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عنوان فارسی مقاله:
مزایا و محدودیت های استفاده از فراتحلیل در پژوهش مدیریت منابع انسانی
عنوان انگلیسی مقاله:
The Advantages and Limitations of Using Meta-analysis in Human Resource Management Research
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مقدمه انگلیسی مقاله:
1. Introduction
Interest in understanding behavior in organizations can be traced to Aristotle's discussion of leadership in the 4th century BCE, and many of the books written on organizations in the late 1800s (e.g., Max Weber's book on “The Protestant Ethic and the Spirit of Capitalism”, 1864). However, most of the empirical research in Human Resource Management (HRM) and Organizational Behavior (OB) emerged with Frederick Taylor's Scientific Management Theory in the early 1900s (Taylor, 1914). Subsequently, we have amassed a considerable amount of research on a wide range of theories and topics (e.g., motivation, job design, compensation, job attitudes, leadership, selection). Given the large number of empirical studies in our field, researchers have started combining the results of research in order to assess the degree to which research supports our theories, and enhances our understanding of behavior in organizations. For example, researchers are increasingly using meta-analysis to aggregate the results of empirical studies on key organizational phenomena (e.g., recruitment, selection, training, job attitudes). Meta-analysis can be defined as a set of statistical procedures designed to accumulate research results across studies in order to estimate the relations between variables in the population as a whole (Glass, 1977). A key assumption of this approach is that each study provides an estimate of the relation between variables in the population, and when results across studies are aggregated, we gain a better estimate of the relation in the population than if we used only a single study (Bobko & Stone-Romero, 1998). Meta-analyses have been conducted primarily in the social sciences, especially psychology, but are also widely used in biology and medicine. To date, HRM and OB (hereinafter referred to as HRM) researchers published meta-analyses on a number of important topics including (a) recruitment and job choice (e.g., Kristof-Brown, Zimmerman, & Johnson, 2005; McEvoy & Cascio, 1985, (b) selection and assessment (e.g., Barrick & Mount, 1991; Ones, Dilchert, Viswesvaran, & Judge, 2007), (c) training, (e.g., Alliger, Tannenbaum, Bennett, Traver, & Shotland, 1997; Bennett, Edens, & Bell, 2003), (d) performance appraisal (e.g., Harris & Schaubroeck, 1998), and (e) compensation (e.g., Judge, Piccolo, Podsakoff, Shaw, & Rich, 2010; Williams, McDaniel, & Nguyen, 2006). Apart from these topics, articles have also presented results of meta-analyses on HR Strategy, turnover, and other organizational outcomes (e.g., Combs, Liu, Hall, & Ketchen, 2006; Griffeth, Hom, & Gaertner, 2000). Moreover, some recent articles conveyed results of meta-analyses on issues associated with diversity and unfair discrimination in the employment process (e.g., Hosoda, Stone-Romero, & Coats, 2003; Oswald, Mitchell, Blanton, Jaccard, & Tetlock, 2013). Researchers also published a number of articles on methods issues associated with meta-analysis (e.g., Aguinis, Pierce, Bosco, Dalton, & Dalton, 2014; Bobko & Stone-Romero, 1998; Schmidt & Hunter, 2014; Spector, 2006). Given the widespread use of meta-analysis in our field, the primary purposes of this special issue are to advance research in the field of HRM by (a) presenting reviews of the existing meta-analyses in our field, and suggesting topics for future metaanalyses, (b) relaying the results of meta-analysis on several key topics (e.g., work-related stress, collective turnover, employee engagement, the relation between HR practices and organizational performance), and (c) considering strategies that can be used to improve the methods for conducting meta-analysis. Thus, in the sections that follow we discuss the advantages and limitations of using meta-analysis to accumulate the results of empirical research, and provide an overview of the articles in the special issue. It merits noting that our review of the advantages and limitations of meta-analysis is not meant to be exhaustive, and includes only a cursory evaluation of the issues. More thorough reviews of the benefits and shortcomings of this method can be found in Bobko and Stone-Romero (1998), Murphy (2017), and Ones, Viswesvaran, & Schmidt (2017).
کلمات کلیدی:
How Does Human Resource Management Influence Organizational ... amj.aom.org/content/55/6/1264.abstract by K Jiang - 2012 - Cited by 547 - Related articles Dec 1, 2012 - A Meta-analytic Investigation of Mediating Mechanisms ... model, this meta-analysis examined the effects of three dimensions of HR ... The Application of the Multilevel Paradigm in Human Resource Management-Outcomes Research: ... with Employee Well-being at Workplace: A New Dimension for HRM ... The human resource management performance link - Staff satisfaction ... https://www.ncbi.nlm.nih.gov › NCBI › Literature › Bookshelf by M Powell - 2014 It was noted in Chapter 1 that the search for causal links between HRM and ... 1990s when the empirical analyses of HRM and performance started to appear, with the ... For example, Combs et al. claim that the results of their meta-analysis (that ... research provides evidence that 'HRM does matter', but the relationships are ... Human resource management practices and organizational ... www.emeraldinsight.com/doi/full/10.1108/JOEPP-03-2016-0028 by J Delery - 2016 - Cited by 4 - Related articles According to this perspective, HRM practices must fit with one another, and desired .... While that meta-analysis supports the basic premise that skill-enhancing, .... While most strategic HRM research measures a large number of practices and ... Ad HR & People Analytics Software - Workforce Analytics Tools Adwww.stratifyd.com/people/Analytics(704) 215-4955 Stratifyd is a leader in CX Data Analytics & Voice of Customer Analysis Software Contact UsProductSolutionsRequest a Demo Searches related to Using Meta-analysis in Human Resource Management Research human resource management journal articles pdf human resource management journals free download human resource management research paper topics human resource management review sciencedirect sci hub
