Three-Level Hierarchical Linear Modeling Analyses of the Relationship Between Political Culture and Teacher Autonomy

2020 ◽  
pp. 001312452092861
Author(s):  
Da Li ◽  
Ann Allen
Keyword(s):  
Political Culture ◽  
Hierarchical Linear Modeling ◽  
Teacher Job Satisfaction ◽  
Teacher Autonomy ◽  
Educational Policies ◽  
Schools And Staffing Survey ◽  
Linear Modeling ◽  
Policy Makers ◽  
Individualistic Culture ◽  
The Relationship

Research suggests that the limits of teacher autonomy are defined by educational policies. Educational policies, however, are driven by political culture. This study examines the relationship between teacher autonomy and political culture and how this relationship varies with teacher and school characteristics. Using the 2011–2012 Schools and Staffing Survey, the three-level hierarchical linear modeling (HLM) analysis demonstrates that political culture was significantly associated with teacher autonomy. According to Elazar’s three-part cultural typology, the moralistic culture is associated with a higher level of teacher autonomy, the traditionalistic culture is associated with lower levels of teacher autonomy, and the individualistic culture is in-between. Also, the more traditionalistic the culture, the stronger the association between positive school climate and teacher autonomy. As teacher autonomy relates positively to teacher job satisfaction and retention, this study suggests that policy makers consider a moralistic approach in creating educational policies.

The Relationship Between Leader–Member Exchange and Employees’ Proactive Behaviors

2019 ◽  
Vol 18 (2) ◽  
pp. 106-111
Author(s):  
Fong-Yi Lai ◽  
Szu-Chi Lu ◽  
Cheng-Chen Lin ◽  
Yu-Chin Lee
Keyword(s):  
Hierarchical Linear Modeling ◽  
Future Research ◽  
Leader Member Exchange ◽  
Voice Behavior ◽  
Linear Modeling ◽  
Team Members ◽  
Member Exchange ◽  
Multi Temporal ◽  
The Relationship ◽  
Practical Implications

Abstract. The present study proposed that, unlike prior leader–member exchange (LMX) research which often implicitly assumed that each leader develops equal-quality relationships with their supervisors (leader’s LMX; LLX), every leader develops different relationships with their supervisors and, in turn, receive different amounts of resources. Moreover, these differentiated relationships with superiors will influence how leader–member relationship quality affects team members’ voice and creativity. We adopted a multi-temporal (three wave) and multi-source (leaders and employees) research design. Hypotheses were tested on a sample of 227 bank employees working in 52 departments. Results of the hierarchical linear modeling (HLM) analysis showed that LLX moderates the relationship between LMX and team members’ voice behavior and creative performance. Strengths, limitations, practical implications, and directions for future research are discussed.

scholarly journals Economic Complexity and Human Development: Moderated by Logistics and International Migration

2021 ◽  
Vol 13 (4) ◽  
pp. 1867
Author(s):  
Emilie Sophie Le Caous ◽  
Fenghueih Huarng
Keyword(s):  
Human Development ◽  
International Migration ◽  
Hierarchical Linear Modeling ◽  
Human Life ◽  
Well Being ◽  
Linear Modeling ◽  
Statistical Tool ◽  
Economic Wealth ◽  
Economic Complexity ◽  
The Relationship

Living in a world where we can expand our economic wealth and the richness of human life is the core of the human development concept. Greater well-being for all can be achieved by improving people’s capabilities and more importantly, by giving individuals the ability to use their knowledge and skills. The economic complexity index (i.e., ECI) is a new indicator that defines a country’s complexity. Through a vast network, citizens can transfer an enormous quantity of relevant knowledge, leading to the creation of diversified and complex products. However, the relationship between economic complexity and human development is not that simple. Thus, this paper aimed to understand it deeper—international migration and logistics performance are used as moderators. Hierarchical linear modeling was the statistical tool used to analyze two groups of countries from 1990 to 2017. For robustness and to deal with possible endogeneity issues, different year lags were also included. The results show that international migration and logistics performance are decisive moderators as they change the relationship between economic complexity and human development.

