Bifactor Item Response Theory (IRT) models are presented as a plausible structure for psychological measures with a primary scale and two or more subscales. A bifactor graded response model, appropriate for polytomous categorical data, was fit to two university counseling center datasets (N=4,679 and N=4,500) of Outcome-Questionnaire-45.2 (OQ) psychotherapy intake data. The bifactor model showed superior fit compared to a unidimensional IRT model. IRT item parameters derived from the bifactor model show that items discriminate well on the primary scale. Items on the OQ's subscales maintain some discrimination ability over and above the primary scale. However, reliability estimates for the subscales, controlling for the primary scale, suggest that clinical use should likely proceed with caution. Item difficulty or severity parameters reflected item content well, in that increased probability of endorsement was found at high levels of distress for items tapping severe symptomatology. Increased probability of endorsement was found at lower levels of distress for items tapping milder symptomatology. Analysis of measurement invariance showed that item parameters hold equally across gender for most OQ items. A subset of items was found to have item parameters non-invariant across gender. Implications for research and practice are discussed, and directions for future work given.

The Outcome Questionnaire-45 (OQ-45) is a 45-item instrument designed to be used by psychotherapists to track their clients' distress over time. The OQ-45 is composed of three factors: symptomatic distress, interpersonal relations, and social role performance. Numerous researchers have attempted to replicate this intended three-factor structure in their own data, only to find poor fit. Attempts to find a factor structure that does show adequate fit have been met with mixed, but generally poor, results. Additionally, very little work has been done to establish that the OQ-45 exhibits sufficient longitudinal measurement invariance to allow comparison of OQ-45 scores over time. Notwithstanding these known issues regarding the fit of the OQ-45, it has been adopted widely in many countries and translated into several dozen languages. This study sought to identify a factor structure of the OQ-45 that did exhibit longitudinal measurement invariance. Using a sample of 7,751 clients who made 56,353 visits to Brigham Young University's Counseling and Psychological Services between 1996 and 2017, three factor structures were analyzed using Mplus 8.2 through confirmatory factor analysis: (a) single-factor, (b) intended three-factor, and (c) bifactor models. The bifactor model fit the data best, as determined by standard fit statistics (CFI, TLI, RMSEA, SRMR). However, this bifactor model still had inadequate fit. At this point, exploratory structural equation modeling (ESEM) using target rotation was applied to the bifactor model. This ESEM bifactor model had a dominant general factor and did have good fit to the data. Having selected the ESEM bifactor model, it was then tested to see if it showed longitudinal measurement invariance over five time points (the initial OQ-45 score at the intake appointment, followed by four subsequent appointments). The OQ-45 items were treated as categorical and analyzed using the WLSMV estimator. Four time sequences were examined for configural, metric, and scalar longitudinal invariance: Time 1 to Time 2, Time 1 to Time 3 (inclusive of Time 2), Time 1 to Time 4 (inclusive of Times 2 and 3), and Time 1 to Time 5 (inclusive of Times 2, 3, and 4). The OQ-45, when modeled as an ESEM bifactor model, does exhibit scalar longitudinal measurement invariance. Using a new method developed by Clark (2020), ΔSRMR between adjacent models (configural to metric, metric to scalar) were all below his recommended guideline of .01. This is the first study to find a good fitting model of the OQ- 45 that can be used to assess changes in clients' psychological functioning over time. Total OQ- 45 scores can continue to be used by therapists to monitor their patients with confidence in its longitudinal psychometric properties.

abstract: This study investigated the internal factor structure of the English language development Assessment (ELDA) using confirmatory factor analysis. ELDA is an English language proficiency test developed by a consortium of multiple states and is used to identify and reclassify English language learners in kindergarten to grade 12. Scores on item parcels based on the standards tested from the four domains of reading, writing, listening, and speaking were used for the analyses. Five different factor models were tested: a single factor model, a correlated two-factor model, a correlated four-factor model, a second-order factor model and a bifactor model. The results indicate that the four-factor model, second-order model, and bifactor model fit the data well. The four-factor model hypothesized constructs for reading, writing, listening and speaking. The second-order model hypothesized a second-order English language proficiency factor as well as the four lower-order factors of reading, writing, listening and speaking. The bifactor model hypothesized a general English language proficiency factor as well as the four domain specific factors of reading, writing, listening, and speaking. The Chi-square difference tests indicated that the bifactor model best explains the factor structure of the ELDA. The results from this study are consistent with the findings in the literature about the multifactorial nature of language but differ from the conclusion about the factor structures reported in previous studies. The overall proficiency levels on the ELDA gives more weight to the reading and writing sections of the test than the speaking and listening sections. This study has implications on the rules used for determining proficiency levels and recommends the use of conjunctive scoring where all constructs are weighted equally contrary to current practice. / Dissertation/Thesis / Ph.D. Curriculum and Instruction 2011

