ABSTRACT
This chapter addresses the nature of researcher values in human resource (HR) management, and suggests that research patterns can tell much about implicit researcher value systems. It presents the implications that these values can have for the people who spend their lives working, as those of us who study work may have social impacts that we fail to recognize, through the implicit values we hold. The chapter suggests areas of research that are especially likely to show inadequate coverage given biases in our selection of subject populations and research topics. It considers publications in mainstream HR sources, and the patterns of research that those published studies represent. Research in HR has long recognized the importance of the meaning of money, especially in such areas as compensation administration. The individual difference variables they considered relevant in subject populations reviewed included perceived relations between performance and pay, the interactions among tasks and personalities, the perceived importance of pay, and pay preferences.
