So Why Ask Me? Are Self-Report Data Really That Bad?

By D. Chan. 2009

1,007 citations recorded by the source corpus.

Subfields: Applied Psychology, Management Science and Operations Research, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/4ef5dbd8c0a9a20ce6f477c5d4751490d0283a7d

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In Applied Psychology

In Management Science and Operations Research

In Organizational Behavior and Human Resource Management

Citations in the corpus

The Effects of Group Conflict and Work Stress on Employee Performance (2013, positive): “Aside from these methodological concerns, self-report data are also arguably most valid for the types of perceptual outcomes tested in this study, such as work stress and job satisfaction (Chan 2009; Hon and Kim 2007).”
Selective Incivility as Modern Discrimination in Organizations (2013, background): “Although the nature of our constructs makes the use of self-report appropriate (Chan, 2009), relying fully on self-reported data raises the potential that correlations may be distorted due to common method variance.”
The emotional aftermath of incivility: anger, guilt, and the role of organizational commitment (2016, methodology): “, uncivil acts that may not occur publicly; private emotional response; sense of empowerment), self-report measurement was essential (Chan, 2009).”
The contribution of work-integrated learning to undergraduate employability skill outcomes (2013, neutral): “Self-report data is still widely used, with assertions of validity and reliability suggesting it should not automatically assumed to be ’inherently flawed’ (Chan 2009, p. 330).”
High-performance work practices, employee well-being, and supportive leadership: spillover mechanisms and boundary conditions between HRM and leadership behavior (2020, background): “However, subjective constructs – for instance job satisfaction – require introspection by an involved individual, which is likely the most appropriate source of information (Chan, 2009).”
Getting to Know You (2017, positive): “Perceptions of others and intentions to behave in a certain manner are within-person variables that are arguably measurable only through self-report (G. Chan, 2009).”
Perceived job autonomy and turnover intention: The moderating role of perceived supervisor support (2013, methodology): “When responding to the survey, the participants were informed that their responses would be treated confidentially, in order to reduce the presence of response distortion (Chan, 2009; Conway & Lance, 2010; Podsakoff, MacKenzie, Lee, & Podsakoff, 2003).”
Measuring Cognitive Engagement With Self-Report Scales: Reflections From Over 20 Years of Research (2015, background): “Chan (2009) noted that self-report instruments have been subjected to severe criticism in the editorial process even though they likely still have a place within psychological research.”
What Reviewers Should Expect from Authors Regarding Common Method Bias in Organizational Research (2010, background): “More directly, Chan (2009) provided quotations from reviewer comments indicating the assumption that nonself-reports are superior to self-reports (p. 325).”
Self-uncertainty and Support for Autocratic Leadership (2013, methodology): “, 2010; Podsakoff, MacKenzie, Lee, & Podsakoff, 2003); others argue that its effects are exaggerated (Chan, 2008; Spector, 2006), or cannot explain or artificially create interactions (Evans, 1985).”
Promoting harmonious work passion among unmotivated employees: A two-nation investigation of the compensatory function of cooperative psychological climate (2018, result): “Thus, this pattern of results supports researchers’ contention that the inflation of observed correlations due to CMV “is a possibility and not a necessity” (Chan, 2009, p. 318), and that the problem of CMV is likely exaggerated (Williams, Cote, & Buckley, 1989).”
Inclusive Leadership and Employee Involvement in Creative Tasks in the Workplace: The Mediating Role of Psychological Safety (2010, neutral): “In a recent work about relying on self-report data, Chan (2009) pointed out that scholars tend to believe that such data have little validity “because of two related assumptions namely, (1) they are inherently flawed as measures of the intended constructs and (2) they are unable to provide accurate…”
The impact of role stressors on workplace bullying in both victims and perpetrators, controlling for personal vulnerability factors: A longitudinal analysis (2012, background): “As far as the possible underreporting of bullying enactment is concerned, this may have led to an underestimation of the relationship between bullying enactment and the other variables (see Chan, 2009), but will not have affected the main results of the study.”