This Article Full Text (PDF) References Alert me when this article is cited Alert me if a correction is posted Citation Map Services Email this article to a friend Similar articles in this journal Alert me to new issues of the journal Add to Saved Citations Download to citation manager Request Permissions Request Reprints Add to My Marked Citations Citing Articles Citing Articles via Google Scholar Citing Articles via Scopus Google Scholar Articles by Colbert, A. E. Articles by Brown, K. G. Search for Related Content Social Bookmarking                         What's this?

Who Believes Us?

Understanding Managers’ Agreement With Human Resource Research Findings

University of Notre Dame

Sara L. Rynes

University of Iowa

Kenneth G. Brown

University of Iowa

Because research-supported human resource (HR) practices appear to positively affect organizational outcomes, it is important to understand the factors that impact managers’ agreement with HR research findings. The authors drew from two theoretical perspectives to develop and test a model of factors related to managers’ agreement with research findings about effective HR practices. Using structural equation modeling, the authors found that job level and managers’ perceptions of their organizations’ business strategies directly influence managers’ agreement with HR research findings. In addition, managers who read academic journals are more likely to agree with research findings. Implications for reducing the belief gap between academics and managers are discussed.

Key Words: academic-practitioner belief gaps • human resource research findings • information search • learning through work experiences

The Journal of Applied Behavioral Science, Vol. 41, No. 3, 304-325 (2005)
DOI: 10.1177/0021886305275799


CiteULike    Complore    Connotea    Del.icio.us    Digg    Reddit    Technorati    Twitter    What's this?