Please excuse the ross-postings. Please know that meta-analyses of diversity and unfair discrimination research are welcome for this special issue.
Call for Papers
Special Issue of Human Resource Management Review on:
Meta-analyses of Human Resource Management-Related Research
Guest Editors:
Dianna L. Stone
University at Albany and Virginia Tech
Patrick Rosopa
Clemson University
Over the last few years, Human Resource Management Review (HRMR) has published
special issues that reflect on the status of Human Resource Management (HR)
research in order to advance the knowledge base in the field. However, most of
the articles in these special issues have concentrated on general issues, and
have not always addressed the specific status of HR processes (e.g.,
recruitment, selection, training, compensation). As a result, the primary
purpose of this special issue is to publish the results of meta-analyses on
specific HR-related issues, and identify directions for future research.
To date, HR researchers have published meta-analyses on a number of important HR
topics including (a) recruitment and job choice (e.g., Earnest et al., 2011;
Kristof-Brown & Zimmerman, 2005; McEvoy & Cascio, 1985, (b) selection and
assessment (e.g., Barrick & Mount, 1991; Ones, Viswesvaran & Schmidt, 2007;
Roth, Bobko, McFarland, & Buster, 2008), (c) training, (e.g., Alliger,
Tannenbaum, & Bennett, 1997; Arthur, Bennett, & Eden, 1997), (d) performance
appraisal (e.g., Harris & Schaubrueck, 1988), and (e) compensation (e.g., Judge,
Piccolo, Podsakoff, & Shaw, 2010; Williams, McDaniel, & Nguyen, 200). Apart from
these topics, articles have also presented results of meta-analyses on HR
Strategy, turnover, and other organizational outcomes (e.g., Combs, Liu, Hall, &
Kitchen, 2006; Griffeth, Hom, & Gaertner, 2000). Moreover, some recent articles
have conveyed results of meta-analyses on issues associated with diversity and
unfair discrimination in the employment process (e.g., Hosoda, Stone-Romero, &
Coats, 2003; Oswald, Mitchell, Blanton, Jaccard, & Tetlock, 2013; Ren,
Paetzold, & Colella, 2008).
Even though there have been meta-analyses on a number of HR-related topics, we
believe that additional meta-analyses are needed so that we can assess the
status of the broad array of research in our field and facilitate future
research on these topics. Thus, we would like to encourage authors to submit
manuscripts for this special issue that convey the results of meta-analyses on
HR-related topics. Please note that we also welcome papers on methodological
issues associated with meta-analyses.
The deadline for manuscripts is November 1, 2015. However, if you plan to submit
a paper please send Dianna Stone (
diannastone@satx.rr.com) a short abstract of
your paper by April 15, 2015. If you have questions about a potential topic,
please feel free to contact Dianna Stone at the email address noted above.
Please be sure to include a statement on the title page of your manuscript that
it is for the special issue on meta-analysis. If you do not include this
statement it will not be considered for the special issue.
It merits noting that two subject-matter experts, and a guest-editor will review
all manuscripts. You should also review the author guidelines for HRMR, and
make sure that your manuscript meets these standardss. See
http://www.elsevier.c
om/journals/human-resource-management-review/1053-4822/guide-for-authors.
In addition, we want to emphasize that all meta-analyses should comply with the
following general standards:
SOME ISSUES TO BE CONSIDERED IN META-ANALYTIC STUDIES
●Relations considered by meta-analysis
Typically, they involve bivariate relations
●Literature search
Thorough search of literature
Inclusion/exclusion criteria for primary studies
●Samples must be appropriate for relations considered by meta-analysis
Measures must be appropriate for relations considered by meta-analysis
Manipulations must be appropriate for relations considered by meta-
analysis
●Coding and tabulating data
Use of multiple coders of study particulars
Coding of studies by source (e.g., dissertation, published journal
Article)and other relevant variables
Assessment of consistency of coders
●Meta-analysis method
Specify nature (fixed vs. random)
Analysis of findings of primary studies
Statistics (or effect sizes) should be reported using a common effect
size (typically r or d)
Calculate mean effect size weighted by sample size
Corrections for artifacts: Which artifacts? What are distributions of
artifacts? What correction methods used?
If applicable, examine artifact distributions
●Examine the homogeneity of effect sizes. If heterogeneity exists, test for
moderators (although subgroup approach, correlation, and ordinary
least squares regression are used, weighted least squares most
powerful)
In cases of constructing a meta-analytic correlation matrix, report
relevant information (sample sizes for each correlation in matrix)
●Consideration of publication bias
For example, statistically, using fail safe N.
For example, graphically, using funnel plot.
●Conclusions derived from meta-analysis
Must be justified by its findings
Must specify limitations on inferences
References
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(1997). A meta
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341-
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Arthur Jr, W., Bennett Jr, W., Edens, P. S., & Bell, S. T. (2003). Effectiveness
of training
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Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and
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Combs, J., Liu, Y., Hall, A., & Ketchen, D. (2006). How much do high performance
work
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Roth, P., Bobko, P., McFarland, L., & Buster, M. (2008). Work sample tests in
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exercise scores. Personnel Psychology, 61(3), 637-661.
Oswald, F. L., Mitchell, G., Blanton, H., Jaccard, J., & Tetlock, P. E. (2013).
Predicting ethnic and discrimination: a meta-analysis of IAT criterion studies.
Journal of Personality and Social Psychology, 105(2), 171-192.
Ren, L. R., Paetzold, R. L., & Colella, A. (2008). A meta-analysis of
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