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The aim of this paper is to propose a new coning correction algorithm, based on the singular perturbation technique, for the attitude update computation with non‐ideal angular rate information.

Unlike conventional coning correction algorithms, the new method uses angular rate two‐time scale model to construct the coning correction term of attitude update. In order to achieve balanced real/pseudo coning correction performance, the selection guidelines of the new algorithm parameters are established.

Performance of the new algorithm is evaluated by comparison with the conventional algorithm in no ideal sensors undergoing stochastic coning environments. The accuracy of attitude update can be improved effectively with reduced computational workload by using this new coning algorithm as compared with conventional ones.

The proposed coning correction algorithm can be implemented with angular rate sensors in UAV (unmanned aerial vehicle) and other aircrafts attitude estimation for navigation and control applications.

Singular perturbation is an effective method for structuring coning correction algorithm with filtered angular rate outputs in stochastic coning environments. The improved coning correction algorithm based on singular perturbations reduces the real and pseudo coning effects effectively as compared with conventional ones. It is proved to be valid for improvement of accuracy with reduced computations of the attitude update.

To design a reduced‐order controller with loosing little accuracy.

Singular perturbation approach by quasi‐steady state approximation and by Matrix block diagonalization technique is used.

It is shown that few errors occur between the uncorrected and corrected solutions for the fast subsystems while a few errors occur between the two kinds of solutions for the slow subsystems. The uncorrected solution is admissible for most dynamics. If not, it is recommended that the corrected solution be used.

Proportional feedback control gain is obtained by Pole placement method, which may produce an unwanted overshoot in the response.

This paper shows that the corrected controller is successfully applied in the aircraft dynamics and control.

The purpose of this paper is to report undergraduate students’ learning gains in six areas of generic skills. The paper reports on students’ responses to the First Year Experience (FYE) Survey completed at the end of their first year and Graduating Student Survey (GSS) in the final semester of their final year.

In this study, a longitudinal design was applied in data collection, analysis and reporting of assessment if student learning gains. The undergraduate students who were the first cohort of four-year curriculum students in a Hong Kong university were selected as the sample. Repeated measures of reported learning gains of a longitudinal sample based on stacking of both FYE and GSS data were analysed using the Rasch model.

The results showed that the scale for measuring the six areas of generic skills had high reliability and good person separation. Comparison of repeated measures from the same group of students at the two time points were examined to explore whether there is growth in the generic skills during their university studies.

One limitation of the study was the relatively small sample size of 359 students in one higher education institution.

The findings of the study provide insight into conceptual understanding and measurement of university student learning gains.

Whilst several studies have investigated university student learning gains, there is limited research which explores the use Rasch modelling in assessment of student learning gains in multiple areas towards completion of their undergraduate studies.

This study highlights the business failure experienced in pandemic times, its impact on entrepreneurs' perception of failure and the reciprocal relationship between entrepreneurs' perception of failure and individual ambidexterity.

The study provides empirical evidence on interpreting the long-term outcomes of business failure in pandemic times and develops a deeper insight by utilizing a two-year research design (time 1: 2020 and time 2: first half of 2021). It draws on data from 200 entrepreneurs who experienced business failure in the coronavirus disease 2019 (COVID-19) pandemic times which is a global crisis.

The results revealed that both challenge and hindrance appraisals of failure are associated with individual ambidexterity over time. Self-efficacy and social valuation of re-entry decisions are mediators between hindrance appraisal and individual ambidexterity on both time 1 and time 2. Moreover, there is a positive reciprocal relationship between self-efficacy and ambidexterity throughout the two time periods. In regard to participants' current employment status, hindrance appraisal, self-efficacy and perceptions of ambidexterity linkages were found to be significantly different in terms of unemployment and employment.

To the best of the author's knowledge, it is the first time that the individual ambidexterity of failed entrepreneurs was explored after hard times in the pandemic. It comprehensively helps to understand the importance of cognitive appraisal of hard times and identifies the perceptional and behavioral consequences of failure in entrepreneurship.

The purpose of this paper is to develop a reliable and valid measurement scale of employee engagement that can be used in human resources departments in any industry field.

This study used the measurement development process with three steps. The first step was to generate items for measuring employee engagement. For this reason, the authors proposed an integrated conceptual model based on the results of a literature review and justify the concepts from self-determination theory and person-environment fit theory as the theoretical foundation. The second step was to determine the types of questions suitable for measurement, examining the content validity. Content validity was conducted two times by the group, academic experts and business practitioners. The last step was to examine the exploratory factor analysis (EFA), confirmatory factor analysis (CFA), multi-group analysis and reliability with 352 survey responses from the South Korean business context.

Findings of the measurement scale development procedure, i.e. employee engagement, should be managed in a balanced manner in all dimensions, as it is composed of four dimensions (person engagement, work engagement, organization engagement and relation engagement) and 16 sub-factors. Additionally, organization engagement was the major factor among the four dimensions of employee engagement with the highest variance explanation. From the statistical standpoint, the employee engagement scale (EES) is possible to use in any industry field because it demonstrated not only content validity and internal consistency reliability but also the three steps of factor analysis (EFA, CFA and multi-group analysis).

