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- W86253009 abstract "Moderation is central to research in the organizational and social sciences. Moderation occurs when the relationship between an independent variable and dependent variable depends on the level of a third variable, usually called a moderator variable* (Aiken & West, 1991; Cohen, 1978). Moderation is involved in research demonstrating that the effects of motivation on job performance are stronger among employees with high abilities (Locke & Latham, 1990), the effects of distributive justice on employee reactions are greater when procedural justice is low (Brockner & Wiesenfeld, 1996), and the effects of job demands on illness are weaker when employees have control in their work environment (Karasek, 1979; Karasek & Theorell, 1990). Procedures for testing moderation have generated considerable confusion. This confusion is organized here in terms of seven deadly myths. From a research standpoint, these myths are deadly because they lead researchers to make unwise choices, waste time and effort, and draw conclusions that are misleading or incorrect. This chapter describes these seven myths, discusses their basis and origins, and" @default.
- W86253009 created "2016-06-24" @default.
- W86253009 creator A5059002569 @default.
- W86253009 date "2010-10-18" @default.
- W86253009 modified "2023-09-25" @default.
- W86253009 title "Seven Deadly Myths of Testing Moderation in Organizational Research" @default.
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- W86253009 doi "https://doi.org/10.4324/9780203867266-14" @default.
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