HARKing 对科学有益:为什么、何时以及如何 c/ 我们是否应该在结果已知后提出假设或在结果已知后提出研究问题

IF 5.4 2区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Yehuda Baruch
{"title":"HARKing 对科学有益:为什么、何时以及如何 c/ 我们是否应该在结果已知后提出假设或在结果已知后提出研究问题","authors":"Yehuda Baruch","doi":"10.1111/1748-8583.12534","DOIUrl":null,"url":null,"abstract":"<p>This <i>provocation</i> challenges the current view that practicing HARKing (Hypothesizing After Results are Known) must be avoided under all circumstances. I explain why and under which circumstances scholars may be allowed, even encouraged, to follow this practice. I use the extant literature and specific cases to show how HARKing can help generate new and worthy knowledge, and why an outright ban on HARKing is wrong for the field of social sciences—and, particularly, for business and management studies. The argument expands the phenomenon to PARKing too (Proposing research questions After Results are Known). The implications for knowledge creation are critical because this practice could hinder research and might defy logic. This <i>provocation</i> is intended as a thought-provoking exercise, hopefully leading to changes in the approach and mindset of scholars. HARKing could offer a major added value to the field as it helps to develop knowledge that, so far, has been blocked by attempts to ban HARKing, and thereby may help open new avenues for knowledge creation.</p>","PeriodicalId":47916,"journal":{"name":"Human Resource Management Journal","volume":"34 4","pages":"865-878"},"PeriodicalIF":5.4000,"publicationDate":"2023-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12534","citationCount":"0","resultStr":"{\"title\":\"HARKing can be good for science: Why, when, and how c/should we Hypothesizing After Results are Known or Proposing research questions After Results are Known\",\"authors\":\"Yehuda Baruch\",\"doi\":\"10.1111/1748-8583.12534\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p>This <i>provocation</i> challenges the current view that practicing HARKing (Hypothesizing After Results are Known) must be avoided under all circumstances. I explain why and under which circumstances scholars may be allowed, even encouraged, to follow this practice. I use the extant literature and specific cases to show how HARKing can help generate new and worthy knowledge, and why an outright ban on HARKing is wrong for the field of social sciences—and, particularly, for business and management studies. The argument expands the phenomenon to PARKing too (Proposing research questions After Results are Known). The implications for knowledge creation are critical because this practice could hinder research and might defy logic. This <i>provocation</i> is intended as a thought-provoking exercise, hopefully leading to changes in the approach and mindset of scholars. HARKing could offer a major added value to the field as it helps to develop knowledge that, so far, has been blocked by attempts to ban HARKing, and thereby may help open new avenues for knowledge creation.</p>\",\"PeriodicalId\":47916,\"journal\":{\"name\":\"Human Resource Management Journal\",\"volume\":\"34 4\",\"pages\":\"865-878\"},\"PeriodicalIF\":5.4000,\"publicationDate\":\"2023-10-13\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12534\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Human Resource Management Journal\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://onlinelibrary.wiley.com/doi/10.1111/1748-8583.12534\",\"RegionNum\":2,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"INDUSTRIAL RELATIONS & LABOR\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Resource Management Journal","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1111/1748-8583.12534","RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
引用次数: 0

摘要

这种挑衅挑战了当前的观点,即在任何情况下都必须避免HARKing(已知结果后的假设)。我解释了为什么以及在哪些情况下可以允许甚至鼓励学者采用这种做法。我利用现有文献和具体案例来说明 "HARKing "如何有助于产生新的、有价值的知识,以及为什么完全禁止 "HARKing "对社会科学领域--尤其是商业和管理研究--是错误的。该论点还将这一现象扩展到了 PARKing(在结果已知后提出研究问题)。这对知识创造的影响至关重要,因为这种做法可能会阻碍研究,并可能违背逻辑。这一质疑旨在发人深省,希望能改变学者们的研究方法和思维方式。HARKing 可以为这一领域提供重要的附加值,因为它有助于发展迄今为止因试图禁止 HARKing 而受阻的知识,从而可能有助于为知识创造开辟新的途径。
本文章由计算机程序翻译,如有差异,请以英文原文为准。

HARKing can be good for science: Why, when, and how c/should we Hypothesizing After Results are Known or Proposing research questions After Results are Known

HARKing can be good for science: Why, when, and how c/should we Hypothesizing After Results are Known or Proposing research questions After Results are Known

This provocation challenges the current view that practicing HARKing (Hypothesizing After Results are Known) must be avoided under all circumstances. I explain why and under which circumstances scholars may be allowed, even encouraged, to follow this practice. I use the extant literature and specific cases to show how HARKing can help generate new and worthy knowledge, and why an outright ban on HARKing is wrong for the field of social sciences—and, particularly, for business and management studies. The argument expands the phenomenon to PARKing too (Proposing research questions After Results are Known). The implications for knowledge creation are critical because this practice could hinder research and might defy logic. This provocation is intended as a thought-provoking exercise, hopefully leading to changes in the approach and mindset of scholars. HARKing could offer a major added value to the field as it helps to develop knowledge that, so far, has been blocked by attempts to ban HARKing, and thereby may help open new avenues for knowledge creation.

求助全文
通过发布文献求助,成功后即可免费获取论文全文。 去求助
来源期刊
CiteScore
2.80
自引率
10.90%
发文量
56
期刊介绍: Human Resource Management Journal (CABS/AJG 4*) is a globally orientated HRM journal that promotes the understanding of human resource management to academics and practicing managers. We provide an international forum for discussion and debate, and stress the critical importance of people management to wider economic, political and social concerns. Endorsed by the Chartered Institute of Personnel and Development, HRMJ is essential reading for everyone involved in personnel management, training, industrial relations, employment and human resource management.
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
确定
请完成安全验证×
copy
已复制链接
快去分享给好友吧!
我知道了
右上角分享
点击右上角分享
0
联系我们:info@booksci.cn Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术官方微信