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This research examined the validity of the 2-factor (e.g., Button, Mathieu, and Zajac, 1996) and 3-factor (e.g., VandeWalle, 1997) models of goal orientation. These models differ in specifying the dimensionality, measurement, and nomological network for learning goal orientation and performance goal orientation constructs. This study specifically tested the factorial and nomological validity of each model of goal orientation. The factorial validity was examined through a series of nested models and evaluating model fit parameters. The nomological validity of goal orientation was examined testing theoretically-derived relationships with the self-concept traits (e.g., core self-evaluations) of self-esteem, internal locus of control, generalized self-efficacy, and emotional stability. In addition, goal orientation relationships with need for achievement, fear of negative evaluation, and social desirability were also examined. Results of this study yielded mixed findings for the a priori models. Data from a student sample (N=314) and an employee sample (N=114) resulted in mixed findings across models and across samples. Although there was general support for both factor structures, several psychometric weaknesses were noted in the scales including low factor loadings, low factor variances, and low inter-item correlations. Additionally, results of the test-retest stability of goal orientation constructs were lower than desired across both models. Results of the hypothesized relationships found consistent support for learning goal orientation relationships, while the results for performance goal orientation were mixed. Learning goal orientation reflected positive and moderate levels of associations (i.e., r >.20) with self-esteem, internal locus of control, generalized self-efficacy, emotional stability, need for achievement and negatively related to fear of negative evaluation. Learning goal orientation also reflected positive but smaller levels of association with social desirability. Hypothesized relationships were supported for VandeWalle's (1997) performance avoid goal orientation reflecting negative relationships with the same correlates, except for a positive association with fear of negative evaluation. In general, the hypothesized relationships for Button et al.'s (1996) performance goal orientation and VandeWalle's (1997) performance prove goal orientation were not supported. These relationships resulted in near zero-correlations. Implications for future research addressing the conceptual framework, measurement and nomological relationships for goal orientation are discussed. / Ph. D.

A survey of the field revealed a need for a Confirmatory Factor Analysis of the Personal Orientation Inventory (POI). The two major objectives were to understand the concept of selfactualization and the use of the POI as a measuring instrument. The POI correlation coefficients were used as input data for the computer program, Linear Structural Relations (LISREL), to perform a Confirmatory Factor Analysis. A sample of 495 individuals was used in this research. This sample consisted of both male and female second-year Industrial Psychology students from various race groups. The research concluded that the Root Mean Square Error of Approximation (RMSEA) indicated a poor fit between the empirical model and the empirical reality. This determined that the POI's factor structure could not confirm the theoretical model of selfactualization. It is acknowledged that more research needs to be conducted, taking due consideration of bias variables and cultural diversity. / Industrial and Organisational Psychology / M. Com. (Industrial Psychology)

A survey of the field revealed a need for a Confirmatory Factor Analysis of the Personal Orientation Inventory (POI). The two major objectives were to understand the concept of selfactualization and the use of the POI as a measuring instrument. The POI correlation coefficients were used as input data for the computer program, Linear Structural Relations (LISREL), to perform a Confirmatory Factor Analysis. A sample of 495 individuals was used in this research. This sample consisted of both male and female second-year Industrial Psychology students from various race groups. The research concluded that the Root Mean Square Error of Approximation (RMSEA) indicated a poor fit between the empirical model and the empirical reality. This determined that the POI's factor structure could not confirm the theoretical model of selfactualization. It is acknowledged that more research needs to be conducted, taking due consideration of bias variables and cultural diversity. / Industrial and Organisational Psychology / M. Com. (Industrial Psychology)

