We use a radical social psychological version ofleadership theory (Meindl, 1993) to understand thesocial construction of the change of the role of theBoard of Directors that has occurred. We argue thatthe stakeholders and the society at large haveascribed importance and leadership to the Board, andthat it plays an important role as strategist in thecompanies. (3) We see the board as a theater ensemblestaging a performance for the audience (stakeholdersand the wider environment) using Erving Goffman's``Presentation of Self in Everyday Life' (1959) as atheoretical point of departure. From this point ofview, the role of the Board is to socialize newmembers, to maintain its unity, and to successfullyplay the role of strategists. (4) To understandstrategists you may understand the company and itsenvironment in either realist terms (objectiveenvironments) or in social constructivist terms(enacted environments) (Smircich and Stubbart, 1985). We adopt the enactment position.     

The distinction between work pace and working hours in the measurement of quantitative demands at work

During recent years many researchers have criticized the widely used scales on psychological job demands. For instance, they comment that in most cases different types of demand seem to be mixed in one measure. In this paper we analyse the scale on quantitative job demands in the recently developed Copenhagen Psychosocial Questionnaire (COPSOQ), with special emphasis on Differential Item Functioning (DIF). DIF refers to basic differences between groups of respondents, which may affect how they respond to questionnaire items. The data material for our study comprised a representative sample of Danish employees. The respondents were categorized into 32 specific jobs according to the International Standard Classification of Occupations (ISCO 1968). We analysed DIF with respect to the respondents' jobs with logistic regression analyses. These analyses showed that the items used in the original demand scale functioned very differently for different jobs in the population. The conclusion is that scales on quantitative demands are very sensitive to the choice of specific items. If many items on fast work pace and tempo are included in a scale, a number of blue-collar jobs will be identified as high-demand jobs. If, on the other hand, many questions on long working hours and overtime are included, the use of the scale will result in an entirely different picture. This issue has so far received little attention in occupational health psychology. The results have wide theoretical and methodological implications for research on quantitative job demands.     

Comparing SARS and COVID-19: Challenges of Governance Capacity and Legitimacy

Public Organization Review - Governance capacity and legitimacy as two important dimensions in crisis management are crucial for preparing for, making sense of, handling, and learning from crises...     

Desired diversity and symptomatic anxiety: theorising failed diversity as Lacanian lack

ABSTRACT

This paper conceptualises organisational diversity as constituted by psychoanalytic lack. Empirically, we show how diversity as Lacanian lack is understood as nothing in or of itself, but as an empty signifier with no signified. The lack of diversity becomes a catalyst for desiring particular ideas of diversity that, however, constantly change due to the empty form of diversity. Anxiety manifests itself in the obsession of unobtainable idealised forms of diversity as well as in the uncertainty associated with the traumatic experience of always falling short of what is desired in an object – the experience of failed diversity. Conclusively, we discuss the productive potential of the power of lack. The impossibility of diversity is what, at once, conditions the possibility of diversity. We therefore suggest that the symptomatic anxiety provoked by the lack should be enjoyed in order to engage with new meaningful desires and fantasies of organisational diversity.     

The Impact of the Within My Reach Relationship Training on Relationship Skills and Outcomes for Low‐Income Individuals

A federal grant was awarded to provide the Within My Reach healthy relationships curriculum to low‐income, at‐risk individuals involved with various social service agencies. The effectiveness of this curriculum was evaluated for 202 participants through measures of training and relationship outcomes pre‐, immediately post‐ and 6 months posttraining. Participants experienced high levels of training satisfaction; significant increases in knowledge, communication/conflict resolution skills, and relationship quality; as well as a trend in the reduction of relationship violence. An important implication of this research is that MFTs may broaden their service delivery to at‐risk individuals by collaborating with community agencies to adapt established relationship enhancement programs, evidence‐based tools, and principles that complement traditional couples therapy.