A tutorial on Bollen and Brand's approach to modeling dynamics while attending to dynamic panel bias.

Recent studies demonstrate that when researchers are interested in dynamics they are better off using a statistical model described in Bollen and Brand (2010) rather than the often employed random-coefficient or multi-level model (Moral-Benito et al., 2019; Xu et al., 2020).

Twilight of dawn or of evening? A century of research methods in the Journal of Applied Psychology.

We offer a critical review and synthesis of research methods in the first century of the Journal of Applied Psychology. We divide the chronology into 6 periods. The first emphasizes the first few issues of the journal, which, in many ways, set us on a methodological course that we sail to this day, and then takes us through the mid-1920s.

A cautionary note on modeling growth trends in longitudinal data.

Random coefficient and latent growth curve modeling are currently the dominant approaches to the analysis of longitudinal data in psychology. The application of these models to longitudinal data assumes that the data-generating mechanism behind the psychological process under investigation contains only a deterministic trend. However, if a process, at least partially, contains a stochastic trend, then random coefficient regression results are likely to be spurious.

A multilevel model of minority opinion expression and team decision-making effectiveness.

The consideration of minority opinions when making team decisions is an important factor that contributes to team effectiveness. A multilevel model of minority opinion influence in decision-making teams is developed to address the conditions that relate to adequate consideration of minority opinions. Using a sample of 57 teams working on a simulated airport security-screening task, we demonstrate that team learning goal orientation influences the confidence of minority opinion holders and team discussion.

The moderating effects of performance ambiguity on the relationship between self-efficacy and performance.

Recent research (e.g., Vancouver & Kendall, 2006; Vancouver, Thompson, Tischner, & Putka, 2002; Vancouver, Thompson, & Williams, 2001) has challenged the conventional view of self-efficacy as a positive influence on performance, finding a negative within-person relationship between self-efficacy and performance.

A tale of two tasks: reversing the self-regulatory resource depletion effect.

This research examined the self-regulatory depletion model (e.g., M.

What to do? The effects of discrepancies, incentives, and time on dynamic goal prioritization.

This study examined factors that influence the dynamic pursuit of multiple goals over time. As hypothesized, goal-performance discrepancies were significantly related to subsequent time allocation. Greater distance from a given goal resulted in greater time subsequently allocated to that goal.

Using experiential techniques for staff development: liking, learning, and doing.

Experiential techniques, such as role plays and simulations, are recommended to achieve nursing home staff training and development objectives. Experiential techniques can be customized to match the learning styles and preferences of all levels of nursing staff. Nursing staff's reactions to and benefits from such techniques are a necessary first step in the evaluation of a skills training program.

A motivated action theory account of goal orientation.

Rapid organizational change is increasing the pressure on employees to continually update their skills and adapt their behavior to new organizational realities. Goal orientation is a promising motivational construct that may explain why some individuals adapt to change better. Unfortunately, the current goal orientation literature is in a state of conceptual and methodological disarray.

A multiple-goal, multilevel model of feedback effects on the regulation of individual and team performance.

When working as a member of a team, individuals must make decisions concerning the allocation of resources (e.g., effort) toward individual goals and team goals.

Postintervention focus groups: toward sustaining care.

This study examined whether effects of person-centered care and person-centered mentoring were sustained postintervention from the perspective of long-term care nursing staff. Separate focus groups for administration, nurse mentors, and certified nursing assistants (CNAs) were used to assess perception of change in behaviors. CNAs sustained person-centered care skills on the job while nurse mentors experienced less change.

Climate perceptions matter: a meta-analytic path analysis relating molar climate, cognitive and affective states, and individual level work outcomes.

Although workplace climate has been extensively studied, the research has not led to firm conclusions as to its relationship with individual level work outcomes. The authors used C. Ostroff's (1993) taxonomy to organize dimensions labeled as workplace climate and then used meta-analytic techniques to test a path analytic model.

The use of impression management tactics in structured interviews: a function of question type?

This study investigated impression management tactic use during structured interviews containing both experience-based and situational questions. Specifically, the authors examined whether applicants' use of impression management tactics depended on question type. Results from 119 structured interviews indicated that almost all of the applicants used some form of impression management.

Combining effect size estimates in meta-analysis with repeated measures and independent-groups designs.

When a meta-analysis on results from experimental studies is conducted, differences in the study design must be taken into consideration. A method for combining results across independent-groups and repeated measures designs is described, and the conditions under which such an analysis is appropriate are discussed. Combining results across designs requires that (a) all effect sizes be transformed into a common metric, (b) effect sizes from each design estimate the same treatment effect, and (c) meta-analysis procedures use design-specific estimates of sampling variance to reflect the precision of the effect size estimates.

The Assessment of Goal Commitment: A Measurement Model Meta-Analysis.

Goals are central to current treatments of work motivation, and goal commitment is a critical construct in understanding the relationship between goals and performance. Inconsistency in the measurement of goal commitment hindered early research in this area but the nine-item, self-report scale developed by Hollenbeck, Williams, and Klein (1989b), and derivatives of that scale, have become the most commonly used measures of goal commitment. Despite this convergence, a few authors, based on small sample studies, have raised questions about the dimensionality of this measure.