This study evaluated the sensitivity of maximum likelihood (ML)-, generalized least squares (GLS)-, and asymptotic distribution-free (ADF)-based fit indices to model misspecification, under conditions that varied sample size and distribution. The effect of violating assumptions of asymptotic robustness theory also was examined. Standardized root-mean-square residual (SRMR) was the most sensitive index to models with misspecified factor covariance(s), and Tucker-Lewis Index (1973; TLI), Bollen's fit index (1989; BL89), relative noncentrality index (RNI), comparative fit index (CFI), and the MLand GLS-based gamma hat, McDonald's centrality index (1989; Me), and root-mean-square error of approximation (RMSEA) were the most sensitive indices to models with misspecified factor loadings. With ML and GLS methods, we recommend the use of SRMR, supplemented by TLI, BL89, RNI, CFI, gamma hat, Me, or RMSEA (TLI, Me, and RMSEA are less preferable at small sample sizes). With the ADF method, we recommend the use of SRMR, supplemented by TLI, BL89, RNI, or CFI. Finally, most of the ML-based fit indices outperformed those obtained from GLS and ADF and are preferable for evaluating model fit.

Fit indices in covariance structure modeling : Sensitivity to underparameterized model misspecification

The Changing Construct of Computer Anxiety for Younger and Older Adults.

Organizations must provide appropriate work group structures and communication technologies in order for work groups to function effectively and efficiently. This study investigated the hypotheses that team structure e.g., fully collocated teams vs. virtual teams and communication mode i.e., face-to-face vs. videoconferencing will impact virtual team group processes e.g., team orientation, workload sharing, proclivity to seek and exchange information that evolve. Furthermore, these group processes will dictate team member information exchange patterns e.g., across all team members vs. only within collocated subgroups, which subsequently impact team productivity i.e., accuracy and timeliness and group process satisfaction. Four-person teams worked in either face-to-face i.e., fully collocated group or videoconferencing i.e., dispersed subgroups settings to develop detailed design documentation for specified enhancements to a hypothetical university information system. Results indicated that the dispersed subgroups exhibited more within subgroup collective behaviors and engaged greater within subgroup information exchange as compared to fully collocated teams, where more teamwide collective behaviors and information exchange were observed. Furthermore, greater team collective behaviors gave rise to greater information exchange and activation among team members. Finally, information exchange and activation were associated positively with productivity and process satisfaction.

The Impact of Communication Medium on Virtual Team Group Process

As information resources management becomes increasingly dependent on emerging technologies to combat its challenges and decipher its effective strategies, the demand builds for a critical mass of research in this area. Innovative Technologies for Information Resources Management brings together compelling content related to the continually emerging technologies in areas of information systems such as Web services, electronic commerce, distance learning, healthcare, business process management, and software development. Focusing on the implications innovative technologies have on the managerial and organizational aspects of information resources management, this book provides academicians and practitioners with a requisite and enlightening reference source.

Innovative Technologies for Information Resources Management

Evaluation criteria development and assessment of purchasing and supply management journals

A Comparison of Two Alternate Residual Goodness‑of‑Fit Indices

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A Comparison of Two Alternate Residual Goodness‑of‑Fit Indices