Impact of employee pro-organizational unethical behavior on performance evaluation rated by supervisor: a moderated mediation model of supervisor bottom-line mentality

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xiaohui Zhan ◽  
Yun Liu
Keyword(s):  
Performance Evaluation ◽  
Organizational Behavior ◽  
Hierarchical Linear Modeling ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Linear Modeling ◽  
Bottom Line ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The topic of employees’ unethical pro-organizational behavior (UPB) has attracted more and more interest in both practice and academic fields. However, previous studies have mainly investigated the antecedents of UPB and little research has discussed the outcome variables. This study aims to provide a comprehensive understanding of the effect mechanism of UPB on employee performance evaluation rated by a supervisor through a leader-member exchange (LMX) and the moderating role of supervisor bottom-line mentality (BLM). Design/methodology/approach This study used a sample consisting of 304 employees and 96 supervisors in several manufacturing firms in China. The authors used hierarchical linear modeling to test the hypotheses, as this was cross-level research. In addition, this paper also uses Mplus7.4 to test the moderating effects of supervisor BLM on the indirect effects between the UPB and performance evaluation by a moderated path analysis. Findings The results confirm that UPB is positively related to performance evaluation rated by supervisors. Additionally, the mediating effect of LMX in the relationship between UPB and performance evaluation is successfully demonstrated. Furthermore, supervisor BLM cross-levelly moderates the relationship between UPB and LMX, as well as moderates the mediation effect of LMX on the correlation between UPB and performance evaluation. Research limitations/implications The primary contribution of this research is building a cross-level model for the effect of UPB on followers’ performance evaluation scored by the supervisor and thereby extending the nomological networks of both UPB and performance evaluation literature. Another contribution the study makes to the literature is that it provides a new perspective to understand how UPB relates to followers’ performance evaluation. Originality/value This is the first study about how and when UPB predicts followers’ performance evaluation rated by the supervisor.

Do embedded employees voice more?

2019 ◽  
Vol 48 (3) ◽  
pp. 824-838 ◽  
Author(s):  
Alice J.M. Tan ◽  
Raymond Loi ◽  
Long W. Lam ◽  
Lida L. Zhang
Keyword(s):  
Hierarchical Linear Modeling ◽  
Southern China ◽  
Interactional Justice ◽  
Job Embeddedness ◽  
Proactive Behavior ◽  
Voice Behavior ◽  
Linear Modeling ◽  
Content Type ◽  
Speak Up ◽  
The Relationship

Purpose The purpose of this paper is to investigate whether embedded employees proactively provide voice for future improvement, and how interactional justice moderates this relationship. Design/methodology/approach Survey data were collected from the administrative staff and their immediate supervisors of a major university located in Southern China. The data were analyzed using hierarchical linear modeling. Findings Job embeddedness was positively related to voice behavior toward organization (VBO) but not to voice behavior toward work unit. Interactional justice was positively related to both types of voice behavior. The relationship between job embeddedness and VBO was stronger among employees who perceived lower interactional justice. Practical implications To encourage voice behavior, organizations should attempt to enhance employees’ job embeddedness by adopting human resource strategies such as providing training that helps employees to meet their long-term career goals. This is particularly important when supervisors fail to treat their employees with fairness. When employees are treated with fairness by supervisors, they are also motivated to speak up. Thus, supervisors should pay attention to the ways in which they interact with employees. Originality/value This paper adds to the existing knowledge of the consequences of job embeddedness by examining its relationship with voice, a proactive behavior which can benefit the organization but is considered as risky by the employees. Additionally, studying the moderating effect of interactional justice enriches the understanding of the conditions under which the relationship between job embeddedness and voice may vary. It also reveals the uncertainty management process underlying the influences of job embeddedness and interactional justice on voice behavior.

Institutional trust and multilevel government in the European Union: Congruence or compensation?

2011 ◽  
Vol 12 (4) ◽  
pp. 551-574 ◽  
Author(s):  
Jordi Muñoz ◽  
Mariano Torcal ◽  
Eduard Bonet
Keyword(s):  
European Union ◽  
Hierarchical Linear Modeling ◽  
European Social Survey ◽  
The European Union ◽  
Linear Modeling ◽  
Country Level ◽  
National Institutions ◽  
Using Data ◽  
The Relationship ◽  
The Eu

Does trust in national institutions foster or hinder trust in the institutions of the European Union (EU)? There is no agreement in the literature on popular support for the EU about the direction of the relationship between trust in national and European institutions. Some scholars argue that both will be positively related, others have proposed the opposite hypothesis: low levels of trust in national institutions will lead citizens to higher levels of support for the EU. We argue that both hypotheses are true but operate at different levels: whereas more trusting citizens tend to be so in both the national and the European arenas, we also find that at the country level the relationship is negative: living in a country with highly trusted and well-performing institutions hinders trust in the European Parliament. We test our hypotheses using data from the European Social Survey and Hierarchical Linear Modeling.

