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To structure state interventions policies into rice production development in Iran; by studying state intervention policies in major rice producing countries; a theoretical model was proposed. To test the fitness of the model by real data from the field, and to evaluate state intervention policies, CFA and SEM application have used. Convergent Vali...
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... GFI & AGFI of this study reported by AMOS are 0.730 & .0.690, respectively which could not pass cutoff. Table 4 shows CFI, TLI, IFI, RFI and NFI for this study. The Comparative Fit Index, CFI, also known as the Bentler Comparative Fit Index compares the existing model fit with a null model which assumes the indicator variables (and hence also the latent variables) in the model are uncorrelated (the "independence model"). ...
Citations
... These analyses provided statistical support for the modified measurement model (see Table 3). (Hair et al., 2019;Marsh et al., 2004) *Ratios not greater than 5 indicate a reasonable fit (Zainudin, 2014) **Values of about 0.08 or less would indicate a reasonable fit (Browne & Cudeck, 1993) ***Values closer to 1 indicate a very good fit (Bentler, 1983;Zainudin, 2014) ****No commonly agreed cut-off, but > 0.06 indicates good fit (Shadfar & Malekmohammadi, 2013) ...
... However, this may not be feasible due to chi-square (χ²) sensitive to sample size (Kline, 2015). Hence, other GOF indices are employed along with p-value and chi-square (χ²) to determine model fit (Bentler, 1983;Shadfar & Malekmohammadi, 2013;Sharma et al., 2005). The outcome of other SEM GOF indices revealed that χ² / df ratio (438.572 ...
The main purpose of this paper is to examine the relationship between leadership styles and Gen-Z workforce performance. A disproportionate stratified random sampling
technique was used to select respondents from private secondary schools in Ogun State, Nigeria. Given a sampling frame of 1300 Gen-Z employees, this study adopted Cochran (1977) sample size method to analyse 279 usable questionnaires. The proposed structural model was assessed through established GOF indices. While specified hypotheses were tested using SEM. Findings show that confirmatory factor analysis reduced the measurement model to 20 items. In addition, the structural model showed GOF indices of χ² / df ratio (438.572 / 166) = 2.642, RMSEA (0.053), TLI (0.901), and CFI (0.907). SEM hypotheses testing revealed that transformational leadership styles do not only have positive path estimates, but also established practical and statistically significant relationships with Gen-Z workforce performance. Contrary to previous research, laissez-faire leadership style was found to be positive and significant with Gen-Z performance. Perhaps, due to the autonomy it accorded Gen-Z cohort to handle tasks without interference. This style makes Gen-Z feel respected and empowered. However, transactional leadership style reported a different outcome. Transactional leadership style was found to be positive, but its path estimate was not practical and statistically significant (β = 0.07, p = 0.120) with Gen-Z work performance. Hence two out of three specified hypotheses were accepted. This paper has it contributions. By implication, its outcome addressed some equivocal issues in leadership literature. Theoretically, it extends body of knowledge on empirical linkage between leadership styles and the digital natives (Gen-Z). Also, the paper impliedly suggests to CEOs / HR / management experts on formulating and implementing policies that will motivate, inspire, and retain Gen-Z in their organisations. Practically, the established relationship between laissez-faire
leadership style and Gen-Z cohort suggests that Gen-Z can practically come on board with their ideas and work as ally with their leaders towards achieving the overall organizational
goals. There are limitations which may have biased the outcome of this study. Hence, potential areas for further studies have been highlighted.
Keywords: Leadership Styles, Transformational Leadership, Transactional Leadership,
Laissez-Faire Leadership, Work Performance, Generation-Z (Gen-Z).
... Specifically, CMIN provides insights into the chi-square difference between the observed and expected covariance matrices, GFI assesses the proportion of variance in the observed data that is accounted for by the model, CFI compares the fit of the specified model to a baseline model, with higher values indicating better fit, RMSEA gauges the discrepancy between the model's implied covariance matrix and the observed covariance matrix, adjusted for model complexity, SRMR measures the average absolute difference between the observed and predicted correlations. The selection of these metrics aligns with the standards recommended in the field (Dash & Paul, 2021;Hair et al., 2017;Shadfar & Malekmohammadi, 2013) and is rooted in established practices in SEM ( Barberis et al., 2019;Verrastro et al., 2023). Table 1 presents the descriptive statistics and correlational analyses for all study variables. ...