abstract: Investigation of measurement invariance (MI) commonly assumes correct specification of dimensionality across multiple groups. Although research shows that violation of the dimensionality assumption can cause bias in model parameter estimation for single-group analyses, little research on this issue has been conducted for multiple-group analyses. This study explored the effects of mismatch in dimensionality between data and analysis models with multiple-group analyses at the population and sample levels. Datasets were generated using a bifactor model with different factor structures and were analyzed with bifactor and single-factor models to assess misspecification effects on assessments of MI and latent mean differences. As baseline models, the bifactor models fit data well and had minimal bias in latent mean estimation. However, the low convergence rates of fitting bifactor models to data with complex structures and small sample sizes caused concern. On the other hand, effects of fitting the misspecified single-factor models on the assessments of MI and latent means differed by the bifactor structures underlying data. For data following one general factor and one group factor affecting a small set of indicators, the effects of ignoring the group factor in analysis models on the tests of MI and latent mean differences were mild. In contrast, for data following one general factor and several group factors, oversimplifications of analysis models can lead to inaccurate conclusions regarding MI assessment and latent mean estimation. / Dissertation/Thesis / Doctoral Dissertation Educational Psychology 2018

Visual perception is a psychological construct that describes the awareness of visual sensations and arise from the interactions of the individual or observer in the external environment together with the physiology of the observer’s visual system. A variety of theories of the development of visual perception have led to the development of different psychometric measures aimed at quantifying the cognitive construct. The Visual Perceptual Aspects Test was developed by Clutten (2009) to measure nine different constructs of visual perception. The original VPAT was validated using content and construct validity based on a Western Cape sample. However, to the researcher’s knowledge, a factor analysis had not yet been conducted on the VPAT to determine the factor validity of the test. Furthermore, no measures of validity or reliability had been conducted on the VPAT using a sample outside of the Western Cape. The aim of this research is to validate the hypothesised nine factor structure of the Visual Perceptual Aspects Test, using a confirmatory factor analysis, exploratory structural equation model, a bifactor confirmatory factor analysis and a bifactor exploratory structural equation model. The results of the analysis showed marginal model fit of the VPAT with the sample data, with sufficient levels of reliability for certain sub-tests. However, the VPAT did not meet significant levels of validity or reliability of the proposed model structure of the VPAT for the sample group of learners based in the Eastern Cape. / Psychology / M.A. (Research Psychology)