Misophonia and hyperacusis are relatively unknown and misunderstood auditory sensitivityconditions. Misophonia is characterised by strong negative emotional reactions to sounds andsound patterns, depending on the meaning or context of the sound. Hyperacusis is characterizedby negative reactions to sounds, depending on the physical characteristics of the sounds (e.g.,frequency and intensity). Research often fails to distinguish misophonia from hyperacusis, andresearch on both conditions is scare. Moreover, there are insufficient tools available to assessand study misophonia and hyperacusis. The purpose of the current study was topsychometrically validate the Hyperacusis and Misophonia Discrimination Scale (HMDS).The goal of this self-report measure was to discriminate people with hyperacusis from peoplewith misophonia. Various analyses were used to assess the reliability and validity of thequestionnaire. A total of 249 participants completed the online questionnaire. Results indicatedan excellent reliability using Cronbach’s alpha and group and item comparisons showed thediscriminatory effectiveness of the HMDS. However, the results of a factor analysis indicateda complex underlying factor structure which did not provide a sufficient fit to the data,suggesting that the dimensions of the questionnaire require further refinement to effectivelydifferentiate between misophonia and hyperacusis. Based on the results, a revision to theHMDS is presented and future research should explore the psychometric properties of thisrevised scale as well as validate the HMDS with participants who have undergone a clinicalscreening in order to confirm their status. / Misofoni och hyperakusis är relativt okända och missförstådda tillstånd av auditiv känslighet.Misofoni kännetecknas av starka negativa känslomässiga reaktioner på ljud och ljudmönster,beroende på ljudets betydelse eller sammanhang. Hyperakusis kännetecknas av negativareaktioner på ljud, beroende på ljudets fysiska egenskaper (t.ex. frekvens och intensitet).Forskningen misslyckas ofta med att skilja misofoni från hyperakusis, och forskningen ombåda tillstånden är knapphändig. Dessutom finns det inte tillräckligt med verktyg för attbedöma och studera misofoni och hyperakusis. Syftet med den aktuella studien var attpsykometriskt validera Hyperacusis and Misophonia Discrimination Scale (HMDS). Måletmed detta självrapportmått var att skilja personer med hyperakusis från personer med misofoni.Olika analyser användes för att bedöma frågeformulärets tillförlitlighet och giltighet. Totalt249 deltagare fyllde i onlineformuläret. Resultaten visade på en utmärkt tillförlitlighet enligtCronbachs alfa och jämförelser mellan grupper och objekt visade på HMDS diskriminerandeeffektivitet. Resultaten av en faktoranalys indikerade emellertid en komplex underliggandefaktorstruktur som inte gav en tillräcklig passning till data, vilket tyder på att frågeformuläretsdimensioner kräver ytterligare förfining för att effektivt skilja mellan misofoni ochhyperakusis. Baserat på resultaten presenteras en revidering av HMDS och framtida forskningbör utforska de psykometriska egenskaperna hos denna reviderade skala samt validera HMDSmed deltagare som har genomgått en klinisk screening för att bekräfta sin status.

There is a paucity of research juxtaposing parental education level and teacher emotional support in a single study which examines their relative impacts on students’ academic achievements. Therefore, the first objective of this dissertation is to study the influence of parental education level, in comparison to the influence of teacher emotional support, on students’ math performance, by using more representative data and a rigorous statistical method. The second objective is to identify and examine how some important psychological traits (both affective and cognitive) mediate the effects of social factors on students’ math performance. The third objective is to examine whether those relationships are moderated by gender. Hong Kong’s survey data is extracted from the Program of International Students Assessment (2003) as organized by Organization for Economic Co-operation and Development (OECD), on the math performances of 4,478 students at the age of fifteen. Measurement invariance was first tested, and then followed by Confirmatory Factor Analysis. Two structural models were tested by Structural Equation Modeling using Linear Structural Relations (LISREL) 8.5 which is computer software for SEM. Results indicated that first, parental education level affects children’s math scores by providing home education resources and enhancing children’s math self-efficacy, and second the Self Determination Theory is applicable in supporting the hypothesis that teachers affects their students’ math scores by providing a cooperative learning environment, which in turn, enhances students’ affective and cognitive factors. Three important mediators, namely cooperative learning environment, math self-efficacy, and home education resources are concluded as significant mediating factors upon the effects of parents and teachers on students’ math performance. The perceived support from parents and teachers are not significantly different across gender in Hong Kong. This is consistent with recent studies that differences favoring males in mathematics achievement are disappearing. Theoretical contributions and practical implications are discussed in the final part of the dissertation.