The growing prevalence of internet usage has sparked a growing interest in understanding the factors that contribute to problematic social media use (PSMU). Prior research has found that emotion dysregulation, need fulfillment, and fear of missing out (FoMO) may play a role in the maintenance of PSMU. This study aims to explore the potential mediating roles of need fulfillment and FoMO in the relationship between emotion dysregulation and PSMU. Drawing on self-determination theory (SDT), this cross-sectional study enlisted a convenience sample of 1215 young adults aged 18–35 (M = 27.83; SD = 5.31). The study utilized structural equation modeling (SEM) to test a serial mediation model in which emotion dysregulation served as a predictor variable, need fulfillment as the first mediator, FoMO as the second mediator, and PSMU as the outcome. Additionally, we tested a parallel mediation model, which included emotion dysregulation as a predictor variable, need fulfillment and FoMO as mediators, and PSMU as the outcome, to strengthen the theoretical support for our primary research model. The results showed that the serial mediation model was statistically superior, and that all direct and indirect paths between the study variables were significant. The findings provide support for a new model based on SDT, which may help in understanding the relationship between emotion dysregulation, need fulfillment, FoMO, and PSMU. Programs aimed at enhancing emotion regulation, fostering need fulfillment, and addressing FoMO coping strategies may offer effective interventions to mitigate PSMU concerns.
... A CMIN/df ratio close to 1 is expected for accurate models (Bollen & Jackman, 1993). Scores below 1 indicate a poor fit between the sample data and the hypothetical model used (Shadfar & Malekmohammadi, 2013). Kline (1998) suggests that a CMIN/df ratio smaller than 3 indicates an acceptable fit, and values closer to 2 are considered a good fit. ...
... Kline (1998) suggests that a CMIN/df ratio smaller than 3 indicates an acceptable fit, and values closer to 2 are considered a good fit. Shadfar and Malekmohammadi (2013) also notice that scores between 2 and 5 would be considered an appropriate fit. According to Bentler (1990), a CFI score of 1 represents a perfect fit, while scores below 0.95 typically indicate a poor fit. ...
Orientation: The coronavirus disease 2019 (COVID-19) pandemic has changed how higher education institutions operate and the work from home (WFH) operating model being widely implemented.Research purpose: This study investigated the organisational commitment of academic personnel working from home within private higher education in South Africa during the COVID-19 pandemic.Motivation for the study: While some studies exist to assess employees’ organisational commitment levels during the COVID-19 pandemic, no studies have evaluated this phenomenon within private higher education in South Africa.Research approach/design and method: This study adopted a quantitative methodology. The target population comprised of 133 academic personnel employed at a private higher education institution. Data were collected using an online survey with the validated Three-Component Model (TCM) employee commitment questionnaire. A satisfactory response rate of 79% was realised.Main findings: The study found that notwithstanding the struggles and unease brought about by the swift transformations to WFH because of the global COVID-19 pandemic, the organisational commitment levels of academic personnel, specifically affective and normative commitment, were sustained.Practical/managerial implications: Work from home is observed as a feasible and noteworthy work model for the foreseeable future. Therefore, private higher education should consider the findings of this study to manage the levels of organisational commitment from academic staff appropriately.Contribution/value-add: The study contributes to the body of knowledge regarding organisational commitment within a WFH context in private higher education.
... In addition, a value less than "0.5" corresponds to good fit, a value between "0.5 and 0.8" corresponds to acceptable fit, and a value higher than 0.1 corresponds to poor fit (Browne & Cudeck, 1992). GFI, NFI, and CFI values also vary between "0 and 1", but unlike the RMSEA value, "0" means no fit, and "1" means perfect fit (Schermelleh-Engel et al., 2003;Shadfar & Malekmohammadi, 2013). A value greater than "0.90" corresponds to acceptable fit, and a value greater than "0.95" corresponds to good fit (Xia & Yang, 2019). ...
