Isn't it eyeronic? Little evidence for consistent eye colour choices across relationships

2018 ◽  
Author(s):  
Amy Victoria Newman ◽  
Thomas V. Pollet ◽  
Kristofor McCarty ◽  
Nick Neave ◽  
Tamsin Saxton
Keyword(s):  
Good Evidence ◽  
Random Permutations ◽  
Three Samples ◽  
Eye Colour ◽  
A Priority

This study examined the anecdotal notion that people choose partners based on preferred characteristics that constitute their ‘type’. We gathered the eye colours of participants’ partners across their entire romantic history in three samples (student-centred, adult, and celebrity). We calculated the proportion of partners’ eye colours, and compared that to 100,000 random permutations of our observed dataset using t-tests. This was to investigate if the eye colour choices in the original datasets had greater consistency than in the permutations. Across all samples, we observed no good evidence that individuals make consistent eye colour choices, suggesting that eye colour may not be a priority when choosing a partner.

Make Adult Immunization a Priority

2009 ◽  
Vol 42 (18) ◽  
pp. 10-11
Author(s):  
ROBERT H. HOPKINS
Keyword(s):  
A Priority ◽  
Adult Immunization

An Adapted Measure of Teacher Self-Efficacy for Preservice Teachers: Exploring its Validity Across two Countries

2014 ◽  
Vol 28 (3) ◽  
pp. 83-92 ◽  
Author(s):  
Franziska Pfitzner-Eden ◽  
Felicitas Thiel ◽  
Jenny Horsley
Keyword(s):  
Preservice Teachers ◽  
Self Efficacy ◽  
Confirmatory Factor Analyses ◽  
3 Dimensional ◽  
Multiple Group ◽  
Three Samples ◽  
Confirmatory Factor ◽  
Teacher Self Efficacy ◽  
Dimensional Assessment ◽  
Metric Measurement

Teacher self-efficacy (TSE) is an important construct in the prediction of positive student and teacher outcomes. However, problems with its measurement have persisted, often through confounding TSE with other constructs. This research introduces an adapted TSE instrument for preservice teachers, which is closely aligned with self-efficacy experts' recommendations for measuring self-efficacy, and based on a widely used measure of TSE. We provide first evidence of construct validity for this instrument. Participants were 851 preservice teachers in three samples from Germany and New Zealand. Results of the multiple-group confirmatory factor analyses showed a uniform 3-factor solution for all samples, metric measurement invariance, and a consistent and moderate correlation between TSE and a measure of general self-efficacy across all samples. Despite limitations to this study, there is some first evidence that this measure allows for a valid 3-dimensional assessment of TSE in preservice teachers.

Perceived Mutual Understanding (PMU)

2019 ◽  
Vol 35 (1) ◽  
pp. 98-108 ◽  
Author(s):  
Michael J. Burtscher ◽  
Jeannette Oostlander
Keyword(s):  
Mutual Understanding ◽  
Team Cognition ◽  
Internal Reliability ◽  
Confirmatory Factor Analyses ◽  
Team Processes ◽  
One Dimensional ◽  
Item Parameters ◽  
Three Samples ◽  
Confirmatory Factor ◽  
The Individual

Abstract. Team cognition plays an important role in predicting team processes and outcomes. Thus far, research has focused on structured cognition while paying little attention to perceptual cognition. The lack of research on perceptual team cognition can be attributed to the absence of an appropriate measure. To address this gap, we introduce the construct of perceived mutual understanding (PMU) as a type of perceptual team cognition and describe the development of a respective measure – the PMU-scale. Based on three samples from different team settings ( NTotal = 566), our findings show that the scale has good psychometric properties – both at the individual as well as at the team-level. Item parameters were improved during a multistage process. Exploratory as well as confirmatory factor analyses indicate that PMU is a one-dimensional construct. The scale demonstrates sufficient internal reliability. Correlational analyses provide initial proof of construct validity. Finally, common indicators for inter-rater reliability and inter-rater agreement suggest that treating PMU as a team-level construct is justified. The PMU-scale represents a convenient and versatile measure that will potentially foster empirical research on perceptual team cognition and thereby contribute to the advancement of team cognition research in general.

The Relation Between Financial Incentives, Motivation, and Performance

2017 ◽  
Vol 16 (2) ◽  
pp. 61-76 ◽  
Author(s):  
Anaïs Thibault Landry ◽  
Marylène Gagné ◽  
Jacques Forest ◽  
Sylvie Guerrero ◽  
Michel Séguin ◽  
...  
Keyword(s):  
Financial Incentives ◽  
Work Performance ◽  
Autonomous Motivation ◽  
Compensation Plans ◽  
Work Settings ◽  
Path Analyses ◽  
Three Samples ◽  
And Performance ◽  
Performance Results

Abstract. To this day, researchers are debating the adequacy of using financial incentives to bolster performance in work settings. Our goal was to contribute to current understanding by considering the moderating role of distributive justice in the relation between financial incentives, motivation, and performance. Based on self-determination theory, we hypothesized that when bonuses are fairly distributed, using financial incentives makes employees feel more competent and autonomous, which in turn fosters greater autonomous motivation and lower controlled motivation, and better work performance. Results from path analyses in three samples supported our hypotheses, suggesting that the effect of financial incentives is contextual, and that compensation plans using financial incentives and bonuses can be effective when properly managed.

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