Barry Gerhart

Barry Gerhart is the Bruce R. Ellig Distinguished Chair in Pay and Organizational Effectiveness, Department of Management and Human Resources, Wisconsin School of Business. He previously served as Department Chair at Cornell and Vanderbilt and as Department Chair, Senior Associate Dean, and interim Albert O. Nicholas Dean at Wisconsin. He earned his Ph.D. in Industrial Relations from the University of Wisconsin-Madison and his B.S. in Psychology from Bowling Green State University. His research interests include compensation, human resource management, staffing, and international management.

Gerhart has received several lifetime achievement awards: the Herbert Heneman Jr. Career Achievement Award and the Thomas A. Mahoney Mentoring Award (for his work with doctoral students), both from the Human Resources Division, Academy of Management, as well as the Michael R. Losey Excellence in Human Resource Research Award from the Society for Human Resource Management. He has also been elected a Fellow of the Academy of Management and the American Psychological Association. In addition, he has received the scholarly achievement award (best research article) and (twice) the international scholarly achievement award (best international research article), both from the Human Resources Division, Academy of Management.

Gerhart’s work has been published in the Academy of Management Journal, Annual Review of Psychology, Journal of Applied Psychology, and other leading journals. He has co-authored a research monograph, Compensation: Theory, Evidence, and Strategic Implications, as well as several books, including: Human Resource Management: Gaining a Competitive Advantage (11th edition), Fundamentals of Human Resource Management (7th edition), and Compensation (13th edition).

Selected Accepted Journal Articles

• Gerhart, B. (2016). Incentives and Pay for Performance in the Workplace. Advances in Motivation Science
• Gerhart, B. & Fang, M. (2016). Competence and Pay for Performance. Handbook of Competence and Motivation (2nd edition)

