Interrater Agreement Reconsidered: An Alternative to the rwg Indices

Brown, Reagan D.; Hauenstein, Neil M. A.

doi:10.1177/1094428105275376

Cited by 259 publications

(272 citation statements)

References 44 publications

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“…Work-unit consensus was estimated by Brown and Hauenstein's (2005) We also calculated two types of intraclass correlation coefficients (ICCs) for job satisfaction and organizational commitment using the individual-level data. ICC(1) is a ratio of between-group to total variance (including between-and within-group variance) in scores.…”

Section: Data Analysis Approachmentioning

confidence: 99%

Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time

Hausknecht

Hiller

Vance

2008

AMJ

143

109

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Prior research is limited in explaining absenteeism at the unit level and over time. We developed and tested a model of unit-level absenteeism using five waves of data collected over six years from 115 work units in a large state agency. Unit-level job satisfaction, organizational commitment, and local unemployment were modeled as time-varying predictors of absenteeism. Shared satisfaction and commitment interacted in predicting absenteeism but were not related to the rate of change in absenteeism over time. Unit-level satisfaction and commitment were more strongly related to absenteeism when units were located in areas with plentiful job alternatives. We thank Associate Editor Nandini Rajagopalan and three anonymous reviewers for their valuable feedback and suggestions. Work-Unit Absenteeism 2 AbstractPrior research is limited in explaining absenteeism at the unit level and over time. We

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Section: Data Analysis Approachmentioning

confidence: 99%

Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time

Hausknecht

Hiller

Vance

2008

AMJ

143

109

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“…Data showed strong agreement which justify data aggregation to a higher level (Cohen, Doveh & Nahum-Shani, 2009;Brown & Hauenstein, 2005). All schools were aggregated except two schools because the number of respondents was less than 5.…”

Section: Resultsmentioning

confidence: 99%

Public schools’ characteristics and teacher turnover in Oman

Balushi¹,

Idris²,

Omar³

et al. 2013

IJRSE

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Teachers are the backbone of the educational systems and their turnover may threaten the whole educational system in any country. In Oman, teacher turnover is a neglected area of study and this article may help in shedding some light on teacher turnover phenomenon in Oman. The purpose of this study is to investigate the influence of school characteristics (e.g., school size, gender, time-shift, education type, and school location) on the turnover intentions of teachers in public schools in Oman. Survey questionnaires were used to collect data from 214 public schools in Oman. 142 schools from all educational regions in Oman were participated in this study. Data analyses tools for this study were descriptive statistics such as mean and standard deviation, in addition to independents t-test and analysis of variance. The study revealed that teacher intentions to transfer to other schools are influenced by almost all the studied school characteristics. Policy makers and human resource recruiters in Ministry of Education should be aware of teachers' preferences for certain schools to avoid teachers' shortage in non-preferred schools. Further studies about the influence of school time-shift and teachers' intentions to quit or transfer are needed to affirm the results in this study. This is the first study about the influence of school characteristics on teacher turnover in public schools in Oman. Thus, the value of this study stems from the uniqueness of this study which may serve as an eye opening indicator about teacher turnover in Oman.

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“…To ensure that ratings could be aggregated, we evaluated inter-rater agreement (IRA) following literature recommendations [61,62], using three families of indices: James et al's r WG(J) [63,64] (based on multiple null distributions) [65], Brown and Hauenstein's a WG(J) [66]; and the adjusted average deviation index A DMJ(adj) [67]. In addition to the arithmetic mean of each uMARS score, we calculated a "response databased weighted mean" (WDMEAN) [68].…”

Section: Data Analysesmentioning

confidence: 99%

Assessing the Quality of Mobile Phone Apps for Weight Management: User-Centered Study With Employees From a Lebanese University (Preprint)

Bardus¹,

Ali²,

Demachkieh³

et al. 2018

Preprint

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Background: Evaluating the quality of mHealth apps for weight loss and weight management is important to understand whether these can be used for obesity prevention and treatment. Recent reviews call for more research on multi-dimensional aspects of app quality, especially involving end-users, as there are already many expert reviews on this domain. However, no quantitative study has investigated how lay persons see popular apps for weight management and how they perceive different dimensions of app quality. Objective: To explore how lay persons evaluate the quality of six free weight management apps (MyDietCoach, SparkPeople, Lark, MyFitnessPal, MyPlate, MyDietDiary), which achieved the highest quality ratings in a related and recent expert review. Methods: A user-centered study was conducted with 36 employees of a Lebanese university. Participants enrolled in the study on a rolling basis between October 2016 and March 2017. Participants were randomly assigned an app to use for two weeks. App quality was evaluated at the end of the trial period using the Mobile App Rating Scale (user version, uMARS). uMARS assesses the dimensions of 'engagement', 'functionality', 'aesthetics', 'information', and 'subjective quality' on 5-point scales. Internal consistency and inter-rater agreement were examined. The associations between uMARS scores and background characteristics were also explored using non-parametric tests. Analyses were completed in November 2017. Results: Overall, the six apps were of moderately good quality (Md uMARS score=3.6, IQR=0.3). The highest total uMARS scores were achieved by Lark (M=4.0, SD=0.5) and MyPlate (M=3.8, SD=0.4), which also achieved the highest subjective quality scores (Lark: M=3.3, SD=1.4; MyPlate: M=3.3, SD=0.8). 'Functionality' was the highest-rating domain (Md=3.9, IQR=0.3), followed by 'aesthetics' (Md=3.7, IQR=0.5), 'information' (Md=3.7, IQR=0.1), and 'engagement ' (Md=3.3, IQR=0.2). 'Subjective quality' was judged low (Md=2.5, IQR=0.9). Overall, 'subjective quality' was strongly and positively related (p<0.001) with total uMARS score (rho=0.75), 'engagement' (rho=0.68), 'information' and 'aesthetics' (rho=0.60), but not 'functionality' (rho=0.40, p=0.02). Higher 'engagement' scores were reported among healthy (p=.003) and obese individuals (p=.034), who also showed higher total uMARS (p=.038), and 'subjective quality' (p=.047) scores. Conclusion: Even if the apps were considered highly functional, they were relatively weak in engagement and subjective quality scores, which indicate a low propensity of using the apps in the future. As engagement was the sub-domain most strongly associated with subjective quality, app developers and researchers should focus on creating apps that are engaging, holding constant the functionality, aesthetics, and information quality. The tested apps (in particular Lark and MyPlate) were perceived as more engaging and of higher quality among healthy, obese individuals, making them a promising mode of delivery for self-directed interventions...

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Interrater Agreement Reconsidered: An Alternative to the rwg Indices

Cited by 259 publications

References 44 publications

Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time

Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time

Public schools’ characteristics and teacher turnover in Oman

Assessing the Quality of Mobile Phone Apps for Weight Management: User-Centered Study With Employees From a Lebanese University (Preprint)

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