In various forms, research on stress and well-being has been a part of the Journal of Applied Psychology (JAP) since its inception. In this review, we examine the history of stress research in JAP by ...tracking word frequencies from 606 abstracts of published articles in the journal. From these abstracts, we define 3 eras: a 50 year-era from 1917 to 1966, a 30-year era from 1967 to 1996, and a 20-year era from 1997 to the present. Each era is distinct in terms of the number of articles published and the general themes of the topic areas examined. We show that advances in theory are a major impetus underlying research topics and the number of publications. Our review also suggests that articles have increasingly tended to reflect broader events occurring in society such as recessions and workforce changes. We conclude by offering ideas about the future of stress and well-being research.
Commonly reported statistics, such as the t value and p value, contain useful information about the cumulative probability of finding statistical significance based on the properties of the sample ...being analyzed. Unfortunately, converting t values and p values into this form of information is not intuitive and is often done incorrectly. We show how the bootstrap can provide a way to understand the cumulative probability of finding significance based on the characteristics of a specific sample and the statistical model being used. We also provide a simple way to estimate this probability from t values without having to rely on the bootstrap. Reporting sample-based probabilities can help promote robust and reliable research by conveying appropriate levels of uncertainty into discussions of results. We provide recommendations to authors, editors, reviewers, readers, and educators to help counter origination bias (i.e., how much a single-study finding should be viewed as solid or sacred) and other biases tied to misunderstanding the variability inherent associated with reporting “statistically significant” findings.
Back to Basics with Mixed-Effects Models Bliese, Paul D.; Maltarich, Mark A.; Hendricks, Jonathan L.
Journal of business and psychology,
02/2018, Letnik:
33, Številka:
1
Journal Article
Recenzirano
Purpose
Multilevel mixed effects models are widely used in organizational behavior and organizational psychology to test and advance theory. At times, however, the complexity of the models leads ...researchers to draw erroneous inferences or otherwise use the models in less than optimal ways. We present nine take-away points intended to enhance the theoretical precision and utility of the models.
Approach
We demonstrate our points using two types of simulated data: one in which group membership is irrelevant, and the other in which relationships exist only because of group membership. We then demonstrate that the effects we observe in simulated data replicate in organizational data.
Findings
Little that we address will be new to methodology experts; nonetheless, we draw together a variety of points that we believe will help advance both theory and analytic rigor in multilevel analyses.
Implications
We make two points that run somewhat counter to conventional norms. First, we argue that mixed-effects models are appropriate even when ICC(1) values associated with the outcome data are small and non-significant. Second, we show that high ICC(2) values are not a prerequisite for detecting emergent multilevel relationships.
Originality/Value
The article is designed to be a resource for researchers who are learning about and applying mixed-effects (i.e., multilevel) models.
Both macro- and micro-oriented researchers frequently use panel data where the outcome of interest is measured repeated times. Panel data support at least five different modeling frameworks (within, ...between, incremental/emergent, cross-level, and growth). Researchers from macro- and micro-oriented domains tend to differentially use the frameworks and also use different analytic tools and terminology when using the same modeling framework. These differences have the potential to inhibit cross-discipline communication. In this review, we explore how macro- and microresearchers approach panel data with a specific emphasis on the theoretical implications of choosing one framework versus another. We illustrate how fixed-effects and random-effects models differ and how they are similar, and we conduct a thorough review of 142 articles that used panel data in leading management journals in 2017. Ultimately, our review identifies ways that researchers can better employ fixed- and random-effects models, model time as a meaningful predictor or ensure unobserved time heterogeneity is controlled, and align hypotheses to analytic choice. In the end, our goal is to help facilitate communication and theory development between macro- and micro-oriented management researchers.
This study offers a new theoretical perspective on the unique nature and function of job satisfaction change, or systematic improvement or decline in job satisfaction over time. Using four diverse ...samples, we show that differences in the extent to which job satisfaction systematically improves or declines account for change in employees' "turnover intentions" left unexplained by absolute (average) levels of job satisfaction. Further, we show that future-oriented work expectations partially mediate this relationship, and organizational tenure moderates the relationship between job satisfaction change and future-oriented work expectations. These findings provide new insights into the dynamic processes leading to turnover decisions.
