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Development and Validation of a Workplace Age-Friendliness Measure
16 references·1 citing·26 second hop
Development and Validation of a Workplace Age-Friendliness Measure (2020)Development and Validation of a Workplace…Principles and Practice of Structural Equation Modeling (2012)Principles and Practice of St…Perceived organizational support: A review of the literature. (2002)Perceived organizational supp…Evaluating the use of exploratory factor analysis in psychological research. (1999)Evaluating the use of explora…Principles and Practice of Structural Equation Modeling (1998)Principles and Practice of St…INTERGROUP CONTACT THEORY (1998)INTERGROUP CONTACT THEORYConstructing validity: Basic issues in objective scale development. (1995)Constructing validity: Basic …Testing Structural Equation Models. (1994)Testing Structural Equation M…Organizational culture and leadership (1993)Organizational culture and le…Alternative Ways of Assessing Model Fit (1992)Alternative Ways of Assessing…Structural Equations with Latent Variables. (1991)Structural Equations with Lat…Scale Development : Theory and Applications (1991)Scale Development : Theory an…Comparative fit indexes in structural models. (1990)Comparative fit indexes in st…Structural Equations with Latent Variables (1989)Structural Equations with Lat…Perceived organizational support. (1986)Perceived organizational supp…Significance tests and goodness of fit in the analysis of covariance structures. (1980)Significance tests and goodne…Nature of Prejudice (1954)Nature of PrejudiceThe Role of Organizational Ageism, Inter-Age Contact, and Organizational Values in the Formation of Workplace Age-Friendliness: A Multilevel Cross-Organizational Study (2023)The Role of Organizational Ag…Structural Model Evaluation and Modification: An Interval Estimation Approach (1990)Fit indices in covariance structure modeling: Sensitivity to underparameterized model misspecification. (1998)Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives (1999)Evaluating Goodness-of-Fit Indexes for Testing Measurement Invariance (2002)A Reliability Coefficient for Maximum Likelihood Factor Analysis (1973)EQS : structural equations program manual (1989)The Commitment-Trust Theory of Relationship Marketing (1994)Multidimensional Assessment of Emotion Regulation and Dysregulation: Development, Factor Structure, and Initial Validation of the Difficulties in Emotion Regulation Scale (2003)Structural Equation Modelling: Guidelines for Determining Model Fit (2008)A new criterion for assessing discriminant validity in variance-based structural equation modeling (2014)Stereotype threat and the intellectual test performance of African Americans. (1995)Prejudice, social stress, and mental health in lesbian, gay, and bisexual populations: Conceptual issues and research evidence. (2003)A meta-analytic test of intergroup contact theory. (2006)Index Construction with Formative Indicators: An Alternative to Scale Development (2001)Scale Development Research (2006)Making sense of Cronbach's alpha (2011)Common method biases in behavioral research: A critical review of the literature and recommended remedies. (2003)lavaan : An R Package for Structural Equation Modeling (2012)POSITIVE PSYCHOLOGICAL CAPITAL: MEASUREMENT AND RELATIONSHIP WITH PERFORMANCE AND SATISFACTION (2007)Measurement invariance conventions and reporting: The state of the art and future directions for psychological research (2016)Assessing measurement model quality in PLS-SEM using confirmatory composite analysis (2019)Evaluating Structural Equation Models with Unobservable Variables and Measurement Error (1981)Structural equation modeling in practice: A review and recommended two-step approach. (1988)Market Orientation: The Construct, Research Propositions, and Managerial Implications (1990)Organizational Learning and Communities-of-Practice: Toward a Unified View of Working, Learning, and Innovation (1991)PLS-SEM: Indeed a Silver Bullet (2011)
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References

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  • 2023The Role of Organizational Ageism, Inter-Age Contact, and Organizational Values in the Formation of Workplace Age-Friendliness: A Multilevel Cross-Organizational Study12 cited