Blue skies and black boxes: The promise (and practice) of grounded theory in human resource management research

Murphy, Chad; Klotz, Anthony C.; Kreiner, Glen E.

doi:10.1016/j.hrmr.2016.08.006

Cited by 92 publications

(139 citation statements)

References 77 publications

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“…All three approaches can be applied through a series of independent investigations, perhaps provided by different groups of researchers. Some methods, however, are particularly well suited to applying all three, for example, grounded theory as explained by Murphy et al (2017).…”

Section: Induction Abduction Deductionmentioning

confidence: 99%

The Lost Art of Discovery: The Case for Inductive Methods in Occupational Health Science and the Broader Organizational Sciences

Spector

2017

Occup Health Sci

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This paper makes a case for the necessity of inductive and abductive approaches to research in occupational health science and the broader organizational sciences. Three forms of scientific inference are described: induction (exploratory research that generalizes from observations), abduction (deriving explanations for observations), and deduction (confirmatory research that tests theory-derived hypotheses). It is argued that the current deductive exclusiveness in the major journals of many fields has created unintended challenges to research integrity of confirmation bias, phacking, HARKing, and the chrysalis effect. Recommendations are given for writing and reviewing research papers that adopt an inductive and/or abductive approach.Keywords Abduction . Exploratory research . Inductive research . Philosophyofscience . Research integrity . Research methods Discovery can be considered the most important aspect of scientific progress, both for the field and individual scientists. Famous scientists are generally known mostly for what they discovered, such as Einstein for relativity, Fleming for penicillin, and Newton for mechanics of motion. Although these examples are from the physical sciences, social and organizational sciences have discoveries too, for example, that goals improve performance (E. A. Locke and Latham 1990), or that introducing new work technologies can be disruptive and stressful (Trist and Bamforth 1951). These discoveries add to the knowledge base of the field, help direct future research, and are often the basis for evidence-based intervention in the field. Yet despite the fact that discovery is vitally important in science, for more than two decades, the organizational sciences have rejected discovery, considering it somehow inferior and unimportant as

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Section: Induction Abduction Deductionmentioning

confidence: 99%

The Lost Art of Discovery: The Case for Inductive Methods in Occupational Health Science and the Broader Organizational Sciences

Spector

2017

Occup Health Sci

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“…Thus, considering the relevance of proposing a general theoretical model of PD, we started from the theoretical proposition of Kolb (1984) and from primary data obtained through interviews with professionals from different categories, using the methodological approach of the grounded theory, which can be used to merge new observations with the existing theory, pointing to other perspectives that best explain a given phenomenon (Woo, O'Boyle, & Spector, 2017). Regarding PD, this is especially important because the organizational science is too invested in a "top to bottom" deductive approach, without the creation or expansion of theoretical models, which has limited the advancement of scientific production in the area (Murphy, Klotz, & Kreiner, 2017;Spector, Rogelberg, Ryan, Schmitt, & Zedeck, 2014).…”

mentioning

confidence: 99%

Professional Development: Proposition of a Trans-occupational Model from a Qualitative Study

Fernandes

Mourão

Gondim

2019

Paidéia (Ribeirão Preto)

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Knowing the perceptions of people from different professions about their professional development is one of the current changes in the field of Labor Psychology. The objective of this study was to construct a Trans-occupational theoretical model of professional development based on the grounded theory. To this end, 25 interviews were conducted in depth with five professional categories, namely: lawyers, entrepreneurs, engineers, physicians and psychologists. Data collection instrument was an open script for interviews, which were then recorded and transcribed. Analysis of results was supported by the software Alceste. Results point to similarities and specificities in the career trajectories inter-professions, and we opted for the non-inclusion of entrepreneurs in the model due to their significant difference when compared to the other categories. As a conclusion, we proposed a trans-occupational model of professional development with five key elements: Work Context, Motivation, Training/Learning, Relational Elements and Lived Experiences. The model, although it requires research for validation, offers relevant contributions and reflections to professionals and researchers working in the area.

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“…With each flexpert individually, we reflected upon their individual expertise renewal processes which we derived from analyzing their interview transcripts and supplementary data. In addition, we cross validated the emerging process model (Murphy et al, , p. 302) to determine to what extent the flexperts endorsed the visualization of the process model, the distinguished processes and their relationships, and whether there were missing elements (Andersen et al, ). In addition, we asked in what way the flexperts considered themselves to be different from experts who they perceived as less capable of renewing their expertise.…”

Section: Methodsmentioning

confidence: 99%

How flexperts deal with changing expertise demands: A qualitative study into the processes of expertise renewal

Frie

Potting

Sjoer

et al. 2018

Human Resource Dev Quarterly

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Flexperts are a particular category of experts who are in the possession of in‐depth domain‐specific knowledge and skills combined with the ability to develop and materialize new areas of expertise, that is, expertise renewal. This ability enables them to decisively respond to new expertise demands that arise as a result of changes in their expertise territories. Thus far, there is a limited understanding of how flexperts develop new areas of expertise in a complex, professional setting, and how they accomplish to materialize this new expertise for multiple stakeholders, both inside and outside organizations. In this qualitative interview study, we aim to increase our understanding of the processes by which flexperts accomplish the renewal of their expertise. Ten Dutch flexperts, known for their high level of expert performance and ability to renew their expertise, and from a variety of disciplines, were interviewed. Based on the findings of our study, we have developed a model that summarizes their expertise renewal processes. This Model of Expertise Renewal extends process models on expertise redevelopment and adaptive expertise, and provides directions for future research on how the ability of expertise renewal contributes to the career sustainability of experts. Furthermore, it provides experts, Human Resource Development (HRD) practitioners, and line managers with a framework for creating learning paths and interventions for renewing expertise in case expertise territories are about to change.

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Blue skies and black boxes: The promise (and practice) of grounded theory in human resource management research

Cited by 92 publications

References 77 publications

The Lost Art of Discovery: The Case for Inductive Methods in Occupational Health Science and the Broader Organizational Sciences

The Lost Art of Discovery: The Case for Inductive Methods in Occupational Health Science and the Broader Organizational Sciences

Professional Development: Proposition of a Trans-occupational Model from a Qualitative Study

How flexperts deal with changing expertise demands: A qualitative study into the processes of expertise renewal

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