MEASUREMENT ERROR IN RESEARCH ON HUMAN RESOURCES AND FIRM PERFORMANCE: ADDITIONAL DATA AND SUGGESTIONS FOR FUTURE RESEARCH
Article first published online: 7 DEC 2006
Volume 54, Issue 4, pages 875–901, December 2001
How to Cite
WRIGHT, P. M., GARDNER, T. M., MOYNIHAN, L. M., PARK, H. J., GERHART, B. and DELERY, J. E. (2001), MEASUREMENT ERROR IN RESEARCH ON HUMAN RESOURCES AND FIRM PERFORMANCE: ADDITIONAL DATA AND SUGGESTIONS FOR FUTURE RESEARCH. Personnel Psychology, 54: 875–901. doi: 10.1111/j.1744-6570.2001.tb00235.x
- Issue published online: 7 DEC 2006
- Article first published online: 7 DEC 2006
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.