In this study, it was aimed to examine the relationship between job stress and turnover intention and the mediating effects of presenteeism and job satisfaction in this relationship. The research was conducted on healthcare professionals working in family health centres in Erzincan province and a total of 163 people, including 68 physicians, 34 nurses, 37 midwives and 24 other healthcare professionals (laboratory, emergency medical technician, etc.) were reached. The questionnaire method was used as a data collection tool in the study. The data were analysed using SPSS 25.0 program with PROCESS Macro 4.1 plug-in and the SPSS 24.0 AMOS program. Mediation analysis was performed using the Bootstrap method at 95% confidence interval. As a result of the analysis, it was determined that job stress has a significant positive effect on turnover intention and presenteeism variables and a significant negative effect on the job satisfaction variable. In addition, it was found that presenteeism had a positive effect on turnover intention and job satisfaction had a negative effect on turnover intention. Finally, it was concluded that the relationship between job stress and turnover intention is mediated by presenteeism and job satisfaction.
... The CFA results showed that the models for the pregnancy scale (eight items; three subscales) and postpartum scale (ten items; three subscales) had acceptable fit indices. Therefore, the models seemed fit (27,28). The original pregnancy and postpartum scales also have adequate, and excellent model fits, respectively (6). ...
... The Tucker Lewis Index (TLI)/Not-Normed Fit Index (NNFI) close to 1 indicates a good fit, while values below 0.90 indicate a need to respecify the model. The Incremental Fit Index (IFI) should be ≥0.90 for an acceptable model(28). ...
Objective: Women during the perinatal period are more vulnerable
to environmental stressors. However, there is no Turkish scale that
evaluates the perinatal perception of coronavirus disease 2019
(COVID‑19) pandemic-related stressors. This methodological
study aimed to adapt the COVID‑19 Perinatal Perception
Questionnaire (COVID-19-PPQ) to Turkish.
Methods: The sample consisted of 150 pregnant women and
150 postpartum women in Turkey. Data were collected using an
individual information form, pregnancy scale and postpartum
scale of the COVID-19-PPQ, the Fear of COVID-19 Scale (FCV-
19S), and the Edinburgh Postpartum Depression Scale (EPDS).
Validity was assessed with language, content, and construct validity.
Cronbach’s alpha, equivalent-form reliability, and item analysis
were used for reliability.
Results: The pregnancy scale fits well with eight items, while
the postpartum scale fits well with ten items. Each scale has a
three-factor structure. Moreover, the scales have acceptable fit
index values, confirming the model. The pregnancy scale has a
Cronbach’s alpha of 0.85, while the subscales “risk of infection,”
“contact,” and “future” have Cronbach’s alpha values of 0.74, 0.65,
and 0.87, respectively. The postpartum scale has a Cronbach’s alpha
of 0.81, while the subscales “first postpartum week,” “COVID-19
measures,” and “fear for infection” have Cronbach’s alpha values
of 0.84, 0.84, and 0.90, respectively. Significant correlations
between the pregnancy scale, the FCV-19S (r=0.459, p<0.001), the
postpartum scale and the EPDS (r=0.166, p=0.042) scores indicate
that the scale is reliable.
Conclusion: The Turkish version of the COVID-19-PPQ is valid
and reliable for Turkish pregnant and postpartum women.
Keywords: COVID‑19 Perinatal Perception Questionnaire, factor
analysis, validity, pandemic, reliability, scale
... An effort was undertaken to assess if the dataset was devoid of multicollinearity by examining the interconnections among the variables employed in this study. The analysis revealed an absence of multicollinearity, as the correlation between the variables was below 0.80 (r < 0.80), as illustrated in Table 3 (Shadfar & Malekmohammadi, 2013) as shown in Table 3. ...
This study explored the factors that influence innovation in cultural heritage tourism at a world heritage site in Udon Thani, Thailand. Adopting a quantitative and survey-based research approach, questionnaires were employed to collect data from 446 respondents who had visited the world heritage site. Systematic sampling was used to select the participants for data collection. Through regression analysis and assessment of standardized regression weights, standard errors (S.E.), critical ratios (C.R.) and p values (P), this study investigated the effects of culture and value, facility capacity, tourism management (price) and tourism management (people). Culture and value, facility capacity, tourism management (price) and tourism management (people) had significant positive effects on innovation in cultural heritage tourism, indicating that preserving cultural values, investing in well-equipped facilities and utilizing effective pricing strategies and personnel management drive innovative practices. This study provides valuable insights into the factors influencing innovation in cultural heritage tourism and offers practical implications for tourism stakeholders and policy-makers to create innovative and sustainable experiences at the world heritage sites.
