Longitudinal Research: The Theory, Design, and Analysis of Change

By Robert E. Ployhart, Robert J. Vandenberg. 2010

1,452 citations recorded by the source corpus.

Subfields: Information Systems and Management, Management Science and Operations Research

View Paper: https://www.semanticscholar.org/paper/7f6f9e92c08a8e4e6e155d2af8e8fd84dab8d460

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Information Systems and Management

In Management Science and Operations Research

Citations in the corpus

Antecedents and Outcomes of Informal Learning Behaviors: a Meta-Analysis (2018, background): “Future studies might also explore patterns of ILBs over time using true longitudinal designs, given the complexities of exploring constructs that may not change in a linear fashion (Ployhart & Vandenberg, 2010).”
Performance Adaptation (2014, methodology): “Research designs including at least three repeated measurements are minimally longitudinal for investigating trajectories (Ployhart & Vandenberg, 2010); however, more sophisticated methods of dynamic modeling typically require 30 or more repeated measurements (DeShon, 2012). even within studies…”
Thriving at work but insomniac at home: Understanding the relationship between supervisor bottom-line mentality and employee functioning (2020, background): “strong response attrition, leadership development programs) may mask existing relationships between variables (Ployhart and Vandenberg, 2010).”
When does proactivity have a cost? Motivation at work moderates the effects of proactive work behavior on employee job strain (2017, background): “As noted by Ployhart and Vandenberg (2010), such a study should have a minimum of three time periods, with careful planning as to the timing of measurements.”
Whistle While You Work (2012, background): “Longitudinal studies relating life satisfaction to turnover and turnover intentions would increase our understanding of employee turnover process (Ployhart & Vandenberg, 2010).”
The performance implications of ambivalent initiative: The interplay of autonomous and controlled motivations (2011, methodology): “Nevertheless, additional studies should manipulate motivations experimentally to examine their effects, or use reciprocal or cross-lagged longitudinal designs to facilitate stronger causal inferences (e.g., Frese, Garst, et al., 2007; Ployhart & Vandeberg, 2010).”
Affective Commitment to Organizations and Supervisors and Turnover: A Role Theory Perspective (2017, background): “…the directional relationship between the two constructs emanated from their change components, which provides stronger evidence for how ACO and ACS interrelate across time than would relationships derived from their static components and cross-sectional measurement (Ployhart & Vandenberg, 2010).”
Family Firm(s) Outcomes Model: Structuring Financial and Nonfinancial Outcomes Across the Family and Firm (2017, background): “Collectively, the accumulation of wealth, whether it be nonfinancial or financial, leads to interesting avenues of research in another emerging area—time (e.g., Ployhart & Vandenberg, 2010).”
Is This How I Will Be Treated? Reducing Uncertainty through Recruitment Interactions (2013, positive): “…of longitudinal multivariate relationships that change and evolve over time (Study 3), our approach over- comes conceptual and methodological shortcomings associated with past recruitment research based solely on between-persons designs (Pitariu & Ployhart, 2010; Ployhart & Vandenberg, 2010).”
Variable-Centered, Person-Centered, and Person-Specific Approaches (2018, methodology): “The number of occasions is often relatively small, such as one to four, when applying the variable-centered approach (Ployhart & Vandenberg, 2010; Ployhart & Ward, 2011).”
Perceptions of HR practices, person–organisation fit, and affective commitment: The moderating role of career stage (2018, neutral): “These future studies should also measure perceived HPWP multiple times; since we measured HPWP only at Time 1, our analysis could not take into account possible changes in perceived HPWP over time and as such cannot be considered a longitudinal study (Ployhart & Vandenberg, 2010).”