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Due to the complexity of and variations in additive manufacturing (AM) processes, there is a level of uncertainty that creates critical issues in quality assurance (QA), which must be addressed by time-consuming and cost-intensive tasks. This deteriorates the process repeatability, reliability and part reproducibility. So far, many AM efforts have been performed in an isolated and scattered way over several decades. In this paper, a systematically integrated holistic view is proposed to achieve QA for AM.

A systematically integrated view is presented to ensure the predefined part properties before/during/after the AM process. It consists of four stages, namely, QA plan, prospective validation, concurrent validation and retrospective validation. As a foundation for QA planning, a functional workflow and the required information flows are proposed by using functional design models: Icam DEFinition for Function Modeling.

The functional design model of the QA plan provides the systematically integrated view that can be the basis for inspection of AM processes for the repeatability and qualification of AM parts for reproducibility.

A powder bed fusion process was used to validate the feasibility of this QA plan. Feasibility was demonstrated under many assumptions; real validation is not included in this study.

This study provides an innovative and transformative methodology that can lead to greater productivity and improved quality of AM parts across industries. Furthermore, the QA guidelines and functional design models provide the foundation for the development of a QA architecture and management system.

This systematically integrated view and the corresponding QA plan can pose fundamental questions to the AM community and initiate new research efforts in the in-situ digital inspection of AM processes and parts.

This study is to establish the validity and reliability of Malay version of Post-traumatic Check List-5 (MPCL-5) among the fire and rescue officers in the state of Selangor, Malaysia.

A cross-sectional study was conducted, which involved 100 firefighters from the state of Selangor, Malaysia. Construct validity, internal consistency, and concurrent validity were performed and analyzed using Statistical Package for Social Sciences (SPSS) version 20. Concurrent validity was tested with validated Malay version of Trauma Screen Questionnaire (TSQ-M).

Overall internal consistency reliability was a 0.960 and individual construct Cronbach's alpha ranged from 0.827 to 0.926. The model, which consists of four constructs with 20 items, demonstrated the presence of acceptable loading factors. Sensitivity, specificity, positive predictive value (PPV) and negative predictive value (NPV) are 0.81, 0.65, 0.31 and 0.95 respectively at an optimum cut-off score of 35.

The Post Traumatic Check List 5 (PCL-5) is the latest tool based on DSM-5 developed recently and still having limited studies on the psychometric properties of the tool in local population and the findings produced are comparable with the results from validation from previous studies. The study limitations are population samples used are considering the minimum numbers of sample for each item for factor analysis and the concurrent validation was tested with the TSQ-M instead of the Clinician Administered PTSD Scale for DSM-5 (CAPS-5).

The study suggested that MPCL-5 is acceptable to be used to measure post-traumatic stress disorder in local populations.

There are limited known validation studies for PCL-5 in local populations and this is the first study done among fire and rescue officers in Malaysia. The results are comparable with findings from previous studies and therefore MPCL-5 are valid and reliable for PTSD screening.

The purpose of this paper is to explore the factor structure of the Resiliency Scales for Children and Adolescents (RSCA, Prince-Embury, 2006, 2007) and to provide supporting evidence that this is a psychometrically sound measure for practitioners and researchers to use to assess resilience in incarcerated male adolescent offenders in the UK.

Confirmatory factor analysis (CFA) was used to determine if the factor structure could be replicated among incarcerated male adolescent offenders. Concurrent validation of the measure was also conducted, utilising the Beck Youth Inventory, second edition (BYI-II-II; Beck et al., 2005).

CFA of the RSCA was unable to confirm the structure of the measure at an item level, therefore parcelling techniques were utilised similarly to Prince-Embury and Courville (2008), using the subscales for the factors as indicators for the factors. While a three-factor model was found to be an acceptable fit to the data, there was also some support for a two-factor model. Despite this, there was more statistical support for the three-factor model and arguments are made for retaining this structure. Expected associations between the three subscales of sense of mastery, sense of relatedness and emotional reactivity were found with the Beck Youth Inventory demonstrating support for the concurrent validity of the measure in incarcerated male adolescent offenders.

