دانلود ترجمه مقاله سنجش ارتباط بین مدیریت منابع انسانی (HRM) و عملکرد سازمانی: مفاهیم، موضوعات و چارچوب ها

9. Data and measurement techniques - The conceptual model, as outlined above, in the form of a framework would require the collection of both primary and secondary data/information which, when collected, should be cross-checked for accuracy with the help of statistical measures. In the past, HRM researchers have conducted studies under the cross-sectional design (e.g. Arthur, 1994; MacDuffie, 1995; Delaney and Huselid, 1996; Wright et al., 1999; Way, 2002; Datta et al., 2005). Our proposed model is based on the suggestion of using cross-section data as well. There are several advantages to using this approach. Adopting a cross-section approach largely eliminates the issue of randomness, zero mean, constant variance and normality of the noise variable u. This is the reason that the majority of the studies which have been conducted so far in the HRM-performance link have been conducted as cross-sectional post-predictive studies (Wright et al., 2005). With the advances in computing power, several excellent software packages have become available to crunch a large cross-section (or time-series for that matter) data sets and test hypotheses in single or multiple equation-modelling scenarios. The multivariate techniques, such as multiple regression analysis – including binary regressions, conjoint, cluster analysis, and structural equation modelling – can be put to good use to arrive at HRM’s link with OP. To be robust, these results can be supplemented with the help of face-to-face discussions with managers who have provided the data/information in the first place in the survey, and who can also help researchers explain if statistical analysis throws up any odd results.