Regression Surface Analysis Research Articles

Shedding light on the effects of supportive techniques on nonverbal synchrony and their moderators in psychotherapy for depression

Objective: Accumulating research demonstrates the importance of utilizing supportive techniques in psychotherapy; however, little is known about therapeutic processes that are set in motion following the use of supportive techniques. The present study examined the effects of supportive techniques on nonverbal synchrony, both at the sample level and at the individual differences level. Method: The sample consisted of 86 patients from a randomized controlled trial for treatment of depression. Supportive techniques were rated by patients and therapists after every session, and nonverbal synchrony was quantified by motion energy analysis (MEA) for each session. The ability of supportive techniques to predict subsequent nonverbal synchrony was examined using polynomial regression and response surface analysis. Results: The findings suggest that, at the sample level, greater use of supportive techniques was a significant predictor of subsequent higher levels of nonverbal synchrony. At the individual differences level, this effect was significant for patients with low levels of depression severity and personality disorders, yet not significant for patients with high levels. Conclusion: The present study demonstrates that greater use of supportive techniques in treatment may facilitate a process that manifests as higher levels of synchrony, especially for patients with lower levels of personality disorders and depression.

How Dose Prosocial Motivation Congruence Frontline Followers’ Service Quality:A P-E Fit Perspective

Based on P-E fit theory and research on goal congruence, the current research analyzed the relationship of leader-follower congruence in prosocial motivation and follower’s service quality in hospitality organizations. It further explored how leader-follower congruence in prosocial motivation influenced follower’s service quality. We conducted a field study to get a sample of 176 leader-follower dyads from a large-sized hotel in China. All the theoretical hypothesis was tested with polynomial regression and response surface analysis. The results indicated that leaders and followers in the congruent dyads with high prosocial motivation lead to higher levels of service quality than those in the congruent dyads with low or moderate prosocial motivation. Interestingly, we also found that service quality is higher when followers’ prosocial motivation is lower than leaders’ rather than when leaders’ prosocial motivation is lower than followers. Additionally, leader-follower congruence in prosocial motivation had an indirect effect on service quality through followers’ task proactivity. Our research sample is a mature team data collected in China with a high collectivist culture, which may affect the stability and universality of the results. Future studies can also examine the influence of the congruence of prosocial motivation on service quality according to the different dimensions of prosocial motivation in different cultural contexts. Hospitality organizations should pay more attention to the importance of leader-follower congruence in prosocial motivation. Leaders should strengthen communication and feedback with followers to enhance mutual understanding, and prosocial motivation can be an important reference indicator for recruitment, promotion and corporate training. These findings highlight the pivotal role played by leaders in promoting followers’ service quality, and provide deeper comprehension into the role of prosocial motivation congruence between leaders and followers in influencing followers’ service quality.

Theoretical and Empirical Insights into Management Research Using Polynomial Regression

