INFERENCE PROBLEMS WITH HIERARCHICAL MULTIPLE REGRESSION-BASED TESTS OF MEDIATING EFFECTS

Mediating effects are often tested using hierarchical multiple regression (HMR) procedures. Typical of the HMR-based strategies is the very frequently cited and widely used procedure described by Baron and Kenny (1986). Unfortunately, there are several important problems with it. More specifically, as we demonstrate below, it: (a) is of virtually no value for buttressing claims of mediating effects for data from non-experimental research; (b) produces erroneous inferences about the existence of mediating effects for misspecified mediation models; and (c) is incapable of providing credible evidence of such effects in a large proportion of cases, even for properly specified mediation models. We detail a number of important implications of our analyses.

[1]  Geoffrey M. Maruyama,et al.  Basics of structural equation modeling , 1997 .

[2]  C. Pinder,et al.  Work Motivation in Organizational Behavior , 1997 .

[3]  Roger E. Kirk,et al.  Experimental design: Procedures for the behavioral sciences (3rd ed.). , 1995 .

[4]  Stephen A. Stumpf,et al.  Individual Exploration to Organizational Commitment or Withdrawal , 1984 .

[5]  J. Graham,et al.  Resistance-skills training and onset of alcohol use: evidence for beneficial and potentially harmful effects in public schools and in private Catholic schools. , 1995, Health psychology : official journal of the Division of Health Psychology, American Psychological Association.

[6]  J. M. Geringer,et al.  Self-management training for improving job performance: a field experiment involving salespeople. , 2000, The Journal of applied psychology.

[7]  D. A. Kenny,et al.  Correlation and causality , 1979 .

[8]  T. S. Bateman,et al.  A longitudinal analysis of the antecedents of organizational commitment. , 1984, Academy of Management journal. Academy of Management.

[9]  David Rogosa,et al.  A critique of cross-lagged correlation , 1980 .

[10]  T. Judge,et al.  Relationship of core self-evaluations to goal setting, motivation, and performance. , 2001, The Journal of applied psychology.

[11]  Lyman W. Porter,et al.  Managerial attitudes and performance , 1968 .

[12]  E. Pedhazur Multiple Regression in Behavioral Research: Explanation and Prediction , 1982 .

[13]  D. Freedman As Others See Us: A Case Study in Path Analysis , 1987 .

[14]  D. Birnbaum,et al.  Fitting Job Performance into Turnover Model: An Examination of the Form of the Job Performance-Turnover Relationship and a Path Model , 1993 .

[15]  David Hume A Treatise of Human Nature: Being an Attempt to introduce the experimental Method of Reasoning into Moral Subjects , 1972 .

[16]  Larry J. Williams,et al.  Antecedents and consequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods. , 1986 .

[17]  Timothy J. Vogus,et al.  Structuring for High Reliability: HR Practices and Mindful Processes in Reliability-Seeking Organizations , 2003 .

[18]  W. Shadish,et al.  Experimental and Quasi-Experimental Designs for Generalized Causal Inference , 2001 .

[19]  J. Slaughter,et al.  Black applicants' reactions to affirmative action plans: effects of plan content and previous experience with discrimination. , 2002, The Journal of applied psychology.

[20]  M. Korsgaard,et al.  Trust in the face of conflict: the role of managerial trustworthy behavior and organizational context. , 2002, The Journal of applied psychology.

[21]  L. Cronbach Statistical tests for moderator variables: flaws in analyses recently proposed , 1987 .

[22]  C. Collins,et al.  STRATEGIC HUMAN RESOURCE PRACTICES, TOP MANAGEMENT TEAM SOCIAL NETWORKS, AND FIRM PERFORMANCE: THE ROLE OF HUMAN RESOURCE PRACTICES IN CREATING ORGANIZATIONAL COMPETITIVE ADVANTAGE , 2003 .

[23]  L S Freedman,et al.  Sample size for studying intermediate endpoints within intervention trails or observational studies. , 1992, American journal of epidemiology.

[24]  R. Hauser,et al.  The Decomposition of Effects in Path Analysis , 1975 .

[25]  Simon S. K. Lam,et al.  The effects of job complexity and autonomy on cohesiveness in collectivistic and individualistic work groups: a cross‐cultural analysis , 2003 .

[26]  Yoav Vardi,et al.  Relationships between job, organization, and career commitments and work outcomes—An integrative approach , 1980 .

[27]  D. Wakefield,et al.  On the Causal Ordering of Job Satisfaction and Organizational Commitment , 1986 .

[28]  R. Darlington,et al.  Multiple regression in psychological research and practice. , 1968, Psychological bulletin.

[29]  N Cliff,et al.  Some Cautions Concerning The Application Of Causal Modeling Methods. , 1983, Multivariate behavioral research.

[30]  P. Holland Statistics and Causal Inference , 1985 .

[31]  William L. Hays,et al.  Statistics, 5th ed. , 1994 .

