Factorial survey experiments
|Dr Edurne Bartolome Peral (University of Deusto )
The purpose of this paper is to decompose empirically the impact of different factors or theoretical determinants of trust and distrust on outgroups. Factors, such as color of skin, occupation, denomination or SES will be tested empirically in two different european settings. To analyse this, we use factorial survey.This experimental design carried out among population from the cities Bilbao and Cologne consists in judging varying descriptions (vignettes) of fictitious persons acting in an previously defined situation. Multilevel analysis measures the impact of characteristics described in the vignettes and impact of respondent characteristics on on trust can be estimated simultaneously.
This contribution evaluates whether the FS method is suitable for studying decision situations in gerontological research. It draws on data from the HOME study, which investigated residential mobility in old age. Respondents aged between 55 and 90 years were asked to make hypothetical relocation decisions. The main finding is that the FS method can, under certain methodological conditions, be used among older adults. Very old adults, who are otherwise often excluded from complex assessments, can thus indeed be surveyed by means of the FS method, especially when the topic of the survey is relevant to their daily lives.
In this article, the cognitive evaluation of factorial survey is evaluated whit general population in Chile, Latin America. It use data of a study about judgment of happiness (N=2056), in where the respondents evaluated 8 vignettes with 8 dimensions that describe persons for sex, age, couple, family, income, health, life style and social mobility. The evaluation of vignette was how much happy or unhappy is each person in base to her features in a scale between -5 and 5.
The study asks for the importance of the sampling strategy at the individual level for the external validity of survey experiments. A factorial survey (CAWI) on hypothetical bonus payments to fictitious employees is applied on two fundamentally different samples of participants. The first sample consists of genuine employers, for whom the created decision situation is realistic and well assessable. The comparison sample consists of first semester-students of a German university without any experience in human relations. The results reveal no substantial differences in both the level of bonus payments as well as decision rules according to which bonuses are.