On the Importance of Conducting Construct-Level Analysis for Multidimensional Constructs in Theory Development and Testing

By Chi-Sum Wong, K. Law, G. Huang. 2008

134 citations recorded by the source corpus.

Subfields: Management of Technology and Innovation, Management Science and Operations Research, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/b1e50c83d1fc96d5f7edd60113eb359a6f9b75c5

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In Management of Technology and Innovation

In Management Science and Operations Research

In Strategy and Management

Citations in the corpus

Construct Measurement and Validation Procedures in MIS and Behavioral Research: Integrating New and Existing Techniques (2011, background): “…the decision about how the sub-dimensions relate to the more general focal construct, several authors (Bollen and Lennox 1991; Jarvis et al. 2003; Wong et al. 2008) have noted that it is helpful to ask (1) Are the sub-dimensions viewed as manifestations of the focal construct or as defining…”
Conceptualizing models using multidimensional constructs: a review and guidelines for their use (2012, background): “Typically, profiles are created by specifying levels for each dimension (often by dichotomizing each dimension as high or low), and interpreting the various combinations that materialize across the set of dimensions (Law et al, 1998; Wong et al, 2008).”
The Role of Dynamic Capabilities in Responding to Digital Disruption: A Factor-Based Study of the Newspaper Industry (2015, background): “It is, therefore, defined as a multidimensional construct in an aggregate model per multidimensional construct structure rules discussed in Wong, Law, and Huang [132], and measured as a multidimensional construct with three formative subdimensions: RESOURCES, PROCESSES, and VALUES.”
How Do Employees Perceive Corporate Responsibility? Development and Validation of a Multidimensional Corporate Stakeholder Responsibility Scale (2018, methodology): “We also encourage future research to examine alternative factor structure of the CStR scale, using, for example, the profile model in which the CStR construct would be a discrete combination of various levels of its dichotomized dimensions (Law et al., 1998; Wong et al., 2008).”
Clarifying the construct of human resource systems: Relating human resource management to employee performance (2012, background): “If researchers measure HR policies or practices from only one or two domains of HR systems, it will be inappropriate to draw the conclusions about the relationships of the whole HR systems with other constructs (Wong et al., 2008; Wood & Wall, 2007).”