Objective: Mindfulness or the full attention state is a factor that contributes to the successful process of aging. This study aims to evaluate the evidence of validity, on the basis of the internal structure, convergent and discriminant validity, reliability and factorial invariance across gender, for the five items Mindful Attention Awareness Scale (MAAS-5) within a sample of older adults. Methods: The participants were 323 Peruvian older adults, consisting of 160 women and 163 men, whose average ages were 68.58 (S.D = 7.23) and 68.91 years (S.D = 7.12), respectively. In addition to the MAAS-5, the Satisfaction with Life Scale and the Patient Health Questionnaire-2 were administered. Results: The Confirmatory Factor Analysis indicates that the one-factor structure of the MAAS-5 presents adequate fit for the total sample (χ2 = 11.24, df = 5, χ2/df = 2.25, CFI =.99, RMSEA =.06 [90%CI:.01,.11]; and SRMR =.025), as well as for the sub-samples of men and women. This one-factor solution presents adequate internal consistency (ω = 80 [95%CI:.76 -.82]) and it is invariant across gender. Regarding convergent validity, high scores in the MAAS are associated with a greater satisfaction with life (r =.88, p<.01 [95%CI:.85,.95]) and less depression (r = −.56, p<.01 [95%CI: −.48, −.77]) in older adults. Conclusions: The preliminary results back the use of the MAAS-5 as a self-report measure of mindfulness that has an adequate unifactorial structure that is reliable and invariant across gender for measuring the full attention state in elderly Peruvians.

Introduction: Owing to its importance in the development and evaluation of health policies in favor of the general population, there is currently a greater interest in the study of well-being. Therefore, a valid and reliable measurement of well-being is necessary. In this context, this study evaluated the evidence of validity based on the internal structure, reliability, and factor invariance by sex of the General Well-Being Index (who-5 wbi). Materials and Methods: A total of 499 university students (female = 271; male = 228) from the city of Trujillo, Peru, participated in the study. A confirmatory factor analysis, reliability by internal consistency, and factor invariance by sex were performed using a multigroup analysis. Results: The confirmatory factor analysis indicated that the 5-dimensional model with 5 correlated errors of items 1 and 4 presented a good fit (χ² = 9.667 [gl = 4], p > 0.05; χ²/gl = 2.416; cfi = 0.994; rmsea = 0.053 [ic90% 0.006–0.097]; srmr = 0.018). In addition, acceptable reliability (ω = 0.758) and factor invariance by sex were reported. Conclusion: The who-5 wbi demonstrated empirical evidence in favor of validity based on internal structure, reliability of scores, and factor invariance that allow for a useful and rapid instrument for measuring subjective well-being in university students.

No description available.

abstract: In the past, it has been assumed that measurement and predictive invariance are consistent so that if one form of invariance holds the other form should also hold. However, some studies have proven that both forms of invariance only hold under certain conditions such as factorial invariance and invariance in the common factor variances. The present research examined Type I errors and the statistical power of a method that detects violations to the factorial invariant model in the presence of group differences in regression intercepts, under different sample sizes and different number of predictors (one or two). Data were simulated under two models: in model A only differences in the factor means were allowed, while model B violated invariance. A factorial invariant model was fitted to the data. Type I errors were defined as the proportion of samples in which the hypothesis of invariance was incorrectly rejected, and statistical power was defined as the proportion of samples in which the hypothesis of factorial invariance was correctly rejected. In the case of one predictor, the results show that the chi-square statistic has low power to detect violations to the model. Unexpected and systematic results were obtained regarding the negative unique variance in the predictor. It is proposed that negative unique variance in the predictor can be used as indication of measurement bias instead of the chi-square fit statistic with sample sizes of 500 or more. The results of the two predictor case show larger power. In both cases Type I errors were as expected. The implications of the results and some suggestions for increasing the power of the method are provided. / Dissertation/Thesis / M.A. Psychology 2010

