What is he best known for?
The fields of study he is best known for:
- Management
- Law
- Social psychology
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.
His most cited work include:
- The Impact of Human Resource Management on Organizational Performance: Progress and Prospects (2496 citations)
- MEASUREMENT ERROR IN RESEARCH ON HUMAN RESOURCES and FIRM PERFORMANCE: HOW MUCH ERROR IS THERE AND HOW DOES IT INFLUENCE EFFECT SIZE ESTIMATES? (564 citations)
- Organizational Differences in Managerial Compensation and Financial Performance (536 citations)
What are the main themes of his work throughout his whole career to date?
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.
He most often published in these fields:
- Human resources (28.26%)
- Social psychology (21.74%)
- Human resource management (20.65%)
What were the highlights of his more recent work (between 2012-2021)?
- Human resource management (20.65%)
- Knowledge management (10.87%)
- Incentive (11.96%)
In recent papers he was focusing on the following fields of study:
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.
Between 2012 and 2021, his most popular works were:
- Pay for (individual) performance: Issues, claims, evidence and the role of sorting effects (94 citations)
- Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and Creativity in the Workplace: Revisiting Long-Held Beliefs (82 citations)
- A meta-analysis of country differences in the high-performance work system-business performance relationship: the roles of national culture and managerial discretion. (74 citations)
In his most recent research, the most cited papers focused on:
- Management
- Law
- 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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