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  3. Universiteit Gent (UGent)
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  5. Handelswetenschappen
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  7. 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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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.

Voorbeeld 3 van de 20  pagina's

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  • 19 februari 2020
  • 20
  • 2019/2020
  • Samenvatting

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Voorbeeld van de inhoud

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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