Simulation-based Bayesian inference for latent traits of item response models: Introduction to the ltbayes package for R.

This paper introduces the ltbayes package for R. This package includes a suite of functions for investigating the posterior distribution of latent traits of item response models. These include functions for simulating realizations from the posterior distribution, profiling the posterior density or likelihood function, calculation of posterior modes or means, Fisher information functions and observed information, and profile likelihood confidence intervals. Inferences can be based on individual response patterns or sets of response patterns such as sum scores. Functions are included for several common binary and polytomous item response models, but the package can also be used with user-specified models. This paper introduces some background and motivation for the package, and includes several detailed examples of its use.

Ambiguity in advertised compensation: Recruiting implications of nominal compliance with pay transparency legislation.

Pursuant to legislative mandates the proportion of job postings that include wage and salary information has rapidly increased. However, many organizations comply by advertising very broad salary ranges. Here, we examine how the width of a pay range influences prospective applicants' perceptions. Although in other contexts people often exhibit a preference for vaguely specified gains, we draw from decision and signaling theories to hypothesize negative reactions to highly ambiguous pay ranges and test them in three preregistered experiments. In Study 1, business students evaluate a job posting with the width of the salary range manipulated between subjects. Study 2 tests for moderating effects of ambiguity explanations using a within-subjects manipulation of pay range width counterbalanced across two job postings and a sample of college graduates with relevant work experience. In Study 3, a diverse sample of recent job seekers predict a salary offer for a hiring vignette in which both the extent of ambiguity in the advertised pay range and the chosen candidate's qualifications are manipulated; their qualitative impressions of the organization are also analyzed. Results provide converging evidence for modal aversion to high ambiguity resulting from negative effects on perceived organizational trustworthiness and skewed predictions of salary offers. Practical implications of this aspect of pay transparency are discussed, as well as broader theoretical implications for understanding outcome ambiguity effects in domains where decision makers vary in their beliefs about underlying reasons for vagueness in communicated information. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Bayesian Thurstonian models for ranking data using JAGS.

A Thurstonian model for ranking data assumes that observed rankings are consistent with those of a set of underlying continuous variables. This model is appealing since it renders ranking data amenable to familiar models for continuous response variables-namely, linear regression models. To date, however, the use of Thurstonian models for ranking data has been very rare in practice. One reason for this may be that inferences based on these models require specialized technical methods. These methods have been developed to address computational challenges involved in these models but are not easy to implement without considerable technical expertise and are not widely available in software packages. To address this limitation, we show that Bayesian Thurstonian models for ranking data can be very easily implemented with the JAGS software package. We provide JAGS model files for Thurstonian ranking models for general use, discuss their implementation, and illustrate their use in analyses.

From helping hands to harmful acts: When and how employee volunteering promotes workplace deviance.

This study examines how the laudable behavior of employee volunteering can lead to deviant workplace behavior. We draw on the moral licensing and organizational justice literatures to propose that the relationship between employee volunteering and workplace deviance is serially mediated by moral license (moral credits and moral credentials) and psychological entitlement. Results from 2 multiwave survey studies of full-time employees from a variety of organizations and industries confirm that moral credits and psychological entitlement serially mediate this relationship, although the proposed mediating role of moral credentials was not supported. Organizational justice moderates the impact of psychological entitlement on workplace deviance; the indirect relationship between employee volunteering and workplace deviance weakens when perceptions of organizational justice are high. This study demonstrates a potential dark side to employee volunteering and also contributes to the moral licensing and behavioral ethics literatures. (PsycInfo Database Record (c) 2020 APA, all rights reserved).