One of the most frequently used procedures for measurement invariance testing is the multigroup confirmatory factor analysis (MGCFA). Muthén and Asparouhov recently proposed a new approach to test for approximate rather than exact measurement invariance using Bayesian MGCFA. Approximate measurement invariance permits small differences between parameters otherwise constrained to be equal in the classical exact approach. However, extant knowledge about how results of approximate measurement invariance tests compare to the results of the exact measurement invariance test is missing. We address this gap by comparing the results of exact and approximate cross-country measurement invariance tests of a revised scale to measure human values. Several studies that measured basic human values with the Portrait Values Questionnaire (PVQ) reported problems of measurement noninvariance (especially scalar noninvariance) across countries. Recently Schwartz et al. proposed a refined value theory and an instrument (PVQ-5X) to measure 19 more narrowly defined values. Cieciuch et al. tested its measurement invariance properties across eight countries and established exact scalar measurement invariance for 10 of the 19 values. The current study applied the approximate measurement invariance procedure on the same data and established approximate scalar measurement invariance even for all 19 values. Thus, the first conclusion is that the approximate approach provides more encouraging results for the usefulness of the scale for cross-cultural research, although this finding needs to be generalized and validated in future research using population data. The second conclusion is that the approximate measurement invariance is more likely than the exact approach to establish measurement invariance, although further simulation studies are needed to determine more precise recommendations about how large the permissible variance of the priors may be.
Herausragendes Personal schafft für Firmen bedeutende Wettbewerbsvorteile gegenüber der Konkurrenz. Dementsprechend gross ist der Kampf um vielversprechende Talente. Jene Unternehmen, welche die grösste Attraktivität auf potenzielle Kandidaten ausüben, können sich auch die besten Mitarbeitenden sichern. Deshalb stellt sich für jede zu besetzende Stelle oft dieselbe Frage: Soll die Stelle in einem Printmedium publiziert werden oder genügt die Publikation auf der Website des Unternehmens?
Given the relevance and challenges of social media marketing communications, we conducted a study of corporate blogs from Fortune Global 500 companies in order to examine which social media communication metrics, i.e., creators, content and interactions, have the greatest impact on the growth and size of an audience. This article gives an overview of the most important results and the main ideas behind them.
We empirically investigate how performance expectations affect top manager replacements. We do so by approximating performance expectations based on professional bookmaker betting odds in professional soccer, thus capturing the effect on the dismissal probability of team coaches. Controlling for team performance and unobserved team heterogeneity, we show that a one-standard-deviation increase of performance expectations nearly doubles the coach’s dismissal probability. Our study represents a strong test for the impact of performance expectations on managerial replacements because accurate performance measures are available at frequent intervals in the controlled field environment of professional soccer. The limitations of transferability are also discussed.
