Understanding “It Depends” in Organizational Research

By Richard G. Gardner, T. Brad Harris, Ning Li, Bradley L Kirkman, John E. Mathieu. 2017

206 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/a7900766d4a695abdaf9f564df282e9ca6dc5180

How researchers see this paper

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

In Organizational Behavior and Human Resource Management

1. Hiram Ting
2. Jun-Hwa (Jacky) Cheah
3. Thurasamy Ramayah
4. Mumtaz Ali Memon
5. Francis Chuah
6. John R. Busenbark
7. E. Aalto
8. Miguel I. Aguirre-Urreta

In Social Psychology

1. E. Aalto
2. Miguel I. Aguirre-Urreta
3. Thurasamy Ramayah
4. Mikko Rönkkö
5. Mumtaz Ali Memon
6. Henni Tenhunen
7. Hiram Ting
8. Francis Chuah

Citations in the corpus

• MODERATION ANALYSIS: ISSUES AND GUIDELINES (2019, background): “We strongly encourage researchers to read Andersson et al. (2014), Aguinis et al. (2017), Gardner et al. (2017) and Baron and Kenny (1986) to better understand how the moderating relationship is conceptualized.”
• Eight Simple Guidelines for Improved Understanding of Transformations and Nonlinear Effects (2021, background): “Ideally, moderation hypotheses should be stated in a way that leaves no room for ambiguity (see also Gardner et al., 2017).”
• A Marginal Effects Approach to Interpreting Main Effects and Moderation (2021, methodology): “…relationship between an independent variable (X) and a dependent variable (Y) in a fully specified model when the value for the moderator (Z) takes the value of 0 (Cohen et al., 2003; Edwards et al., 2009; Gardner et al., 2017), which is also the average effect when the moderator is mean-centered.”