What Do You Mean by a Difficult Item? On the Interpretation of the Difficulty Parameter in a Rasch Model

Author(s):  
Ernesto San Martín ◽  
Paul De Boeck
Keyword(s):  
2018 ◽  
Vol 4 (1) ◽  
pp. 1-9
Author(s):  
Lailiyah Lailiyah ◽  
Yetti Supriyati ◽  
Komarudin Komarudin

This analysis aims to determine the quality of the instrument items that have been developed in the empirical test phase one. Tests were carried out on 46 items to 219 respondents in SMA Ksatrya Jakarta. The item quality is seen from the fit or not fit and the level of difficulty of the item that has been developed. The fit or unfit criteria are seen in INFIT and OUTFIT, both MNSQ and ZSTD, and Pt-Measure Correlation values. The level of difficulty of the item is seen in the entry number column which is indicated by the magnitude of the logit value and has been sorted from the hardest to the easiest. Based on the results of analysis with the help of software winstep obtained 39 items statement fit with the model and the number of respondents 194, the three criteria above (MNSQ, ZSTD, and Pt.Measure Correlation) has been met. This means that 39 items are valid. The result of the analysis also shows the most difficult item sequence is item 5 with logit value 63,32, and the easiest item is item 44 with logit value 36,13. The resulting fit instrument must have gone through several stages of analysis. When there are items that are not fit, the item is issued, as well as the respondent. So that obtained a set of measuring instruments that are valid / fit with the model and can be used for the purposes of assessment.     Keyword: self-assessment, infit, outfit, ZSTD, and Rasch Model.


Author(s):  
Lailiyah Lailiyah ◽  
Yetti Supriyati ◽  
Komarudin Komarudin

This analysis aims to determine the quality of the instrument items that have been developed in the empirical test phase one. Tests were carried out on 46 items to 219 respondents in SMA Ksatrya Jakarta. The item quality is seen from the fit or not fit and the level of difficulty of the item that has been developed. The fit or unfit criteria are seen in INFIT and OUTFIT, both MNSQ and ZSTD, and Pt-Measure Correlation values. The level of difficulty of the item is seen in the entry number column which is indicated by the magnitude of the logit value and has been sorted from the hardest to the easiest. Based on the results of analysis with the help of software winstep obtained 39 items statement fit with the model and the number of respondents 194, the three criteria above (MNSQ, ZSTD, and Pt.Measure Correlation) has been met. This means that 39 items are valid. The result of the analysis also shows the most difficult item sequence is item 5 with logit value 63,32, and the easiest item is item 44 with logit value 36,13. The resulting fit instrument must have gone through several stages of analysis. When there are items that are not fit, the item is issued, as well as the respondent. So that obtained a set of measuring instruments that are valid / fit with the model and can be used for the purposes of assessment.     Keyword: self-assessment, infit, outfit, ZSTD, and Rasch Model.


2008 ◽  
Author(s):  
Bettina B. Hoeppner ◽  
Christopher W. Kahler ◽  
Kristina M. Jackson

2011 ◽  
Author(s):  
Klaus Kubinger ◽  
D. Rasch ◽  
T. Yanagida

2017 ◽  
pp. 107-127 ◽  
Author(s):  
Enrico Gori ◽  
Ting Fa Margherita Chang ◽  
Luca Iseppi ◽  
Beniamino Cenci Goga ◽  
Maria Francesca Iulietto ◽  
...  
Keyword(s):  

Author(s):  
Joaquim Pinto Coelho ◽  
Jorge F. S. Gomes ◽  
Rita Campos e Cunha ◽  
Anabela Gomes Correia
Keyword(s):  

Com fundamento na psicologia social cognitiva e nas teorias da influência social, Ostroff e Bowen (2000) introduziram o conceito de força da gestão dos recursos humanos, tendo-o aperfeiçoado posteriormente (Bowen & Ostroff, 2004). A ideia central é que os sistemas de GRH fortes comunicam mensagens claras e não ambíguas sobre o conteúdo de GRH, que norteiam e orientam o comportamento para o alcance dos objetivos organizacionais comuns. São propostos 9 características, agrupadas em 3 clusters: Distintividade, Consistência e Consenso. Na última década diversos autores concentraram os seus esforços na compreensão das conexões entre cada uma das características da FGRH, e outras dimensões do comportamento organizacional sem todavia ensaiarem operacionalizar toda a riqueza conceptual proposta por Bowen e Ostroff. O presente estudo visa apresentar o resultado duma operacionalização da FGRH, envolvendo 4 casos: Os dois estudos iniciais centram-se na prática da avaliação do desempenho, um em quatro empresas e outro numa autarquia; os dois últimos centram-se nas mais importantes práticas de recursos humanas utilizadas nas empresas. A análise de conteúdo de várias entrevistas realizadas com gestores de recursos humanos e a utilização do Rasch model (1960, 1961, 1980), guiou a seleção dos descritores que constituem o instrumento criado. A complexidade das relações entre as características coloca diversas questões sobre a validade teórica do seu posicionamento nos 3 clusters propostos, sobre a importância relativa destes, e sobre a multidimencionalidade da FGRH.


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