* Starting from Need* Evolution of the Toyota Production System* Further Development* Genealogy of the Toyota Production System* The True Intention of the Ford System* Surviving the Low-Growth Period

Toyota production system : beyond large-scale production

Latent class analysis (LCA) is a statistical method used to identify unobserved subgroups in a population with a chosen set of indicators. Given the increasing popularity of LCA, our aim is to equip psychological researchers with the theoretical and statistical fundamentals that we believe will facilitate the application of LCA models in practice. In this article, we provide answers to 10 frequently asked questions about LCA. The questions included in this article were fielded from our experience consulting with applied researchers interested in using LCA. The major topics include a general introduction in the LCA; an overview of class enumeration (e.g., deciding on the number of classes), including commonly used statistical fit indices; substantive interpretation of LCA solutions; estimation of covariates and distal outcome relations to the latent class variable; data requirements for LCA; software choices and considerations; distinctions and similarities among LCA and related latent variable models; and extensions of the LCA model. To illustrate the modeling ideas described in this article, we present an applied example using LCA. Specifically, we use LCA to model individual differences in positive youth development among college students and analyze demographic characteristics as covariates and a distal outcome of overall life satisfaction. We also include key references that direct readers to more detailed and technical discussions of these topics for which we provide an applied and introductory overview. We conclude by mentioning future developments in research and practice, including advanced cross-sectional and longitudinal extensions of LCA.

Ten frequently asked questions about latent class analysis.

I am a researcher and graduate student of American Indian descent (Stockbridge-Munsee/Mohican). I have always been very aware of the absence of other American Indian students in postsecondary education programs; have noticed the shortage of American Indians employed as educators, professors, or administrators; and am acutely aware of the number of American Indian populations excluded from qualitative or quantitative data sets as part of mainstream research agendas that are published on the state or national level. This is the beginning of my dissertation research journey, and the data that I have studied thus far demonstrates a ten-year failure of the traditional, Western, and public educational system in Wisconsin to nurture, graduate, and utilize Native Americans from birth through adulthood. This historical failure in the Wisconsin educational systems and organizations has left the First Children and the First People of this country far behind as compared to their other minority and white counterparts (Bowman ). The extent of how far and why they are behind is what I am determined to discover. Anecdotally speaking, I knew in my heart that the few Indians who did survive school accomplished this despite many barriers or whatever politically correct legislation was the popular rhetoric at the time. But in my head I needed to ascertain, scientifically document, and understand the factors that were responsible for this shameful record regarding the education of Native American students and their underrepresentation as professionals within the educational community. In a time of attempts to abolish affirmative action and hearing the promises of leaving no children behind, I have diligently tried to set aside time to conduct research Cultural Differences of Teaching and Learning

Cultural differences in teaching and learning

This book provides an excellent and elegant analysis of the field of human resource management. While the title implies that it is only about the relationship of human resource management to organi...

Strategy and human resource management

Latent profile analysis: A review and “how to” guide of its application within vocational behavior research

Despite the increased popularity of person-centered analyses, no comprehensive approach exists to guide the systematic investigation of the similarity (or generalizability) of latent profiles, thei...

Multiple-Group Analysis of Similarity in Latent Profile Solutions

Despite the increased popularity of person-centered analyses, no comprehensive approach exists to guide the systematic investigation of the similarity (or generalizability) of latent profiles, their pre-dictors, and their outcomes across subgroups of participants or time points. We propose a six-step process to assess configural (number of profiles), structural (within-profile means), dispersion (within-profile variability), distributional (size of the profiles), predictive (relations between predictors and profile membership), and explanatory (relations between profile membership and outcomes) similarity. We then apply this approach to data on organizational commitment mindsets collected in North America (n ¼ 492) and France (n ¼ 476). This approach provides a rigorous method to systematically and quantitatively assess the extent to which a latent profile solution generalizes across diverse samples, such as in the cross-national comparison in our illustrative example, or the extent to which interventions or naturalistic changes may impact the nature of a latent profile solution. This approach also helps to identify the nature of any differences that might be present, thus providing richer interpretations of observed differences and ideas for future research.

Les conditions de travail contemporaines incitent les milieux professionnel et academique a se pencher sur la question du bien-etre au travail. Les outils de mesure de cet etat psychologique particulier demeurent toutefois perfectibles : ils revelent generalement des derives semantiques, un defaut d’enracinement dans les experiences vecues par les acteurs, et/ou une forte propension a utiliser des indicateurs de mesure secondaires au grand dam de la psychologie positive. En appliquant le « paradigme de Churchill » aupres de 1178 repondants, nous presentons dans cet article une nouvelle echelle de mesure positive du bien-etre au travail (EPBET) a la fois formative, fiable et valide. Elle s’organise autour de quatre rapports : aux autres, a soi, aux temps et a l’environnement de travail.

Proposition d'une échelle de mesure positive du bien-être au travail (EPBET)

L’objectif de cet article est d’ameliorer la comprehension des relations qui unissent le lean et les performances operationnelles et financieres. Un echantillon de 171 usines francaises montre un effet direct du lean externe sur la performance financiere. Une approche centree sur les usines nous permet d’identifier 3 profils distincts. Le groupe des «Lean Intensif» montre des differences significatives de performances financieres et operationnelles par rapport au groupe des «Faible Lean». En revanche, la difference entre le groupe des «Lean Intensif» et des «Lean Interne Dominant» ne se fait qu’au niveau de la performance operationnelle.

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The Effect of Internal and External Lean Practices on Performance: A Firm-Centered Approach

L'objet de cet article est de tester les qualites metriques d'une echelle de mesure positive du bien-etre au travail (EPBET) en dehors de son contexte national de creation. Nos resultats revelent que l'invariance structurelle est preservee quand les pays sont proches en termes de cultures, de pouvoir d'achat et de stabilite des institutions politiques. Ainsi, l'EPBET mesure bien le meme construit aux Etats-Unis et en France. En Ukraine en revanche, la ou la culture nationale est plus collectiviste, le pouvoir d'achat plus limite, et les institutions politiques particulierement instables au moment de l'enquete, une des dimensions-la relation aux temps sociaux-est plus difficile a distinguer. Cette conclusion confirme la these de la contingence du bien-etre au travail. Une proposition d'explication de ces resultats est avancee a la lumiere de la theorie de la comparaison sociale. Les resultats suggerent egalement qu'au-dela d'une simple analyse confirmatoire, la verification detaillee de l'invariance structurelle du construit constitue un prealable indispensable a toutes les etudes internationales consacrees au bien-etre au travail. Mots cles. Bien-etre au travail, invariance structurelle, comparaison internationale, Amerique du Nord, France, Ukraine, pouvoir d'achat, culture, institutions politiques.

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Jordane Creusier

Papers

Multiple-Group Analysis of Similarity in Latent Profile Solutions

Multiple-Group Analysis of Similarity in Latent Profile Solutions

Proposition d'une échelle de mesure positive du bien-être au travail (EPBET)

The Effect of Internal and External Lean Practices on Performance: A Firm-Centered Approach

Comment allez-vous ? How are you doing? Как поживаешь ? extension de la validité de l’échelle positive de mesure du bien-être au travail (EPBET)