Marching to the beat of a different drummer: Examining the impact of pacing congruence

By Karen J. Jansen, Amy Kristof‐Brown. 2005

199 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/aeea6b91bc1506fe0bf33c0a5443eb6fee0e36dc

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Does Leader-Follower Regulatory Fit Matter? The Role of Regulatory Fit in Followers’ Organizational Citizenship Behavior (2017, methodology): “Given that nonindependence within a group can bias standard error estimates and lead to inflated relationships among variables (Bliese, 2000), we incorporated our polynomial regression models with hierarchical linear modeling (HLM), as recommended by Jansen and Kristof-Brown (2005).”
Mutuality in leader–subordinate empowerment expectation: Its impact on role ambiguity and intrinsic motivation ☆ (2013, methodology): “With the help of cross-level polynomial regression and response surface analytic techniques (Edwards, 1994; Jansen & Kristof-Brown, 2005), we elicit the interplay between leaders' perception of subordinate empowerment expectations and subordinates' self empowerment expectations in predicting role…”
Polychronicity and Multitasking: A Diary Study at Work (2015, background): “Previous studies have shown that the fit between conditions favoring multitasking, that is, demands or opportunities, and polychronicity is associated with job performance (Hecht & Allen, 2005; Jansen & Kristof-Brown, 2005).”
When Does (Mis)Fit in Customer Orientation Matter for Frontline Employees’ Job Satisfaction and Performance? (2016, methodology): “An increasing number of studies have used the polynomial technique to explore such topics as perceptual differences, (mis)fit, and value congruence (e.g., Edwards and Cable 2009; Jansen and Kristof-Brown 2005).”
The Thin Line Between Empowering and Laissez-Faire Leadership: An Expectancy-Match Perspective (2018, methodology): “The potentially shared variance derived from nonindependence with work units (i.e., shared leaders) could bias the standard error estimate (Jansen & Kristof-Brown, 2005).”