Human Resource Management Review

article

Best practices in developing, conducting, and evaluating inductive research

Sang Eun Woo, Ernest H. O'Boyle, Paul E. Spector

Human Resource Management Review > 2017 > 27 > 2 > 255-264

This editors' introductory article to the Human Resources Management Review special issue on inductive research methods aims not only to provide an overview of the four main articles, but to provide guidance to researchers and gatekeepers about how best to conduct such research. We address four specific goals in the current article. First, we present a brief overview of each of the four papers. Second,...

article

Abduction 101: Reasoning processes to aid discovery

Robert Folger, Christopher Stein

Human Resource Management Review > 2017 > 27 > 2 > 306-315

We propose that the process of abduction is a useful tool for how management scholars can better develop new explanatory hypotheses and theories. In doing so, we differentiate abduction from the more commonly studied methods of deduction and induction. We briefly explain the various research streams on abductive reasoning and propose a version that is focused more on the process of abductive reasoning...

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A theory of work gamification: Something old, something new, something borrowed, something cool?

M. Teresa Cardador, Gregory B. Northcraft, Jordan Whicker

Human Resource Management Review > 2017 > 27 > 2 > 353-365

A key assumption driving organizations' adoption of work gamification – applying principles of digital and computer games to work contexts – is that such efforts increase worker motivation, effectiveness, and performance. This paper presents a theory of work gamification, positioning work gamification as an intended enhancement of traditional performance management systems which promotes increased...

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Exploratory data analysis as a foundation of inductive research

Andrew T. Jebb, Scott Parrigon, Sang Eun Woo

Human Resource Management Review > 2017 > 27 > 2 > 265-276

Across academic disciplines, scientific progress is maximized when there is a balance between deductive and inductive approaches. To promote this balance in organizational science, rigorous inductive research aimed at phenomenon detection must be further encouraged. To this end, the present article discusses the logic and methods of exploratory data analysis (EDA), the mode of analysis concerned with...

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Abuse for status: A social dominance perspective of abusive supervision.

Lingyan Hu, Yan Liu

Human Resource Management Review > 2017 > 27 > 2 > 328-337

Abusive supervision in the workplace is an important issue because it is detrimental to organizations and their performance. However, little is known about antecedents of supervisors' abusive behavior. To better understand the antecedents of abusive supervision, we develop a model that illustrates why, how and when supervisors display sustained abusive behavior toward their subordinates. Focusing...

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Understanding pension communications at the organizational level: Insights from bounded rationality theory & implications for HRM

Maureen Maloney, Alma McCarthy

Human Resource Management Review > 2017 > 27 > 2 > 338-352

This paper applies concepts from bounded rationality theory to develop an integrative model to understand how pension scheme structure and pension scheme communication impact pension participation and contribution rates at organizational level. Organizational pension policies create framing effects that can have intended and unintended consequences depending on how they impact on employees' cognitive...

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Blue skies and black boxes: The promise (and practice) of grounded theory in human resource management research

Chad Murphy, Anthony C. Klotz, Glen E. Kreiner

Human Resource Management Review > 2017 > 27 > 2 > 291-305

We provide an overview of the grounded theory approach, a methodology with significant (and largely untapped) potential for human resources (HR) research. Grounded theory is an abductive, data-driven, theory-building approach that can serve as a conceptual link between inductive and deductive research approaches. We begin by explaining the grounded theory approach in detail and outlining two versions...

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Age discrimination: Potential for adverse impact and differential prediction related to age

Gwenith G. Fisher, Donald M. Truxillo, Lisa M. Finkelstein, Lauren E. Wallace

Human Resource Management Review > 2017 > 27 > 2 > 316-327

The proportion of workers in their 50s, 60s, and 70s is larger than ever before. Current workforce trends indicate global increases in retirement ages and that many individuals are working until later ages than in decades past, and older people are applying for jobs and at later ages. Research to date on age discrimination in selection has focused primarily on disparate treatment or intentional discrimination...

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Inductive reasoning: The promise of big data

Samuel T. McAbee, Ronald S. Landis, Maura I. Burke

Human Resource Management Review > 2017 > 27 > 2 > 277-290

Theory is a cornerstone of organizational research. Recently, however, some organizational scientists have argued that there is an overemphasis on theory development in our prominent publication outlets, calling for a rejuvenation of empirically driven research. To bring empirical research back to the forefront, the organizational sciences need a shock to the system: the advent of big data analytics...

article

Editorial Board

Human Resource Management Review > 2017 > 27 > 2 > IFC

INFONA - science communication portal

Human Resource Management Review

Best practices in developing, conducting, and evaluating inductive research

Abduction 101: Reasoning processes to aid discovery

A theory of work gamification: Something old, something new, something borrowed, something cool?

Exploratory data analysis as a foundation of inductive research

Abuse for status: A social dominance perspective of abusive supervision.

Understanding pension communications at the organizational level: Insights from bounded rationality theory & implications for HRM

Blue skies and black boxes: The promise (and practice) of grounded theory in human resource management research

Age discrimination: Potential for adverse impact and differential prediction related to age

Inductive reasoning: The promise of big data

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