HR professionals' beliefs about effective human resource practices: Correspondence between research and practice.

By S. Rynes, Amy E. Colbert, K. Brown. 2002

479 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/502a41a042aa4bbf6a6775326f103ebf6ad10be2

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In Applied Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Customer-Centric Science: Reporting Significant Research Results With Rigor, Relevance, and Practical Impact in Mind (2010, background): “For example, Rynes, Colbert, and Brown (2002) assessed how frequently human resource managers read various publications using a scale with the following anchors: 1 (never), 2 (rarely), 3 (sometimes), 4 (usually), and 5 (always).”
Personnel selection. (2008, background): “For instance, the two most widely held misconceptions about research findings among HR professionals are that conscientiousness and values both are more valid than general mental ability in predicting job performance (Rynes et al. 2002).”
The importance of pay in employee motivation: Discrepancies between what people say and what they do (2004, background): “However, the study by Rynes et al. (2002) suggests that managers do not believe pay is as important to employee behaviors as employees say it is, despite the fact that employees themselves appear to seriously underreport pay’s importance to their actual behaviors!”
Self-Assessment of Knowledge: A Cognitive Learning or Affective Measure? (2010, background): “The causes for this gap are numerous, but include such factors as failure to read research findings (Rynes et al., 2002) and failure to implement such findings because of situational forces (Pfeffer & Sutton, 1999).”
3 Staffing Twenty‐first‐century Organizations (2008, background): “In our view, it is not really surprising that practitioners do not seem to follow the current staffing model (Ployhart, 2006 ; Rynes, Colbert, & Brown, 2002 ).”
The use of personality measures in personnel selection: What does current research support? (2006, result): “These results seem to indicate a change in attitude among human resource professionals since a survey conducted by Rynes, Colbert, and Brown (2002) in which participants reported more pessimism about the use of personality testing for predicting employee performance.”