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Knowledge about cognitive operations and processes (COPs) required for success (1=correct, 0=incorrect) on test items or learning tasks is very important for in-depth understanding of the nature of student performance and the development of valid instruments for its measurement. A key problem in obtaining such knowledge is the validation of hypothesized COPs and their role in the measurement properties of test items. To provide validation feedback for both normally achieving students and students with learning disabilities, it is important to obtain information on the validity of the COPs for students at different ability levels and individual test items (or tasks). To address this issue, the present chapter introduces a method of estimating the probability for correct performance on individual COPs at fixed ability levels thus providing validity information across ability levels and individual test items. When item response theory (IRT) estimates of the item parameters are known (e.g., in a test bank of IRT calibrated items or published research), the proposed validation method does not require information about raw (or ability) scores of examinees. This method is illustrated for algebra test items and reading comprehension test items calibrated in IRT.

With a call for increased accountability for student learning across higher education, it is becoming more important for academic libraries to show their value to the greater university community with the use of quantitative data. This paper seeks to describe the development of an information literacy test at the University of Arizona to measure student learning in an online credit course. In order to measure the impact of an online course, a test that was statistically valid, and reliable was created by local librarians.

The methodology involved administering test items to undergraduate students enrolled in an online information literacy course and applying both classical test theory and item response theory models to evaluate the validity and reliability of test items. This study included the longitudinal and cross‐sectional development of test items for pre and post‐testing across different student groups. Over the course of two semesters, 125 items were developed and administered to over 1,400 students.

The creation of test of items and the process of making test items reliable and valid is discussed in detail. Items were checked for construct validity with the use of a national standardized test of information literacy (SAILS). Locally developed items were found to have a higher than average reliability rating.

The process described here offers a method for librarians without a background in assessment to develop their own statistically valid and reliable instrument.

One of the unique features of this research design was the correlation of SAILS items with local items to test for validity. Although SAILS items have been used by many libraries in the past, they have not been used to create new test items. The use of the original SAILS test items is a valuable resource for instruction librarians developing items locally.

The purpose of this paper is to fill the gap in the literature by exploring the perceived societal discrimination as an antecedent of perceived organizational discrimination, and investigating the impact of organizational culture (i.e. constructive, passive-defensive and aggressive-defensive culture norms) on perceptions of discrimination in the workplace.

A total of 176 American employees completed three surveys assessing perceived societal discrimination, perceived organizational discrimination and organizational culture online through Amazon Mechanical Turk. Data were analyzed using hierarchical multiple regression method.

Results suggest individuals’ perceptions of discrimination in the workplace are influenced by both perceived discrimination in society and perceptions of behavioral norms related to organizational culture. Findings in the current study indicated individuals’ attitudes and beliefs manifested in the societal context were carried into, and reflected in, the workplace. Additionally, beliefs related to organizational discrimination were found to be amplified or minimized depending on organizational culture; specifically, organizations dominated by culture norms reflecting behaviors related to individual security needs predicted higher levels, and culture norms reflecting behaviors related to meeting employee satisfaction needs predicted lower levels of perceived organizational discrimination.

This paper tested theoretical frameworks debated in the literature by exploring beyond institutional boundaries in the study of perceived discrimination by exploring perceived societal discrimination as an antecedent to perceived organizational discrimination. This project also is the first study (to authors’ knowledge) to investigate the impact of organizational culture on perceived organizational discrimination.

This study aims to explore the construct validity and the sensitivity of a patient satisfaction questionnaire for the purpose of gaining a better understanding of the concept, and of issues surrounding its measurements.

Several statistical analyses were used to study the reliability, construct validity, and the sensitivity of a patient satisfaction questionnaire.

The study supported the construct validity, high internal consistency, and homogeneity of the instrument. Two factors were found; one consisted of negatively worded items and the other of positively worded items. The negatively worded items contributed more than the positively worded items to the sensitivity of the instrument. Items were identified that contribute little or nothing to the construct validity and/or the sensitivity of the questionnaire.

