scholarly journals Does Postsecondary Education Attainment Matter in Community Service Engagement? Evidence from Across 18 OECD Countries

2021 ◽  
Vol 11 (3) ◽  
pp. 96
Author(s):  
Hee Jung Gong ◽  
Jung Eun Hong
Keyword(s):  
Postsecondary Education ◽  
Community Service ◽  
Hierarchical Linear Modeling ◽  
Tertiary Education ◽  
Oecd Countries ◽  
Least Square ◽  
Linear Modeling ◽  
Individual Level ◽  
Service Engagement ◽  
The World

This study is concerned with the central issues of community service engagement (CSE) in 21st century democratic societies around the world. To examine the factors influencing postsecondary education attainment’s relationship to CSE, this study utilized data from the Organization for Economic Co-operation and Development (OECD) countries using ordinary least square (OLS) and two-level hierarchical linear modeling (HLM) methods, including various factors for each country’s individual and country levels. The results show that attainment in postsecondary education at the individual level and investment and enrollments in tertiary education both have an influence on increasing CSE in 18 OECD countries. The present study is expected to contribute to an understanding of the relationship between postsecondary education and CSE across the world.

Knowledge Sharing, Organizational Climate, and Innovative Behavior: A Cross-Level Analysis of Effects

2013 ◽  
Vol 41 (1) ◽  
pp. 143-156 ◽  
Author(s):  
Chien Yu ◽  
Tsai-Fang Yu ◽  
Chin-Cheh Yu
Keyword(s):  
Organizational Climate ◽  
Knowledge Sharing ◽  
Hierarchical Linear Modeling ◽  
Organizational Innovation ◽  
Positive Association ◽  
Innovative Behavior ◽  
Linear Modeling ◽  
Individual Level ◽  
Innovation Climate ◽  
The Impact

We investigated individual-level knowledge sharing and innovative behavior of employees, organizational innovation climate, and interactions between the individual level of knowledge sharing and the climate of innovation within the organization as a whole. Employees of public corporations in the Taiwanese finance and insurance industries participated in this study. Hierarchical linear modeling (HLM) indicated a positive association between knowledge sharing and innovative behavior and a positive association between organizational innovation climate and innovative behavior. According to the results of HLM organizational innovation climate did not act as a moderator on the impact of knowledge sharing on innovative behavior.

scholarly journals Factors Determining Income among Real Estate Salespersons: The Impacts of Individual Conditions, Franchises, and Regular Chains

2015 ◽  
Vol 7 (11) ◽  
pp. 94
Author(s):  
Chun-Chang Lee ◽  
Cheng-Huang Tung ◽  
Yu-Heng Lee ◽  
Shu-Man You
Keyword(s):  
Real Estate ◽  
Hierarchical Linear Modeling ◽  
Positive Impact ◽  
Working Hours ◽  
Education Level ◽  
Linear Modeling ◽  
Individual Level ◽  
The Individual ◽  
The Given ◽  
Regular Chains

<p>This study explores the factors that affect the incomes of real estate salespersons by applying hierarchical linear modeling (HLM) to investigate the incomes of real estate salespersons in Kaohsiung. A total of 510 questionnaires were distributed to large chain housing agencies, of which a total of 319 effective samples were retrieved from 54 branch stores, for an effective return rate of 62.55%. The empirical results showed that individual incomes vary significantly from store to store. About 4.8% of the variation in individual incomes was due to differences among different branch stores. The individual income of a real estate salesperson is also significantly affected by individual-level factors such as age, working hours, and working experience. The marginal impact of education level, age, working hours, and working experience on real estate salesperson income is moderated by the type of store at which the given salesperson works. In addition, a branch store’s location has a direct, significant, and positive impact on a real estate salesperson’s income.</p>

scholarly journals Social Relations at the Collective Level: The Meaning and Measurement of Collective Control in Research on the Psychosocial Work Environment

2013 ◽  
Vol 3 (3) ◽  
pp. 30 ◽  
Author(s):  
Per Øystein Saksvik ◽  
Tove Helland Hammer ◽  
Kjell Nytrø
Keyword(s):  
Work Environment ◽  
Hierarchical Linear Modeling ◽  
Social Relations ◽  
Psychosocial Work Environment ◽  
Organizational Level ◽  
Level Control ◽  
Psychosocial Work ◽  
Linear Modeling ◽  
Individual Level ◽  
Self Reports

In this article, we suggest that organizational-level social relations should be defined and measured as workplace norms. We base this argument on new research on the components of the psychosocial work environment and on the availability of new techniques for measuring and analyzing workplace norms as organizational properties. Workplace norms emerge from interactions and negotiations among organizational actors, through which patterns of behavior, attitudes, and perspectives become defined as legitimate. This is an underestimated dimension of the psychosocial work environment that should be assessed with two types of data: self-reports by employees of their experiences in the workplace (task-level control) and self-reports by employees and employers of collective or group-level norms. Hierarchical linear modeling is an especially useful tool for analyzing the relationships between workplace norms and different organizational outcomes because it allows researchers to separate the effects of individual-level variables from group or organizational-level factors. Our approach is anchored in the Nordic perspective of the work environment developed over the past 50 years.