Polynomial regression and response surface analysis (Edwards & van Harrison, 1993) was first introduced to management research nearly 30 years ago. Presented as an alternative to difference scores, researchers have adopted this methodology to visually present and statistically test the effects of fit and misfit proposed by theory. Since the advent of polynomial regression in management, it continues to prove itself as a useful and meaningful way to test and represent theory. The papers in this symposium present theoretical and empirical insight into abusive supervision, impression management, prosocial behavior, and supervisors’ psychological contracts by using polynomial regression. The objective of this symposium is to showcase polynomial regression’s utility, highlight theoretical and empirical contributions, and to stimulate new questions with Dr. Jeff Edwards serving as a discussant. A Polynomial Regression Approach to the Effect of Abusive Supervision Inconsistency Presenter: Seoin Yoon; Texas A&M U., College Station Presenter: Joel Koopman; Texas A&M U. Presenter: Nikolaos E. Dimotakis; Oklahoma State U. Presenter: Tanja R. Darden; Towson U. Presenter: Juanita Kimiyo Forrester; Mercer U. Presenter: Lauren Simon; U. of Arkansas Presenter: Bennett J. Tepper; Ohio State U. Presenter: Lindie Hanyu Liang; Wilfrid Laurier U. Presenter: Dan Ni; School of Economics and Management Tsinghua U. Presenter: Douglas J. Brown; U. of Waterloo The Effects of Person-Supervisor Goal Misfit on Impression Management Behavior Presenter: David Walter Sullivan; U. of Houston Presenter: Tyler Sabey; Texas A&M U. Presenter: Murray R. Barrick; Texas A&M U. Presenter: Erica Studer-Byrnes; U. of Florida Too Much of a Good Thing? Prosocial Fit Predicting Job Satisfaction and Pride Presenter: Anna Maria Zabinski; Oklahoma State U. Presenter: Lisa Schurer Lambert; Oklahoma State U. Presenter: Abbey Davis; Oklahoma State U. Presenter: Nicklaus Hayden; Oklahoma State U. Presenter: Cassidy Creech; Utah State U. A Psychological Contracts Perspective of Supervisors’ Satisfaction with Subordinates Presenter: Tanja R. Darden; Towson U. Presenter: Paata Brekashvili; Caucasus U. Presenter: Lisa Schurer Lambert; Oklahoma State U. Presenter: Ryan Phillip Currie; Abraham Baldwin Agricultural College Presenter: Greg Hardt; Xavier U.

Shadows of the Past: How Prior Experiences Shape Employees’ Reactions to Current Leadership

Although it is typical that employees encounter multiple supervisors during their careers, little is known about how employees’ experiences with prior supervisors shape their reactions to their current supervisor’s leadership. The present study examines how (in)congruences between current and prior supervisors’ task-oriented leadership as well as laissez-faire leadership relate to an employee’s trust in the current supervisor. Using polynomial regression and response surface analyses in a time-lagged sample of 159 employees, we find that incongruence between current and prior supervisors’ laissez-faire leadership reduces an employee’s trust in the current supervisor. This incongruence effect is particularly pronounced if the current supervisor exhibits laissez-faire leadership to a greater extent than the prior supervisor did, but it also holds if the current supervisor shows less laissez-faire leadership than the prior supervisor. For task-oriented leadership, by contrast, we do not find a similar pattern of incongruence effects; a current supervisor’s task-oriented leadership is positively associated with employees’ trust, regardless of the prior supervisor’s respective behavior. In sum, these findings provide new insights into how “shadows of the past” may shape an ongoing supervisor-employee relation.

Leveraging interorganizational governance for bridging responses to supply chain disruptions: a polynomial regression analysis

PurposeDrawing on the transactional cost economics (TCE) perspective, we aim to investigate the effects of the balance and imbalance between contractual and relational governance on a firm's bridging responses to supply chain disruptions. By adopting the institutionally contingent perspective, we further examine the moderating effect of cultural distance on the relationship between governance mechanisms and bridging responses.Design/methodology/approachBased on data collected from 183 firms in China, we use polynomial regression and response surface analyses to test our research model.FindingsThe bridging responses increase along with an increasing balance level between contractual and relational governance and decrease along with an increasing imbalance level between contractual and relational governance. Moreover, the positive effect of balance between contractual and relational governance is strengthened by a large cultural distance. We also find that a large cultural distance amplifies the negative effect of the combination of high relational governance and low contractual governance yet weakens that of the combination of high contractual governance and low relational governance.Originality/valueOur study provides nuanced insights into the effects of the balance and imbalance between contractual and relational governance on bridging responses and into the cultural boundary conditions under which these effects vary.

A Cultural Value Congruence Approach to Organizational Embeddedness

Abstract. Drawing on the person–organization fit theory, we investigate how the value congruence between employees’ collectivist values and their perception of organizational collectivism influences organizational embeddedness. Based on a survey of 515 working adults, the polynomial regression and response surface analysis results support that embeddedness is highest in the presence of both high individual and organizational collectivism. Additionally, the smaller the discrepancy between the two perceptions, the more embedded the employees. Our study contributes to the cultural perspectives in the organizational embeddedness research by theorizing and measuring the impact of collectivism at the individual level. The findings also contribute to the person–organization fit theory by identifying a value congruence approach to organizational embeddedness.

