Moderation in Management Research: What, Why, When, and How

By J. Dawson. 2014

3,021 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/f0decfc0e1bb4bcf222d8cd999578a03f9a74f12

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Citations in the corpus

Eight Simple Guidelines for Improved Understanding of Transformations and Nonlinear Effects (2021, methodology): “The plot shows two curves, one based on predictions from the GLM model and another using the transformed dependent variable, back-transformed to the original scale, following current recommendations (e.g., Dawson, 2014).”
A self-determination perspective of strengths use at work: Examining its determinant and performance implications (2016, methodology): “To explore the significant interactive relationship pertaining to intrinsic motivation, we conducted simple slope tests (Aiken & West, 1991; Dawson, 2014), which indicated that the relation between autonomy support and intrinsic motivation was stronger when independent self-construal was high (+1…”
Time Pressure Promotes Work Engagement Test of Illegitimate Tasks as Boundary Condition (2015, methodology): “We centered the moderator unreasonable tasks around the values of +2 SD and 2 SD, respectively, recalculated the interaction term and reran the regression analysis (Dawson, 2014).”
On the Effects of Social, Temporal, and Dimensional Comparisons on Academic Self-Concept (2018, methodology): “All analyses are based on standardized predictor data (high 1 SD, low 1 SD; Dawson, 2014).”
Offshoring innovation to emerging markets: Organizational control and informal institutional distance (2014, background): “Figure 1 illustrates the interaction effect (Aiken & West, 1991; Dawson, 2014) between BOII distance and DOII distance on organizational control.”
Recognizing Opportunities across Campus: The Effects of Cognitive Training and Entrepreneurial Passion on the Business Opportunity Prototype (2018, methodology): “…a simple slope analysis, by re-coding intense positive feelings into two levels: low and high, ranging from one standard deviation below and above the mean, respectively, for both experimental and control groups, according to the procedure recommended by Aiken and West (1991) and Dawson (2014).”
Four Research Designs and a Comprehensive Analysis Strategy for Investigating Common Method Variance with Self-Report Measures Using Latent Variables (2016, methodology): “ance (Conway and Lance 2010), and others on moderation analysis (Dawson 2014), combining meta-analysis and”
MODERATION ANALYSIS: ISSUES AND GUIDELINES (2019, background): “Note that moderator with continuous data should not be converted to categorical data when assessing its interaction (Dawson, 2014).”
Examining the inverted U-shaped relationship between workload and innovative work behavior: The role of work engagement and mindfulness (2020, methodology): “To examine the moderating role of mindfulness more closely, we performed a simple curve test by examining this relationship at high (+1SD) versus low (–1SD) levels of mindfulness (Dawson, 2014).”
The moderating role of cultural intelligence in the relationship between cultural orientations and conflict management styles (2018, neutral): “As recommended variables were mean-centered (e.g., Aiken, West, & Reno, 1991; Dawson, 2014).”
Variable-Centered, Person-Centered, and Person-Specific Approaches (2018, background): “In general, theories are initially developed with the intention of explaining a widespread and general phenomenon, and subsequent authors further test and refine the theory to identify boundary conditions (Busse, Kach, & Wagner, 2017; Dawson, 2014).”