Empirical research in HRM has focused on such issues as recruiting,
testing, selection, training, motivation, compensation, and
employee well-being. A review of the literature on these and other
topics suggests that less than optimal methods have often been used
in many HRM studies. Among the methods-related problems are using
(a) measures or manipulations that have little or no construct
validity, (b) samples of units (e.g., participants, organizations)
that bear little or no correspondence to target populations, (c)
research designs that have little or no potential for supporting
valid causal inferences, (d) samples that are too small to provide
for adequate statistical power, and (e) data analytic strategies
that are inappropriate for the issues addressed by a study. As a
result, our understanding of various HRM phenomena has suffered and
improved methods may serve to enhance both the science and practice
of HRM. In view of the above, the purpose of this volume of
Research in Human Resource Management is to provide basic and
applied researchers with resources that will enable them to improve
the internal validity, external validity, construct validity, and
statistical conclusion validity of research in HRM and the related
fields of industrial and organizational psychology, and
organizational behavior. Sound research in these fields should
serve to improve both science and practice. With respect to
science, support for a theory hinges on the validity of research
used to support it. In addition, the results of valid research are
essential for the development and implementation of HRM policies
and practices. In the interest of promoting valid research-based
inferences in HRM research, the chapters in this volume identify a
wide range of methods-related problems and offer recommendations
for dealing with them. Chapters in it address such HRM
research-related topics as neglected research issues, causal
inferences in research, heteroscedasticity in research, range
restriction in research, interrater agreement indices, and
construct validity issues in measures of such constructs as job
performance, organizational politics, and safety climate.
General
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