scholarly journals Hypothesized, Directly-Coded Curve Shapes in Growth Curve Analysis: An Example

2013 ◽  
Vol 3 (2) ◽  
pp. 13 ◽  
Author(s):  
Patricia M. Herman ◽  
Lee Sechrest
Keyword(s):  
Hierarchical Linear Modeling ◽  
Growth Curve ◽  
Degrees Of Freedom ◽  
Growth Curves ◽  
Curve Analysis ◽  
Small Samples ◽  
Growth Curve Analysis ◽  
Linear Modeling ◽  
Individual Level ◽  
The Individual

Growth curve analysis provides important informational benefits regarding intervention outcomes over time. Rarely, however, should outcome trajectories be assumed to be linear. Instead, both the shape and the slope of the growth curve can be estimated. Non-linear growth curves are usually modeled by including either higher-order time variables or orthogonal polynomial contrast codes. Each has limitations (multicollinearity with the first, a lack of coefficient interpretability with the second, and a loss of degrees of freedom with both) and neither encourages direct testing of alternative hypothesized curve shapes. Especially in studies with relatively small samples it is likely to be useful to preserve as much information as possible at the individual level. This article presents a step-by-step example of the use and testing of hypothesized curve shapes in the estimation of growth curves using hierarchical linear modeling for a small intervention study. DOI:10.2458/azu_jmmss_v3i2_herman

Research on the Innovation Method of HRM Based on Information Technology

2014 ◽  
Vol 687-691 ◽  
pp. 4485-4488
Author(s):  
Man Jing Zhang
Keyword(s):  
Firm Performance ◽  
Hierarchical Linear Modeling ◽  
Psychological Contract ◽  
High Performance ◽  
Affective Commitment ◽  
Organizational Level ◽  
Linear Modeling ◽  
Individual Level ◽  
Relational Contract ◽  
The Individual

As an organization s strategy to manage the employment relationship, high-performance work system (HPWS) may lead to superior firm performance and favorable employee outcomes through cultivating the relational aspects of employee’s psychological contract. In this study, we investigated the processes (mediation and moderation) linking HPWS and outcomes at both the organizational and individual levels. Hierarchical linear modeling (HLM) analysis on a sample of 1129 employees from 92 firms in the Pearl River Delta of China indicated that HPWS was associated with increased firm performance and decreased turnover rate at the organizational level, and relational contract fully mediated the cross-level relationships between HPWS and employees affective commitment and in-role performance at the individual level. In addition, perceived supervisor support moderated the HPWS and relational contract relationship. We discuss theoretical and practical implications to end of this paper.

Civil Society and the Legacies of Dictatorship

2007 ◽  
Vol 59 (4) ◽  
pp. 539-567 ◽  
Author(s):  
Michael Bernhard ◽  
Ekrem Karakoç
Keyword(s):  
Civil Society ◽  
Hierarchical Linear Modeling ◽  
National Level ◽  
World Values Survey ◽  
Organizational Life ◽  
Linear Modeling ◽  
Individual Level ◽  
Civil Society Participation ◽  
Level Data ◽  
Different Types

The literature on civil society in postcommunist regimes highlights its weakness as compared with civil society in other democracies. In this article the authors make a general argument on how different patterns of antecedent dictatorship affect the development of civil society across a range of democracies. They examine the slow emergence of two behaviors associated with a robust civil society—participation in organizational life and in protest—and explain variation across countries as a function of regime history. They draw their individual-level data from the World Values Survey and analyze the behavior of over forty-one thousand citizens from forty-two democracies. Using methods of hierarchical linear modeling to control for both national-level and individual-level factors, the authors find that different types of dictatorship and variation in their duration produce different negative legacies for the development of civil society.

scholarly journals Physiotherapist’ job performance, impression management and organizational citizenship behaviors: An analysis of hierarchical linear modeling

PLoS ONE ◽  
2021 ◽  
Vol 16 (5) ◽  
pp. e0251843
Author(s):  
Fu-I Hou ◽  
Yu-Lung Wu ◽  
Min-Hui Li ◽  
Wan-Yun Huang
Keyword(s):  
Job Performance ◽  
Impression Management ◽  
Organizational Citizenship ◽  
Hierarchical Linear Modeling ◽  
Organizational Citizenship Behavior ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Linear Modeling ◽  
Individual Level