Perceived social loafing congruence between leaders and members: Effect on performance

I measured social loafing as perceived by leaders and members independently, and assessed the effect of each party's perception of members' social loafing on the leader–member exchange relationship, in-role performance, organizational citizenship behavior, and knowledge-sharing behavior. Participants were 333 leader–member dyads from 12 organizations in South Korea, and data were collected in two waves. I performed polynomial regression and response surface analyses and tested the mediating effect of leader–member exchange. As hypothesized, perceived social loafing congruence had a direct effect on leader–member exchange, and an indirect effect via leader–member exchange on in-role performance, organizational citizenship behavior, and knowledge-sharing behavior. Theoretical and practical implications of congruence in perceptions of social loafing are discussed.

Employees perceptions of non‐monetary recognition practice and turnover: Does recognition source alignment and contrast matter?

AbstractNonmonetary recognition originates from various sources (distal and proximal) and research has yet to examine the interplay among them. Results of a 2‐year time‐lagged study (N = 221), employing polynomial regression and response surface analysis, revealed that when distal organisational nonmonetary recognition is aligned with recognition from proximal sources, employees had lower turnover intentions and, indirectly, were less likely to quit 2 years later. For the most part, these relationships do not differ significantly based on the level at which alignment of distal and proximal recognition occurs. In terms of contrasts, when distal recognition exceeds the level of proximal recognition from the supervisor, turnover intentions are higher. For other proximal sources (co‐workers, physicians and patients), turnover intentions were higher irrespective of the type of contrast. This study adds to the strategic HRM literature by showing that contrasts between distal and proximal recognition undermine HR practice perception and employees' organisational attachment.

Supply chain flexibility fit and green practices: evidence from the event industry

PurposeAs the event industry is supported by a wide range of suppliers that provide different products and services, all these partners in the supply chain can play a crucial role in green practices. The industry needs to have a sufficient degree of supply chain flexibility to cater to the demands in today’s dynamic environment and the flexibility in the supply chain will help event businesses to be sustainable. This study aims to explore the role of the supply chain flexibility fit between event planner’s requirements and supplier offerings on the implementation of green practices. The study also attempted to provide insights into the adoption of green event practices by identifying the moderating roles of green organization image and public pressure.Design/methodology/approachData analysis was conducted based on 207 useable responses from event planners. Polynomial regression and response surface analysis were performed to verify the hypothesized relationships. Additionally, hierarchical regression analysis was used to test the moderating effects of green organization image and public pressure on the proposed relationships.FindingsResults revealed that product flexibility fit was positively related to green practices; however, such effect was not found in the volume flexibility fit model. Findings also showed that public pressure significantly improved the positive effect of product flexibility fit on green practices. However, the green organization image was found to have no significant moderating effect.Practical implicationsThe adoption of green practices requires well-designed collaboration among supply chain partners. This study offers empirical evidence regarding the importance of achieving product flexibility fit between event planners’ requirements and supplier offerings when conducting green practices. The findings provide useful implications that can be applied for successful green event management.Originality/valueDespite the significance and relevance of the topic, barely any study has been conducted to assess supply chain flexibility and its relationship with green event practices. The study adopted resource orchestration theory to examine the role of supply chain flexibility on green event practices by focusing on the planner-supplier flexibility fit. A number of implications regarding supply chain management and future research are identified.

Educational leadership and innovative teaching practices: a polynomial regression and response surface analysis

PurposeThis study explores the factors that explain the adoption of innovative teaching practices within schools and how this is determined by the different perceptions of principals and teachers.Design/methodology/approachThe authors use the self-other agreement to measure the difference between the principal and teachers' rating based on the responses of 255 principals and 10,415 teachers, applying polynomial regression with surface analysis to examine the in-agreement/disagreement of self- and other-ratings.FindingsResults indicate that schools where principals and teachers agree on the level of collaborative culture, learning climate, professional development and instructional leadership are associated with higher innovative teaching practices, creating opportunities for stimulating learning environments. In addition, the adoption of innovative professional practices is more likely to result when there is disagreement with teacher over-rating the factors.Practical implicationsIt has practical implications for developing strategies aimed at encouraging the implementation of innovative teaching practices among teachers and it extends the research on teachers' professional practices by using self-other agreement data collection method and surface analysis.Originality/valueThe vast collection of data provide a unique investigation opportunity of the effects of collaborative culture, learning climate, professional development and instructional leadership on innovative teaching in Italy.

