Abstract
Many HRM research studies employ mixed methods across different domains, yet the use of embedded mixed-methods quasi-experiments in field interventions remains scarce. Despite this scarcity, their potential for significant benefits in HRM research is notable. This is particularly due to their direct application to practice and their capacity to facilitate a more effective connection between theory and practice, thereby addressing the persistent gap between scientific inquiry and practical implementation in HRM research.
This paper highlights the key features embedded in field quasi-experimental mixed-methods designs. It provides methodological lessons that we learned while conducting a longitudinal, embedded mixed-methods field quasi-experimental study examining the change from a discretionary bonus system to a datafied variable pay-for-performance system. Based on our insights, we encourage HRM researchers to collaborate increasingly with HR practice and use mixed-methods experimental design in studying HR-related topics , especially in confidential, highly sensitive HR contexts.