Multilevel Modeling Methods

Author(s):  
Vicente González-Romá ◽  
Ana Hernández

Human behavior takes place in different contexts (e.g., organizations, schools, families, sports teams, and communities) whose properties (e.g., climate, culture, cohesion, leadership, communication networks, and structure) influence human behavior. To estimate this influence, researchers need appropriate methods that avoid the problems associated with the application of standard Ordinary Least Square (OLS) regression. Multilevel modeling methods offer researchers a way to estimate the aforementioned influence. These methods take into account that the variables involved reside at different levels. For instance, in the relationship between work unit climate and employee job satisfaction, the former variable resides at the work unit level (level 2) whereas the latter resides at the individual one (level 1). Moreover, multilevel modeling methods also take into account that the data analyzed to estimate this type of relationships have a nested structure in which individuals (e.g., employees) are nested into collectives (e.g., work units). Finally, these methods decompose variance into between-group and within-group components and allow researchers to model variability at the between and within levels. Specifically, multilevel modeling methods allow researchers to test hypotheses that involve, among others: 1. A relationship between a higher-level predictor (e.g., work unit climate) and a lower-level outcome (e.g., employee job satisfaction); a so-called “direct cross-level effect”, and 2. An influence of a higher-level moderator (e.g., work unit climate) on an individual level relationship (e.g., the relationship between employee job stress and job satisfaction); a so-called “cross-level interaction”. Multilevel modeling methods can also be used to test more complex models involving mediation (e.g., 2-2-1, 2-1-1, or 1-1-1 models, depending on whether the antecedent and the mediator are level 1 or level 2 variables) and moderated mediation. We show how to test these models by presenting examples with real data and the corresponding SPSS syntax that readers can use to practice.

Author(s):  
Christopher Robert ◽  
Serge P. da Motta Veiga

AbstractThis study examined whether everyday conversational humor is related to job satisfaction, and if the relationship is mediated by positive affect. We also explored differences between the roles of humor production and humor appreciation, and tested the cyclical nature of the relationship by examining whether job satisfaction stimulates subsequent humor. Data were obtained through an experience sampling study in which participants completed two brief surveys each day for 10 consecutive workdays (Level 1 n=237–279, Level 2 N=35). Results revealed a positive relationship between humor and job satisfaction that was partially mediated by positive affect, and also indicated that job satisfaction on day


2020 ◽  
Vol 19 (3) ◽  
pp. 135-141
Author(s):  
Kenneth D. Locke

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.


2013 ◽  
Vol 1 (2) ◽  
Author(s):  
Nurul Asfiah

Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah MalangE-mail: [email protected] aims of research are to know the condition and to examine the relationship between organizationalcommitment and climate to the employee’ job satisfactions. The research was conducted in IslamicPrivate Hospital Malang and include 140 peoples as respondents. Questionnaires used as an instrumentfor collecting data. The analyses method uses Rank scale and product moment correlation. Theresults of research show that the organizational commitment is in good conditions as well as organizationalclimate. Whereas, the conditions of employee’ job satisfaction is in the high level satisfied. Basedon the product moment show that the relationship between both organizational commitment and climateto the employee’ job satisfaction are in the strong level. It means that all employees in Islamic PrivateHospital are having strong organizational commitment and feeling satisfaction when they are working.It is also the organizational climate, it supports to make employee enjoy their working.Keywords: organizational commitment and organizational climate, employee’ job satisfaction, IslamicPrivate Hospital Malang.


This study aims to analyze the influence of reward, motivation and discipline to employee job satisfaction. The sample of this research is 15 employees of iNews TV. Exploratory factor analysis aims to confirm the structure of factors that underlie independent predictors with each other. The results of this study explain that reward, motivation and work discipline affect job satisfaction reward, motivation and work discipline affect job satisfaction. Of the several variables that affect job satisfaction, the work discipline variables that provide the greatest contribution to satisfaction.Company management is expected to pay attention to variable work discipline employees to support the achievement of job satisfaction


1998 ◽  
Vol 22 (1) ◽  
pp. 4-14 ◽  
Author(s):  
Mark R. Testa ◽  
Cindy Skaruppa ◽  
Dale Pietrzak

Service quality and customer satisfaction are vital concerns in service industries, particularly in the cruise industry. As such, the development of new methods for improving both is essential. A model of attitudes, intentions, and behaviors proposed by Bagozzi and refined by Schmit and Allscheid was tested to determine if employee job satisfaction and customer satisfaction were related constructs in the cruise industry. The hypothesized model did not account for the relationship between the measured and latent variables; however, a direct relationship between employee job satisfaction and customer satisfaction was found to exist (R2 = . 30). Implications for hospitality and travel organizations are discussed, and recommendations are made for future research.


Author(s):  
Rateb Sweis ◽  
Ghaleb Sweis ◽  
Ghalia Attar ◽  
Ayman Abu Hammad

Despite the popularity of Information Technology and job satisfaction research, little empirical evidence exists of the relationship between IT adoption and job satisfaction within the Jordanian construction industry. This research fills these knowledge gaps by exploring the relationship between IT adoption and job satisfaction from the perspective of construction companies, contractors, consultants, and architectural and engineering firms in Jordan. Measures were developed using MSQ and IT Barometer surveys. Three hundred questionnaires were distributed to investigate this relationship among different companies from the Jordanian construction sector. Descriptive statistics were obtained and hypotheses were tested using multiple regression analysis. Results show that more investment in technology would increase employee job satisfaction regarding intrinsic, extrinsic, and general perspectives.


2012 ◽  
Vol 7 (4) ◽  
pp. 661-676 ◽  
Author(s):  
Seungmo Kim ◽  
Marshall Magnusen ◽  
Damon Andrew ◽  
Jennifer Stoll

Few areas have received more frequent scholarly attention in the business literature than leadership. However, insufficient attention had been paid to the study of leadership in a sport context. Therefore, this study examined the direct effects of transformational leadership on sport employee job satisfaction and levels of commitment (to the athletic department and athletic director). Also examined were the mediated effects of both commitment foci on the relationship between transformational leadership and job satisfaction. Participants included 325 athletic department employees in a NCAA BCS football conference. Through CFA and SEM, the direct and mediated effects of transformational leadership on sport employee commitment and job satisfaction were explored. Limited support was found for a direct effect of transformational leadership on job satisfaction. However, the results indicated support for transformational leadership directly influencing organizational- and individual-level commitment. Commitment to the athletic department also mediated the transformational leadership-job satisfaction relationship.


2019 ◽  
Vol 42 (7) ◽  
pp. 797-817
Author(s):  
Tazeem Ali Shah ◽  
Mohammad Nisar Khattak ◽  
Roxanne Zolin ◽  
Syed Zulfiqar Ali Shah

Purpose The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions. Design/methodology/approach To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2. Findings Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention. Research limitations/implications This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality. Practical implications Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention. Originality/value Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.


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