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Self-estimates of performance have been demonstrated to influence actual performance. Different factors have shown to affect the ability to estimate accurately, such as gender and personality. However, these relationships are somewhat ambiguous and have not been studied in relation to fit for a job. The purpose of this study was to compare the accuracy of self- estimated fit for a job between men, women and non-binary people, as well as examine potential correlations between personality and self-estimations. The study had 141 participants, where 50 were men (M = 34.8 years) and 91 women (M = 31.4 years). The sample of non- binary people was nonsufficient and was excluded from the analysis (n = 5). Participants were presented with demographic questions, a fictive work-ad and self-estimation form and a personality questionnaire connected to the Five Factor Model (FFM). The difference between the participants’ self-estimated fit and fit according to the personality questionnaire generated their accuracy score. T-tests and a multiple linear regression was performed. The results showed a difference in accuracy between men and women in rating traits connected to conscientiousness, where men overestimated their fit. The results also showed a negative correlation between overall accuracy and openness, as well as overall accuracy and agreeableness. This indicates that those who score higher on the FFM traits openness and agreeableness get lower accuracy scores, which in turn indicates a tendency towards under- estimations. These findings may have practical implications to account for in recruitment processes, but more research is needed to confirm these relationships. / Självskattningar av prestationer har visat sig ha en påverkan på faktiska prestationer. Olika faktorer har visat sig påverka förmågan att skatta träffsäkert, såsom kön och personlighet. Dessa relationer är emellertid något tvetydiga och har inte studerats i relation till lämplighet för en tjänst. Syftet med denna studie var att undersöka träffsäkerheten av självskattad lämplighet för en tjänst mellan män, kvinnor och icke-binära personer, samt att undersöka potentiella korrelationer mellan personlighet och självskattningar. Studien hade 141 deltagare, där 50 var män (M = 34.8 år) och 91 kvinnor (M = 31.4 år). Icke-binära deltagare exkluderades ur analyserna till följd av ett bristande stickprov (n = 5). Deltagarna presenterades med demografiska frågor, en fiktiv jobb-annons och ett självskattningsformulär samt ett personlighetstest kopplat till femfaktormodellen (FFM). Skillnaden mellan deltagarnas självskattade lämplighet och lämplighet enligt testet genererade deras träffsäkerhetspoäng. T- test och multipel linjär regression utfärdades. Resultaten visade skillnader i träffsäkerhet mellan män och kvinnor i skattningar av egenskaper kopplade till samvetsgrannhet, där män överskattade sin lämplighet. Resultaten visade också en negativ korrelation mellan övergripande träffsäkerhet och öppenhet såväl som övergripande träffsäkerhet och vänlighet. Detta indikerar att de som får en högre poäng på dessa egenskaper från femfaktorsmodellen får lägre träffsäkerhetspoäng, vilket i sin tur indikerar på en tendens till underskattningar. Dessa fynd kan ha praktiska implikationer som bör tas i beaktning under rekryteringsprocesser, men mer forskning behövs för att stärka dessa samband.

This dissertation explores the connection between founder personality and organizational culture in founder-led entrepreneurial companies. With a focus on how founder personality affects culture, it draws from the literature in upper echelon/top management teams, family business and organizational psychology – notably the Attraction-Selection-Attrition (ASA: Schneider, 1987) and Person-Organization fit (P-O: O'Reilly, Chatman, & Caldwell, 1991) theories. Using a combination of ethnographic, psychological and organizational data from the founders and employees of four small firms from multiple industries, and a broader survey study of 336 respondents from 23 firms, it finds support for O’Reilly et al., (2014)’s CEO Personality-Culture link in the small-company setting. It also validates two new findings: 1) that employee personality traits can trump founder personality as an influence on culture, and 2) that founder involvement can moderate the impact of founder personality on culture. The dissertation concludes with plans for further research into the personality-organizational culture effects and thoughts about the applicability of these results for founders and consultants. / Business Administration/Entrepreneurship