This paper provides support for the internal structure of the RSCA with incarcerated male adolescent offenders within the UK, although some caution should be used when interpreting scores from the subscales. The findings suggest that the RSCA can be utilised by practitioners to identify young people who may benefit from additional support and also in assessment and treatment/intervention planning. This may be particularly useful when practitioners wish to explore the potential protective nature of resilience.

The current study is the first of its kind to formally explore the factor structure of the RSCA with incarcerated male adolescent offenders.

This study aims to validate the money management intention screening questionnaire under the framework of theory of planned behavior, which includes attitude, subjective norms, perceived behavioral control and intention.

A total of 919 undergraduate students with loans were randomly selected and grouped into four sub-studies to address the psychometric properties of the imposed structure. The item–object congruence, confirmatory factor analysis (CFA), test–retest reliability method and other statistical tests were carried out for item selection and confirmation. Two self-reported measures, namely, Saving Behavior Scale and Short Dark Triad (SD3-Thai version), were applied for the measure concurrent validation.

The final 12 items with four-component structures were deemed reliable and generally valid in university students with loans, with CFA results indicating good fit indices (χ² = 96.44, df = 43; CFI = 0.96; GFI = 0.94; RMSEA = 0.06). The test–retest method indicated values between 0.66 (subjective norm) and 0.71 (attitude). Machiavellianism from SD3-TH and saving attitude from the Saving Behavior Scale showed the strongest significant relation among the items. The abbreviation of the 12-item structure was labeled in the Money Management Intention Questionnaire (MMIQ-TPB).

This study provided a reliable and valid substantial structure for identifying money management intention. However, there was a consideration that MMIQ-TPB questions referred to cognitive influences through intention; thus, it was designed to cover the intended preparation and not in the action stage.

Great money management practically predicts a lower likelihood of being in debt. Attentive educators or loan providers can thus benefit from this alternative structure as a screening scale for identifying risky cognitive mismanagement.

The evidence provided in this study highlights the possibility of identifying students who necessarily need a program to improve their monetary management skills during their studying periods. Policymakers could address this problem at the first stage of the general mode in the loan providing operation.

This study bridges the gap in the literature on financial behavioral changes for establishing money management intention among undergraduate students with loans. Furthermore, it confirms the advantages and disadvantages of having certain dark personality traits in a financial context.

Assessment Centres are becoming increasingly popular and are being ‘sold’ — both literally and metaphorically — by organizations and individuals on both sides of the Atlantic. It is a matter of concern that none of the companies in the recent IPM Survey had conducted any validation and evidence has, therefore, to be sought from the literature.

The purpose of this paper is to report data empirically linking competencies of individual leaders to business profitability and demonstrate that competencies are cross‐culturally valid.

Participants in the initial competency study were 15 business unit managers identified as high performing. Data were collected using Critical Incident Interviews that were systematically coded using thematic analysis to identify the presence of competencies. Competencies identified were then adapted into a behaviourally‐based questionnaire used in a follow‐up validation study. Participants in the validation study (n=70) were managers from North America and two European countries who were participants in a management development program. Boss ratings of competencies were then correlated with business unit profitability.

A set of competencies was identified as predictive of unit profit growth in managers in both North America and the European Union. Subsequent regression analysis showed that 17 per cent of the variance in business unit profitability could be accounted for by four competencies, specifically team leadership, developing others, achievement orientation, and impact and influence. Cross‐cultural validity was demonstrated to the degree that similar competencies predicted performance in both North America and the European Union as evidenced by the correlation between boss rating of subordinate competencies and profit growth.

The initial study using Critical Incident Interviews was conducted with a small sample size and did not employ a comparison group of average performers.

Initial competency research using empirical methods should be used to help focus competency models used for selection, feedback, training, and performance management.

