Centering predictor variables in cross-sectional multilevel models: A new look at an old issue.

Enders, Craig K.; Tofighi, Davood

doi:10.1037/1082-989x.12.2.121

Cited by 3,642 publications

(2,943 citation statements)

References 38 publications

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“…A two-level model was used as measurement occasion was nested within person (A three-level model was not used due to a lack of significant variance in the dependent variables at the group-level and due to the small sample size). Level-one variables were group-mean centered and all random effects were fixed (Enders & Tofighi, 2007). All four hypotheses were tested simultaneously by constructing a 'multiple mediator/multiple outcome' model that included all independent, mediating and dependent variables.…”

Section: Resultsmentioning

confidence: 99%

Can job redesign interventions influence a broad range of employee outcomes by changing multiple job characteristics? A quasi-experimental study.

Holman¹,

Axtell²

2016

Journal of Occupational Health Psychology

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Many job redesign interventions are based on a 'multiple mediator/multiple outcome' model in which the job redesign intervention indirectly influences a broad range of employee outcomes by changing multiple job characteristics. As this model remains untested, the aim of this study is to test a 'multiple mediator/multiple outcome' model of job redesign. Multilevel analysis of data from a quasi-experimental job redesign intervention in a call centre confirmed the hypothesized model and showed that the job redesign intervention affected a broad range of employee outcomes (i.e., employee well-being, psychological contract fulfillment, and supervisor-rated job performance) through changes in two job characteristics (i.e., job control, feedback). The results provide further evidence for the efficacy and mechanisms of job redesign interventions. Key Words; job redesign, quasi-experiment, well-being, performance, psychological contract, call centre 3 Job redesign interventions are planned change initiatives that aim to modify job characteristics as a means of enhancing employee outcomes such as well-being and job performance (Parker & Wall, 1999;Semmer, 2006). Within the literature on job redesign, there is an increasing interest in understanding why job redesign interventions lead to successful outcomes (Biron, Karinka-Murray & Cooper, 2011). One approach to examining this issue has been to establish whether a change in job characteristics is the mechanism through which job redesign interventions have their effects. Specifically, studies have tested two models of this mediational process. The first is a 'single mediator/multiple outcome' model in which a job redesign intervention influences multiple types of employee outcome (e.g., affective, behavioral and attitudinal) through a change in one job characteristic, such as job control (Bond & Bunce, 2001;Bond, Flaxman & Bunce, 2008;Logan & Ganster, 2005). The second is a 'multiple mediator/single outcome' model in which a job design intervention influences one type of employee outcome (e.g., affect) by changing multiple job characteristics such as job control, feedback and participation (Holman, Axtell, Sprigg, Totterdell, & Wall, 2009).Many job redesign interventions are based on a 'multiple mediator/multiple outcome' model in which the job redesign intervention influences a broad range of employee outcomes by making changes to multiple job characteristics (Semmer, 2008). But this model of the job redesign process has not been tested, so there is little evidence for the efficacy of job redesign interventions based on it. Indeed, it is possible that intervention-induced changes to multiple job characteristics may only affect one type of employee outcome, or that changes to multiple outcomes might only occur when a single job characteristic is changed (Bond & Bunce, 2001).The main aim of this paper is therefore to test a 'multiple mediator/multiple outcome' model of 4 job redesign intervention by examining whether a job redesign intervention can enhance a range of...

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Section: Resultsmentioning

confidence: 99%

Can job redesign interventions influence a broad range of employee outcomes by changing multiple job characteristics? A quasi-experimental study.

Holman¹,

Axtell²

2016

Journal of Occupational Health Psychology

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“…Grand-mean centering was used for all level 1 covariates for accurate interpretation of effects at level 2. 26 At level 2, we entered physician demographic characteristics (gender and race, both treated as binary variables), enjoyment of the continuity clinic, and anxiety. In preliminary models, we examined both the depression and anxiety screening variables as predictors.…”

Section: Resultsmentioning

confidence: 99%

Burned Out at the Bedside: Patient Perceptions of Physician Burnout in an Internal Medicine Resident Continuity Clinic

et al. 2015

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“…Table 2 shows the multilevel regression estimates for male and female face-voice compound attractiveness with participants and stimuli variance at Level 2 and residual variance at Level 1. Face and voice attractiveness ratings were centered by participant means to obtain unbiased estimates of their stimulus average effects (see Enders & Tofighi, 2007). …”

Section: Resultsmentioning

confidence: 99%

Perceptions of Human Attractiveness Comprising Face and Voice Cues

et al. 2013

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In human mate choice, sexually dimorphic faces and voices comprise hormone-mediated cues that purportedly develop as an indicator of mate quality or the ability to compete with samesex rivals. If preferences for faces communicate the same biologically relevant information as do voices, then ratings of these cues should correlate. Sixty participants (30 male and 30 female) rated a series of opposite-sex faces, voices, and faces together with voices for attractiveness in a repeated measures computer-based experiment. The effects of face and voice attractiveness on face-voice compound stimuli were analyzed using a multilevel model.Faces contributed proportionally more than voices to ratings of face-voice compound attractiveness. Faces and voices positively and independently contributed to the attractiveness of male compound stimuli although there was no significant correlation between their rated attractiveness. A positive interaction and correlation between attractiveness was shown for faces and voices in relation to the attractiveness of female compound stimuli. Rather than providing a better estimate of a single characteristic, male faces and voices may instead communicate independent information that, in turn, provides a female with a better assessment of overall mate quality. Conversely, female faces and voices together provide males with a more accurate assessment of a single dimension of mate quality.

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Centering predictor variables in cross-sectional multilevel models: A new look at an old issue.

Cited by 3,642 publications

References 38 publications

Can job redesign interventions influence a broad range of employee outcomes by changing multiple job characteristics? A quasi-experimental study.

Can job redesign interventions influence a broad range of employee outcomes by changing multiple job characteristics? A quasi-experimental study.

Burned Out at the Bedside: Patient Perceptions of Physician Burnout in an Internal Medicine Resident Continuity Clinic

Perceptions of Human Attractiveness Comprising Face and Voice Cues

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