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HARKing's Threat to Organizational Research: Evidence From Primary and Meta-Analytic Sources.

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Title: HARKing's Threat to Organizational Research: Evidence From Primary and Meta-Analytic Sources.
Authors: Bosco, Frank A., Aguinis, Herman, Field, James G., Pierce, Charles A., Dalton, Dan R.
Source: Personnel Psychology. Autumn2016, Vol. 69 Issue 3, p709-750. 42p. 1 Color Photograph, 1 Diagram, 10 Charts, 1 Graph.
Subjects: Organizational behavior, Personnel management, Industrial psychology, Meta-analysis, Hypothesis
Abstract: We assessed presumed consequences of hypothesizing after results are known (HARKing) by contrasting hypothesized versus nonhypothesized effect sizes among 10 common relations in organizational behavior, human resource management, and industrial and organizational psychology research. In Study 1, we analyzed 247 correlations representing 9 relations with individual performance in 136 articles published in Journal of Applied Psychology and Personnel Psychology and provide evidence that correlations are significantly larger when hypothesized compared to nonhypothesized. In Study 2, we analyzed 281 effect sizes from a meta-analysis on the job satisfaction-job performance relation and provide evidence that correlations are significantly larger when hypothesized compared to nonhypothesized. In addition, in Study 2, we documented that hypothesized variable pairs are more likely to be mentioned in article titles or abstracts. We also ruled out 13 alternative explanations to the presumed HARKing effect pertaining to methodological (e.g., unreliability, publication year, research setting, research design, measure contextualization, publication source) and substantive (e.g., predictor-performance pair, performance measure, satisfaction measure, occupation, job/task complexity) issues. Our results suggest that HARKing seems to pose a threat to research results, substantive conclusions, and practical applications. We offer recommended solutions to the HARKing threat. [ABSTRACT FROM AUTHOR]
Copyright of Personnel Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Database: Psychology and Behavioral Sciences Collection
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  Data: HARKing's Threat to Organizational Research: Evidence From Primary and Meta-Analytic Sources.
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  Data: <searchLink fieldCode="AR" term="%22Bosco%2C+Frank+A%2E%22">Bosco, Frank A.</searchLink><br /><searchLink fieldCode="AR" term="%22Aguinis%2C+Herman%22">Aguinis, Herman</searchLink><br /><searchLink fieldCode="AR" term="%22Field%2C+James+G%2E%22">Field, James G.</searchLink><br /><searchLink fieldCode="AR" term="%22Pierce%2C+Charles+A%2E%22">Pierce, Charles A.</searchLink><br /><searchLink fieldCode="AR" term="%22Dalton%2C+Dan+R%2E%22">Dalton, Dan R.</searchLink>
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  Data: <searchLink fieldCode="JN" term="%22Personnel+Psychology%22">Personnel Psychology</searchLink>. Autumn2016, Vol. 69 Issue 3, p709-750. 42p. 1 Color Photograph, 1 Diagram, 10 Charts, 1 Graph.
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  Data: <searchLink fieldCode="DE" term="%22Organizational+behavior%22">Organizational behavior</searchLink><br /><searchLink fieldCode="DE" term="%22Personnel+management%22">Personnel management</searchLink><br /><searchLink fieldCode="DE" term="%22Industrial+psychology%22">Industrial psychology</searchLink><br /><searchLink fieldCode="DE" term="%22Meta-analysis%22">Meta-analysis</searchLink><br /><searchLink fieldCode="DE" term="%22Hypothesis%22">Hypothesis</searchLink>
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  Label: Abstract
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  Data: We assessed presumed consequences of hypothesizing after results are known (HARKing) by contrasting hypothesized versus nonhypothesized effect sizes among 10 common relations in organizational behavior, human resource management, and industrial and organizational psychology research. In Study 1, we analyzed 247 correlations representing 9 relations with individual performance in 136 articles published in Journal of Applied Psychology and Personnel Psychology and provide evidence that correlations are significantly larger when hypothesized compared to nonhypothesized. In Study 2, we analyzed 281 effect sizes from a meta-analysis on the job satisfaction-job performance relation and provide evidence that correlations are significantly larger when hypothesized compared to nonhypothesized. In addition, in Study 2, we documented that hypothesized variable pairs are more likely to be mentioned in article titles or abstracts. We also ruled out 13 alternative explanations to the presumed HARKing effect pertaining to methodological (e.g., unreliability, publication year, research setting, research design, measure contextualization, publication source) and substantive (e.g., predictor-performance pair, performance measure, satisfaction measure, occupation, job/task complexity) issues. Our results suggest that HARKing seems to pose a threat to research results, substantive conclusions, and practical applications. We offer recommended solutions to the HARKing threat. [ABSTRACT FROM AUTHOR]
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  Data: <i>Copyright of Personnel Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract.</i> (Copyright applies to all Abstracts.)
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        Value: 10.1111/peps.12111
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        Text: English
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      – SubjectFull: Industrial psychology
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              Text: Autumn2016
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