The empirical study of change has proven to be one of the most vexing challenges in organizational science. Fortunately, contemporary methodologies originating from developmental psychology may provide a potential solution and are consequently working their way into the literature. In particular, organizational researchers are increasingly employing variations of latent change score (LCS) models to address questions regarding change, development, and dynamics. Although these models may indeed be used to reliably study change, development, and dynamics, many studies utilizing these models—and published in premier outlets—are characterized by questionable methodological choices, improper modeling procedures, and suboptimal research designs. Thus, the purpose of the present article is to (a) provide a critical review of LCS models, (b) outline appropriate modeling procedures (with corresponding Mplus and R syntax), (c) compare and contrast LCS modeling with other analytical techniques, and (d) delineate best practices. Ultimately, we endorse the use of LCS models by organizational researchers interested in studying longitudinal phenomena. However, we also heed researchers to do so judiciously because their misuse may lead to their unwarranted rejection by the field.

对变化进行实证研究已被证明是组织科学中最棘手的挑战之一。幸运的是，起源于发展心理学的当代方法论可能提供了一种潜在的解决方案，因此正在将其方法运用于文献中。特别是，组织研究人员越来越多地采用潜在变更分数的变化（LCS）模型来解决有关变化，发展和动态的问题。尽管确实可以使用这些模型来可靠地研究变化，发展和动态，但许多利用这些模型的研究（并在主要出版物中发表）的特点是方法选择存在问题，建模程序不正确以及研究设计欠佳。因此，本文的目的是（a）对LCS模型进行批判性审查；（b）概述适当的建模过程（具有相应的Mplus和R语法）；（c）将LCS建模与其他分析技术进行比较和对比， （d）描述最佳做法。最终，我们支持对纵向现象感兴趣的组织研究人员对LCS模型的使用。然而，