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.

Social exchange (P. Blau, 1964) and the norm of reciprocity (A. W. Gouldner, 1960) have been used to explain the relationship of perceived organizational support and leader-member exchange with employee attitudes and behavior. Recent empirical research suggests that individuals engage in different reciprocation efforts depending on the exchange partner (e.g., B. L. McNeely & B. M. Meglino, 1994). The purpose of the present study was to further investigate these relationships by examining the relative contribution of indicators of employee-organization exchange and subordinate-supervisor exchange. Structural equation modeling was used to compare nested models. Results indicate that perceived organizational support is associated with organizational commitment, whereas leader-member exchange is associated with citizenship and in-role behavior.

Social exchange (P. Blau, 1964) and the norm of reciprocity (A. W. Gouldner, 1960) have been used to explain the relationship of perceived organizational support and leader-member exchange with employee attitudes and behavior. Recent empirical research suggests that individuals engage in different reciprocation efforts depending on the exchange partner (e.g., B. L. McNeely & B. M. Meglino, 1994). The purpose of the present study was to further investigate these relationships by examining the relative contribution of indicators of employee-organization exchange and subordinate-supervisor exchange. Structural equation modeling was used to compare nested models. Results indicate that perceived organizational support is associated with organizational commitment, whereas leader-member exchange is associated with citizenship and in-role behavior.

Current conceptualizations of procedural justice focus largely on individual perceptions; no framework exists for examining procedural justice's social context. This dissertation presents a model that identifies contextual factors contributing to procedural justice climate and, in turn, a variety of work-related attitudes and behaviors associated with procedural justice climate. In general, empirical tests on data collected from 220 employees of two banks offered support for the model. Employee perceptions of leader member exchange, organizational support, and supervisor monitoring were positively associated with individual procedural justice perceptions. Work group perceptions of cohesion and supervisor visibility in demonstrating procedural justice were associated with the development of procedural justice climate. Work group demographic similarity and shared support perceptions were not associated with the development of procedural justice climate. A contextual effect was found for organizational citizenship behaviors.

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The conservation community is increasingly focusing on the monitoring and evaluation of management, governance, ecological, and social considerations as part of a broader move toward adaptive management and evidence-based conservation. Evidence is any information that can be used to come to a conclusion and support a judgment or, in this case, to make decisions that will improve conservation policies, actions, and outcomes. Perceptions are one type of information that is often dismissed as anecdotal by those arguing for evidence-based conservation. In this paper, I clarify the contributions of research on perceptions of conservation to improving adaptive and evidence-based conservation. Studies of the perceptions of local people can provide important insights into observations, understandings and interpretations of the social impacts, and ecological outcomes of conservation; the legitimacy of conservation governance; and the social acceptability of environmental management. Perceptions of these factors contribute to positive or negative local evaluations of conservation initiatives. It is positive perceptions, not just objective scientific evidence of effectiveness, that ultimately ensure the support of local constituents thus enabling the long-term success of conservation. Research on perceptions can inform courses of action to improve conservation and governance at scales ranging from individual initiatives to national and international policies. Better incorporation of evidence from across the social and natural sciences and integration of a plurality of methods into monitoring and evaluation will provide a more complete picture on which to base conservation decisions and environmental management.

The notion of transformation is gaining traction in contemporary sustainability debates. New ways of theorising and supporting transformations are emerging and, so the argument goes, opening exciting spaces to (re)imagine and (re)structure radically different futures. Yet, questions remain about how the term is being translated from an academic concept into an assemblage of normative policies and practices, and how this process might shape social, political, and environmental change. Motivated by these questions, we identify five latent risks associated with discourse that frames transformation as apolitical and/or inevitable. We refer to these risks as the dark side of transformation. While we cannot predict the future of radical transformations towards sustainability, we suggest that scientists, policymakers, and practitioners need to consider such change in more inherently plural and political ways.