Selected Published Journal Articles

• Gerhart, B. (2015). Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and Creativity in the Workplace: Revisiting Long-Held Beliefs. Annual Review of Organizational Psychology and Organizational Behavior (2), 489-521.
• Rabl, T. & Jayasinghe, M. & Gerhart, B. & Kühlmann, T. (2014). A Meta-Analysis of Country Differences in the High Performance Work System-Business Performance Relationship: The Roles of National Culture and Managerial Discretion. Journal of Applied Psychology (99), 1011-1041.
• Gerhart, B. & Fang, M. (2014). Pay for (Individual) Performance: Issues, Claims, Evidence and the Role of Sorting Effects. Human Resource Management Review (24), 41-52.
• Gerhart, B. (2013). Research on Human Resources and Effectiveness: Some Methodological Challenges. HRM and Performance: Achievements and Challenges
• Weller, I. & Gerhart, B. (2012). Empirical Research Issues in Comparative HRM. Handbook of Research in Comparative Human Resource Management
• Gerhart, B. (2012). Construct validity, causality, and policy recommendations: The case of high performance work practices systems. Human Resource Management Review (22), 157-160. doi: 10.1016/j.hrmr.2011.12.002.
• Trevor, C. & Reilly, G. & Gerhart, B. (2012). Reconsidering Pay Dispersion’s Effect on the Performance of Interdependent Work: Reconciling Sorting and Pay Inequality. Academy of Management Journal (55), 585-610. doi: 10.5465/amj.2006.0127.
• Fang, M. & Gerhart, B. (2012). Does Pay for Performance Diminish Intrinsic Interest? A Workplace Test Using Cognitive Evaluation Theory and the Attraction-Selection-Attrition Model. International Journal of Human Resource Management (23), 1176-1196. doi: 10.1080/09585192.2011.561227.
• Gerhart, B. (2010). Compensation. Sage Handbook of Human Resource Management
• Gerhart, B. & Nyberg, A. & Fulmer, I. & Carpenter, M. (2010). Agency Theory Revisited: CEO Returns and Shareholder Interest Alignment. Academy of Management Journal (53), 1029-1049. doi: 10.5465/AMJ.2010.54533188.
• Gerhart, B. & Rynes, S. & Fulmer, I. (2009). Pay and Performance: Individuals, Groups, and Executives. Academy of Management Annals (3), 251-315. doi: 10.1080/19416520903047269.
• Gerhart, B. (2009). Does National Culture Constrain Organization Culture and Human Resource Strategy? The Role of Individual Mechanisms and Implications for Employee Selection. Research in Personnel and Human Resources Management (28), 1-48. doi: 10.1108/S0742-7301(2009)0000028004.
• Gerhart, B. (2009). How Much Does National Culture Constrain Organizational Culture?. Management and Organization Review (5), 241-259. doi: 10.1111/j.1740-8784.2008.00117.x.
• Gerhart, B. (2008). Cross-Cultural Management Research: Assumptions, Evidence, and Suggested Directions. International Journal of Cross Cultural Management (8), 259-274. doi: 10.1177/1470595808096669.
• Gerhart, B. (2008). Compensation and National Culture. Global Compensation: Foundations and Perspectives
• Gerhart, B. (2008). Review Essay: The Growth of International Human Resource Management. International Journal of Human Resource Management (19), 1989-1994. doi: 10.1080/09585190802324452.
• Lee, T. & Gerhart, B. & Weller, I. & Trevor, C. (2008). Understanding Voluntary Turnover: Path-Specific Job Satisfaction Effects and the Importance of Unsolicited Job Offers. Academy of Management Journal (51), 651-671. doi: 10.5465/AMR.2008.33665124.
• Noe, R. & Hollenbeck, J. & Gerhart, B. & Wright, P. (2007). Essentials of Human Resource Management.
• Gerhart, B. (2007). Modeling Human Resource Management—Performance Linkages. Handbook of Human Resources Management
• Gerhart, B. (2007). Horizontal and Vertical Fit in Human Resource Systems. Perspectives on Organizational Fit
• Gerhart, B. & Fang, M. (2005). National Culture and Human Resource Management: Assumptions and Evidence. International Journal of Human Resource Management (16), 975-990. doi: 10.1080/09585190500120772.
• Gerhart, B. (2005). Human Resources and Business Performance: Findings, Unanswered Questions, and an Alternative Approach. Management Revue: The International Review of Management Studies (16), 175-185.
• Rynes, S. & Gerhart, B. & Parks, L. (2005). Personnel Psychology: Performance Evaluation and Pay-for-Performance. Annual Review of Psychology (56), 571-600. doi: 10.1146/annurev.psych.56.091103.070254.
• Gerhart, B. (2005). The (Affective) Dispositional Approach to Job Satisfaction: Sorting Out the Policy Implications. Journal of Organizational Behavior (26), 79-97. doi: 10.1002/job.298.
• Rynes, S. & Gerhart, B. & Minette, K. (2004). The Importance of Pay in Employee Motivation: Discrepancies between What People Do and What They Say. Human Resource Management (43), 381-394. doi: 10.1002/hrm.20031.
• Sturman, M. & Trevor, C. & Boudreau, J. & Gerhart, B. (2003). Is It Worth It to Win the Talent War? Evaluating the Utility of Performance-Based Pay. Personnel Psychology (56), 997-1035. doi: 10.1111/j.1744-6570.2003.tb00248.x.
• Sturman, M. & Trevor, C. & Bourdreau, J. & Gerhart, B. (2003). Is it worth it to win the talent war? Using turnover research to evaluate the utility of performance-based pay. Personnel Psychology (56), 997-1035. doi: 10.1111/j.1744-6570.2003.tb00248.x.
• Fulmer, I. & Gerhart, B. & Scott, K. (2003). Are the 100 Best Better? An Empirical Investigation of the Relationship Between Being a "Great Place to Work" and Firm Performance. Personnel Psychology (56), 965-993. doi: 10.1111/j.1744-6570.2003.tb00246.x.
• Noe, R. & Hollenbeck, J. & Gerhart, B. & Wright, P. (2003). Human Resource Management: Gaining a Competitive Advantage.
• Wright, P. & Gardner, T. & Moynihan, L. & Park, H. & Gerhart, B. & Delery, J. (2001). Measurement Error in Research on Human Resources and Firm Performance: Additional Data and Suggestions for Future Research. Personnel Psychology (54), 875-901. doi: 10.1111/j.1744-6570.2001.tb00235.x.
• Gerhart, B. (2001). The Executive Handbook on Compensation.
• Gerhart, B. & Wright, P. & McMahan, G. & Snell, S. (2000). Measurement Error in Research on Human Resources and Firm Performance: How Much Error Is there and How Does it Influence Effect Size Estimates?. Personnel Psychology (53), 803-834. doi: 10.1111/j.1744-6570.2000.tb02418.x.
• Gerhart, B. (2000). Compensation in Organizations.

