Research Methods in Human Resource Management and Organizational Behavior (F710374)
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Summary Research Methods in HRM and OB UGent
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Course
Research Methods in Human Resource Management and Organizational Behavior (F710374)
Institution
Universiteit Gent (UGent)
Summary of all the theory of the slides of the course "Research Methods in Human Resource Management and Organizational Behavior" of Greet van Hoye. Passed the exam on first try.
f710374 ghent university master in personnel and organization management business sciences hw
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Research Methods in Human Resource Management and Organizational Behavior (F710374)
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RESEARCH METHODS IN HRM &
OB
INHOUD
Introduction...............................................................................................................................................................2
Application HR & OB research...............................................................................................................................2
Evidenced-based management (EBM)..................................................................................................................2
Research topics and research questions in HRM & OB.............................................................................................5
Topic choice...........................................................................................................................................................5
Determining your research question....................................................................................................................6
Introduction...........................................................................................................................................................7
Hypotheses............................................................................................................................................................8
Design and critical evaluation of research in HRM & OB..........................................................................................8
What is the best available evidence......................................................................................................................8
Internal validity..................................................................................................................................................9
Construct validity...............................................................................................................................................9
Statistical conclusion validity..........................................................................................................................10
External validity...............................................................................................................................................10
Common method bias.........................................................................................................................................10
Method section...................................................................................................................................................11
Quantitative research in HRM & OB.......................................................................................................................11
Quantitative research..........................................................................................................................................11
Moderation and mediation.................................................................................................................................13
Qualitative research in HRM & OB..........................................................................................................................15
Research questions.............................................................................................................................................15
Data collection and processing...........................................................................................................................16
Reporting.............................................................................................................................................................16
Similarities...........................................................................................................................................................16
Qualitative research............................................................................................................................................16
Interview.............................................................................................................................................................17
Reporting research in HRM & OB............................................................................................................................19
Results – qualitative research.............................................................................................................................19
Discussion............................................................................................................................................................19
1
,INTRODUCTION
APPLICATION HR & OB RESEARCH
Difference between HR and OB
Difference in type of research
HR
o About the functions of HRM
o Ex. recruitment, selection, performance management, payroll, career management
OB
o What the people, groups … think and feel
o Focus on understanding the individuals
Application HR and OB research
Large scientific knowledge on the effectiveness of many HR and OB practices
Large survey on knowledge HR and OB practices
o Large scientist-practitioner gap
o Results HR & OB research are not enough know and applied in the work field
o Better research knowledge would allow HR professionals to make better and more successful
decisions
o need for evidence-based management
EVIDENCED-BASED MANAGEMENT (EBM)
Evidenced-based management
The systematic, evidence-informed practice of management, incorporating scientific knowledge in the
content and process of making decisions
Knowing how to obtain and use scientific evidence and reliable business knowledge helps practitioners
respond effectively to the uncertainty they face every day in organizations
History evidence-based practice
Lage research-user gap
Practitioners do not read academic journals
Findings of research into what is an effective intervention are not being translated into actual practice
Academics not practitioners are driving research agenda
Practice is being driven more by fads and fashions than research
Timeline
o 1991 medicine
o 1998 education
o 2000 nursing
o 2005 – 2006 management
Threats/opportunities EBM
Threats
o Information overload
o Overestimate individual experience
o Inaccurate information or beliefs
2
, o Preference for quick solutions
o Hypes and trends in management
o Bias and errors in decision-making
Attribution bias: when things go wrong you look around to find the problem but
when thing go right you only look at yourself
Confirmation bias: you look at the evidence that will support your decisions
Opportunities
o Call for more accountability
o Evolution to knowledge management
o Higher accessibility of information
o Need for more rational and objective decision-making
Evidence-based practice
About making decisions through the conscientious, explicit and thoughtful use of the best available
evidence from multiple resources by
o Asking translating a practical issue or problem into an answerable question
o Acquiring systematically searching for and retrieving the evidence
o Appraising critically judging the trustworthiness and relevance of the evidence
o Aggregating weighing and pulling together the evidence
o Applying incorporating the evidence into the decision-making process
o Assenting evaluating the outcome of the decision taken
increase the likelihood of a favorable outcome
Evidence-based decision making
Not only scientific research but also other information
Need to look at the effects of your decision on the stakeholders and how they will be affected
Organizational evidence
HR metrics and workforce analytics
Aim to provide managers with the information they need to make better decisions regarding the
acquisition and deployment of an organization’s human capital
“Doing metrics” is not an end in itself must be the result in better HR and people decisions and
higher organizational effectiveness
Experiential evidence
Professional experience and judgement of HR professionals and mangers
3
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