The study is one of the few published studies that link competencies to business unit profitability. The paper demonstrates that competencies have a degree of cross‐cultural validity.

The purpose of this paper is to compare two years of results for one state’s performance-based assessments for principal licensure Performance Assessment for Leaders (PAL). This includes the field trial (2014–2015) and first year of statewide implementation (2015–2016) when passing score requirements and fees were added. Survey results on candidates’ career aspirations provide concurrent validation.

Two years of PAL submissions (n=569 candidates) were scored by trained, certified scorers. Task and total score results were compared by year, preparation pathway and gender. Online feedback survey results on career aspirations for (n=146 candidates) were compared by year.

The results show that PAL assessments measure independent dimensions of leadership, differentiate candidates on leadership knowledge and skills, and confirm PAL’s internal validity. Implementation year scores were higher than field trial scores, and preparation program candidates scored better than non-program candidates did. Candidate career aspirations were stronger in the implementation year than during the field trial.

The study is limited to one state’s candidates, but findings are generalizable based on the wide range among candidates’ districts (demographically and economically).

The results are promising for the leadership preparation and assessment field, demonstrating the effectiveness of performance assessment for authentic evaluation of leadership candidates’ knowledge and skill and overall readiness for initial leadership work.

This is the first large scale performance assessment for aspiring leaders designed for state licensure decisions. It is being replicated in another state and shown promise for both formative and summative leadership assessment.

This article describes the development of a measure of role conflict. Role conflict was conceptualized as consisting of four dimensions: intrasender, intersender, interrotle, and person‐role conflict respectively. Study 1 (N = 65), which was conducted to pilot test the 96 item questionnaire (reduced from 224 items after expert rating), resulted in the reduction of the questionnaire to 43 items with three interpretable dimensions. Study 2 (N = 100) was carried out to examine the construct validity of the scale and confirm the factor structure. There was convergence with the findings of Study 1. Cronbach alpha for each subscale was adequate, and evidence of concurrent, convergent, and discriminant validities was found. Study 3 (N = 242) attempted to provide some normative data for the measure, in addition to carrying out a confirmatory factor analysis (CFA) using LISREL. The findings of Study 2 were almost duplicated, and the CFA results lent greater support to a three‐factor structure of role conflict.

The purpose of this paper is to examine the mediating effect of learning organization dimensions on the relationship between the implementation of total quality management practices and companies’ operational performance improvement.

The authors carried out a cross-sector survey with 135 Brazilian manufacturing companies that have been implementing total quality management as an organizational strategy for at least five years. Collected data were analyzed using multivariate data analysis techniques.

The findings provide guidelines for manufacturers to increase their learning capability by reinforcing the implementation of total quality management practices, whose synergistic effects may be currently neglected. Results show that an enhanced organizational learning capability can significantly impact the improvement level of operational performance through the application of total quality management practices.

Several authors have investigated the relationship between total quality management implementation and learning organization aspects. However, most studies examined their relationship from a narrow perspective or under specific contexts, lacking empirical validation of their concurrent effect on operational performance improvement. The study aims at bridging this gap.

Does staffing contribute to organizational effectiveness and sustained competitive advantage, or are many of staffing’s implications merely cross-level fallacies? This article provides a critical examination of staffing research and practice, and proposes a multilevel model of staffing that ties together micro (e.g. personnel selection), meso (e.g. team staffing), and macro (e.g. organizational strategy, Human Resources practices) theory, research, and practice. The model is both integrative and prescriptive, providing a basic organizing structure for examining staffing research within and across levels. The article begins with a review of multilevel theory, followed by a review and critique of the dominant staffing paradigms from a multilevel perspective. It is shown these single level paradigms cannot answer many of the primary questions of interest to staffing specialists. In contrast, the multilevel staffing model not only addresses these limitations, but also prompts a variety of new predictions that oftentimes run counter to prevailing wisdom. Staffing specialists are challenged to show how our science and practice contribute to better functioning organizations.