Congruence about working alliance in Chinese context: The moderating effect of therapists' self-efficacy and the relationship between congruence and psychotherapy outcome.

The present study was conducted to (a) identify the clients and therapists' perceptual directional discrepancy and temporal congruence in different aspects of working alliance (i.e., goals/tasks and bond), (b) examine the moderating effect of therapists' client-specific self-efficacy on the directional discrepancy and congruence, (c) clarify the relationship between specific working alliance aspects congruence and the next-session symptom, and (d) test the relationship between the congruence of goals/tasks or bond and the psychotherapy outcome under different levels of therapists' self-efficacy. Clients (n = 87, 80.9% female, average age = 21.78 [1.90]) and therapists (n = 43, 65% female) in a Chinese university mental health center evaluated the working alliance session by session. Clients self-reported session-level symptom severity were assessed at the beginning of every session and therapists' self-efficacy for a specific client were assessed at the end of the first session. The truth-and-bias approach was used to analyze the perceptual directional discrepancy and temporal congruence in goals/tasks and bond, and examine the moderating effect of therapists' self-efficacy. Multilevel polynomial regression and response surface analysis were used to clear the relationship between congruence/incongruence and client symptom level in the next session. (a) Clients and therapists temporally agreed on both the goals/tasks and bond dimensions of the working alliance. Averagely, therapists tended to rate goals/tasks agreement lower than clients but did not rate more or less intense bond than clients. (b) Therapists with low or medium self-efficacy for specific client underrated goals/tasks and bond more than therapists with high client-specific efficacy, and among the therapist-client dyads, the higher therapists' client-specific self-efficacy, the higher temporal congruence in bond rather than goals/tasks. (c) For both goals/tasks and bond, when clients and therapists were in agreement, client symptoms decreased as the congruent combinations of therapists' and clients' goals/tasks increased. Clients' symptom level increased more sharply as the degree of discrepancy increases for goals/tasks, not affected by the direction. (d) However, for therapists with high client-specific self-efficacy, their underestimations were more associated with the less severe next-session symptoms of their clients than their overestimations. This association was not found among clients whose therapists' self-efficacies for them were low. The findings provide a deeper insight into the congruence of the working alliance. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Attending to the intersectionality and saliency of clients' identities: A further investigation of therapists' multicultural orientation.

Psychotherapy clients often hold multiple and varied cultural identities, and it is important for therapists to attend to the intersectionality of clients' cultural identities, as well as the saliency of these identities. However, to date, few studies have considered the saliency of clients' multiple identities and how this may impact clients' perceptions of cultural processes in therapy. Therefore, this study utilized polynomial regression and response surface analysis to operationalize and examine congruent and discrepant effects between the saliency of clients' multiple identities and their perceptions of their therapists' cultural humility and cultural missed opportunities. Data for this study consisted of 87 clients who received individual counseling services at either a university counseling center or training clinic at two large universities in the United States. As hypothesized, results indicated significant discrepant effects between the saliency of clients' first and second most important cultural identities and perceptions of their therapists' cultural humility and cultural missed opportunities. Specifically, clients' ratings of their therapist's cultural missed opportunities were lowest when they reported either a) high saliency of cultural identity one and low saliency of cultural identity two, or b) low saliency of cultural identity one and high saliency of cultural identity two. Similarly, clients' ratings of their therapist's cultural humility were highest when they reported either a) high saliency of cultural identity one and low saliency of cultural identity two, or b) low saliency of cultural identity one and high saliency of cultural identity two. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Congruence and discrepancy in migrant children's and mothers' perceived discrimination: Using response surface analysis to examine the effects on psychological distress.