Practitioner-Oriented Publications

• Gerhart, B. (2016). Past, Present and Future Compensation Research Perspectives. Compensation and Benefits Review
• Newman, J. & Gerhart, B. & Milkovich, G. (2016). Compensation (12th edition).
• Ledford, G. & Gerhart, B. & Fang, M. (2013). Negative Effects of Extrinsic Rewards on Intrinsic Motivation: More Smoke Than Fire. WorldatWork Journal (22), 17-29.
• Gerhart, B. (2004). Human Resource Management
• Wright, P. & McMahan, G. & Snell, S. & Gerhart, B. (2001). Comparing Line and HR Executives' Perceptions of HR Effectiveness: Services, Roles, and Contributions. Human Resource Management Journal (40), 111-124. doi: 10.1002/hrm.1002.

Presentations

( 2016 ) Strategic Human Resource (HR) Perspective on Human Capital (HC) and HC Management Processes and Systems

( 2016 ) Strategy Microfoundations and Human Capital (& Human Resources)

( 2016 ) Does the Effectiveness of Management Practices Depend on National Culture? Claims and Evidence.

( 2015 ) Does the Effectiveness of Management Practices Depend on National Culture? Claims and Evidence.

( 2015 ) Publishing, Impact, and Effect Size in the Field of Management

( 2014 ) Gerhart, B. Intrinsic Motivation, Incentives, and Performance (in the workplace).

( 2013 ) The Relationship between High Performance Work Practice Systems and Business Performance: How Much Does Country Matter (and why?)

Total Rewards Conference ( 2013 ) Fantasy and Reality in Academic Research on Rewards: Intrinsic Motivation.

Total Rewards Conference ( 2013 ) The Case for Differentiating Pay for Performance.

( 2012 ) Assessing Mediation in Management Research.

( 2012 ) National Culture and People Management: Claims and Evidence.

( 2012 ) National Culture and People Management: Claims and Evidence.

( 2011 ) Does the Relationship between Human Resources and Business Performance Differ across Countries?

Academy of Management ( 2011 ) How much does Country matter? A Meta-Analysis of the HPWP Systems-Business Performance Relationship.

( 2011 ) National Culture and People Management: Claims and Evidence

Academy of Management ( 2010 ) Comparative Human Resource Management - Current Status and Future Developments

Academy of Management ( 2010 ) Comparing the Predictive Power of National Culture Distance Measures: Hofstede Versus Project GLOBE

International Association of Chinese Management Research ( 2010 ) International Management and Strategic Human Resource Management

( 2010 ) National Culture and People Management: Claims and Evidence

Academy of Management ( 2009 ) The Sustainable Teaching of Human Resource Management in Multinational Enterprises

The 2008 Ludwig-Erhard-Professor Lecture ( 2008 ) Does National Culture Constrain Human Resource Management?

Seminar Series ( 2006 ) Context, Culture, and People Management: Claims and Evidence

The 2006 Derber Lecture ( 2006 ) National Culture as a Constraint on People Management: Claims and Evidence

Australia and New Zealand Academy of Management ( 2005 ) Context, Culture, and People Management: Claims and Evidence

( 2004 ) Research on Human Resources and Effectiveness: Selected Methodological Challenges

Learning/Teaching Oriented Publications

• Milkovich, G. & Newman, J. & Gerhart, B. (2013). Compensation.
• Noe, R. & Hollenbeck, J. & Gerhart, B. & Wright, P. (2013). Fundamentals of Human Resource Management.
• Noe, R. & Hollenbeck, J. & Gerhart, B. & Wright, P. (2012). Human Resource Management: Gaining a Competitive Advantage (6th edition).
• Gerhart, B. & Trevor, C. (2008). Merit Pay. Performance Management Systems: A Global Perspective