What Reviewers Should Expect from Authors Regarding Common Method Bias in Organizational Research

By J. Conway, C. Lance. 2010

2,505 citations recorded by the source corpus.

Subfields: Accounting, Management Science and Operations Research, Statistics and Probability

View Paper: https://www.semanticscholar.org/paper/2891ed5e9446774153278007a9a09a353dcee258

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Citations in the corpus

Does Team Culture Matter? Roles of Team Culture and Collective Regulatory Focus in Team Task and Creative Performance (2016, methodology): “Method Variance Reduction by Split-Group Design To reduce potential common method biases resulting from the measurement of variables from the same source, we employed a split-group design as recommended by Conway and Lance (2010) and Ostroff, Kinicki, and Clark (2002).”
Do job resources affect work engagement via psychological empowerment? A mediation analysis (2013, methodology): “In order to reduce this potential source of bias, analyses of discriminant validity (factor structure) and reliability were performed (Conway & Lance, 2010).”
The Job Insecurity Scale: A psychometric evaluation across five European countries (2014, methodology): “A set of four items derived from Cook and Wall (1980) was selected to measure affective organizational commitment (i.”
Why businesses succeed or fail: a study on small businesses in Pakistan (2016, methodology): “Conway and Lance (2010) identified four methods to help avoid common method bias.”
The centrality of communication norm alignment, role clarity, and trust in global project teams (2016, methodology): “…we applied exploratory factor analysis with principle component extraction and varimax rotation to assess the psychometric properties of the measures and to protect against the threat of common method variance (Conway and Lance, 2010; Podsakoff et al., 2003) before conducting regression analyses.”
Do you get what you pay for? Sales incentives and implications for motivation and changes in turnover intention and work effort (2016, background): “First, although the data were gathered at three consecutive points in time, thus satisfying the criterion of temporal precedence (Conway and Lance 2010), we cannot demonstrate causality or rule out the possibility of reverse causality (Shadish et al.”
Transformational Leadership and Follower’s Unethical Behavior for the Benefit of the Company: A Two-Study Investigation (2013, methodology): “Raising the issue of common method bias (Conway and Lance 2010; Podsakoff et al. 2003), this research relied on single source self-report measures.”
The moderating effect of organizational change cynicism on middle manager strategy commitment (2013, background): “However, Conway and Lance ( 2010 ) suggest that this is a misconception as long as clear arguments are made for their use.”