PLS-SEM: Prediction-oriented solutions for HRD researchers

IF 4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Amanda E. Legate, Joe F. Hair Jr, Janice Lambert Chretien, Jeffrey J. Risher
{"title":"PLS-SEM: Prediction-oriented solutions for HRD researchers","authors":"Amanda E. Legate,&nbsp;Joe F. Hair Jr,&nbsp;Janice Lambert Chretien,&nbsp;Jeffrey J. Risher","doi":"10.1002/hrdq.21466","DOIUrl":null,"url":null,"abstract":"<p>Structural equation modeling, often referred to as SEM, is a well-established, covariance-based multivariate method used in Human Resource Development (HRD) quantitative research. In some research contexts, however, the rigorous assumptions associated with covariance-based SEM (CB-SEM) limit applications of the method. An emergent complementary SEM approach, partial least squares structural equation modeling (PLS-SEM), is a variance-based SEM method that provides valid solutions and overcomes several limitations associated with CB-SEM. Despite PLS-SEM's increasing popularity in many social sciences disciplines, the method has yet to gain traction in the field of HRD. An accessible overview of the method, including potential advantages for HRD research and extant methodological advancements, is provided in this article with the goal of encouraging productive dialogue in the field of HRD surrounding the PLS-SEM approach. We present an emergent analytical tool for quantitative HRD research, offer practical guidelines for researchers to consider when selecting a SEM method, and clarify assessment stages and up-to-date evaluation criteria through an illustrative example.</p>","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"34 1","pages":"91-109"},"PeriodicalIF":4.0000,"publicationDate":"2021-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"35","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Resource Development Quarterly","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1002/hrdq.21466","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
引用次数: 35

Abstract

Structural equation modeling, often referred to as SEM, is a well-established, covariance-based multivariate method used in Human Resource Development (HRD) quantitative research. In some research contexts, however, the rigorous assumptions associated with covariance-based SEM (CB-SEM) limit applications of the method. An emergent complementary SEM approach, partial least squares structural equation modeling (PLS-SEM), is a variance-based SEM method that provides valid solutions and overcomes several limitations associated with CB-SEM. Despite PLS-SEM's increasing popularity in many social sciences disciplines, the method has yet to gain traction in the field of HRD. An accessible overview of the method, including potential advantages for HRD research and extant methodological advancements, is provided in this article with the goal of encouraging productive dialogue in the field of HRD surrounding the PLS-SEM approach. We present an emergent analytical tool for quantitative HRD research, offer practical guidelines for researchers to consider when selecting a SEM method, and clarify assessment stages and up-to-date evaluation criteria through an illustrative example.

PLS‐SEM:面向人力资源开发研究人员的预测解决方案
结构方程模型,通常被称为SEM,是一种完善的、基于协方差的多变量方法,用于人力资源开发(HRD)定量研究。然而,在某些研究背景下,与基于协方差的扫描电镜(CB-SEM)相关的严格假设限制了该方法的应用。一种新兴的互补SEM方法,偏最小二乘结构方程建模(PLS-SEM),是一种基于方差的SEM方法,它提供了有效的解决方案,并克服了与CB-SEM相关的几个限制。尽管PLS-SEM在许多社会科学学科中越来越受欢迎,但该方法尚未在人力资源开发领域获得关注。本文提供了该方法的概览,包括人力资源开发研究的潜在优势和现有方法的进步,目的是鼓励围绕PLS-SEM方法在人力资源开发领域进行富有成效的对话。我们提出了一种用于定量人力资源开发研究的新兴分析工具,为研究人员在选择扫描电镜方法时提供了实用指南,并通过举例说明阐明了评估阶段和最新的评估标准。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
求助全文
约1分钟内获得全文 求助全文
来源期刊
CiteScore
7.60
自引率
6.10%
发文量
19
期刊介绍: Human Resource Development Quarterly (HRDQ) is the first scholarly journal focused directly on the evolving field of human resource development (HRD). It provides a central focus for research on human resource development issues as well as the means for disseminating such research. HRDQ recognizes the interdisciplinary nature of the HRD field and brings together relevant research from the related fields, such as economics, education, management, sociology, and psychology. It provides an important link in the application of theory and research to HRD practice. HRDQ publishes scholarly work that addresses the theoretical foundations of HRD, HRD research, and evaluation of HRD interventions and contexts.
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
确定
请完成安全验证×
copy
已复制链接
快去分享给好友吧!
我知道了
右上角分享
点击右上角分享
0
联系我们:info@booksci.cn Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术官方微信