The effect of wording on the variability and sensitivity of the instrument can be explained both as a consequence of response set bias and with regard to the theories against which two phenomena were being measured – patient satisfaction and patient dissatisfaction. The development of two kinds of instruments is proposed: those that measure patient dissatisfaction and are sensitive to minute changes in nursing care and those that measure both concepts and capture what patients find important in their care.

The paper demonstrates how an analysis of the construct validity and the sensitivity of patient satisfaction instrument, can enhance understanding of the concept. It contributes to the debate about whether patient satisfaction and dissatisfaction are opposite ends of the same continuum or two different phenomena that require two different definitions.

The purpose of this study is to investigate the presence of ethnic bias in residential tenancy and the relationship between ethnic bias tendency of property managers/landlords and their demographic features.

Data for the study were gathered from administration of questionnaires, designed with items measuring bias tendency and the driving factors on the perceived wave of discrimination on residential tenancy. The structured questionnaires were administered on an intact sample of licensed property managers/agents (practicing Estate Surveyors and Valuers) at annual Mandatory Continuing Professional Development Programme (MCPD) held in metropolitan Ibadan, the largest indigenous city in West Africa and one of the commercial nerve‐centres in the country. Data collected were analyzed using descriptive analysis, chi square and factor analysis.

The study confirmed a significant relationship between the ethnic status of the principal managers (managing directors) who were mainly Yoruba aliens and the tenants selected to fill vacancies, which implies that there is presence of ethnic discrimination in tenant selection in the area. It is also confirmed that landlord/property manager (agents) experience, environmental influence and landlord/property manager preference are the most driving factors for discriminating against tenants in the city. It is further revealed that there is a significant relationship between two demographic features; professional qualifications and ages of the property managers’ firms and bias tendency.

The research is limited to the metropolitan city of Ibadan, a city with expatriates and diverse ethnic groups working at different sectors of the economy. Further research and statistical tests that covers all the 36 capital cities of the country are required to examine the tenancy nature of other classes of property.

The implication of the study to the practice is reinforced by the consensus character of the study with the professional body (property managers). Insight and findings prove useful in developing a blueprint for curbing acts of discrimination which needs to be well addressed in property management practice. It implies that effective property rights that protect the rights and rental market planning policy in the developing nations require further reform.

Emphasis on tenants’ rights, campaign against racism and discrimination in the developing nations which support equal housing right for all races is the feature and uniqueness of this study.

Foodborne illness remains high globally, with the majority of cases occurring in the domestic environment. Research in the safe food-handling domain is limited by the absence of an up-to-date and suitable measure of safe food-handling knowledge for use among consumers, with previous measures limited by questionnaire design features that increase participant burden and burnout and a lack of alignment with current safe food-handling guidelines. The purpose of this study is to develop a safe food-handling knowledge measure to capture a comprehensive understanding of consumers’ safe food-handling knowledge while minimising participant burden and burnout.

Items were developed and evaluated prior to administering them to participants. Data was collected among 277 participants who completed the measure online.

Results indicated that the measure had good acceptability among participants in the sample (mean = 5.44, SD = 0.77, range = 2.42–7) and that the measure had acceptable reliability (Cronbach’s α = 0.60), item discrimination and item difficulty. These findings suggest that the safe food-handling knowledge measure would be suitable for use in future studies examining consumer safe food-handling.

This study provides an updated, acceptable and suitable safe food-handling knowledge measure for use among consumers to better understand consumers’ understanding of safe food-handling practices. Use of this measure in future research can improve the measurement of consumer safe food-handling knowledge to allow for better tailoring of future interventions and health campaigns for safe food-handling among consumers.

The paper investigates the suitability of the Rasch model for establishing data equivalence. The results based on a real data set are contrasted with findings from standard procedures based on CFA methods.

Sinkovics et al.'s data on technophobia was used and re‐evaluated using both classical test theory (CTT) (multiple‐group structural equations modelling) and Rasch measurement theory.

Data equivalence in particular and measurement in general cannot be addressed without reference to theory. While both procedures can be considered best practice approaches within their respective theoretical foundation of measurement, the Rasch model provides some theoretical virtues. Measurement derived from data that fit the Rasch model seems to be approximated by classical procedures reasonably well. However, the reverse is not necessarily true.

