Explaining Change: Theorizing and Testing Dynamic Mediated Longitudinal Relationships

By Adrian H. Pitariu, Robert E. Ployhart. 2010

183 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/d20e29153273850250318a635382774b5035a983

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

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Idiosyncratic Deals and Voice Behavior (2015, background): “While Pitariu and Ployhart (2010) recommend structural equation modeling or random coefficient modeling to examine dynamic mediated effects, that strategy was less workable here because of relatively small sample sizes (roughly 200 in both samples).”
When Employees Are Out of Step with Coworkers: How Job Satisfaction Trajectory and Dispersion Influence Individual- and Unit-Level Voluntary Turnover (2012, background): “…recent calls for integrating temporal elements into turnover research, given the fact that employees’ attitudes and behaviors evolve over time (Pitariu & Ployhart, 2010) and, when taking a dynamic view, researchers may generate predictions distinct from the traditional static perspective…”
Time in Individual-Level Organizational Studies: What is it, How is it Used, and Why Isn't it Exploited More Often? (2015, background): “2Several excellent works on methodological issues related to time have been published, and we refer readers to these papers for additional information (e.g., Bliese & Ployhart 2002; Chan 1998, 2014; Pitariu & Ployhart 2010; Ployhart & Vandenberg 2010; Ployhart & Ward 2011; Singer & Willett 2003).”
Job Burnout and Employee Engagement (2012, background): “As one anonymous reviewer suggested, studies using repeated-measures designs may be particularly helpful as they would allow researchers to empirically explore how relationships between burnout, engagement, and their correlates evolve over time (see, e.g., Pitariu & Ployhart, 2010).”
Everyday working life: Explaining within-person fluctuations in employee well-being (2012, background): “Furthermore, the role of time and the dynamic relationships that evolve over time have been recognized as critical in theory development (Fried et al., 2007; Pitariu and Ployhart, 2010).”
Developing and Testing a Dynamic Model of Workplace Incivility Change (2017, background): “Indeed, an increasing amount of empirical evidence suggests that conceptualizing workplace experiences as solely between-person phenomena (as opposed to within-person phenomena) results in biased estimates and equivocal findings (Beal, 2012; Pitariu & Ployhart, 2010).”
A diary study on the happy worker: How job resources relate to positive emotions and personal resources (2012, background): “Including time in our analysis allows these dynamic effects to be captured (Pitariu & Ployhart, 2010).”
The “Other” Time: A Review of the Subjective Experience of Time in Organizations (2020, background): “…to a myriad of reviews and conceptual papers, including Cronin, Weingart, and Todorova (2011), Kunisch et al. (2017), Mitchell and James (2001), Mosakowski & Earley (2000), Pitariu & Ployhart (2010), Ployhart & Vandenberg (2010), Roe (2008), Shipp & Cole (2015), and Zaheer, Albert, & Zaheer (1999).”
How to win friendship and trust by influencing people’s feelings: An investigation of interpersonal affect regulation and the quality of relationships (2012, methodology): “We tested dynamic mediated relationships, looking at whether use of interpersonal affect regulation at T1 predicted changes in targets’ and agents’ affect, and, via this path, change in their perceptions of relationship quality (Pitariu and Ployhart, 2010).”
The entanglement of leader character and leader competence and its impact on performance (2017, methodology): “Using insights from Mitchell and James' (2001) configurations, we describe the dynamic aspect (i.e., longitudinal relationship between two variables, Pitariu & Ployhart, 2010) of the entanglement process to demonstrate the importance of temporal theorizing to the entanglement construct, and to…”
How perceptions of fairness can change (2013, background): “Scholars have called for more dynamic conceptualizations of workplace phenomena (Pitariu & Ployhart, 2010), including organizational justice (e.g., Rupp, 2011; Shapiro, 2010), because understanding temporal dynamics is critical for developing useful theory (George & Jones, 2000).”
Is This How I Will Be Treated? Reducing Uncertainty through Recruitment Interactions (2013, methodology): “In testing our hypothesized dynamic mediated relationships, we followed recommendations by Bliese and Ployhart (2002) as well as Pitariu and Ployhart (2010) to initially test whether there was change over time in each focal variable.”