Organisationer behöver kvalificerad personal för att fungera effektivt och därmed blir rekrytering en viktig aktivitet. Det är också angeläget att ny personal anpassar sig väl till arbetsförhållandena. Syftet med denna avhandling var att tydliggöra möjligheterna att genom urval bidra till en långsiktigt hållbar rekrytering för organisation, individ och samhälle. Avhandlingen omfattar tre delstudier och baseras på data från rekrytering av nya poliser i Sverige. En kohort har följts från urvalet av de sökande till polisutbildningen våren 2008 (N = 1 344) över tre uppföljningstillfällen (N = 717–729), nämligen vid slutet av två års polisutbildning, vid slutet av sex månaders aspirantutbildning och vid slutet av det första anställningsåret. Studie I syftade till att undersöka möjligheterna att välja ut de sökande som är mest lämpade att bli poliser genom att kombinera information från flera urvalsmetoder. Vanligtvis används intervjuer för att i slutet av urvalsprocessen välja ut de mest lämpade kandidaterna. Analyser med flera kriterier på framgångsrik rekrytering (prestation, tillfredsställelse med utbildning respektive arbete, vilja att stanna i yrket och hälsa) vid de tre uppföljningstillfällen, visade att ett alternativt förfarande – att kombinera information från urvalsmetoder som i tidigare steg använts för att sålla bort olämpliga sökande – hade högre prognosförmåga. Det handlade om information från begåvningstest, personlighetstest och konditionstest. Ett sådant förfarande kan också vara mer tillförlitligt och resurseffektivt. Vid urval av poliser bör intervjuer däremot främst ses som ett verktyg för att sålla bort olämpliga kandidater. Studie II syftade till att öka förståelsen för hur resultat från begåvningstest ska tolkas och användas vid urval. För de flesta yrken, inklusive polisyrket, har begåvningstest visats vara en av de urvalsmetoder som bäst predicerar prestation. Det har förklarats med effekter av generell begåvning. Resultaten från Studie II visade dock att utöver generell begåvning kan också en verbal och kunskapsladdad komponent antas viktig för att predicera prestation. Samtidigt gav studien stöd för att vid urval använda en samlad totalpoäng från begåvningstest. Studie III syftade till att undersöka den relativa betydelsen av urvalsfaktorer som personlighet och begåvning respektive den psykosociala arbetsmiljön för nya polisers arbetsrelaterade attityder och hälsa efter det första anställningsåret. Studien visade att arbetsmiljöfaktorer, såsom möjligheter till utveckling och återkoppling i arbetet samt rimlig arbets­belastning, var betydligt viktigare än urvalsfaktorer för nya polisers anpassning till arbetsförhållandena i yrket. Sammanfattningsvis visar föreliggande avhandling att det är meningsfullt att över tid beakta flera kriterier på framgångsrik rekrytering. Den visar också att information från flera urvalsmetoder bör kombineras för att välja ut de mest lämpade kandidaterna. Vidare visar avhandlingen på värdet av att använda verbalt laddade begåvningstest vid urval. Förmågan att predicera framgång i polisyrket med olika urvalsmetoder är dock måttlig. Avhandlingen visar däremot att arbetsförhållandena för ny personal kan ha avgörande betydelse. Det betyder att organisationer som strävar efter hållbar rekrytering bör prioritera både urval och sunda arbetsförhållanden för ny personal. Det gäller inte minst polisorganisationer där kostnaderna för rekrytering är höga. / Organizations need qualified personnel to work effectively. Accordingly recruitment is an important organizational activity. Moreover, to attain sustainability for organizations, individuals, and the society, it is assumed important that new personnel adjust well to their working conditions. The aim of this thesis was to investigate the role of selection for long-term sustainable recruitment. The thesis includes three studies based on data from the recruitment of new police officers in Sweden. A cohort of new police officers was followed from the end of the admittance process to the basic police training program in spring 2008 (N = 1,344) and then at three consecutive follow-ups (N = 717-729), 1) at the end of two years of academy training, 2) at the end of six months of field training, and 3) at the end of the first working year. Study I aimed to further the understanding of how to select suitable police applicants by using combinations of common selection methods. Analyses of several criteria (performance, satisfaction, occupational retention, and health) at the three follow-ups suggest that combining information from cognitive, personality, and physical fitness tests, that in earlier hurdles have been used to screen out unsuitable applicants, would be useful in identifying the most suitable candidates, while interviews may primarily be considered as a tool for screening out any unsuitable ones. Study II focused on how to interpret and make use of results from cognitive tests in applied settings such as selection. In most occupations, including the police, cognitive tests are among the most valid predictors of performance. This has been explained by the influence of general intelligence. However, the results from Study II showed that beyond general intelligence, a verbal and knowledge loaded component can be important in predicting performance. Also, the study supported the use of total scores in selection. Study III aimed to examine the relative importance of selection factors (e.g., personality and general intelligence) and psychosocial working conditions for new police officers’ work-related attitudes and health. The study showed that psychosocial working conditions, such as opportunities for development and feedback as well as a balanced workload, were far more important than selection factors for the new police officers’ adjustment to their occupation. Taken together, the thesis shows the value of considering several time points and several criteria of successful recruitment. Also, it demonstrates the usefulness of combining information from several selection methods to select the most suitable candidates, along with the value of using verbally loaded cognitive tests in selection. Still, the ability to predict success among police officers by using selection methods remains modest. Additionally, the thesis shows that the working conditions for new personnel can be considered crucial if recruitment is seen as a long-term process that also includes the introduction phase. Accordingly, organizations striving for sustainable recruitment need to focus on developing sound selection processes and providing sound working conditions for their new personnel. This is of particular importance for organizations such as the police, where the costs of recruitment are high. / <p>At the time of the doctoral defense, the following papers was unpublished and had a status as follows: Paper 3: Manuscript.</p>