In spite of the wealth of research in IS security, there is very little understanding of what actually makes an IS security program successful within an organization. Success has been treated generally as a separate entity from IS security altogether; a great deal of research has been conducted on the "means to the end", while limited research has been focused on truly understanding what the end actually is. The problem compelling this research is that previous studies within the IS security domain do not adequately consider what factors contribute towards IS security success within the organizational context, and how the factors interact. This study built upon Shannon and Weaver (1949) and Mason (1978) to develop a model for predicting IS security success within an organization. A considerable body of information systems security literature was organized based on their findings. Core dimensions of information system security success were identified and operationalized within a model for predicting success with IS security initiatives. The model was empirically validated in a three-phase approach using survey methodology. First, the survey was tested for validity and reliability using an expert panel and pilot study. Next, the survey was administered to a sample, with the results analyzed using Confirmatory Factor Analysis and Structural Equation Modeling techniques. Initial analysis of the measurement model generated through Confirmatory Factor Analysis showed mixed fit. Factor loadings and average variance extracted calculations resulted in the selection of low performing items for removal; after revision, the revised measurement model showed improved fit for all measures. Structural Equation Modeling analysis was conducted on three structural models with varying levels of mediation. Based on the analysis of fit and comparison indices, the model depicting partial mediation was determined to be the best variation of the IS security success model. This study is the first known instance of an empirically tested IS security success model and should provide many avenues for future study, as well as providing practitioners a fundamental roadmap for success within their organizational IS security programs.

The self-compassion conceptualization developed by Neff (2003a, b) and its corresponding 26-item inventory (SCS) has gained interest in recent years. SCS have proven good validity and reliability, but its suggested six-factor model cannot always be replicated. Recent studies have shown a more promising two-factor model for the SCS. The aim of this study was to test the structural validity of a translated Swedish SCS in university students (n = 464; 22% men). The results showed good construct validity, test-retest and internal reliability (ICC = .97; α = .86). Partial confirmatory factor analysis could not confirm the six-factor model but did support the two-factor model consisting of a positively worded (self-compassionate attitude) and a negatively worded (self-critical attitude) factor. The modified scale (SCS-Swe22) showed good reliability and construct validity (ICC = .96; α = .89). Despite promising results, additional work is required to secure the structural construct of SCS-Swe22.

<p>The power of positive attitudes toward science is that they influence science achievement by reinforcing higher performance. Interestingly, there continue to be gender disparities in attitudes toward science across many countries. Males generally have more positive attitudes toward science than females. Although most research related to attitudes toward science have been based on the Trends in International Mathematics and Science Study (TIMSS) Student Questionnaire, there remains a dearth of evidence validating the TIMSS science attitudes items and measurement equivalence across genders. </p><p>The goals of this research were as follows: (1) to build support for the structural validity of the TIMSS items, and (2) to investigate whether the instrument measures the same latent construct (attitudes toward science) across genders. The present study followed two steps of statistical analyses. As a first step, two modeling methods (confirmatory factor analysis and exploratory structural equation modeling) were conducted to identify the best-fitting model for the instrument. Second, after determining the model of choice, we tested several nested invariance models progressively. </p><p>This study found (1) the latent factor structure of the TIMSS items and (2) strong measurement invariance across genders. This result indicated that the instrument is well designed by the <i>a priori</i>specification and measures the same latent variable for both female and male students. This study provides support for the multidimensional approach to measuring science attitudes and shows the flexibility of ESEM over CFA by demonstrating that the ESEM approach provided better representation of the underlying factor structure. </p>

Philosophiae Doctor - PhD (Industrial Psychology) / Organizations exist for the primary aim of meeting particular objectives: innovation and advancement, customer satisfaction, profit making and delivery of quality goods and services. These goals are mostly channelled with the intent of demonstrating high performance crucial for the continued existence of the organization especially in these rapidly changing global economies. This target, however, cannot be achieved without the aid of employees in the organization. A plethora of previous studies have proven that efficiency, productivity, high performance and stability on the job can be better achieved when the employees are dedicated, committed to their work roles and experience work engagement. The experience of work engagement on the part of the employees is not a random event; it depends on a myriad of factors that include authentic leadership. Leaders have a cumulative change effect on their followers; hence, leaders in an organization can be termed as core drivers of employee engagement. Hence, it becomes imperative to seek to understand what authentic leadership as a construct has to offer to the workplace.