New migrants from Mainland China to Hong Kong have faced increased discrimination from local Hong Kongers, which may have negative impacts on their adjustment and mental health. Guided by the family systems theory, we tested the dyadic effects of perceived discrimination levels among migrant children and mothers on their psychological distress in a sample of 200 child-mother pairs who migrated from Mainland China to Hong Kong. Using polynomial regression and response surface analyses, we found that when children's and mothers' reports of perceived discrimination showed congruence, higher levels of perceived discrimination were positively associated with both children's and mothers' psychological distress. In addition, when children's and mothers' reports of perceived discrimination were discrepant, higher levels of perceived discrimination among children compared with mothers were associated with increased psychological distress for children, and higher levels of perceived discrimination among mothers compared with children were associated with increased psychological distress for mothers. By using a dyadic approach, our study advances the understanding of the degree to which child-mother congruence and the direction of discrepancies in perceived discrimination contributes to children's and mothers' psychological distress. These findings have implications for the design of psychological distress-reduction intervention programs in the context of discrimination among migrant pairs.

It is autonomous, not controlled motivation that counts: Linear and curvilinear relations of autonomous and controlled motivation to school grades

Can controlled motivation contribute to desired educational outcomes such as academic achievement over and above autonomous motivation? No, According to Self-Determination Theory. Yet, some recent findings have shown that controlled motivation may not fully undermine motivated behavior when autonomous motivation remains high. In this study, we tested this possibility through two different samples of more than 3000 Turkish adolescent students. Through polynomial regression and response surface analyses we found only slim evidence that high controlled motivation can predict higher grades. Instead, a consistent finding that emerged was that higher grades were expected when high levels of autonomous motivation coincided with low levels of controlled motivation rather than high levels of controlled motivation. These findings highlight the usefulness of polynomial regressions and response surface analyses to examine pertinent questions which challenge the view that controlled motivation may not be as much detrimental as self-determination theory claims to be.

How Nonlocal Entrepreneurial Teams Achieve Sustainable Performance: The Interaction between Regional Entrepreneurial Ecosystems and Organizational Legitimacy

Nonlocal entrepreneurship plays an important role in promoting regional economic development. The purpose of this paper is to discuss the influence of the subjective and objective factors (organizational legitimacy and regional entrepreneurial ecosystem) of nonlocal entrepreneurship on its sustainable performance and boundary conditions. Through the analysis of 608 questionnaires of 237 teams at different times, the following conclusions are drawn: First, we find that entrepreneurial ecosystems and organizational legitimacy effectively promote nonlocal entrepreneurial teams’ sustainable performance, and strategic flexibility has positive moderating effects on this relationship. Secondly, through polynomial regression and response surface analysis, we find that the interaction between entrepreneurial ecosystems and organizational legitimacy has a positive impact on sustainable performance. Specifically, compared with the inconsistent status of entrepreneurial ecosystems and organizational legitimacy, the sustainable performance is higher under a consistent status. Compared with the low consistency status of entrepreneurial ecosystems and organizational legitimacy, the sustainable performance in the high consistency status is higher. Therefore, we suggest that the government, universities, and enterprises should build entrepreneurial ecosystems to promote the sustainability of nonlocal entrepreneurial teams. For nonlocal entrepreneurial teams, organizational legitimacy and strategic flexibility should be enhanced. The presented research adds to the literature by integrating subject and object factors (organizational legitimacy and regional entrepreneurial ecosystem), which has important theoretical significance.