This survey was conducted with an assistant manager located in Korea. Therefore, it will be necessary to analyze both leader and employee engagement for those who live in foreign countries. The EES is useful to leaders and human resource managers because it is applicable to managing engagement levels of employees and fosters customized training programs.

This is the first study to develop measurement tools for employee engagement in South Korea. In addition, most studies demonstrated that individual feeling was valued to drive employee engagement. This research, however, proposes an extended concept of employee engagement for four dimensions (person, work, relation and organization) and emphasizes the important relationship between individuals and colleagues in an organization. Based on these results, a theoretically integrated model of employee engagement was developed and a practically valid measurement tool for capturing comprehensive domains of employee engagement was proposed.

The purpose of this paper is to develop and validate the None in Three Victim Responsiveness Assessment (Ni3: VRA) examining affective and cognitive responsiveness toward victims of intimate partner violence.

Data were collected at two time points in a sample of 359 young people from Barbados and Grenada (56.27 percent female; M age=12.73 years).

Confirmatory factor analysis results indicated that the Ni3: VRA scores are best captured by a two-factor solution, including affective and cognitive dimensions. A test-retest correlation confirmed the reliability of the Ni3: VRA over time. Affective responsiveness formed a significant positive association with caring/cooperative behavior.

The Ni3: VRA can be used for the evaluation of preventive strategies aimed at reducing the rates of IPV.

The purpose of this paper is to consider changing perceptions of audit quality in the UK during a period of significant environmental change. The views of three audit stakeholder groups of auditors (n=109 and 183), auditees (n=75 and 121), and investors (n=74 and 111) are considered.

The paper uses survey data collected in February 2005, comparing results to a dataset gathered in February 2002, coincident with the Enron/Andersen debacle. Three issues are addressed. First, the construct validity of scale scores is assessed. Second, the measurement equivalence between the three groups is considered. Third, an assessment of group differences and differences attributable to time of administration is undertaken.

Results identify that audit quality is defined by four higher‐order factors labeled competence, independence, relationship, and service qualities. Confirmatory factor analyses indicated measurement equivalence across groups drawn from the three samples and two time periods. Contrary to expectations, mean scores on the “technical” audit factors (competence, relationship, and independence) fell from 2002 to 2005. However, as expected, no change in service qualities mean scores was identified across the period.

The paper assesses stakeholder attitudes at a time when the UK audit environment has undergone significant change between the 2002 and 2005 administrations of the instrument.

Perceived support from co-workers and managers is important for many organizational outcomes. However, the benefit of competence support from colleagues and school management on personal teacher efficacy has not been investigated. The purpose of this paper is twofold: first, to investigate the impact of competence support from colleagues and the school management on growth in teacher efficacy and second, to investigate cultural differences (Canada and Sweden).

The authors administered an inventory measuring support for competence and personal teacher efficacy to over 400 teachers in Canada and Sweden at 27 schools, at two times. Time 1 took place at the first week of a fall semester and Time 2 at the end of the same semester.

Structural equation modeling revealed that competence support from colleagues predicted growth in teacher efficacy, whereas competence support from school management did not. No differences in these relations emerged between Canadian and Swedish teachers.

The findings have implications for how schools organize teachers in teacher teams so that competence support from co-workers is promoted.

This study is the first cross-cultural study to empirically show that teachers’ self-efficacy is significantly benefitted by competence support from their teacher peers.

Over the last decade, latent growth modeling (LGM) utilizing hierarchical linear models or structural equation models has become a widely applied approach in the analysis of change. By analyzing two or more variables simultaneously, the current method provides a straightforward generalization of this idea. From a theory of change perspective, this chapter demonstrates ways to prescreen the covariance matrix in repeated measurement, which allows for the identification of major trends in the data prior to running the multivariate LGM. A three-step approach is suggested and explained using an empirical study published in the Journal of Applied Psychology.

The purposes of this study are, firstly, to establish the psychometric properties of the ELP tool, and, secondly, to test, using a Rasch item response theory analysis, the hypothesized progression of challenge presented by the items included in the tool.

Data were collected at two time points through a survey of the educational leadership practices of school principals (n = 148) and their teachers (n = 5,425). The survey comprised seven effectiveness scales relating to school-wide dimensions of leadership, and one scale relating to the effectiveness of individual principals’ leadership. We undertook validation of the hypothesized structure of the eight ELP scales using the Rasch rating scale model.

We established constructs that underpin leadership practices that are more and less effectively performed and determined the nature of their progression from those that are relatively routine through those that are more rigorous and challenging to enact. Furthermore, a series of analyses suggest strong goodness-of-model fit, unidimensionality, and invariance across time and educator group for the eight ELP scales

This study focused on experienced principals - future studies could usefully include school leaders who are new to their role or compare leadership patterns of higher and lower performing schools. A useful future direction would be to investigate the predictive validity of the ELP tool.

This study reveals the ELP is a useful tool both for diagnosing leadership effectiveness and, given that it is essentially stable over time, may prove useful for charting the effectiveness of leadership development interventions.