[32]  Duane T. Wegener,et al.  The problem of equivalent models in applications of covariance structure analysis. , 1993, Psychological bulletin.

[33]  I. Ajzen,et al.  Understanding Attitudes and Predicting Social Behavior , 1980 .

[34]  Gregory A. Bigley,et al.  Work Context and the Definition of self: How Organizational Care Influences Organization-Basei Self-Esteem , 2002 .

[35]  R. Landis,et al.  Moderated Multiple Regression Tests are Criterion Specific , 2000 .

[36]  Kenneth A. Bollen,et al.  Structural Equations with Latent Variables , 1989 .

[37]  A. S. C. Ehrenberg,et al.  Multivariate Correlational Analysis. , 1959 .

[38]  S. West,et al.  A comparison of methods to test mediation and other intervening variable effects. , 2002, Psychological methods.

[39]  Jacob Cohen,et al.  Applied multiple regression/correlation analysis for the behavioral sciences , 1979 .

[40]  Edward R. Kemery,et al.  Failure to detect moderating effects: Is multicollinearity the problem? , 1987 .

[41]  D. A. Kenny,et al.  Correlation and Causation. , 1982 .

[42]  J. D. Sherman,et al.  Failures to detect moderating effects with ordinary least squares-moderated multiple regression: Some reasons and a remedy. , 1986 .

[43]  Charles E. Lance,et al.  Examining the Causal Order of Job Satisfaction and Organizational Commitment , 1992 .

[44]  Brenda White,et al.  DEPARTMENT OF LABOR , 2006 .

[45]  Vaughn R. McKim,et al.  Causality in crisis? : statistical methods and the search for causal knowledge in the social sciences , 1998 .

[46]  Steven G. Rogelberg,et al.  Handbook of research methods in industrial and organizational psychology , 2004 .

[47]  R. Fisher FREQUENCY DISTRIBUTION OF THE VALUES OF THE CORRELATION COEFFIENTS IN SAMPLES FROM AN INDEFINITELY LARGE POPU;ATION , 1915 .

[48]  H. J. Arnold Moderator variables: A clarification of conceptual, analytic, and psychometric issues , 1982 .

[49]  J. Baum,et al.  STRATEGIC DECISION SPEED AND FIRM PERFORMANCE , 2003 .

[50]  Kyle Lewis,et al.  Integrating Justice and Social Exchange: The Differing Effects of Fair Procedures and Treatment on Work Relationships , 2000 .

[51]  D. Freedman From Association to Causation via Regression , 1997 .

[52]  E. F. Stone-Romero,et al.  Relative power of moderated multiple regression and the comparison of subgroup correlation coefficients for detecting moderating effects. , 1994 .

[53]  Lois E. Tetrick,et al.  A three-wave longitudinal analysis of the causal ordering of satisfaction and commitment on turnover decisions , 1989 .

[54]  M. Konovsky,et al.  Citizenship Behavior and Social Exchange , 1994 .

[55]  L. Shore,et al.  Job Satisfaction and Organizational Commitment in Relation to Work Performance and Turnover Intentions , 1989 .

[56]  M. Sobel Direct and Indirect Effects in Linear Structural Equation Models , 1987 .

[57]  D. A. Kenny,et al.  The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations. , 1986, Journal of personality and social psychology.

[58]  D. Currivan,et al.  The Causal Order of Job Satisfaction and Organizational Commitment in Models of Employee Turnover , 1999 .

[59]  R. D. Bock,et al.  Multivariate Statistical Methods in Behavioral Research , 1978 .

[60]  Jenny M. Hoobler,et al.  Justice, citizenship, and role definition effects. , 2001, The Journal of applied psychology.

[61]  Mark A. Huselid The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance , 1995 .

[62]  C. Williams Applied Multivariate Data Analysis (2nd Edition) , 2002 .

[63]  Susan M. Keaveney,et al.  Coping with organizational role stress: Intrinsic motivational orientation, perceived role benefits, and psychological withdrawal , 1993 .

[64]  F. M. Andrews,et al.  Detecting Causal Priorities in Panel Study Data , 1964 .

[65]  H. Blalock Causal Inferences in Nonexperimental Research , 1966 .

[66]  John P. Wanous,et al.  A CAUSAL-CORRELATIONAL ANALYSIS OF THE JOB SATISFACTION AND PERFORMANCE RELATIONSHIP. , 1973 .

[67]  David Rogosa,et al.  Casual Models Do Not Support Scientific Conclusions: A Comment in Support of Freedman , 1987 .

[68]  Meni Koslowsk A Longitudinal Analysis of Job Satisfaction, Commitment, and Intention to Leave , 1991 .

[69]  C. Lance Evaluation of a Structural Model Relating Job Satisfaction, Organizational Commitment, and Precursors to Voluntary Turnover. , 1991, Multivariate behavioral research.

[70]  S. Robinson Trust and Breach of the Psychological Contract , 1996 .