Influence of leader and employee emotional labor on service performance: A hierarchical linear modeling approach

2017 ◽  
Vol 45 (8) ◽  
pp. 1233-1244 ◽  
Author(s):  
Xiu-Li Tang ◽  
Ying-Kang Gu ◽  
Lijuan Cui
Keyword(s):  
Hierarchical Linear Modeling ◽  
Emotional Labor ◽  
Service Performance ◽  
Surface Acting ◽  
Linear Modeling ◽  
Deep Acting ◽  
Labor Theory ◽  
Service Oriented ◽  
Leadership Context ◽  
The Relationship

Given the importance of emotional labor for service-oriented enterprises, it is highly valuable to explore how leader emotional labor affects the emotional labor strategy used by employees. This study was based on affective events theory and we used hierarchical linear modeling to explore cross-hierarchical relationships among leader emotional labor, employee emotional labor, and employee service performance. We tested the model with data from 534 employees and their immediate leaders working in 23 service-oriented enterprises in China. Results showed that leaders' surface acting positively influenced employees' surface acting, and leaders' deep acting positively influenced employees' deep acting and service performance. Employees' deep acting mediated the relationship between leaders' deep acting and employee service performance. Our findings enhance understanding of leader emotional labor and help to advance emotional labor theory in the leadership context.

Ethical Leadership and Whistleblowing: Collective Moral Potency and Personal Identification as Mediators

2016 ◽  
Vol 44 (7) ◽  
pp. 1223-1231 ◽  
Author(s):  
Fa-Wang Zhang ◽  
Jian-Qiao Liao ◽  
Jin-Ming Yuan
Keyword(s):  
Hierarchical Linear Modeling ◽  
Ethical Leadership ◽  
Ethical Climate ◽  
Southern China ◽  
Personal Identification ◽  
Future Research ◽  
Linear Modeling ◽  
Moral Potency ◽  
Internal Whistleblowing ◽  
The Relationship

Given the prevalence and concealment of misconduct in the workplace, whistleblowing has become an important organizational control mechanism. In this study, we focused on the process by which ethical leadership influences employees to blow the whistle internally. We collected data via a survey administered to the respondents, who were leader–member dyads in a large branch of the central bank in southern China. Hierarchical linear modeling results revealed that ethical leadership was positively related to internal whistleblowing by subordinates. We controlled for ethical climate and found that collective moral potency as a component of the ethical environment, and employees' personal identification with their supervisors fully mediated the relationship between ethical leadership and internal whistleblowing. Theoretical and practical implications are discussed and directions for future research are suggested.

The Effect of Internationalization on Firm Performance: A Moderating Role of Heterogeneity in TMTs’ Nationality

2020 ◽  
pp. 193896552095870
Author(s):  
Sujin Song ◽  
Seoki Lee
Keyword(s):  
Firm Performance ◽  
Hierarchical Linear Modeling ◽  
Top Management Teams ◽  
Linear Modeling ◽  
Return On Assets ◽  
Upper Echelons Theory ◽  
Comprehensive Examination ◽  
The Relationship ◽  
Moderating Role

The effect of internationalization on firm performance has been investigated in the hospitality literature in a relatively extensive manner. However, the literature has still provided mixed findings. Furthermore, the moderating role of top management teams (TMTs) on the relationship between internationalization and firm performance has not been explored yet in the hospitality literature. Considering the increasing importance of internationalization in the hospitality industry and a significant role of TMTs in implementing this internationalization, this study performs a comprehensive examination on the effect of internationalization on firm performance using three different internationalization measures (i.e., degree, diversification, and speed) and three different performance measures (i.e., Tobin’s q, return on assets, and international returns). This study also tests the moderating role of heterogeneity in TMTs’ nationality based on the upper echelons theory, employing hierarchical linear modeling (HLM) to test the proposed hypotheses.

From “personal” to “interpersonal”: a multilevel approach to uncovering the relationship between job satisfaction and knowledge sharing among IT professionals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yang Lei ◽  
Qiang Zhou ◽  
Jifan Ren ◽  
Xiling Cui
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Hierarchical Linear Modeling ◽  
Attribution Theory ◽  
Mediating Effect ◽  
Information Technology Professionals ◽  
Linear Modeling ◽  
Paired Data ◽  
Content Type ◽  
The Relationship

Purpose This study aims to examine how job satisfaction (JS) affects two types of knowledge sharing (KS), in-role KS and extra-role KS. It also investigates the mediating effect of knowledge sharing self-efficacy (KSSE) and the moderating effect of team collaborative culture (TCC) between JS and two types of KS. Design/methodology/approach This study applies attribution theory to develop a cross-level model and validate it through paired data collected from 322 information technology professionals nested within 80 teams. Hierarchical linear modeling is used to test the hypotheses. Findings JS positively influences in-role and extra-role KS via KSSE and TCC positively moderates the relationship between JS and extra-role KS. Originality/value This study is one of the first to investigate the mechanism underlying the influence of JS on two types of KS. It also identifies the mediating and moderating effects of this mechanism.

Sign in / Sign up

Export Citation Format

Share Document