Measurement invariance is usually tested using Multigroup Confirmatory Factor Analysis, which examines the change in the goodness-of-fit index (GFI) when cross-group constraints are imposed on a measurement model. Although many studies have examined the properties of GFI as indicators of overall model fit for single-group data, there have been none to date that examine how GFIs change when between-group constraints are added to a measurement model. The lack of a consensus about what constitutes significant GFI differences places limits on measurement invariance testing. We examine 20 GFIs based on the minimum fit function. A simulation under the two-group situation was used to examine changes in the GFIs (ΔGFIs) when invariance constraints were added. Based on the results, we recommend using Δcomparative fit index, ΔGamma hat, and ΔMcDonald's Noncentrality Index to evaluate measurement invariance. These three ΔGFIs are independent of both model complexity and sample size, and are not correlated with the o...

Evaluating Goodness-of-Fit Indexes for Testing Measurement Invariance

The establishment of measurement invariance across groups is a logical prerequisite to conducting substantive cross-group comparisons (e.g., tests of group mean differences, invariance of structura...

A Review and Synthesis of the Measurement Invariance Literature: Suggestions, Practices, and Recommendations for Organizational Research

The Social Psychology of Organizations.

This meta-analysis investigated the relationships between person‐job (PJ), person‐organization (PO), person‐group, and person‐supervisor fit with preentry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure). A search of published articles, conference presentations, dissertations, and working papers yielded 172 usable studies with 836 effect sizes. Nearly all of the credibility intervals did not include 0, indicating the broad generalizability of the relationships across situations. Various ways in which fit was conceptualized and measured, as well as issues of study design, were examined as moderators to these relationships in studies of PJ and PO fit. Interrelationships between the various types of fit are also meta-analyzed. 25 studies using polynomial regression as an analytic technique are reviewed separately, because of their unique approach to assessing fit. Broad themes emerging from the results are discussed to generate the implications for future research on fit.

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Consequences of individuals' fit at work: a meta-analysis of person-job, person-organization, person-group, and person-supervisor fit

Although aspects of social identity theory are familiar to organizational psychologists, its elaboration, through self-categorization theory, of how social categorization and prototype-based depersonalization actually produce social identity effects is less well known. We describe these processes, relate self-categorization theory to social identity theory, describe new theoretical developments in detail, and show how these developments can address a range of organizational phenomena. We discuss cohesion and deviance, leadership, subgroup and sociodemographic structure, and mergers and acquisitions.

Social Identity and Self-Categorization Processes in Organizational Contexts

This study examines the link between supervisor-subordinate dissimilarity and associated perceptions of discrimination and exclusionary treatment. Using a sample of 1,059 employees from a large Southeastern insurance company, we examined age, race, and gender dissimilarity as predictors of perceived discrimination, supervisory support, and leader-member exchange. In addition, we examined supervisor liking/attraction and status of affiliation with supervisor as intervening variables. Race dissimilarity related positively to perceptions of discrimination and exclusionary treatment, mediated by both supervisor liking and status. Effects for age and gender dissimilarity were nonsignificant. We discuss the importance of these findings for understanding and managing dyadic relationships at work. Copyright © 2013 ASAC. Published by John Wiley & Sons, Ltd.

Resume

La presente etude etudie le lien entre la difference superviseur-subordonne et les perceptions de discrimination et de traitement d'exclusion qui en decoulent. A partir d'un echantillon de 1059 employes d'une grande compagnie d'assurance Southeastern, elle examine l'âge, la race et la difference sexuelle comme des predicteurs de la discrimination perc, du soutien du superviseur et de l'echange chef-membre. Elle analyse egalement l'estime/l'attraction du superviseur et le statut de l'affiliation avec le superviseur comme des variables mediatrices. Les resultats indiquent que la difference raciale est positivement reliee aux perceptions de discrimination et de traitement d'exclusion, mediees a la fois par l'estime du superviseur et le statut. A l'oppose, les effets de la difference d'âge et de sexe sont negligeables. L'etude s'acheve par une analyse de l'importance des resultats pour la comprehension et la gestion des relations dyadiques. Copyright © 2013 ASAC. Published by John Wiley & Sons, Ltd.

Relational Demography in Supervisor-Subordinate Dyads: An Examination of Discrimination and Exclusionary Treatment

Self-continuity and status-enhancement drive social identification. We examine their moderating effects on relationships between similarity and group processes. Continuity and enhancement moderated...

Missing pieces in social identity theory: continuity and status as moderators of similarity.

In relational demography research, hypotheses predicting unfavorable effects for demographic dissimilarity have not always been supported. A need exists for the identification of contextual variables that further specify the conditions under which such effects would occur. Work group status is introduced here as an important moderator variable. Three theoretical premises support its use: Social identity and self-categorization theories; Common Ingroup Identity Model; and, downward comparison theory. The general proposition is that as work group status increases, the effects of dissimilarity will be mitigated because status itself (as opposed to demographics) is likely to become the primary delimiter of ingroupoutgroup classifications.

/pdf/the-role-of-work-group-status-as-a-contextual-variable-in-3bpml29lp6.pdf

The Role of Work Group Status as a Contextual Variable in RelationalDemography Research

In this article, we integrate literature from social psychology and management to develop a model of stigmatization within work organizations. This model begins with the target's characteristics as...

Stigmatization within organizations: why it occurs, how it develops, and what results.

This commentary provides a review of the Dionne, Randel, Jaussi and Chun paper on levels of analysis issues within diversity and demography research. The commentary points out the complexity of levels of analysis issues within the field of diversity. Additionally, it identifies some questions that researchers should be addressing about levels of analysis issues within diversity research.

Christine M. Riordan

Papers

Relational Demography in Supervisor-Subordinate Dyads: An Examination of Discrimination and Exclusionary Treatment

Missing pieces in social identity theory: continuity and status as moderators of similarity.

The Role of Work Group Status as a Contextual Variable in RelationalDemography Research

Stigmatization within organizations: why it occurs, how it develops, and what results.

Pointing out problems is a first step, but some solutions would be helpful!