Over the last decade the focus has shifted to ensure a holistic view of employee well-being in organisations by focusing on both physical and psychological well-being. Previous research suggests that work characteristics and psychological work-related well-being influence both the individual (i.e. health) and organisational outcomes (i.e. commitment, safety, productivity, etc.). Moreover, the increasing importance of focusing on work-related psychological well-being of employees is evident in legislation from around the world. In South Africa the Occupational Health and Safety legislation, spesifically the Construction Regulations, also recognises the importance of the psychological well-being of employees and refers to it as ?psychological fitness?. However, no clear definition or instrument for psychological fitness exists. Similarly, no instrument exist to measure work characteristics of blue-collar workers. The objectives of this research were 1) to propose a defintion for psychological fitness of blue-collar employees 2) to propose a theoretical framework to better our understanding of psychological fitness 3) to develop a psychological fitness instrument for blue-collar employees that is suitable for the South African context 4) to test the psychometric properties of the newly developed psychological fitness instrument 5) to develop a work characteristics questionnaire for blue-collar mine workers to gain insight into their work experiences, and 6) to evaluate the psychometric properties of the newly developed job demands-resources scale for blue-collar mine workers. The empirical study consisted of two phases. During the first phase, following an extensive literature review, a definition and theoretical framework for psychological fitness was proposed. Thereafter, a new instrument for measuring psychological fitness was developed and tested. An instrument for measuring the work characteristics of blue-collar mine workers has also been developed to further the understanding of their work experiences. During the second phase, the psychometric properties of the newly developed psychological fitness instrument were tested (i.e. factorial validity, factorial invariance, reliability and external validity; N = 2769). Furthermore, the psychometric properties of the newly developed job demands-resources scale for blue collar workers were also investigated (i.e. factorial validity, reliability and the relationship with theoretically relevant external variables; N = 361). During the conceptualisation process, the definition of psychological fitness has been proposed based on previous work-related well-being literature. The work-related well-being concepts, distress and eustress were proposed as indicators of psychological fitness. Therefore, psychological fitness was defined as a state in which an employee display high levels of emotional and mental energy and high levels of psychological motivation to be able to work and act safely. The dimensions of burnout and engagement were proposed as possible indicators of psychological fitness and included exhaustion, mental distance, cognitive weariness, vitality and work devotion. Furthermore, the underlying work-related well-being theories and models were identified as the theoretic framework to enable the development of a questionnaire for psychological fitness. In order to ensure that the low literacy employees understand the meaning of each questionnaire close attention has been paid during the development of items. Firstly, the psychological fitness instrument (SAPFI) for blue-collar employees has been translated into all the official languages of South Africa following a multistage translation process. Secondly, the job demands-resources scale for blue collar mine workers (JDRSM) has been translated into the three most commonly spoken languages (Sesotho, isiXhosa and Setswana) by employees working in this specific mine. During this phase various problematic items were identified and eliminated from both questionnaires using the Rasch measurement model. The final phase included the validation study where the psychometric properties of both the new instruments were investigated. The SAPFI results provided evidence for factorial validity, factorial invariance, reliability and significant relations with external variables of the distress scale. Although evidence was provided for the factorial validity, reliability and external validity of the eustress scale, factorial invariance could not be confirmed. Furthermore, the JDRSM results provided evidence for the factorial validity, reliability (except for the workload scale) and external validity. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

Over the last decade the focus has shifted to ensure a holistic view of employee well-being in organisations by focusing on both physical and psychological well-being. Previous research suggests that work characteristics and psychological work-related well-being influence both the individual (i.e. health) and organisational outcomes (i.e. commitment, safety, productivity, etc.). Moreover, the increasing importance of focusing on work-related psychological well-being of employees is evident in legislation from around the world. In South Africa the Occupational Health and Safety legislation, spesifically the Construction Regulations, also recognises the importance of the psychological well-being of employees and refers to it as ?psychological fitness?. However, no clear definition or instrument for psychological fitness exists. Similarly, no instrument exist to measure work characteristics of blue-collar workers. The objectives of this research were 1) to propose a defintion for psychological fitness of blue-collar employees 2) to propose a theoretical framework to better our understanding of psychological fitness 3) to develop a psychological fitness instrument for blue-collar employees that is suitable for the South African context 4) to test the psychometric properties of the newly developed psychological fitness instrument 5) to develop a work characteristics questionnaire for blue-collar mine workers to gain insight into their work experiences, and 6) to evaluate the psychometric properties of the newly developed job demands-resources scale for blue-collar mine workers. The empirical study consisted of two phases. During the first phase, following an extensive literature review, a definition and theoretical framework for psychological fitness was proposed. Thereafter, a new instrument for measuring psychological fitness was developed and tested. An instrument for measuring the work characteristics of blue-collar mine workers has also been developed to further the understanding of their work experiences. During the second phase, the psychometric properties of the newly developed psychological fitness instrument were tested (i.e. factorial validity, factorial invariance, reliability and external validity; N = 2769). Furthermore, the psychometric properties of the newly developed job demands-resources scale for blue collar workers were also investigated (i.e. factorial validity, reliability and the relationship with theoretically relevant external variables; N = 361). During the conceptualisation process, the definition of psychological fitness has been proposed based on previous work-related well-being literature. The work-related well-being concepts, distress and eustress were proposed as indicators of psychological fitness. Therefore, psychological fitness was defined as a state in which an employee display high levels of emotional and mental energy and high levels of psychological motivation to be able to work and act safely. The dimensions of burnout and engagement were proposed as possible indicators of psychological fitness and included exhaustion, mental distance, cognitive weariness, vitality and work devotion. Furthermore, the underlying work-related well-being theories and models were identified as the theoretic framework to enable the development of a questionnaire for psychological fitness. In order to ensure that the low literacy employees understand the meaning of each questionnaire close attention has been paid during the development of items. Firstly, the psychological fitness instrument (SAPFI) for blue-collar employees has been translated into all the official languages of South Africa following a multistage translation process. Secondly, the job demands-resources scale for blue collar mine workers (JDRSM) has been translated into the three most commonly spoken languages (Sesotho, isiXhosa and Setswana) by employees working in this specific mine. During this phase various problematic items were identified and eliminated from both questionnaires using the Rasch measurement model. The final phase included the validation study where the psychometric properties of both the new instruments were investigated. The SAPFI results provided evidence for factorial validity, factorial invariance, reliability and significant relations with external variables of the distress scale. Although evidence was provided for the factorial validity, reliability and external validity of the eustress scale, factorial invariance could not be confirmed. Furthermore, the JDRSM results provided evidence for the factorial validity, reliability (except for the workload scale) and external validity. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.