The Advantages and Limitations of Using Meta-analysis in Human Resource Management Research

This article provides an introduction to the special issue titled “Using meta-analysis to advance research in human resource management.” It begins by defining meta-analysis and considering the advantages and limitations of using this method in HRM research. For instance, we argued that meta-analysis is a valuable tool because (a) it provides a better estimate of the relation that exists in the population than single studies, (b) the estimates are more precise because there is an increased amount of data and statistical power, (c) hypothesis testing and biases associated with publications can be examined, and (d) it helps resolve inconsistencies in research, and identifies potential moderating or mediating variables. However, we also maintained that there are a number of limitations associated with the method. For example, the results of meta-analysis may be limited by the (a) selection of an incomplete set of studies, (b) inclusion of studies that lack internal, external, construct, and statistical conclusion validity, (c) presence of studies with small sample sizes, and (d) heterogeneity of methods used in studies that may lead to erroneous inferences. Finally, the article presents a brief review of the studies included in the special issue.