Dean of Fellow, Academy of Management
His primary areas of study are Human resources, Public relations, Job satisfaction, Social psychology and Job performance. His work deals with themes such as Structured interview, Labour economics and Unemployment, which intersect with Human resources. His Public relations research is multidisciplinary, incorporating perspectives in Salary, Variety, Wage and Compensation.
His research in Compensation tackles topics such as Pension which are related to areas like Human resource management. He has included themes like Construct validity, Applied psychology, Linear regression and Variables in his Social psychology study. His studies deal with areas such as Voluntary turnover and Turnover as well as Job performance.
Barry Gerhart mainly focuses on Human resources, Social psychology, Human resource management, Compensation and Public relations. His Human resources research is multidisciplinary, incorporating elements of Industrial relations, Labour economics and Human capital. His study in the field of Job satisfaction, Job performance and Job attitude also crosses realms of Work experience.
His research in Human resource management intersects with topics in Organizational behavior, Organizational effectiveness, Organizational performance and Environmental resource management. The concepts of his Compensation study are interwoven with issues in Incentive, Actuarial science, Quality and Psychological intervention. His biological study spans a wide range of topics, including Compensation of employees, Employee benefits, Accounting, Variety and Pay for performance.
Barry Gerhart mainly investigates Human resource management, Knowledge management, Incentive, Competitive advantage and Quality. His study in Human resource management is interdisciplinary in nature, drawing from both Nursing and Engineering management. His Knowledge management research incorporates themes from Human resources, Management science and International business.
His research integrates issues of Job performance, Actuarial science and Public relations in his study of Incentive. His study explores the link between Job performance and topics such as Compensation and benefits that cross with problems in Organizational performance. Barry Gerhart usually deals with Pay for performance and limits it to topics linked to Overjustification effect and Compensation and Social psychology.
Barry Gerhart focuses on Social psychology, Pay for performance, Incentive, Job performance and Compensation. His research on Social psychology frequently links to adjacent areas such as Organizational culture. Barry Gerhart interconnects Overjustification effect, Self-determination theory, Organizational behavior and Creativity in the investigation of issues within Pay for performance.
Barry Gerhart combines subjects such as Salary, Feeling, Compensation and benefits and Task with his study of Incentive. His studies in Job performance integrate themes in fields like Actuarial science and Marketing, Organizational performance, Employee retention. While working on this project, Barry Gerhart studies both Compensation and Work teams.
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The Impact of Human Resource Management on Organizational Performance: Progress and Prospects
Brian Becker;Barry Gerhart.
Organizational Differences in Managerial Compensation and Financial Performance
Barry A. Gerhart;George T. Milkovich.
Fundamentals of Human Resource Management
Raymond A. Noe;John R. Hollenbeck;Barry Gerhart;Patrick M. Wright..
The Importance of Recruitment in Job Choice: A Different Way of Looking
Sara L. Rynes;Robert D. Bretz Jr.;Barry A. Gerhart.
Compensation: Theory, Evidence, and Strategic Implications
Barry A. Gerhart;Sara L. Rynes.
MEASUREMENT ERROR IN RESEARCH ON HUMAN RESOURCES and FIRM PERFORMANCE: HOW MUCH ERROR IS THERE AND HOW DOES IT INFLUENCE EFFECT SIZE ESTIMATES?
Barry A. Gerhart;Patrick M. Wright;Gary C. McMahan;Scott A. Snell.
The importance of pay in employee motivation: Discrepancies between what people say and what they do
Sara L. Rynes;Barry Gerhart;Kathleen A. Minette.
ARE THE 100 BEST BETTER? AN EMPIRICAL INVESTIGATION OF THE RELATIONSHIP BETWEEN BEING A “GREAT PLACE TO WORK” AND FIRM PERFORMANCE
Ingrid Smithey Fulmer;Barry Gerhart;Kimberly S. Scott.
Personnel Psychology: Performance Evaluation and Pay for Performance
Sara L. Rynes;Barry Gerhart;Laura Parks.
Voluntary turnover and job performance: Curvilinearity and the moderating influences of salary growth and promotions.
Charlie O. Trevor;Barry A. Gerhart;John W. Boudreau.
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