Search

Cluster memberships associated with the mediation effect are often changed due to the temporal distance between the cause-and-effect variables in longitudinal data. Nevertheless, current practices ...

Traditional observed variable multilevel models for evaluating indirect effects are limited by their inability to quantify measurement and sampling error. They are further restricted by being unabl...

Proponents of the ‘Ferguson effect’ suggest de-policing – stemming from increased public scrutiny over the death of Michael Brown – is responsible for the recent surge in crime across the United St...

We compared six common methods in estimating the 2-1-1 (level-2 independent, level-1 mediator, level-1 dependent) multilevel mediation model with a random slope. They were the Bayesian with informa...

The substantial increase in nested data such as egocentric network data pose unique challenges to researchers, including how to adequately model the mechanisms and processes in which hypothesized e...

Multilevel structural equation modeling (ML-SEM) for multilevel mediation is noted for its flexibility over a system of multilevel models (MLMs). Sample size requirements are an overlooked limitation of ML-SEM (100 clusters is recommended). We find that 89% of ML-SEM studies have fewer than 100 clusters and the median number is 44. Furthermore, 75% of ML-SEM studies implement 2–1–1 or 1–1–1 models, which can be equivalently fit with MLMs. MLMs theoretically have lower sample size requirements, although studies have yet to assess small sample performance for multilevel mediation. We conduct a simulation to address this pervasive problem. We find that MLMs have more desirable small sample performance and can be trustworthy with 10 clusters. Importantly, many studies lack the sample size and model complexity to necessitate ML-SEM. Although ML-SEM is undeniably more flexible and uniquely positioned for difficult problems, small samples often can be more effectively and simply addressed with MLMs.

Drawing on self-consistency and self-concept-based theories, this study examined the antecedents and outcomes of authentic leadership. Specifically, the mediating roles that authentic leadership and organization-based self-esteem (OBSE) play in translating leader authentic personality into employee voice behaviour were investigated. The results, from a sample of 408 subordinate–supervisor dyads from Taiwan, provide evidence of a positive relationship for leader authentic personality with direct reports’ ratings of the leaders’ authentic leadership. In addition, authentic leadership was found to influence subordinates’ voice behaviour, as rated by subordinates’ immediate supervisors; notably, this relationship was partially mediated by the subordinates’ perceptions of OBSE. Furthermore, leader authentic personality was indirectly related to subordinates’ voice behaviour through the mediating influence of authentic leadership and, in turn, subordinates’ perceptions of OBSE. The implications of these...

The aim of this study was to examine the mediating effect of role ambiguity on the relationship between climate and job satisfaction in local public administration. Taking the job demands-resources model (JD-R) as the starting point, a multilevel mediation analysis was used to determine the influence of the different services within the sample. The sample consisted of 196 employees in 29 integrated services of two local corporations. Results confirm the job demands-resources model by showing multilevel partial mediation of role ambiguity in the relationship between climate and job satisfaction of public employees. These results indicate the importance of climate in organizational contexts and its implications for reducing role stressors while strengthening and maintaining the wellbeing of employees.

In 2–1–1 multilevel models for mediation, the effect of the mediator on the outcome is often decomposed into a between-cluster and a within-cluster effect. This can be achieved by either a manifest...