What if Any Science Will Do?

Delmhorst, Fred

doi:10.1017/iop.2018.11

Cited by 2 publications

(1 citation statement)

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“…Some additional studies have acknowledged the use of pulse surveys (e.g., Van Rooy et al, 2011) but available research is far outnumbered by articles and case studies published by survey vendors and the popular press. Without a basis of empirical evidence to rely on, scientist-practitioners may be left to rely on less credible sources when tasked with designing or implementing a pulse survey program (Delmhorst, 2018). This imbalance mirrors a broader research-practice divide regarding many popular talent management practices such as Lean management (Balzer et al, 2019).…”

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confidence: 99%

Investigating the Promise and Pitfalls of Pulse Surveys

Brown¹

2020

Preprint

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Despite the growing popularity and marketing of pulse surveys, there is little research concerning this practice. To this end, this practice forum reports the results of a four-wave pulse survey conducted in a health-care organization. Pulse surveys provided reliable estimates of overall engagement but scores remained stable across eight months. Practically no differences in group scores or trends could be found despite high participation. Item responses displayed little differences between groups and poor discriminant validity. Based on these results, pulse surveys may be adequate for estimating overall employee sentiment but not useful for detecting change over time or differences between groups. These limitations should be considered when designing or implementing pulse surveys.

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mentioning

confidence: 99%

Investigating the Promise and Pitfalls of Pulse Surveys

Brown¹

2020

Preprint

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Investigating the promise and pitfalls of pulse surveys

Brown

2022

Ind. Organ. Psychol.

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Despite the growing popularity and marketing of pulse surveys, there is little research concerning this practice. To this end, this practice forum reports the results of a four-wave pulse survey that was conducted in a health care organization. Pulse surveys provided reliable estimates of overall engagement, but scores remained stable across 8 months. Practically no differences in group scores or trends could be found despite high participation (≍ 50%). Item responses displayed little differences between groups, ICC(1) ranging from .03 to .18, and poor discriminant validity. Based on these results, pulse surveys may be adequate for estimating overall employee sentiment but not useful for detecting change over time or differences between groups. These limitations should be considered when designing or implementing pulse surveys.

show abstract

What if Any Science Will Do?

Cited by 2 publications

References 1 publication

Investigating the Promise and Pitfalls of Pulse Surveys

Investigating the Promise and Pitfalls of Pulse Surveys

Investigating the promise and pitfalls of pulse surveys

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