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.

This study focuses on burnout and its positive antipode—engagement. A model is tested in which burnout and engagement have different predictors and different possible consequences. Structural equation modeling was used to simultaneously analyze data from four independent occupational samples (total N = 1698). Results confirm the hypothesized model indicating that: (1) burnout and engagement are negatively related, sharing between 10 per cent and 25 per cent of their variances; (2) burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources; (3) burnout is related to health problems as well as to turnover intention, whereas engagement is related only to the latter; (4) burnout mediates the relationship between job demands and health problems, whereas engagement mediates the relationship between job resources and turnover intention. The fact that burnout and engagement exhibit different patterns of possible causes and consequences implies that different intervention strategies should be used when burnout is to be reduced or engagement is to be enhanced. Copyright © 2004 John Wiley & Sons, Ltd.

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Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study

This article reports on the development of a short questionnaire to measure work engagement—a positive work-related state of fulfillment that is characterized by vigor, dedication, and absorption. ...

The Measurement of Work Engagement With a Short Questionnaire: A Cross-National Study.

Purpose – Employee engagement has become a hot topic in recent years among consulting firms and in the popular business press. However, employee engagement has rarely been studied in the academic literature and relatively little is known about its antecedents and consequences. The purpose of this study was to test a model of the antecedents and consequences of job and organization engagements based on social exchange theory.Design/methodology/approach – A survey was completed by 102 employees working in a variety of jobs and organizations. The average age was 34 and 60 percent were female. Participants had been in their current job for an average of four years, in their organization an average of five years, and had on average 12 years of work experience. The survey included measures of job and organization engagement as well as the antecedents and consequences of engagement.Findings – Results indicate that there is a meaningful difference between job and organization engagements and that perceived organi...

Antecedents and consequences of employee engagement

The Social Psychology of Organizations.

The aims of this study were to investigate whether the 6 items of the Physical Appearance Scale (Marsh, Richards, Johnson, Roche, & Tremayne, 1994) show differential item functioning (DIF) across gender groups of adolescents, and to show how this can be done using the multigroup mean and covariance structure (MG-MACS) analysis model. Two samples composed of 402 boys and 445 girls were analyzed. Two DIF items were detected. One of them showed uniform DIF in the unexpected direction, whereas the other showed nonuniform DIF in the expected direction. The practical significance of the DIF detected was trivial. Thus, we concluded that the differences between girls' and boys' average scores on the analyzed scale reflect valid differences on the latent trait.

Do Items that Measure Self-Perceived Physical Appearance Function Differentially across Gender Groups? An Application of the MACS Model.

The aim of this article is to address the question of whether empirical multitraitmultioccasion data conform more closely to multiplicative models than to additive models. Four additive models and two versions of the multiplicative Direct Product (DP) model (Browne, 1984) are tested. A set of 21 multitrait-multioccasion matrices is analyzed by means of LISREL 8 (Joreskog & Sorbom, 1993). The results obtained across different models are evaluated according to plausibility of solutions and goodness-of-fit. The different good-fitting models are compared in terms of goodness-of-fit and in terms of the conclusions about construct validity derived from the models. Results show that both additive and multiplicative models (specifically the additive Correlated Trait-Correlated Uniqueness model and the multiplicative Composite Direct Product model) usually fit the same MTMO data. Moreover both kinds of models are frequently equivalent in terms of goodness-of-fit. Finally, although general conclusions about construct validity are similar across models, the results obtained suggest that the conclusions about the relevance of each trait and occasion derived from additive and multiplicative models can differ substantially depending on the number of traits and occasions.

Analysis of multitrait-multioccasion data: Additive versus multiplicative models.

In this article, three important issues in organizational multilevel research are discussed and clarified, namely: (a) The interpretation of “cross-level direct effects” in theoretical and research multilevel models, (b) the specification of the emergence processes involved in higher-level constructs, and (c) the sample size recommendations for using multilevel statistical methods. By doing so, this article hopes to contribute to the improvement of organizational multilevel research.

Three Issues in Multilevel Research.

Análisis de las propiedades psicométricas del Cuestionario de Clima Organizacional FOCUS-93

This article presents a case study in a savings bank in which a change of managerial culture is conducted over several years. A survey feedback was carried out where special attention was paid to subordinates' perceptions on managerial behaviours of the immediate manager. This intervention intended to stimulate and facilitate changes of managers' values, competences, and practices by means of providing them with relevant feedback from subordinates and by developing a team-centred process of climate analysis and change. However, perceptions and interpretations developed by managers and their subordinates about the actions undertaken emphasized political processes and power games, which caused emotional reactions such as fear, suspiciousness, and discomfort. In light of this situation, the aims, meaning, and process of the intervention, as understood and interpreted by the participants, were taken as the focus of a subsequent target of analysis and intervention. Information obtained on participants' views a...

Vicente González-Romá

Papers

Do Items that Measure Self-Perceived Physical Appearance Function Differentially across Gender Groups? An Application of the MACS Model.

Analysis of multitrait-multioccasion data: Additive versus multiplicative models.

Three Issues in Multilevel Research.

Análisis de las propiedades psicométricas del Cuestionario de Clima Organizacional FOCUS-93

Survey Feedback as a Tool for Changing Managerial Culture: Focusing on Users' Interpretations - A Case Study