... A partir de los resultados estadísticos de los modelos objeto de estudio, la Tabla Los resultados de bondad de ajuste aprecian que en la mayoría se observan mediciones ajustadas y aceptables a excepción de TLI (0.853) y TCI (0.813) que corresponden al modelo de percepción de daños socioecológicos en las personas. De acuerdo a [36] se pueden considerar valores bajos a partir de 0.080 en función de la realidad del contexto de la percepción del objeto de estudio. ...
La literatura científica ofrece un abundante reporte sobre los daños que afectan a la salud de los
trabajadores y los ecosistemas que interactúan con la industria marmolera mexicana. Pero, no
existen mediciones referentes a la percepción de los trabajadores y sociedad; por lo que, se
plantea obtener la medición de la percepción de 223 participantes mediante dos encuestas escala
Likert con 5 opciones de respuesta. En una investigación no experimental, se utilizó el AFE
con extracción de componentes y rotación Varimax para obtener un modelo explicativo y
posteriormente validado por la metodología SEM. Los resultados muestran un reacomodo de
ítems; en los trabajadores, el 69.84% de la varianza obtenida se explica en 7 factores; mientras
que, de la sociedad vecinal, la varianza obtenida fue del 55.88% explicada en 4 factores. Esto
constituye un hallazgo en términos de evid
... 585-586) and Mueller (1996). The CFI was 0.910, indicating a good fit (Hair et al., 2010;Mueller, 1996; Paswan cited by Shadfar andMalekmohammadi, 2013, p. 2010;Mueller, 1996;Paswan, cited by Shadfar and Malekmohammadi, 2013, p. 585). The RMSEA value was 0.906 with a 90% confidence interval of 0.087 (low) and 0.106 (high), showing an acceptable fit (Blunch, 2008). ...
The aims of this study were to investigate the factors that influence women's engagement in technical positions in the South African mining sector and to determine what could be done to promote their successful participation. A convergent parallel mixed-methods research design was used to ascertain the factors that facilitate, inhibit, and influence engagement. In the quantitative phase of the study, questionnaires were circulated to women employeees; and in the qualitative phase, semi-structured interviews were conducted with employer representatives, most of whom were human resource personnel. Confirmatory factor analysis showed that the three-factor structure (vigour, dedication, and absorption) of the Utrecht Work Engagement Scale fit the sample data reasonably well. Although there is room for improvement, respondents demonstrated acceptable levels of engagement in their work. On the other hand, the qualitative findings showed that employee engagement is impacted by unfavourable working conditions, work-life balance, and the mining industry's male-dominated work culture. The findings showed that employee engagement should be elevated to a core human resource function. To increase the participation of women in mining, human resource professionals are encouraged to collaborate with mine supervisors, managers, and employees to develop programmes that promote employees' absorption in and dedication to their work.
... Several fit indices were used to assess the model fit. The normed χ 2 was considered, with values below 2 generally preferred (Shadfar & Malekmohammadi, 2013), while some researchers tolerate values up to 5 (Schumacker & Lomax, 2004). The robust Comparative Fit Index (CFI) and Tucker Lewis Index (TLI) were evaluated, aiming for values of 0.9 or greater (Hu & Bentler, 1995). ...
... As shown in Table 2, convergent validity was achieved with all factor loadings being greater than 0.7 and the Average Variance Extracted (AVE) score of each factor was higher than 0.5. Discriminant validity also reached the standard with the square root of AVE values greater than the Maximum Shared Squared Variance (MSV) values (Shadfar & Malekmohammadi, 2013). Construct reliability (CR) was then examined to identify the internal consistency of each measure. ...
The relationship between places and products has been acknowledged in tourism and marketing. Nonetheless, limited empirical research has sought to understand this association from a co-marketing perspective. Based on categorisation, meaning transfer and consistency theories, this study focuses on three types of benefit-based fit to assess fit’s role in a tourism–agriculture co-marketing context. Using a quasi-experimental approach with a sample of 1,000 potential tourists, this study found that functional, symbolic, and experiential fit positively influenced both place and product attitudes. Furthermore, functional and symbolic fit directly informed tourists’ desire to visit a place or purchase a product; experiential fit only affected product desire through favourable product attitudes. This study also explored the impact off it priming within a co-marketing context and indicated that symbolic fit played significant roles in tourists’ attitudes and desires when primed. Implications for tourism co-marketing practices are discussed in the end.