Although initial findings indicated that threat‐related attention bias variability (ABV), an index designed to capture dynamic shifts in threat‐related attention over time, was positively correlated ...with the severity of posttraumatic stress disorder (PTSD) symptoms, a recent study relying on simulated data has raised questions regarding the validity and empirical utility of ABV. Specifically, the simulations suggested that core features of reaction time data distinct from threat‐related attention bias, such as the reaction time standard deviation and mean, could explicate the reported elevated ABV among samples with PTSD. In the present study, we evaluated these suggestions in 95 PTSD‐diagnosed participants. The results showed that ABV significantly and uniquely predicted PTSD symptom severity beyond the predictive value of core reaction time features, ΔR2 = .05–.23. Some of the predictions stemming from the simulated results were replicated, whereas others were not. Contrary to the conclusion drawn from the simulated data, the results from the current study suggest that ABV is a valid and replicable correlate of PTSD symptom severity.
Resumen
Spanish s by Asociación Chilena de Estrés Traumático (ACET)
La validez de los índices de variabilidad del sesgo de atención para la investigación del TEPT: Evidencia sobre los datos de los pacientes
VALIDEZ DE LA VARIABILIDAD DEL SESGO ATENCIONAL EN EL TEPT
Aunque los hallazgos iniciales indicaron que la variabilidad del sesgo de atención (ABV en su sigla en inglés) relacionada con la amenaza, un índice diseñado para capturar cambios dinámicos en la atención relacionada con la amenaza a lo largo del tiempo, que se correlacionó positivamente con la gravedad de los síntomas del trastorno de estrés postraumático (TEPT), un estudio reciente basado en datos simulados ha planteado preguntas sobre la validez y la utilidad empírica del ABV. Específicamente, las simulaciones sugirieron que las características centrales de los datos del tiempo de reacción distintas del sesgo de atención relacionado con la amenaza, como la desviación estándar y la media del tiempo de reacción, podrían explicar el aumento del ABV reportado entre las muestras con el TEPT. En el presente estudio, evaluamos estas sugerencias en 95 participantes con diagnóstico del TEPT. Los resultados mostraron que ABV predijo de manera significativa y única la gravedad de los síntomas del TEPT más allá del valor predictivo de las características centrales del tiempo de reacción, ΔR2 = .05 – .23. Algunas de las predicciones derivadas de los resultados simulados se replicaron, mientras que otras no. Contrariamente a la conclusión extraída de los datos simulados, los resultados del estudio actual sugieren que la ABV es un correlato válido y replicable de la gravedad de los síntomas del TEPT.
抽象
Traditional and Simplified Chinese s by the Asian Society for Traumatic Stress Studies (AsianSTSS)
簡體及繁體中文撮要由亞洲創傷心理研究學會翻譯
Validity of Attention Bias Variability Indices for PTSD Research: Evidence from Patient Data
Traditional Chinese
標題: PTSD研究中, 注意力偏誤變異性指數的效度:患者數據提供的證據
撮要: 威脅相關的注意力偏誤變異性(ABV), 乃標示威脅相關的注意力隨時間所生的互動變化的指數。雖然初期的研究發現, ABV與創傷後壓力症(PTSD)症狀嚴重度有正向關連, 但近期一個採用模擬數據的研究卻令人質疑ABV的效度和實證功用。那些模擬數據特別地反映, 跟威脅相關的注意力偏誤相異的反應時間數據的核心特徵, 例如反應時間的標準差和中位數, 可以解釋患PTSD的樣本中ABV提升的情況。本研究透過95名被診斷出患PTSD的樣本, 檢視以上論點。結果顯示, ABV顯著而且獨特地預測到PTSD症狀嚴重度, 程度超越反應時間核心特徵的預測值(ΔR2 = .05–.23)。是次研究重複了部分早前基於模擬數據所得的預測。然而, 與從模擬數據所得的結論不同, 是次研究結果反映, ABV對PTSD症狀來說是有效及具可重複性的相關因素。
Simplified Chinese
标题: PTSD研究中, 注意力偏误变异性指数的效度:患者数据提供的证据
撮要: 威胁相关的注意力偏误变异性(ABV), 乃标示威胁相关的注意力随时间所生的互动变化的指数。虽然初期的研究发现, ABV与创伤后压力症(PTSD)症状严重度有正向关连, 但近期一个采用仿真数据的研究却令人质疑ABV的效度和实证功用。那些仿真数据特别地反映, 跟威胁相关的注意力偏误相异的反应时间数据的核心特征, 例如反应时间的标准偏差和中位数, 可以解释患PTSD的样本中ABV提升的情况。本研究透过95名被诊断出患PTSD的样本, 检视以上论点。结果显示, ABV显著而且独特地预测到PTSD症状严重度, 程度超越反应时间核心特征的预测值(ΔR2 = .05–.23)。是次研究重复了部分早前基于仿真数据所得的预测。然而, 与从仿真数据所得的结论不同, 是次研究结果反映, ABV对PTSD症状来说是有效及具可重复性的相关因素。
Objective:Threat monitoring facilitates survival by allowing one to efficiently and accurately detect potential threats. Traumatic events can disrupt healthy threat monitoring, inducing biased and ...unstable threat-related attention deployment. Recent research suggests that greater attention bias variability, that is, attention fluctuations alternating toward and away from threat, occurs in participants with PTSD relative to healthy comparison subjects who were either exposed or not exposed to traumatic events. The current study extends findings on attention bias variability in PTSD.Method:Previous measurement of attention bias variability was refined by employing a moving average technique. Analyses were conducted across