Proactive personality congruence and creativity: a leader identification perspective

PurposeDrawing upon the social identity approach, this research examines whether and how leader–subordinate congruence at high levels of proactive personality facilitates subordinate creativity.Design/methodology/approachTwo different data sets (Study 1:N = 205; Study 2:N = 222) were collected from leader–subordinate dyads in China to provide stronger empirical evidence regarding our hypotheses. Polynomial regression and response surface analyses were used to test our predictions.FindingsSubordinate creativity in the scenario in which the leader and subordinate shared a highly proactive personality (i.e. high–high congruence) was higher than that in the incongruence or low–low congruence scenario. The subordinate's identification with the leader mediated the above relationships such that the indirect relationship between leader–subordinate proactive personality and subordinate creativity via identification with the leader was maximized in the high–high congruence scenario.Practical implicationsThe findings suggest that organizations should consider selecting both highly proactive leaders and highly proactive subordinates to facilitate the subordinates' identification and subsequent creativity.Originality/valueThis research highlights the crucial role of leader–subordinate congruence in strong proactive personality for the promotion of creativity and reveals that identification with the leader accounts for the above relationship.

Leader‐Follower Congruence in Need for Achievement and Work Outcomes: The Mediating Role of Leader‐Member Exchange

While several studies have investigated the effect of employees’ need for achievement on their work‐related outcomes, how leader‐follower congruence in need for achievement is related to critical workplace outcomes remains underexplored. Integrating person‐environment theory and similarity‐attraction theory, this study investigated the influences of leader‐follower congruence in need for achievement on followers’ job performance and job well‐being through the mediating effect of leader‐member exchange (LMX). Using cross‐level polynomial regression and response surface analysis to analyze the data from 391 leaders and 1,124 followers, we found that leader‐follower congruence in need for achievement had a positive effect on followers’ job performance and job well‐being though the mediating role of LMX. The theoretical and managerial implications are further discussed.

The (in)Congruence Effect of Authoritative-Benevolent Leadership

Drawing on the two-wave data of 336 employees, we adopt Latent Polynomial Regression and Response Surface Analysis to test the congruence/asymmetrical incongruence effect of authoritative and benevolent leadership on employees’ thriving at work. Utilizing a paradox perspective, our results show that authoritative and benevolent leadership can be synergistically combined which enable leaders to manage these two contradicting roles in paternalistic leadership. We found that the congruence effect of authoritative and benevolent leadership on employees’ thriving at work becomes greater than the sum of their individual impacts. Moreover, the most positive effects on leader-member exchange (LMX) is achieved at the simultaneous maximization of authoritative and benevolent leadership, rather than pursuing a balance or middle ground of the two leadership styles. Third, LMX mediates the impact of (in)congruence between authoritative and benevolent leadership on employee thriving at work. Discussion and limitation are provided.

Are We All in the Same Boat? Congruence Effects of HPWS for Leaders and Followers

Drawing on HR strength theory, this study suggests that HPWS congruence between leaders and followers is an important construct in explaining additional variance in team outcomes over and above the effects of HPWS intensity. Employing polynomial regression and response surface analysis on time-lagged data gathered from 436 service teams, we found that the team climate for service is influenced by the degree of congruence between HPWS for leaders and followers. Results also revealed that team climate is higher when the congruence effect occurs at a high level rather than a low level. Furthermore, we found that incongruence of HPWS led to an asymmetric effect on team climate such that the incongruence effect was stronger when HPWS for followers was greater than HPWS for leaders. Lastly, the results show that team climate mediates the relationship between HPWS congruence and team process and team cohesion. We conclude that to fully understand the implications of HPWS, researchers should consider HPWS with respect to different employee groups.

Energy Crossover from Leader to Followers: A Time-lagged Study of the Effects of Energy Discrepancy and Leader-Member Exchange

This study investigates the effects of the difference between leaders’ and followers’ level of subjective energy on the change in subordinates’ energy one year later, and on customer-oriented citizenship behaviors. Building mainly on the crossover model, our time-lagged model also examines the moderating role of leader-member exchange. Results of polynomial regression and response surface analyses performed with a sample of 277 dyads in the retail sector indicate that the effect of the energy gap is asymmetrical, such that followers paired with a more energetic leader gain energy one year later, whereas those matched with less energetic leaders experience energy depletion. As expected, a high-quality relationship buffers the de-energizing effect of leaders with lower energy and augments the gain of energy triggered by more energetic leaders.