Transparency, reproducibility, and replicability in human resource management research

Purpose We address the importance of strategies for improving transparency, reproducibility, and replicability in human resource management research. Design/methodology/approach We review how transparency, reproducibility, and replicability enhance the credibility of scholarly work and provide practical recommendations for improving them. Findings We describe the credibility crisis in scholarly research, as evidenced by the increasing number of retractions and research misconduct cases. In response, we offer the TRRUST framework (i.e. transparency, replicability, reproducibility, unified ontology, shared culture of science and trust and values) to discuss how to enhance the credibility of human resource management research. Importantly, we offer 25 actionable recommendations for improving transparency, reproducibility, and replicability (e.g. data sharing, pre-registration and registration, independent reanalysis, and conducting sensitivity analyses to assess robustness). Research limitations/implications We emphasize the importance of addressing the credibility crisis in human resource management (HRM) research through increased transparency, reproducibility, and replicability. Researchers must adopt practices such as data sharing, pre-registration, and independent replication to enhance the credibility of their research. These recommendations empower junior and experienced researchers to implement robust methods, ensuring higher research quality. Future research should investigate the impact of transparent practices on outcomes, identify barriers to adoption and develop frameworks that promote sustainable research practices, thereby enhancing the long-term integrity and impact of HRM scholarship. Practical implications Human resource managers and other organizational decision-makers must critically assess research-based practices, ensuring they rely on credible studies to guide their decisions. Adopting evidence-based practices becomes more reliable when backed by reproducible research. Managers should seek transparency from consultants and vendors, promoting robust solutions. Partnering with researchers can help align academic findings with business needs. Staying informed about credible research practices ensures practices and policies reflect the latest, trustworthy evidence. Credible research reduces risks and enhances decision-making, fostering more effective and sustainable organizational strategies. Social implications The credibility crisis in research impacts society by eroding trust in academic findings that inform policies and workplace practices. Improving transparency, reproducibility, and replicability in human resource management research ensures that policies impacting workers and organizations are grounded in trustworthy evidence. Transparent research fosters public trust, reduces misinformation and promotes better decision-making by businesses and governments. When research is credible, it enhances societal outcomes by guiding fairer, more effective workplace practices, contributing to improved labor conditions, organizational performance and economic development. Ultimately, trustworthy research supports the well-being and progress of individuals, communities and institutions. Originality/value A clear and actionable list of recommendations for enhancing transparency, reproducibility, and replicability in HRM research is beneficial for both junior and experienced researchers. These recommendations enhance the credibility of human resource management research.