Discusses how current goodness-of-fit indices fail to assess parsimony and hence disconftrmabiliry of a model and are insensitive to misspecifications of causal relations (a) among latent variables when measurement model with many indicators is correct and (b) when causal relations corresponding to free parameters expected to be nonzero turn out to be zero or near zero. A discussion of philosophy of parsimony elucidates relations of parsimony to parameter estimation, disconfirmability, and goodness of lit. AGFI in USREL is rejected. A method of adjusting goodness-of-fit indices by a parsimony ratio is described. Also discusses less biased estimates of goodness of fit and a relative normedfit index for testing fit of structural model exclusive of the measurement model.

No abstract

Using a multidimensional measure of pay satisfaction (the Pay Satisfaction Questionnaire; PSQ), this study assessed the discriminant validity between scores on a measure of distributive justice and the PSQ using confirmatory factor analysis. Data collected from a diverse sample of employees indicated that the items from both the pay satisfaction scale and the distributive justice scale loaded on the hypothesized dimensions. Various goodness-of-fit measures confirmed the discriminant validity of the two constructs.

The purpose of the current study was to test how procedural justice and role stress impact pay satisfaction, promotional satisfaction, supervisor satisfaction, and organizational