TESTING MULTILEVEL MEDIATION USING HIERARCHICAL LINEAR MODELS: PROBLEMS AND SOLUTIONS.

By Zhen Zhang, Michael Zyphur, Kristopher J Preacher. 2008

386 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/908cd2209f58d342e94d9095eb3828f334c50a3f

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Citations in the corpus

Alternative Methods for Assessing Mediation in Multilevel Data: The Advantages of Multilevel SEM (2011, methodology): “…coverage rate of .95 in all conditions—it is expected to yield the least bias, leading to CIs that are more closely centered over the population indirect effect.5 Moreover, UMM is expected to outperform CMM because CMM is expected to yield more biased indirect effects (Z. Zhang et al., 2009).”
One Vote Out of Step? The Effects of Salient Roll Call Votes in the 2010 Election (2012, neutral): “As recommended by Zhang, Zyphur, and Preacher (2009), we account for this issue by creating a district-level mean value of perceived ideological difference as well as an individual-level deviation from that mean.”
Authentic Leadership and Behavioral Integrity as Drivers of Follower Commitment and Performance (2011, methodology): “To test the cross-level mediation effect, we followed the recommendations of Zhang et al. (2009) who argued that cross-level mediation effects may be confounded if one looks at within-level effects as mediators rather than between-group effects.”
Does observed controlling teaching behavior relate to students’ motivation in physical education? (2014, methodology): “Both variables were entered into the regression analyses, and the regression coefficient of the between-group variable was used in the calculations for the analyses of indirect effects (Zhang et al., 2009).”
The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors (2013, methodology): “We refer readers to Zhang et al. (2009) for a thorough explanation of the CWC(M) approach, including its details and advantages.”
Psychosocial safety climate as an antecedent of work characteristics and psychological strain: A multilevel model (2012, methodology): “Zhang, Zyphur, and Preacher (2009) suggest that it is important to consider the variance in the criterion measure that is due to between-group effects (i.e. due to the unit, or organization), and within-group effects (i.e. individual influences, such as personality).”
Authentic Leadership, Authentic Followership, Basic Need Satisfaction, and Work Role Performance (2015, methodology): “To test the cross-level mediation effect, we followed the recommendations of Zhang, Zyphur, and Preacher (2008), who argued that cross-level mediation effects may be confounded if one looks at between-subject effects as mediators rather than between-group effects.”
A general multilevel SEM framework for assessing multilevel mediation. (2010, neutral): “4 Exceptions are Krull and MacKinnon (2001), MacKinnon (2008), and Zhang, Zyphur, and Preacher (2009), who explicitly separated the Within and Between effects in the 1-1 portion of a mediation model for 2-1-1 data.”
Expressed Humility in Organizations: Implications for Performance, Teams, and Leadership (2013, methodology): “In line with the recommendations from Zhang et al. (2009) for testing multilevel mediation effects, we added grand-mean-centered team LGO to the equation in Model 5.”
Advances in mediation analysis: a survey and synthesis of new developments. (2015, background): “To solve this problem, MacKinnon (2008) and Zhang et al. (2009) propose that 1-1 effects be partitioned into level-specific component effects by cluster-mean centering the predictor in each such relationship.”
Interruptions to workflow: Their relationship with irritation and satisfaction with performance, and the mediating roles of time pressure and mental demands (2013, methodology): “To test for mediation effects we first examined the required conditions for mediation following Baron and Kenny (1986; cf. Zhang et al., 2009): (1) the predictor must be related to the dependent variable, (2) the predictor must be related to the mediator, and (3) the mediator must be related to the…”
How Ethical Leadership Shapes Employees’ Job Performance: The Mediating Roles of Goal Congruence and Psychological Capital (2014, methodology): “Next, we tested for a 2-1-1 multilevel mediation model (Zhang et al. 2009) using HLM 7.”