Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
X[sup2]/df = Chi-Squared divided by degrees of freedom and a small resulting value interpreted as a good fit, while a large value is generally seen as indicative of a bad or poor data-model fit. Usually, as a rule of thumb, a cut-off value of 3.00 to 4.00, and even as high as 5.00, is interpreted as indicative as a good data-model fit (Bollen, 1989, p. 278; Hayduk, 1987, p. 168; Mueller, 1996, p. 84).
GFI = Goodness of Fit is a measure of the amount of observed variance/covariance information that can be accounted for by the hypothesized model and values over 0.90 are seen as indicative of a good fit (Byrne, 1998; Jaccard & Wan, 1996).
AGFI = Adjusted Goodness of Fit Index is an adjusted measure of the Goodness of fit Index, which takes into account the degrees of freedom (Byrne, 1998; Joreskog & Sorbom, 1996) and values over 0.90 are seen as indicative of an overall good model fit (Byrne, 1998).
NFI = Normed Fit Index is a normed incremental fit index which compares the tested model to that the independence and values greater than 0.90 are desirable (Byrne, 1994, 1998).
CFI = Comparative Fit Index is an incremental fit index that uses a noncentral chi-square distribution in assessing the fit of the model to the data (Byrne, 1998) and values over 0.90 are seen as indicative of a good model fit (Bentler, 1995).
IFI = Incremental Fit Index compares the tested model with a baseline model (Bollen, 1989) and value over 0.90 are seen as indicating an acceptable model to data fit (Jaccard & Wan, 1996).
SMSR = Standardized Root Mean Square Residual is the average differences between the observed and estimated...
mated correlations (Byrne, 1998) and values of 0.050 and lower indicates a good model fit (Sorborm & Joreskog, 1982).
Table 3 Standardized factor (measurement) coefficients for the latent constructs
Latent construct
Standardized factors
Latent construct and Standardized factor and indicators coefficient/loading indicators coefficient/loading
Task Variety (FTASK)
Autonomy/participation (FAUTO)
Task variety 1 (TASK1)
0.557(FN*)
Autonomy 1 (AUTO1)
0.700(FN*)
Task variety 2 (TASK2)
0.423(FN*)
Autonomy 2 (AUTO2)
0.537(FN*)
Task variety 3 (TASK3)
0.633(FN*)
Autonomy 3 (AUTO3)
0.768(FN*)
Task variety 4 (TASK4)
0.672(FN*)
Autonomy 4 (AUTO4)
0.511(FN*)
Task variety 5 (TASK5)
0.719(FN*)
Autonomy 5 (AUTO5)
0.401(FN*)
Role Conflict (FROLEC)
Relations with coworders (FREL)
Role conflict 1 (ROLEC1)
0.517(FN*)
Relations 1 (REL1)
0.724(FN*)
Role conflict 2 (ROLEC2)
0.495(FN*)
Relations 2 (REL2)
0.330(FN*)
Role conflict 3 (ROLEC3)
0.569(FN*)
Relations 3 (REL3)
0.600(FN*)
Role conflict 4 (ROLEC4)
0.609(FN*)
Relation 4 (REL4)
0.700(FN*)
Job Satisfaction (FJS)
Relations 5 (REL5)
0.771(FN*)
Job…
drivers endure a multitude of work-related health issues due to the nature of their work. They drive consistently long hours. They must be weary of potential accidents, and do not receive high pay. This can lead to a higher than normal employee turnover rates, which lends to a lower quality of service for customers. Researchers have aimed at aimed at identifying what specific work-related health problems plague bus drivers. Research
At the level of the individual worker, motivation and job satisfaction among other things, generate a sense of security and confidence. Moreover, it offers them the opportunity for flexibility where they are able to apply varied approaches in meeting work requirements (Adeyinka et al., 2007, pp. 3-15). This makes the work environment interesting thus providing the employees with the pleasure and urge to facing their day-to-day lives at the workplace.
Employee Turnover and Its Impact on Performance Employees are regarded a critical resource for any organization. For this reason, the relevance of effective employee turnover management cannot be overstated. In this text, I concern myself with employee turnover. In so doing, I will amongst other things discuss the effects of a high employee turnover, i.e. how a high employee turnover affects employee performance particularly at the National Archives and Records Administration
The time frame was from one month February 1st to February 29th. Single-item questions were used while basing the question in terms of "how satisfied are you with your job?" Three response scales were used: normal, very satisfied, not at all satisfied. The framed question was to measure the independent variables, job satisfaction, based on level of job satisfaction from the time they have spent in their work place, (Scott
Job Satisfaction in Nursing Levels of Job satisfaction in nursing in relation to generational differences The contemporary society has suffered an acute shortage of nurses within the public and the government sponsored hospitals. Indeed the shortage is so intense that it was and still is viewed as one of the impediments that stand on the way of fully experiencing the positives of the Obama Healthcare program that was recently introduced. This has
A task question aids in description. This might include a request to draw a map or show how a task is accomplished. Further data can be gleaned through extension questions such as "tell me more about…," encouragement comments such as "go on…, yes?, and Uh huh?" And example questions such as "can you give me an example of…" Some preliminary interview questions developed for this study include: 1) Tell me