Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.

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Common method biases in behavioral research: a critical review of the literature and recommended remedies.

Self-Reports in Organizational Research: Problems and Prospects

Despite the concern that has been expressed about potential method biases, and the pervasiveness of research settings with the potential to produce them, there is disagreement about whether they really are a problem for researchers in the behavioral sciences. Therefore, the purpose of this review is to explore the current state of knowledge about method biases. First, we explore the meaning of the terms “method” and “method bias” and then we examine whether method biases influence all measures equally. Next, we review the evidence of the effects that method biases have on individual measures and on the covariation between different constructs. Following this, we evaluate the procedural and statistical remedies that have been used to control method biases and provide recommendations for minimizing method bias.

Sources of Method Bias in Social Science Research and Recommendations on How to Control It

In this article, we summarize previous empirical studies that examined antecedents, correlates, and/or consequences of organizational commitment using meta-analysis. In total, 48 meta-analyses were conducted, including 26 variables classified as antecedents, 8 as consequences, and 14 as correlates.

A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment

Well-being : the foundations of hedonic psychology

The authors examined the direct and indirect effects of organizational policies and practices that are supportive of family responsibilities on work-family conflict and psychological, physical, and behavioral measures of strain. Survey data were gathered at 45 acute-care facilities from 398 health professionals who had children aged 16 years or younger at home. Supportive practices, especially flexible scheduling and supportive supervisors, had direct positive effects on employee perceptions of control over work and family matters. Control perceptions, in turn, were associated with lower levels of work-family conflict, job dissatisfaction, depression, somatic complaints, and blood cholesterol. These results suggest that organizations can take steps that can increase employees' control over family responsibilities and that this control might help employees better manage conflicting demands of work and family life

Impact of family-supportive work variables on work-family conflict and strain: A control perspective.

An interactive model of social undermining and social support in the workplace was developed and tested among police officers in the Republic of Slovenia. As predicted, social undermining was signi...

Daniel C. Ganster

Papers

Impact of family-supportive work variables on work-family conflict and strain: A control perspective.

Social Undermining in the Workplace

Work Stress and Employee Health

Work Stress and Employee Health A Multidisciplinary Review

Role of social support in the experience of stress at work.