Applying multilevel confirmatory factor analysis techniques to the study of leadership

By Naomi Dyer, P. Hanges, Rosalie J. Hall. 2005

541 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/c0c866e3724176eec7e6032e8076e184231208fd

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In Gender Studies

In Organizational Behavior and Human Resource Management

Citations in the corpus

The Etiology of the Multilevel Paradigm in Management Research (2011, background): “For instance, Dyer, Hanges, and Hall (2005) have recently illustrated how confirmatory factor analysis features of ML-SEM can be used to evaluate certain types of compositional constructs at their appropriate levels of analysis.”
Feeling lonely at work: investigating the consequences of unsatisfactory workplace relationships (2012, methodology): “We followed Dyer, Hanges and Hall's ( 2005 ) suggestions to perform multilevel instead of conventional CFA because the three performance measures were nested within supervisors.”
Individual‐ and group‐level effects of social identification on workplace bullying (2013, unknown): “Ideally, hierarchically structured data can be subjected to multilevel Confirmatory Factor Analyses (CFA) so as to check the construct validity of the measures at both levels of the data structure (eg, Dyer, Hanges, & Hall, 2005 ).”
Exploring the Effects of Job Autonomy on Engagement and Creativity: The Moderating Role of Performance Pressure and Learning Goal Orientation (2017, methodology): “We used (Dyer et al. 2005) procedure to perform multilevel factor analysis of performance pressure.”
Examining the effects of feeling trusted by supervisors in the workplace: A self-evaluative perspective (2014, methodology): “According to studies by Muthen (1994) and Dyer, Hanges, and Hall (2005), when data follow a hierarchical structure (e.g., individual and group level), a conventional CFA will lead to incorrect conclusions about the factor structures.”
Transformational leadership, learning, and employability: Effects on performance among faculty members (2011, methodology): “We followed a five-step procedure which was adapted from Dyer et al. (2005)”
Further specification of the leader political skill–leadership effectiveness relationships: Transformational and transactional leader behavior as mediators (2013, methodology): “To test potential effects of common method and common source variance, we conducted and compared the fit indices of two different multilevel confirmatory factor analyses (MCFA, Dyer et al., 2005).”
Ethical Leadership and Corporate Social Responsibility in China: A Multilevel Study of Their Effects on Trust and Organizational Citizenship Behavior (2017, methodology): “The MCFA was tested using the following steps: (1) conventional confirmatory factor analysis (CFA), (2) between-level variance, (3) within-level factor structure, (4) between-level factor structure, and (5) ML-CFA (Dyer et al.”