scholarly journals The dark side of the force: Multiplicity issues in network meta‐analysis and how to address them

2019 ◽  
Vol 11 (1) ◽  
pp. 105-122 ◽  
Author(s):  
Orestis Efthimiou ◽  
Ian R. White
Keyword(s):  
Meta Analysis ◽  
Dark Side

The dark side of empathy: Meta‐analysis evidence of the relationship between empathy and depression

PsyCh Journal ◽  
2021 ◽  
Author(s):  
Zhiqiang Yan ◽  
Xiao Zeng ◽  
Jinlong Su ◽  
Xiaoxi Zhang
Keyword(s):  
Meta Analysis ◽  
Dark Side ◽  
The Relationship

Remaining within-cluster heterogeneity: a meta-analysis of the "dark side" of clustering methods

2009 ◽  
Vol 25 (3-4) ◽  
pp. 273-293 ◽  
Author(s):  
Nikolaus Franke ◽  
Heribert Reisinger ◽  
Daniel Hoppe
Keyword(s):  
Meta Analysis ◽  
Dark Side ◽  
Clustering Methods

Who influences employees’ dark side: A multi-foci meta-analysis of counterproductive workplace behaviors

2020 ◽  
pp. 204138662096255
Author(s):  
Eko Yi Liao ◽  
Amy Yamei Wang ◽  
Cheryl Qianru Zhang
Keyword(s):  
Meta Analysis ◽  
Field Studies ◽  
Private Life ◽  
Situational Factors ◽  
Dark Side ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Quantitative Review ◽  
Workplace Behaviors ◽  
Counterproductive Workplace Behaviors

We adopt a multi-foci perspective to provide a theory-driven quantitative review of employee counterproductive workplace behaviors (CWBs) by meta-analyzing the relationships between CWB and four groups of antecedents. Specifically, CWB antecedents stemming from four sources—supervisors, organization, coworkers, and private life—were included to investigate differences in their relationships with employee CWB. Based on the Conservation of Resources Theory, we argue that favorable and unfavorable correlates relate to employee CWB to different degrees. The meta-analysis included 181 field studies with 223 independent samples. Results indicated that unfavorable antecedents correlate more strongly with CWB than favorable antecedents. We also found that supervisor- and organization-related antecedents have stronger relationships with CWB than those from the two other groups. Implications include a deeper understanding of which situational factors relate the most—or least—to CWB which can help better address CWB in the workplace.

Psychological Ownership: A Meta-Analysis and Comparison of Multiple Forms of Attachment in the Workplace

2020 ◽  
pp. 014920632091719
Author(s):  
Yucheng Zhang ◽  
Guangjian Liu ◽  
Long Zhang ◽  
Shan Xu ◽  
Mike W.-L. Cheung
Keyword(s):  
Organizational Commitment ◽  
Organizational Support ◽  
Organizational Identification ◽  
Meta Analysis ◽  
Explanatory Power ◽  
Performance Outcomes ◽  
Incremental Validity ◽  
Psychological Ownership ◽  
Dark Side ◽  
Equation Modeling

This quantitative review systematically integrates the antecedents and outcomes of psychological ownership (PO) and examines its incremental validity and explanatory power compared with two other forms of workplace attachment (i.e., organizational commitment and organizational identification). Across 141 studies published over 20 years, our meta-analysis shows that apart from the factors related to the three traditional categories of PO antecedents (i.e., control, knowing, and investment), safety (e.g., organizational justice, trust, perceived organizational support, and relational closeness) is an emerging antecedent leading to PO. In addition, we find that PO is related not only to employees’ attitudinal and performance outcomes but also to some dark-side outcomes (e.g., territorial behaviors). Furthermore, after applying two advanced methods, that is, two-stage meta-analytic structural equation modeling and dominance analysis, to the analysis of 294 studies (including 291 primary studies and three published meta-analyses), the results reveal that PO has an incremental validity above that of organizational commitment and organizational identification in predicting employees’ in-role performance and organizational citizenship behaviors. Theoretical and practical implications are discussed.

The double-edged sword effect of psychological safety climate: a theoretical framework

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yejun Zhang ◽  
Min (Maggie) Wan
Keyword(s):  
Boundary Conditions ◽  
Safety Climate ◽  
Meta Analysis ◽  
Psychological Safety ◽  
Theoretical Framework ◽  
Dark Side ◽  
Team Behavior ◽  
Content Type ◽  
Climate Strength ◽  
The Relationship

Purpose Psychological safety climate has been commonly conceptualized as a facilitative team property. Despite the literature review and meta-analysis conducted recently, little is known about the potential dark side of psychological safety climate. The purpose of this paper is to develop a theoretical framework to advance our understanding of both the bright and dark sides of psychological safety. Design/methodology/approach Drawing on extant theories and previous literature, the authors propose a conceptual framework of the mechanisms and boundary conditions underlying the relationship between psychological safety climate and dysfunctional team behavior. Findings The authors propose that the relationship between psychological safety climate and dysfunctional behaviors in the team is directly contingent on psychological safety climate strength, and indirectly contingent on task interdependence, group faultlines, group conflict asymmetry and team power distance differentiation. Originality/value First, the authors attempt to expand psychological safety climate literature by considering its potential damaging outcomes. Second, they contribute to the theory of psychological safety climate by suggesting a theoretical model consisting of the boundary conditions wherein psychological safety climate could reduce team effectiveness. Finally, the authors incorporate climate strength into the psychological safety literature to probe the antecedents of psychological safety climate strength and when it matters to the subsequent negative outcomes.

Within-Person Approaches to the Study of Organizational Citizenship Behaviors: Antecedents, Consequences, and Boundary Conditions

2016 ◽  
Author(s):  
Brent A. Scott ◽  
Fadel K. Matta ◽  
Joel Koopman
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Meta Analysis ◽  
Work Behavior ◽  
Dark Side ◽  
Citizenship Behavior ◽  
Causal Direction ◽  
Antecedents And Consequences ◽  
The Relationship ◽  
Level Of Analysis

This chapter provides a review of the nascent (but growing) literature on organizational citizenship behavior (OCB) at the within-person level of analysis. We organize our review of the existing literature chronologically, discussing antecedents and consequences of within-person fluctuations in OCB. After providing a narrative review of the literature, we provide a quantitative summary of the literature via meta-analysis, summarizing the within-person relationships between OCB and its most common within-person correlates (i.e., positive affect, negative affect, job satisfaction, stressors, strain, and task performance). Looking to the future of OCB at the within-person level of analysis, we suggest that researchers can contribute to the domain by tailoring the measurement of OCB to the within-person level of analysis, better illuminating the causal direction between OCB and affect, clarifying the relationship between OCB and counterproductive work behavior at the within-person level, expanding the “dark side” of within-person OCB, exploring between-person differences in within-person OCB variability, and incorporating new theories.

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