Attitude Toward the Color Blue: An Ideal Marker Variable

Miller, Brian K.; Simmering, Marcia J.

doi:10.1177/10944281221075361

Cited by 75 publications

(20 citation statements)

References 75 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…We used both the marker variable technique and multicollinearity test. For the marker variable technique, four items of attitude towards the color blue scale which had no theoretical link to other constructs in the study were included in the surveys (Time 1) (Miller and Simmering, 2022). The CMV threat was not an issue, as discarding the marker variable had no influence on the significance of the correlations (Tables 1 and 2 of the Supplementary file) (Lindell and Whitney, 2001).…”

Section: Methodsmentioning

confidence: 99%

Linking person–job fit and intrinsic motivation to salespeople’s service innovative behavior

Alqhaiwi,

Koburtay,

Karatepe

2023

JSM

View full text Add to dashboard Cite

Purpose Drawing from conservation of resources (COR) and regulatory fit theories, this paper aims to propose and examine moderated mediation model of service innovative behavior among salespeople. Design/methodology/approach The hypothesized links were gauged based on time-lagged and multiple sources of data collected from salespeople and their supervisors in a large-scale multi-brand retail firm. Findings The hypothesized relationships were confirmed, and the moderated mediation model proposed in this paper was viable. Results suggest that person–job (P-J) fit boosts salespeople’s service innovative behavior, and intrinsic motivation (INTMOT) mediates this relationship. Promotion focus strengthens the positive influence of P-J fit on salespeople’s INTMOT. More importantly, promotion focus moderates the indirect positive link between P-J fit and service innovative behavior through INTMOT. Originality/value This research enhances the current knowledge by assessing promotion focus as a moderator of the impact of P-J fit on service innovative behavior via INTMOT among salespeople. To the best of the authors’ knowledge, there is no established research examining the abovementioned links in the sales literature.

show abstract

Section: Methodsmentioning

confidence: 99%

Linking person–job fit and intrinsic motivation to salespeople’s service innovative behavior

Alqhaiwi,

Koburtay,

Karatepe

2023

JSM

View full text Add to dashboard Cite

show abstract

“…Statistically, the researcher uses ATCB [87] as a marker variable in Lindell and Whitney's [91] partial correlation techniques to account for the potential CMV. As seen in Table 2, there is no CMV bias since the correlations between ATCB and other substantive variables are the lowest, not significant, and there is no change in correlation between the substantive variables either in value or significant before and after controlling by ATCB.…”

Section: Common Methods Bias Assessmentmentioning

confidence: 99%

“…Attitude Toward the Color Blue (ATCB) measure: The researcher resorted to using the seven-item scale developed and recommended by Miller and Simmering [87] as an important statistical technique to identify the Common Method Variance (CMV) through inserting it as a marker variable into the questionnaire. A sample item in this scale is "I like the color blue", and "The color blue is wonderful".…”

Section: Variables Measurement and Questionnaire Designmentioning

confidence: 99%

Linking Environmental Transformational Leadership, Environmental Organizational Citizenship Behavior, and Organizational Sustainability Performance: A Moderated Mediation Model

et al. 2022

View full text Add to dashboard Cite

Although considerable research has been conducted on improving sustainability performance, many important questions remain. Drawing on Social Learning Theory (SLT) and Stakeholder Theory (ST), our model suggests a mechanism, Environmental Organizational Citizenship Behavior (EOCB), through which Environmental Transformational Leadership (ETL) influences Organizational Sustainability Performance (SP). In addition, employees’ Work Passion (WP) will moderate the relationship between ETL and EOCB. A total of 240 full-time employees in Saudi Arabia’s petrochemical industries submitted responses via survey questionnaires, and the proposed hypotheses were tested using hierarchical regression analysis. Results were consistent with the hypothesized conceptual scheme in that ETL indirectly impacts SP through EOCB. In the meantime, the WP of employees plays a moderating role in the relationship between ETL and EOCB as well as in the indirect effect of ETL on SP via EOCB. As a way to improve their sustainability performance, organizations must hire and nominate ETLs who can influence their employees to become aware of environmental protection and instill these values. Furthermore, employees’ passion for their work encourages them to engage in voluntary environmental behaviors. A discussion of the findings, implications, limitations, and future research avenues is included.

show abstract

“…We further found that the AVE (average variance extracted) scores were greater than the square of the bivariate correlations, establishing discriminant validity ( Fornell and Larcker, 1981 ). Apart from collecting the data at two time periods, we used an established marker variable (i.e., attitude toward blue color) to minimize common method variance ( Miller and Simmering, 2022 ).…”

Section: Methodsmentioning

confidence: 99%

The direct and indirect effect of neuroticism on work engagement of nurses during COVID-19: A temporal analysis

et al. 2022

View full text Add to dashboard Cite

Healthcare professionals such as nurses faced a tough time during the pandemic. Despite the personal and professional challenges, they contributed immensely during the pandemic. However, there were variations in nurses’ work engagement during the pandemic. One reason could be their personality, especially neuroticism. Neuroticism represents individuals’ proneness to distress in stressful situations, such as COVID-19. Hence, understanding how and in which conditions neuroticism influences work engagement is crucial. We used the Job Demand-Resource (JD-R) model to test the association between neuroticism and work engagement. As neuroticism represents the stress-proneness of an individual, we further investigated if stress mediates the neuroticism-work engagement link. For the nurses, patient interaction is an integral part of their job. Based on the data collected from the nurses, we tested if contact with patients (i.e., beneficiary contact) alleviates the adverse effect of neuroticism on work engagement. During COVID-19, there was an intense need for nursing support. Hence, avoiding duty when society is looking for support might induce a fear of stigmatization among the nurses. We examined if the perceived stigma of duty avoidance would affect the neuroticism-engagement relationship. Our results indicated that higher patient contact alleviated the adverse effect of neuroticism on work engagement. On the other hand, higher fear of stigma exacerbated the adverse effect of neuroticism on work engagement. We further checked the combined effect of beneficiary contact and fear of stigma on neuroticism-work engagement relationships. The findings highlighted the importance of societal factors and policymakers in enhancing nurses’ work engagement.

show abstract

Attitude Toward the Color Blue: An Ideal Marker Variable

Cited by 75 publications

References 75 publications

Linking person–job fit and intrinsic motivation to salespeople’s service innovative behavior

Linking person–job fit and intrinsic motivation to salespeople’s service innovative behavior

Linking Environmental Transformational Leadership, Environmental Organizational Citizenship Behavior, and Organizational Sustainability Performance: A Moderated Mediation Model

The direct and indirect effect of neuroticism on work engagement of nurses during COVID-19: A temporal analysis

Contact Info

Product

Resources

About