seven independent data sets; in each, data on attention bias variability were collected by using variants of the dot-probe task. Trauma-related and anxiety symptoms were evaluated across samples by using structured psychiatric interviews and widely used self-report questionnaires, as specified for each sample.Results:Analyses revealed consistent evidence of greater attention bias variability in patients with PTSD following various types of traumatic events than in healthy participants, participants with social anxiety disorder, and participants with acute stress disorder. Moreover, threat-related, and not positive, attention bias variability was correlated with PTSD severity.Conclusions:These findings carry possibilities for using attention bias variability as a specific cognitive marker of PTSD and for tailoring protocols for attention bias modification for this disorder.
Calls continue for randomized interventions in organizational settings. In many cases, however, practical constraints require researchers to use 2-wave randomized pretest-posttest control group ...designs. We discuss the importance of randomized trials for theory development with a focus on analytic options for 2-wave designs. Our discussion has implications for both designing studies and interpreting results. We review 23 published work and organizational health psychology intervention studies and find that a majority of studies featured a statistical model known to have low statistical power relative to other options. Furthermore, a majority of studies invoked terminology implying the direction of change without providing explicit statistical tests. To improve research practice, we detail statistical power differences in 3 commonly used statistical models and emphasize the distinction between (a) intervention effects and (b) the size and direction of change over time. We encourage researchers to provide inferential evidence for both types of information and show that only 1 of the 3 reviewed models provides information on the direction of change over time, but at a potential expense for statistical power to detect intervention effects. A reanalysis of data from a published work-family workplace intervention illustrates these nuances and supports recommendations for research practice. We conclude by providing recommendations.
Summary
Having limited information regarding how pay is distributed in their organization, employees often find it difficult to assess the fairness of their pay. Uncertainty management theory (UMT) ...posits that fairness uncertainty is aversive and that individuals experiencing it search for information to reduce this uncertainty. Pay information exchange – the communication of one's pay‐related information to others in return for information from that other – provides a mechanism to reduce pay information uncertainty. We focus on
third‐party mediated
pay information exchange (such as via Glassdoor and PayScale), an increasingly prevalent form of exchange. Drawing on UMT, we investigate why and when individuals exchange their pay information with such agents. Using data from a field experiment we find that (a) the willingness of employees to disclose their pay to a pay information exchange platform is influenced by perceived utility of a‐priori information offered by the exchange partner, but that this relationship depends on the salience of fairness uncertainty to the employee, and (b) employer pay communication restrictiveness only attenuates the impact of disclosure willingness on actual disclosure when individuals engage in deliberative thinking about such restrictiveness and its possible consequences. We discuss the implications for theory and practice.
This study identified potential discontinuities in the antecedents of efficacy beliefs across levels of analysis, with a particular focus on the role of leadership climate at different organizational ...levels. Random coefficient modeling analyses conducted on data collected from 2,585 soldiers in 86 combat units confirmed that soldiers' experience, role clarity, and psychological strain predicted self-efficacy to a greater extent than did leadership climate. Also, leadership climate at a higher organizational level related to self-efficacy through role clarity, whereas leadership climate at a lower organizational level related to self-efficacy through psychological strain. Group-level analyses identified leadership climate at a higher organizational level as the strongest predictor of collective efficacy. Theoretical and practical implications and directions for future research are discussed.
PDF
