A general multilevel SEM framework for assessing multilevel mediation.

By Kristopher J Preacher, Michael Zyphur, Zhen Zhang. Psychological methods, 2010

3,591 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/1d3b3bbbe7659bde7910b32146f07080d04b46be

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Office Chit-Chat as a Social Ritual: The Uplifting Yet Distracting Effects of Daily Small Talk at Work (2020, methodology): “We specified a 1-1-1 mediation model (Preacher et al., 2010), testing the indirect effect of small talk on each outcome via positive social emotions and cognitive work engagement.”
The Relationship Between Emotion Knowledge, Emotion Regulation and Adjustment in Preschoolers: A Mediation Model (2016, positive): “However, because the number of level2 units (teachers) was too small to expect stable estimates of variance at this level (Preacher et al. 2010), we performed one-level analysis.”
High-Performance Work Systems and Job Control (2013, methodology): “Although multilevel structural equation models have been used recently for confirmatory factor analytic models, their true implementation as complete structural equation models has been rare (see, for exception, Gottfredson, Panter, Daye, Allen, & Wightman, 2009; Preacher et al., 2010; Preacher et a”
Transformational leadership and employee psychological well-being: The mediating role of employee trust in leadership (2012, methodology): “To assess the indirect effect, we followed the procedures outlined by Preacher et al. (2010) for mediation in multilevel models.”
Benefits of mindfulness at work: the role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction. (2013, methodology): “…in persons), hypotheses were tested with multilevel structural equation modeling (MSEM) using Mplus, Version 5.21 (Muthén & Muthén, 2007) and following Preacher and colleagues’ recommendations for testing multilevel mediation (Preacher, Zhang, & Zyphur, 2011; Preacher, Zyphur, & Zhang, 2010).”
Is Consistently Unfair Better than Sporadically Fair? An Investigation of Justice Variability and Stress (2017, methodology): “For testing mediation, we followed the recommendations of Preacher, Zyphur, and Zhang (2010) and utilized a parametric bootstrap to estimate and assess the significance of indirect effects.”
Does self-efficacy matter for burnout and sickness absenteeism? The mediating role of demands and resources at the individual and team levels (2013, methodology): “In implementing our multilevel analysis, we followed standard procedures (Preacher et al., 2010).”