Defending and Extending Difference Score Methods

Tisak, John; Smith, Carlla S.

doi:10.1177/014920639402000310

Cited by 111 publications

(63 citation statements)

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“…Because there is considerable diversity of opinion about how such agreement or congruence should be measured (e.g., Berger-Gross, 1982;Edwards, 1994;Johns, 1981;Tisak & Smith, 1994;Zimmerman, 1994), several different methods were generated and compared for analysis purposes. 1 The primary method used for the results in this study consisted of the following.…”

Section: Methodsmentioning

confidence: 99%

Managerial self-awareness in high-performing individuals in organizations.

Church¹

1997

Journal of Applied Psychology

223

196

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Individual differences in the construct of managerial self-awareness (MSA) -operationalized as congruence between self and direct reports' behavioral ratings-were examined in 134 high-performing (HP) and 470 average-performing (AV) managers obtained from 4 independent datasets. Results based on several different approaches to measuring ratings agreement indicated that HPs were significantly more managerially self-aware compared with AVs. This relationship was consistent regardless of data source, organization, or method of assessing managerial performance. No overall relationships were found between congruence and level of item importance, gender, management level, age, or tenure. When compared with other measures for assessing self-focus, the construct of selfmonitoring was found to be convergent with managerial self-awareness, whereas the construct of self-consciousness appeared to reflect primarily rating leniency effects. The article concludes with a comparison of the measurement approaches used, limitations, and suggestions for further study.

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Section: Methodsmentioning

confidence: 99%

Managerial self-awareness in high-performing individuals in organizations.

Church¹

1997

Journal of Applied Psychology

223

196

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“…Some have advocated for use of the simplest method: difference scores (e.g., Rogosa & Willett, 1983;Rogosa, 1988). Tisak and Smith (1994) argued that difference scores have high face validity and represent unique aspects of the two original raw scores that would not otherwise be captured. Yet others correctly contend that simple difference scores are invariably confounded by the main effects of raw scores (Sayer & Klute, 2005).…”

Section: Statistical Analyses With Dependent Datamentioning

confidence: 99%

Personality traits and marital satisfaction within enduring relationships

Claxton

O’Rourke

Smith

et al. 2012

Journal of Social and Personal Relationships

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In this study of 125 heterosexual long-wed couples, we examined both spouses' personality traits and relative differences in partner perceptions of personality as predictors of marital satisfaction, simultaneously for both husbands and wives. As hypothesized, each of the Big Five personality traits emerged as significantly associated with marital satisfaction though significant between-trait and between-sex differences were observed. Most notably, trait levels predicted marital satisfaction less consistently than positive reporting discrepancies (i.e., comparatively greater extraversion, openness to experience, agreeableness, conscientiousness, and lower neuroticism reported by spouses vis-à-vis their partners' self-descriptions). While previous research points to a central role of neuroticism, our findings suggest that conscientiousness is the trait most broadly associated with marital satisfaction in this sample of long-wed couples. These differences between study findings may reflect change over the course of married life, the degree to which neuroticism determines divorce, overreliance on younger samples in previous marital research, or some combination of these three.

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“…Our approach is consistent with diversity research that uses measurements of dissimilarity built on squared differences (Jehn, Chadwick, and Thatcher 1997;Tsui, Egan, and O'Reilly 1992). An alternative approach, polynomial regression, cannot be applied in our case as it assumes measurement without error (Edwards 1994(Edwards , 2001Smith and Tisak 1993;Tisak and Smith 1994). One important caveat is that, depending on the correlation between the constituents, the reliability of algebraic difference scores may be poor (Peter, Churchill, and Brown 1993).…”

Section: Homburg/jensen the Thought Worlds Of Marketing And Salesmentioning

confidence: 99%

The Thought Worlds of Marketing and Sales: Which Differences Make a Difference?

Homburg

Jensen

2007

Journal of Marketing

311

278

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The literature is divided on whether differences between the thought worlds of marketing and sales are deleterious or beneficial. This paper empirically investigates various facets of thought world differences and their effects on various outcomes. It confirms that differences generally hamper the cooperation between marketing and sales which leads to a lower market performance of the business unit. However, some facets of thought world differences enhance the market performance of the business through a direct effect that outweighs the negative effect mediated by the quality of marketing and sales cooperation: Market performance is enhanced if one side plays the customers' advocate while the other plays the products' advocate. Market performance is also enhanced if one side plays the advocate of short-term considerations while the other plays the advocate of long-term considerations. In contrast, differences between marketing and sales in regard to product knowledge and interpersonal skills are deleterious to market performance. Thus, the kind of difference makes a difference.

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Defending and Extending Difference Score Methods

Cited by 111 publications

References 0 publications

Managerial self-awareness in high-performing individuals in organizations.

Managerial self-awareness in high-performing individuals in organizations.

Personality traits and marital satisfaction within enduring relationships

The Thought Worlds of Marketing and Sales: Which Differences Make a Difference?

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