The Center for Human Resources and Labor Studies (CHRLS) has a long history of doing research that is relevant to the industry. Here are a few examples:
The Retention Study is one of the most comprehensive repeated measures investigations of turnover to date. The study involved 1,532 exempt employees newly hired into 7 organizations with multiple locations and divisions representing a variety of industries. Surveys were distributed every 4 months over the course of 20 months. The study identified 5 predictors of turnover and showed that turnover can be predicted at the time of entry. The study also examined newcomer adjustment, employee "fit" in the organization, and the costs of turnover. Study results indicated that an organization could improve employee retention and reduce costs by successfully socializing new employees and increasing organizational commitment and job satisfaction. The research team was multidisciplinary and composed of 3 faculty members and 2 PhD students.
The Pulse Survey is designed to measure the opinions or "pulse" of an organization's employees in order to improve the organization's performance or health. It is a longitudinal survey with a set of core items that are included in each wave of the survey and a set of modules that may change from wave to wave. An advantage of the survey is that it links employee survey data with organizational administrative data, such as salary and job performance ratings. This linkage lets HRRI researchers analyze how employee attitudes have an impact on employee performance. The longitudinal nature of the data allows researchers to determine the extent to which attitudes are dependent upon organizational policies such as pay raises and changes in leadership. It also enables them to forecast how possible changes in organizational policy will affect employee performance and organizational profits. An interdisciplinary team of 2 faculty members and 2 graduate students developed the survey.