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MEASUREMENT ERROR IN RESEARCH ON HUMAN RESOURCES AND FIRM PERFORMANCE: ADDITIONAL DATA AND SUGGESTIONS FOR FUTURE RESEARCH
Author(s) -
WRIGHT PATRICK M.,
GARDNER TIMOTHY M.,
MOYNIHAN LISA M.,
PARK HYEON JEONG,
GERHART BARRY,
DELERY JOHN E.
Publication year - 2001
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.2001.tb00235.x
Subject(s) - respondent , human resources , psychology , human resource management , resource (disambiguation) , marketing , management , business , economics , computer science , political science , law , computer network
Gerhart and colleagues (2000) and Huselid and Becker (2000) recently debated the presence and implications of measurement error in measures of human resource practices. This paper presents data from 3 more studies, 1 of large organizations from different industries at the corporate level, 1 from commercial banks, and the other of autonomous business units at the level of the job. Results of all 3 studies provide additional evidence that single respondent measures of HR practices contain large amounts of measurement error. Implications for future research into the HR firm performance relationship are discussed.