The more widespread application of Rasch models would lead to a stronger justification of measurement, in particular, in cross‐cultural studies but also whenever measures of individual respondents are of interest.

Measurement models outside the framework of CTT are still scarce exceptions in marketing research.

The purpose of this paper is to address the issue of objective knowledge operationalisation with specific focus on varying levels of scale items’ difficulty. The ultimate goal of the study was to develop a scale to measure objective wine knowledge, which would address the domain of wine knowledge and differentiate varying levels of consumer wine knowledge.

The process of items’ development was guided by recommendations suggested by DeVellis (2003) in his influential work on theory and application of scale development. Examination of items’ performance was conducted through a series of field tests with consumer samples (N = 756) in a US wine region. Item response theory (IRT) approach was applied for items’ testing. The developed items were analysed using the two-parameter logistic model in Mplus Version 5.

The study offers a 44-item test suitable for assessing wine knowledge across a broad spectrum of expertise. For example, if the goal is to assess wine knowledge differences among relatively knowledgeable respondents, a subset of more difficult items could be chosen. Alternatively, a test for novices could be constructed from easier scale’s items.

For researchers, the study offers conceptualisation of the wine knowledge domain, suggests a parsimonious instrument to measure the construct, offers a valid and reliable measure for use in testing theories of consumer knowledge and provides empirical evidence of the value and usefulness of the developed scale.

For professionals, the proposed test may be used to test consumer knowledge and to help assess a prospective employee’s general knowledge of wine. The test can also be given at hospitality programs, outreach and continuing education programs.

The current paper takes an alternative approach to classical test theory and offers an objective wine knowledge scale tested through IRT. This approach avoids shortcomings associated with classical measurement and offers an original scale that can discriminate among respondents with different levels of wine knowledge.

This study aimed to develop a psychometrically reliable job satisfaction (JS) measure for university employees, guiding administrative decisions and monitoring satisfaction over time in public universities.

A JS survey developed by a Brazilian federal university’s sustainability committee containing 58 items across physical, cognitive and organizational domains was longitudinally tested with 1,214 responses collected. The data were analyzed using Item Response Theory (IRT) analysis, employing the Graded Response Model, with tools such as frequency analysis, item characteristic curve, and full-information factor analysis in RStudio. The scale’s criterion validity was also established via expert qualitative interpretation.

The instrument’s internal consistency was confirmed as the results demonstrated its high reliability with a marginal reliability coefficient of 0.95. Significant findings revealed that recognition and supervisor relationships were key discriminators of JS and that workers began to perceive satisfaction when basic environmental conditions were met.

It is important to mention that the application of this scale is specifically limited to higher education institutions and may not be directly applicable to other educational settings or industry sectors without modifications.

Although numerous measures and scales have been developed to assess JS, one elaborated by using IRT in a public university environment was lacking. Due to shifting dynamics in the workplace, traditional measurement of JS has proven inadequate, necessitating a more precise, accessible and updated tool. The developed scale allows precisely targeted interventions to improve JS and can be reapplied to evaluate their effectiveness. This research thus contributes a valuable tool for academic organizational psychology, enhancing the understanding of the measurement of JS.

The purpose of this paper is to examine the strategic responses of multinational enterprise (MNE) subsidiaries in China toward a unique institutional characteristic – the structural discrimination against rural migrant workers.

Based on surveys of 181 firms and 669 rural migrant workers, as well as a case study of eight firms in Jiangsu and Shanghai, the authors examined and compared the human resource management (HRM) policies of MNE subsidiaries and domestic Chinese firms toward rural Chinese migrant workers.

This study found that MNE subsidiaries are more likely to accept local discriminatory HRM practices when managing migrant workers. In response to the institutional environments of host countries, MNE subsidiaries tend to share similar behavioral characteristics with local firms and are reluctant to show leadership in initiating institutional change in host countries.

This study is important since it enables investigation of some prevailing assumptions in the literature. Contrary to common wisdom that MNEs are change agents that proactively engage in institutional entrepreneurship in host countries, this study found that MNEs’ responses to the institutional environment of host countries are shaped by their entry modes and the institutional environment in their home countries. MNEs are as diverse as their home countries and far from forming a unified organizational field with similar behavioral characteristics.