ABSTRACT
Laboratory experiments typically include: a research hypothesis that predicts causal effects of one or more variables on others; at least two levels of one or more independent variables; objective assignment of subjects to conditions; systematic procedures for empirically testing hypothesized causal relationships; and specific controls to reduce threats to internal validity (Graziano and Raulin, 2000). In work-system design, experimentation and quasi-experimentation are needed to build an understanding of what works and why (Hendrick and Kleiner, 2001). Although much research on groups and teams is not empirical, it is entirely plausible to empirically investigate factors from the personnel, technological, and environmental subsystems of a work system as well as their interactions. For example, actual work systems can be simulated in the laboratory, and specific independent work-system variables can be manipulated to study their effect on outcome (dependent) variables of interest. Typically, it is desirable to return to the field following laboratory investigation for field validation, usually in the form of quasiexperiments, using organizational members and natural work groups as subjects (see Chapter 80, Field Study and Field Experiment).