This study examines the viability of treating M&A non-consummation decisions (NCDs) as strategic options. A review of published research in strategic management journals reveals that this topic has yet to undergo rigorous academic examination. Putting the M&A non-consummation phenomenon under a strategic management lens, this study asks the following research questions about the acquiring firm: 1) How does an M&A NCD affect the market value of firms? 2) Under what conditions does an M&A non-consummation enhance firms' value? 3) How can an NCD be executed so that it favorably affects the value of the firm? Study data were collected from numerous secondary sources such as CRSP, Ward's Business Directory, Lexis-Nexis Academic Database etc. The study sample size was 158 and for each NCD event, several variables were computed. With cumulative abnormal returns for a (-30, -1) pre-event period -- as a measure of firm performance -- as the dependent variable, multiple regression estimation used the following independent variables: strategic fit, relatedness, cultural fit, timing of NCD and coverage of NCDs. In estimating the regression models, confounding events were identified and controlled for. Several of the study hypotheses are supported, notably the hypotheses pertaining to cultural fit and timing of the NCD. Findings and implications are discussed. Taken as a whole, the study highlights the value of treating M&A NCDs as part of the repertoire of strategic options of acquiring firms. / Business Administration

Sigmoid curves have found broad applicability in biological sciences and biopharmaceutical research during the last decades. A well planned experiment design is essential to accurately estimate the parameters of the model. In contrast to a large literature and extensive results on optimal designs for linear models, research on the design for nonlinear, including sigmoid curve, models has not kept pace. Furthermore, most of the work in the optimal design literature for nonlinear models concerns the characterization of minimally supported designs. These minimal, optimal designs are frequently criticized for their inability to check goodness of fit, as there are no additional degrees of freedom for the testing. This design issue can be a serious problem, since checking the model adequacy is of particular importance when the model is selected without complete certainty. To assess for lack of fit, we must add at least one extra distinct design point to the experiment. The goal of this dissertation is to identify optimal or highly efficient designs capable of checking the fit for sigmoid curve models. In this dissertation, we consider some commonly used sigmoid curves, including logistic, probit and Gompertz models with two, three, or four parameters. We use D-optimality as our design criterion. We first consider adding one extra point to the design, and consider five alternative designs and discuss their suitability to test for lack of fit. Then we extend the results to include one more additional point to better understand the compromise among the need of detecting lack of fit, maintaining high efficiency and the practical convenience for the practitioners. We then focus on the two-parameter Gompertz model, which is widely used in fitting growth curves yet less studied in literature, and explore three-point designs for testing lack of fit under various error variance structures. One reason that nonlinear design problems are so challenging is that, with nonlinear models, information matrices and optimal designs depend on the unknown model parameters. We propose a strategy to bypass the obstacle of parameter dependence for the theoretical derivation. This dissertation also successfully characterizes many commonly studied sigmoid curves in a generalized way by imposing unified parameterization conditions, which can be generalized and applied in the studies of other sigmoid curves. We also discuss Gompertz model with different error structures in finding an extra point for testing lack of fit. / Statistics

The purpose of mixture experiments is to explore the optimum blends of mixture components, which will provide desirable response characteristics in finished products. D-Optimal minimal designs have been considered for a variety of mixture models, including Scheffe's linear, quadratic, and cubic models. Usually, these D-Optimal designs are minimally supported since they have just as many design points as the number of parameters. Thus, they lack the degrees of freedom to perform the Lack of Fit tests. Also, the majority of the design points in D-Optimal minimal designs are on the boundary: vertices, edges, or faces of the design simplex. In this dissertation, extensions of the D-Optimal minimal designs are developed to allow additional interior points in the design space to enable prediction of the entire response surface. First, the extensions of the D-Optimal minimal designs for two commonly used second-degree mixture models are considered. Second, the methodology for adding interior points to general mixture models is generalized. Also a new strategy for adding multiple interior points for symmetric mixture models is proposed. When compared with the standard mixture designs, the proposed extended D-Optimal minimal design provides higher power for the Lack of Fit tests with comparable D-efficiency. / Statistics