Enjeu important pour le marketing des seniors, le concept de bien vieillir demeure peu investigué par la recherche en marketing. Nous introduisons un nouveau concept, le Bien Vieillir Désiré (BVD), qui fait référence aux objectifs psychologiques, physiques, sociaux et financiers, poursuivis dans la quête du bien vieillir. Nous en proposons un modèle de mesure bifactoriel, fiable et valide, en quatre dimensions : le BVD général, le BVD physique, le BVD social et le BVD financier. Son influence est testée sur huit comportements de consommation relatifs aux secteurs suivants : alimentation, e-santé, chirurgie esthétique, loisirs, placements financiers, réseaux sociaux et sites de rencontres. L’échelle de mesure et un modèle global antécédents-manifestations-effets sont validés à partir d’un échantillon de 900 seniors âgés de 50 à 80 ans. Les résultats suggèrent le développement d’une nouvelle approche marketing des seniors : le marketing du bien vieillir. Son investigation et sa mise en œuvre sont ancrées dans quatre concepts clés : le BVD, le vieillissement perçu, les attentes d’ajustement au vieillissement et la consommation du bien vieillir. / Aging well is now a key stake for senior marketing, yet this concept remains little investigated by consumer research. A new concept is introduced in marketing research: Desired Aging Well (DAW), which refers to the psychological, physical, social and financial objectives, pursued in the quest for aging well. This research provides a reliable and valid bifactor measurement model for Desired Aging Well, in four dimensions: general DAW, physical DAW, social DAW and financial DAW. Its influence is tested on eight consumer behaviors related to the following sectors: food, e-health, plastic surgery, leisure, financial investments, social networks and dating sites. The Desired Aging Well scale and the overall antecedents-manifestations-effects model are validated on a sample of 900 French senior people aged from 50 to 80. The results suggest the development of a new marketing approach for seniors: aging well marketing. Its investigation and implementation are rooted in four key concepts: Desired Aging Well, perceived aging, adjustment to aging expectations and aging well consumption.

<p></p><p>A large body of literature suggests that cognitive abilities are important determinants for training and job performance, including flight performance. The associations between measures of ability tests and job performance have been the focus of many empirical studies, resulting in an overall conclusion that general mental ability, <i>g</i>, is the main source of prediction, while other narrower abilities have limited power for predicting job performance. Despite the attention given to cognitive ability-flight performance relationships, their associations have not been fully understood at the broad construct level, and most extant literature focused on the relations at the observed scores level. Thus, the present dissertation study was designed to contribute to the progression of this understanding by examining the relations between cognitive abilities and flight training performance, using data from four U.S. Air Force (USAF) pilot samples. For comparison, one navigator and one air battle manager sample were also analyzed. The data were obtained from correlation matrices of prior investigations and analyzed via structural equation modeling (SEM) procedures. </p> <p> Four studies are reported in the thesis: (1) preliminary study, (2) primary validation study, (3) cross-validation study, and (4) cross-occupation validation study. The preliminary study assessed the test battery used in the subsequent predictive studies. The primary validation study introduced a bifactor predictive SEM model for testing the influence of cognitive abilities in predicting pilot performance. The cross-validation study assessed the consistency of the predictive model suggested in the primary validation study, using three additional pilots’ samples. The cross-occupation validation study compared the predictive model using data from three aviation-related occupations (flying, navigation, air battle management). Ability factors were extracted from scores of pilot applicants on the Air Force Officer Qualifying Test (AFOQT), the USAF officers’ primary selection test battery, whereas the flight performance scores were obtained from pilot records during the flight training program.</p> <p> In addition to the <i>g</i> factor, <i>verbal ability, quantitative ability, spatial ability, perceptual speed ability, and aviation-related acquired knowledge </i>are the six latent cognitive ability factors investigated in the reported studies. Pilot performance measures were modeled either as observed or latent variables covering ratings of academic and hands-on flying performance in different phases of the training program. The studies of this thesis established that (1) general ability contributes substantially to the prediction models; however, it is not the only important predictor, (2) aviation-related acquired knowledge is the most robust predictor of pilot performance among the abilities examined, with a role even exceeding that of <i>g</i>, (3) perceptual speed predicted pilot performance uniquely in several occasions, while verbal, spatial, and quantitative abilities demonstrated trivial incremental validity for hands-on pilot performance beyond that provided by the <i>g</i> measure, and (4) the relative importance of cognitive abilities tends to vary across aviation occupations.</p><br><p></p>