Social Desirability Response Bias in Self-Report Choice Situations

Arnold, Hugh J.; Feldman, Daniel C.

doi:10.5465/255848

Cited by 90 publications

(90 citation statements)

References 8 publications

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“…According to one of the most widely cited research methods books (Gall, Borg, & Gall, 1996), if the return rate is above 80 per cent, there should be little concern for non-response bias. To reduce the possibility of social desirability bias (Arnold & Feldman, 1981), the questionnaire stated clearly that it was solely for research purposes and that responses were anonymous. After excluding cases with missing values of the key variables, the sample for analysis in this paper consisted of 697 employees.…”

Section: Specific Questions Were Translated From English Into Chinesementioning

confidence: 99%

Job demands–resources: a gender perspective on employee well-being and resilience in retail stores in China

Huang

Xing

Gamble

2016

The International Journal of Human Resource Management

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Organisational resilience can be promoted through human resource management practices that enhance individual employees' well-being and ability to cope with adversity. However, the extant literature tends to neglect the influence of gender on employee well-being and resilience. Shopfloor employees in retail stores often undertake demanding roles, characterised by considerable pressure and low pay, and attendant high levels of employee turnover. Drawing on the job demands-resources model, by analysing data collected from 697 employees at foreign-invested retail stores in China, this paper found that workload and employee participation in decision-making had a similar impact on the well-being of both male and female employees. However, the impact of job security and emotional demands on employees differed by gender. This paper extends the job demands-resources model by articulating the influence of gender on employee well-being. Additionally, its empirical insights, drawn from an emerging economy context, enable a contribution to the literature on employee well-being and resilience. Relevant implications for human resource management and resilience are discussed.

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Section: Specific Questions Were Translated From English Into Chinesementioning

confidence: 99%

Job demands–resources: a gender perspective on employee well-being and resilience in retail stores in China

Huang

Xing

Gamble

2016

The International Journal of Human Resource Management

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“…Yönetim alanında, Arnold ve Feldman (1981) çalışanların, yeteneklerini sergileme olanakları, otonomi ve bağımsız karar alma gibi iş yaşamında kültürel olarak önem verilen özelliklerini yüksek raporladıklarını göstermiştir. Krumpal'a göre (2013) Almanya, Amerika Birleşik Devletleri, İsviçre gibi gelişmiş ülkelerde, vatandaşlar sosyal beğenirlik eğilimleri nedeniyle, devlet tarafından gerçekleştirilen ulusal ölçekli araştırmalara katılmaktan kaçınmaktadır.…”

Section: Introductionunclassified

Si̇ber Zorbalik Çalişmalarinda Sosyal Beğeni̇rli̇k Etmeni̇

Dönmez¹,

Akbulut²

2016

Eğitim Teknolojisi Kuram Ve Uygulama

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“…Those individuals with strong social desirability tend to have strong needs to make a positive impression, and social desirability has been characterized as a well-known problem (Levin and Montag 1987;Podsakoff et al 2003). Field studies using self-report methodology are said to be susceptible to social desirability response bias, particularly when the questions are direct and subjective, as opposed to more indirect, inferred objective questions (Arnold and Feldman 1981). According to Podsakoff et al (2003), two variables frequently assumed to cause common method variance are the respondents' affective state and social desirability.…”

Section: Control Variablesmentioning

confidence: 99%

Bad Apples, Bad Barrels, and the Structure of Marketing Channel Relationships: Analyses of the Propensity for Opportunism and Opportunistic Behaviors

Ishida¹

2014

Marketing, Technology and Customer Commitment in the New Economy

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The theoretical frameworks of transaction cost economics and agency theory are widely used to design appropriate governance structure for constraining opportunism within marketing channels. These approaches generally assume that marketing channel managers are opportunistic, and only economic constraints deter opportunism in exchange relationships. However, some empirical studies have shown that managers do not always behave opportunistically even if conditions permit such behavior. In addition, some researchers have proposed a "cycle of self-fulfilling prophecy" and have argued that the uncritical assumption of opportunism and excessive use of control mechanisms such as monitoring only exacerbates the problem. Thus, it is important to identify conditions in which opportunism likely occurs.The present research argues that marketing channel managers exhibit differing propensities for opportunism (PFO), and it spans three levels of analysis to identify contributing factors. The individual-level analysis treats marketing channel managers as a heterogeneous population and investigates the impact of individual traits on their behaviors in business relationships. At the dyadic level, I modify standard microeconomics models to incorporate norms of fairness. Finally, the extra-dyadic level of analysis goes beyond the traditional dyadic focus to include network-wide social influence on a relationship. Using the data collected from 162 unit franchieees. the hypotheses were tested using structural path analyses.The findings of this dissertation provide guidance on the extent to which costly and potentially damaging control mechanisms are really necessary in a given marketing channel relationship. Overall, the research contributes to the existing literature by reexamining a fundamental behavioral assumption about marketing channel managers and providing an alternative framework that can meaningfully inform us as to when and why opportunism occurs.

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Social Desirability Response Bias in Self-Report Choice Situations

Cited by 90 publications

References 8 publications

Job demands–resources: a gender perspective on employee well-being and resilience in retail stores in China

Job demands–resources: a gender perspective on employee well-being and resilience in retail stores in China

Si̇ber Zorbalik Çalişmalarinda Sosyal Beğeni̇rli̇k Etmeni̇

Bad Apples, Bad Barrels, and the Structure of Marketing Channel Relationships: Analyses of the Propensity for Opportunism and Opportunistic Behaviors

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