The Effects of Individual Characteristics, School Organizational Factors, and Teacher Factors on Students' School Violence : A Hierarchical Linear Modeling

2014 ◽  
Vol 66 (4) ◽  
pp. 77-100 ◽  
Author(s):  
이지현
Keyword(s):  
School Violence ◽  
Hierarchical Linear Modeling ◽  
Organizational Factors ◽  
Individual Characteristics ◽  
Linear Modeling ◽  
Teacher Factors

scholarly journals Coping with Supervisor Sanctions During Organizational Change: Core Members’ Active Change Behavior and Followers’ Middle Way Thinking

2020 ◽  
Vol 12 (15) ◽  
pp. 6277
Author(s):  
Yuan Jing Luo ◽  
Yan Ping Li ◽  
Jing Du
Keyword(s):  
Organizational Change ◽  
Hierarchical Linear Modeling ◽  
Role Model ◽  
Individual Characteristics ◽  
Situational Factors ◽  
Successful Implementation ◽  
Linear Modeling ◽  
Middle Way ◽  
Change Behavior ◽  
Active Change

Recent research has shown that an organizational change implementation tactic is vital for influencing employee reactions to change. Hard tactics, such as supervisor sanction, are generally verified as obstructive to employees’ positive change behavior. The aim of this study is to identify the contingency circumstances under which sanction would be less harmful or even effective to change. By identifying the organizational situational influence of core members’ active change behavior and followers’ individual differences of middle way thinking, this study constructed a model that offers insight into the effectiveness of supervisor sanctions during change. Data from 250 employees in China were gathered by questionnaires. Results from hierarchical linear modeling (HLM) revealed that core members’ behavior neutralized the negative effect of supervisor sanctions on followers’ active change behavior. Moreover, this moderating effect was further magnified by followers’ personal middle way thinking value. The conclusions emphasized the roles of core members’ supportive behavior to change, which acts as role model, and of the individual middle way thinking values that have sustained Eastern Asia for thousands of years in successfully implementing change. The findings provide insights for the successful implementation tactics in organization change and enrich the understanding of the organizational change process. Research should continue to treat followers’ change reactions as a synergy output of situational factors and individual characteristics and examine the variables of these dimensions in the work environment.

A multilevel analysis of factors related to business robbery clearance rates in a large city in Texas

2019 ◽  
Vol 43 (2) ◽  
pp. 213-228
Author(s):  
Eric M. Cooke ◽  
Yan Zhang
Keyword(s):  
Hierarchical Linear Modeling ◽  
Social Disorganization ◽  
Large City ◽  
Organizational Factors ◽  
Broken Windows ◽  
Linear Modeling ◽  
Clearance Rates ◽  
Content Type ◽  
Business Entities ◽  
Modeling Strategy

Purpose Business victimization is a serious and pervasive issue within the USA. According to recent estimates, roughly 2,058,194 businesses are victimized each year. Of those, approximately 33 percent of business victimization cases are solved. Taken together, it is important for research to examine factors that influence business victimization clearance. The purpose of this paper is to examine how broken windows enforcement, social disorganization, community and police organizational factors influence business robbery clearance using data from Houston, Texas over a two-year period from 2010 to 2012. Design/methodology/approach Using a hierarchical linear modeling strategy, the current study found no effect of broken windows tactics, social disorganization elements and various organizational, and community characteristics on business robbery clearance. Findings Significant effects were found for a number of incident and offense characteristics including gang involvement, business type, type of weapon used in the crime, the number of business entities in an area, and racial populous. Originality/value To date, few studies have examined factors that influence clearance rates for business robberies. Thus, the current study adds to and extends upon the literature in theoretically relevant ways by exploring how broken windows policing, social disorganization and various community/police organizational variables influence business robbery clearances in a large city.

scholarly journals The Impact of Individual Characteristics and Branch Characteristics on Housing Agent Performance: Heckit model and Hierarchical Linear Modeling

2017 ◽  
Vol 9 (10) ◽  
pp. 189 ◽  
Author(s):  
Chun-Chang Lee
Keyword(s):  
Hierarchical Linear Modeling ◽  
Work Experience ◽  
Housing Prices ◽  
Individual Performance ◽  
Individual Characteristics ◽  
College Level ◽  
Linear Modeling ◽  
Estimation Model ◽  
Empirical Results ◽  
The Impact

This study investigates the impacts of individual characteristics and branch characteristics on housing agent performance. Data were analyzed using hierarchical linear modeling (HLM) to provide estimations. The empirical results suggest that individual performance varies significantly from branch to branch and is better in branches with higher levels of compensation for individual performance. Individual characteristics including college level education, having children over the age of six, work experience, the square of work experience, and work experience outside the real estate industry have significant effects on individual performance. Individual performance is also better in branches with requirements for hours worked. The individual performance of salespeople working under team compensation schemes is not significantly better than that of salespeople working in branches without team compensation schemes. When the average housing prices for the areas in which branches operate are higher, individual performance will be higher. As the average housing price for an area increases, however, the corresponding increase in individual performance will be less and less strong. According to the empirical results, there was a degree of self-selection in the samples. The results of two-stage estimation were not significantly different from the estimation results of the original model. Hence, the results demonstrate the robustness of the estimation model used.

scholarly journals Blame It on Individual or Organization Environment: What Predicts Workplace Deviance More?

2020 ◽  
Vol 9 (6) ◽  
pp. 99
Author(s):  
Ivana Načinović Braje ◽  
Ana Aleksić ◽  
Sanda Rašić Jelavić
Keyword(s):  
Organizational Culture ◽  
Hierarchical Linear Modeling ◽  
Deviant Behavior ◽  
Organizational Factors ◽  
Working Environment ◽  
Linear Modeling ◽  
Workplace Behavior ◽  
Related Factors ◽  
And Gender ◽  
Deviant Workplace Behavior

Deviant workplace behavior is one of the widely present employee behaviors that create significant organizational cost, create an unhealthy working environment, and lead to various social and psychological job- and non-job-related consequences. Although various personality, situational, and organizational factors have been analyzed as instigators of such behavior, literature calls for a more comprehensive approach that analyzes interaction and mutual effects of different sources of deviant behavior. This paper explores organizational culture and individual personality as the antecedents of deviant workplace behavior. A multilevel perspective is applied in empirical research that was done on a sample of 251 employees from 11 organizations in Croatia. Results of our research and hierarchical linear modeling imply that individual-related factors, namely, age and gender, as well as personality traits, are greater predictors of both individual and organizational deviance as opposed to organizational culture.

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.

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