In this manuscript I examine outcomes associated with social networks in organizations. Specifically, I consider how two characteristics of social networks (i.e., centrality, tie strength) can affect the performance and satisfaction of employees at work. Then, I explore the role that perceptions of fit (i.e., person-group fit, person-organization) may play in mediating the relationship between social network characteristics and (a) employee performance and (b) job satisfaction. Moreover, I investigate boundary conditions of the aforementioned mediated relationships (i.e., social network characteristics - fit perceptions - employee performance; social network characteristics - fit perceptions - job satisfaction). First, I consider how individual differences (i.e., racioethnicity, sex) generate employee dissimilarity that likely moderates the relationship between structural network characteristics and perceived fit in the mediated relationships proposed. Second, I examine an organizational variable (i.e., perceived diversity climate) as a first and second stage moderator of the aforementioned mediated relationships. Overall, it is necessary to investigate the relationships proposed in the model, because studying social networks helps us to understand why employees interact with certain individuals (or not with others) and how organizational outcomes are affected by employees' choices regarding their social networks. / Business Administration/Human Resource Management

Inledning: Felrekrytering med stora omkostnader är vanligt förekommande, vilket gör rekrytering av rätt medarbetare viktigt. Utifrån matchande av identiteten mellan arbetssökande och arbetsplats så kan retentionen i organisationer med hög personalomsättning öka, och identitetsfaktorn kan vara en viktig aspekt att ha med i utvärderingar. Problemformulering: Hur ser rekryterare på identitetsmatchning? Syfte: Studien undersöker vilken betydelse identitetsmatchning har i rekryteringssammanhang. Metod: Metoden vald för att besvara problemformuleringen var kvalitativ, med användandet av ett abduktivt angreppssätt och utförandet av fem semi-strukturerade djupintervjuer. Slutsats: Identitetsmatchning har väsentligt betydelse under rekryteringssammanhang, dock inte lika framstående mellan arbetssökande och den övergripande organisationen som mellan arbetssökande och arbetsgrupp.

Most research on confirmatory factor analysis using global fit indices (AIC, BIC, AICc, and CAIC) has been in the structural equation modeling framework. Little research has been done concerning application of these indices to item response models, especially within the framework of multidimensional Rasch analysis. The results of two simulations studies that investigated how sample size, between-dimension correlation, and test length affect the accuracy of these indices in model recovery using a multidimensional Rasch analysis are described in this dissertation. The first study analyzed dichotomous data, with model-to-data misfit as an additional independent variable. The second study analyzed polytomous data, with rating scale structure as an additional independent variable. The interaction effect between global fit index and between-dimension correlation had very large effect sizes in both studies. At higher values of between-dimension correlation, AIC indicated the correct two-dimension generating structure slightly more often than does the BIC or CAIC. The correlation by test length interaction had an odds ratio indicating practical importance in the polytomous study but not the dichotomous study. The combination of shorter tests and higher correlations resulted in a difficult-to-detect distinction being modeled with less statistical information. The correlation by index interaction in the dichotomous study had an odds ratio indicating practical importance. As expected, the results demonstrated that violations of the Rasch model assumptions are magnified at higher between-dimension correlations. Recommendations for practitioners working with highly correlated multidimensional data include creating moderate length (roughly 40 items) instruments, minimizing data-to-model misfit in the choice of model used for confirmatory factor analysis (MRCMLM or other MIRT models), and making decisions based on multiple global indices instead of depending on one index in particular. / Ph. D.

The publisher of the Degrees of Reading Power test of reading comprehension (DRP) calibrate their test using an item response model called the Rasch or one-parameter logistic model. The relationship between the use of the Rasch model in calibration of the DRP and the use of the DRP as a component of the Virginia Literacy Passport Testing Program (LPT) is addressed. Analyses concentrate on sixth grade students who were administered the DRP in 1991. The question that arises is whether the Rasch model is the appropriate model to use to calibrate the DRP in this high-stakes setting. The majority of research that has been reported by the publisher of the DRP to assess the adequacy of the Rasch model have not included direct checks on model assumptions, model features or model predictions. Instead, they have relied almost exclusively on statistical tests in assessment of model fit. This study will assess the adequacy of fitting DRP test data to the Rasch model through direct examination of the assumptions, features and predictions of the IRT model. This is accomplished by comparing the Rasch model to the less restrictive two- and three-parameter logistic models. Robust IRT-based goodness-of-fit techniques are conducted. When the DRP is used in a high stakes setting, guessing is likely for those in jeopardy of failing. Under these circumstances, we must attend to the possibility that guessing may be a factor and thereby calibrate the DRP with the three-parameter model, as this model takes guessing into account. / Ph. D.