Erratum to Polynomial Regression with Response Surface Analysis: A Powerful Approach for Examining Moderation and Overcoming Limitations of Difference Scores (J Bus Psychol, (2010), 25, (543-554), 10.1007/s10869-010-9183-4);Polynomial Regression with Response Surface Analysis: A Powerful Approach for Examining Moderation and Overcoming Limitations of Difference Scores

Journal of Business and Psychology

Volumn 25, Issue 4, 2010, Pages 543-554

  Shanock, Linda Rhoades ^a   Baran, Benjamin E ^a   Gentry, William A ^b   Pattison, Stacy Clever ^c   Heggestad, Eric D ^a  

^a UNIVERSITY OF NORTH CAROLINA AT CHARLOTTE   (United States)

^b Global Research and Evaluation   (United States)

^c United States Office of Personnel Management   (United States)

Author keywords

Job attitudes; Polynomial regression; Research methods; Response surface analysis; Two way interactions

Indexed keywords

EID: 78149499420     PISSN: 08893268     EISSN: None     Source Type: Journal    
DOI: 10.1007/s10869-013-9317-6     Document Type: Erratum

References (24)

1. Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage.
2. Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior, 24, 491-509.
3. Atwater, L. E., Ostroff, C., Yammarino, F. J., & Fleenor, J. W. (1998). Self-other agreement: Does it really matter? Personnel Psychology, 51, 577-598.
4. Box, G. E. P., & Draper, N. R. (1987). Empirical model-building and response surfaces. New York: Wiley.
5. Cohen, J., Cohen, P., West, S. G., & Aiken, L. S. (2003). Applied multiple regression/correlation analysis for the behavioral sciences. Mahwah, NJ: Lawrence Erlbaum Associates.
6. Edwards, J. R. (1994). The study of congruence in organizational behavior research: Critique and proposed alternative. Organizational Behavior and Human Decision Processes, 58, 51-100.
7. Edwards, J. R. (1995). Alternatives to difference scores as dependent variables in the study of congruence in organizational research. Organizational Behavior and Human Decision Processes, 64, 307-324.
8. Edwards, J. R. (2007). Polynomial regression and response surface methodology. In C. Ostroff & T. A. Judge (Eds.), Perspectives on organizational fit (pp. 361-372). San Francisco: Jossey-Bass.
9. Edwards, J. R., & Parry, M. E. (1993). On the use of polynomial regression equations as an alternative to difference scores in organizational research. Academy of Management Journal, 36, 1577-1613.
10. Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507.
11. Fleenor, J. W., McCauley, C. D., & Brutus, S. (1996). Self-other rating agreement and leader effectiveness. Leadership Quarterly, 7, 487-506.
12. Gentry, W. A., Hannum, K. M., Ekelund, B. Z., & de Jong, A. (2007). A study of the discrepancy between self- and observer-ratings on managerial derailment characteristics of European managers. European Journal of Work and Organizational Psychology, 16, 295-325.
13. Gentry, W. A., Yip, J., & Hannum, K. M. (in press). Self-observer rating discrepancies of managers in Asia: A study of derailment characteristics and behaviors in Southern and Confucian Asia. International Journal of Selection and Assessment.
14. Gibson, C. B., Cooper, C. D., & Conger, J. A. (2009). Do you see what we see? The complex effects of perceptual distance between leaders and teams. Journal of Applied Psychology, 94, 62-76.
15. Harris, M. M., Ansaal, F., & Lievens, F. (2008). Keeping up with the Joneses: A field study of the relationships among upward, lateral, and downward comparisons and pay level satisfaction. Journal of Applied Psychology, 93, 665-673.
16. Kottke, J. L., & Sharafinski, C. E. (1988). Measuring perceived supervisory and organizational support. Educational and Psychological Measurement, 48, 1075-1079.
17. Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory research and application. Thousand Oaks: Sage Publications.
18. Ostroff, C., Atwater, L. E., & Feinberg, B. J. (2004). Understanding self-other agreement: A look at rater and ratee characteristics, context, and outcomes. Personnel Psychology, 57, 333-375.
19. Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87, 698-714.
20. Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution to perceived organizational support. Journal of Applied Psychology, 86, 825-836.
21. Tabachnick, B. G., & Fidell, L. S. (2007). Using Multivariate Statistics (5th ed.). Boston: Allyn and Bacon.
22. Yammarino, F. J., & Atwater, L. E. (1997). Do managers see themselves as others see them? Implications of self-other rating agreement for human resources management. Organizational Dynamics, 25, 35-44.
23. Edwards, J. R. (2002). Alternatives to difference scores: Polynomial regression analysis and response surface methodology. In F. Drasgow & N. W. Schmitt (Eds.), Advances in measurement and data analysis (pp. 350-400). San Francisco: Jossey-Bass.
24. Atwater, L., Waldman, D., Ostroff, C., Robie, C., & Johnson, K. M. (2005). Self-other agreement: Comparing its relationship with performance in the U. S and Europe. International Journal of Selection and Assessment, 13, 25-40.