Studies on physiotherapists are generally focused on clinical professionalism, with very few examining job performance from a management standpoint. To address this gap, this study sought to investigate the relationship between impression management and organizational citizenship behavior and job performance. This study targeted medical institutions offering rehabilitation and physiotherapy services and conducted a questionnaire survey based on scales developed by domestic and foreign scholars. A total of 600 questionnaires were distributed and 523 valid ones collected. The data was tested and verified using regression analysis and hierarchical linear modeling (HLM). In the survey, the Impression Management Scale, Organizational Citizenship Behavior Scale, and Job Performance Scale indicated that at the individual level, the impression management of physiotherapists is significantly related to their organizational citizenship behaviors and job performance. The organizational citizenship behaviors were also found to have a mediating effect between impression management and job performance. At the group level, impression management had a conditioning effect on organizational citizenship behaviors and job performance. In terms of statistical methods, group-level variables act as moderators, which affects the power of individual-level explanatory variables on outcome variables, i.e., the influence of the slope. The job behaviors of physiotherapists entail direct service and their performance is closely related to organizational development. Impression management gives people certain purposes and behaviors while organizational citizenship behaviors are a type of non-self-seeking, selfless dedication behaviors. Therefore, the motivation of physiotherapists who demonstrate organizational citizenship behaviors should be further explored.

How to Perform Idiographic and a Combination of Idiographic and Nomothetic Approaches

2010 ◽  
Vol 218 (3) ◽  
pp. 166-174 ◽  
Author(s):  
Michaela Schmidt ◽  
Franziska Perels ◽  
Bernhard Schmitz
Keyword(s):  
Time Series ◽  
Longitudinal Data ◽  
Hierarchical Linear Modeling ◽  
Self Regulation ◽  
Training Group ◽  
Group Level ◽  
Linear Modeling ◽  
Individual Level ◽  
Cross Correlations ◽  
Time Series Analyses

The aim of the study is to combine and compare person-oriented and nomothetic approaches to analyze longitudinal data with time series analyses and hierarchical linear modeling (HLM). Based on the evaluation of an intervention study both approaches were used to compare individual and group data. In this study, a training was implemented to foster students’ self-regulation and selected results were presented at the individual and group level for the variables planning and motivation. To analyze data with time series analysis, cross-correlations and trend analyses were conducted. Cross-correlations revealed similar results on the aggregated and individual level whereas trend analysis indicated different results of these two levels. Results of HLM analyses for longitudinal data suggested that students’ motivation has more influence than the type of training group on students’ planning. The findings demonstrate that individual and group-level results differ and that both methods have different focuses. This means that it is useful to combine time series analyses and HLM approaches when analyzing longitudinal data.

The Target of Incivility Cannot Be an Island

2020 ◽  
Vol 19 (4) ◽  
pp. 174-183
Author(s):  
Peng Zhao ◽  
Xiaohong Xu ◽  
Yisheng Peng ◽  
Kathi N. Miner
Keyword(s):  
Hierarchical Linear Modeling ◽  
Career Satisfaction ◽  
Negative Impact ◽  
Employee Productivity ◽  
Linear Modeling ◽  
Negative Effects ◽  
Multilevel Approach ◽  
Individual Level ◽  
Using Data ◽  
Practical Implications

Abstract. To address the inconsistencies regarding the effects of incivility on employee productivity and career satisfaction, this study adopted a multilevel approach to examine the cross-level moderating effect of department-level incivility on the negative impact of individual-level incivility. We tested our hypotheses using data from 717 faculty nested within 79 departments at a southwestern university. The hierarchical linear modeling results supported that individual-level incivility negatively related to career satisfaction but not productivity. Further, department-level incivility moderated the negative effects of individual-level incivility such that the negative effects of individual-level incivility on career satisfaction and productivity were reduced when most people in the department experienced incivility or when individuals were not singled out for being mistreated. Theoretical and practical implications are discussed.

Affective and Cognitive Trust as Mediators in the Influence of Leader Motivating Language on Personal Initiative

2020 ◽  
pp. 232948842091550
Author(s):  
Bin Ling ◽  
Yue Guo
Keyword(s):  
Hierarchical Linear Modeling ◽  
Mainland China ◽  
Mediating Effects ◽  
Linear Modeling ◽  
Cognitive Trust ◽  
Individual Level ◽  
Personal Initiative ◽  
Motivating Language ◽  
The Individual ◽  
The Relationship

We investigated the mediating effects of affective and cognitive trust on the relationship between leaders’ use of motivating language and employees’ personal initiative. Hierarchical linear modeling was performed on nested data obtained from a sample of 238 participants from mainland China. The results showed that leaders’ motivating language positively influenced employees’ personal initiative at the team level and their affective and cognitive trust at the individual level. Additionally, both affective and cognitive trust significantly mediated the relationship between motivating language used by leaders and personal initiative demonstrated by employees. These findings point to the positive implications for an organization of a mechanism that fosters employees’ trust in their leaders through the translation of motivational language used by leaders into employees’ behavior demonstrating their personal initiative.

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