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K. Michele Kacmar

Bio: K. Michele Kacmar is an academic researcher from Texas State University. The author has contributed to research in topics: Job satisfaction & Job performance. The author has an hindex of 65, co-authored 170 publications receiving 19193 citations. Previous affiliations of K. Michele Kacmar include California State University, Los Angeles & Florida State University College of Business.


Papers
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TL;DR: In this article, the authors report on three studies that utilized five different samples (n = 1211) to construct and validate a multidimensional measure of work-family conflict.

1,685 citations

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TL;DR: In this paper, a multi-dimensional measure of work-family enrichment is developed and validated using five samples, consisting of three dimensions from the family to work direction (development, affect, and efficiency).

1,030 citations

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TL;DR: It is found that the use and reporting of SEM often have been less than ideal, indicating that authors may be drawing erroneous conclusions about relationships among variables.
Abstract: Structural equation modeling (SEM) is a powerful, yet complex, analytical technique. The use of SEM to examine strategic management phenomena has increased dramatically in recent years, suggesting that a critical evaluation of the technique's implementation is needed. We compared the use of SEM in 92 strategic management studies published in nine prominent journals from 1984 to 2002 to guidelines culled from methodological research. We found that the use and reporting of SEM often have been less than ideal, indicating that authors may be drawing erroneous conclusions about relationships among variables. Given these results, we offer suggestions for researchers on how to better deploy SEM within future inquiry. Copyright © 2004 John Wiley & Sons, Ltd.

792 citations

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TL;DR: For instance, this article found that feedback, job autonomy, skill variety, and opportunity for promotion contributed significantly to the explanation of variance in perceptions of organizational politics, after controlling for variance due to organization.

770 citations

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TL;DR: In this paper, the authors used an integrative model of work-family conflict to compare state government employees who highly valued work and those who valued family (measured by centrality, priorities, and importance) and found a variety of differences with respect to the antecedents and consequences of experienced workfamily conflict.

694 citations


Cited by
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Journal ArticleDOI
TL;DR: The extent to which method biases influence behavioral research results is examined, potential sources of method biases are identified, the cognitive processes through which method bias influence responses to measures are discussed, the many different procedural and statistical techniques that can be used to control method biases is evaluated, and recommendations for how to select appropriate procedural and Statistical remedies are provided.
Abstract: 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.

52,531 citations

Journal ArticleDOI
TL;DR: In this paper, the heterotrait-monotrait ratio of correlations is used to assess discriminant validity in variance-based structural equation modeling. But it does not reliably detect the lack of validity in common research situations.
Abstract: Discriminant validity assessment has become a generally accepted prerequisite for analyzing relationships between latent variables. For variance-based structural equation modeling, such as partial least squares, the Fornell-Larcker criterion and the examination of cross-loadings are the dominant approaches for evaluating discriminant validity. By means of a simulation study, we show that these approaches do not reliably detect the lack of discriminant validity in common research situations. We therefore propose an alternative approach, based on the multitrait-multimethod matrix, to assess discriminant validity: the heterotrait-monotrait ratio of correlations. We demonstrate its superior performance by means of a Monte Carlo simulation study, in which we compare the new approach to the Fornell-Larcker criterion and the assessment of (partial) cross-loadings. Finally, we provide guidelines on how to handle discriminant validity issues in variance-based structural equation modeling.

12,855 citations

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TL;DR: In this paper, the authors address conceptual difficulties and highlight areas in need of additional research in social exchange theory, focusing on four issues: the roots of the conceptual ambiguities, norms and rules of exchange, nature of the resources being exchanged, and social exchange relationships.

6,571 citations

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TL;DR: The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS) and indicated that 3 major categories of beneficial treatment received by employees were associated with POS.
Abstract: The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organizational rewards and favorable job conditions) were associated with POS. POS, in turn, was related to outcomes favorable to employees (e.g., job satisfaction, positive mood) and the organization (e.g., affective commitment, performance, and lessened withdrawal behavior). These relationships depended on processes assumed by organizational support theory: employees' belief that the organization's actions were discretionary, feeling of obligation to aid the organization, fulfillment of socioemotional needs, and performance-reward expectancies.

5,828 citations

Journal Article

5,680 citations