The Problem The trend in current research is to seek a statistically significant finding, one that provides a p value less than a predetermined alpha. Unfortunately, a large number of research studies have been identified as being nonreplicable along with having other shortcomings (low power, improper methodology, poor sample size) that reduce the rigor of a study’s research findings. Additional techniques are needed beyond relying solely on a p value. The Solution This article presents recommendations that Human Resource Development (HRD) scholars and scholar-practitioners can implement to improve the rigor of the discipline’s research and practice. This article also provides guidelines (higher power, meta-analyses, low bias in large studies) of how to best avoid producing nonreplicability studies along with recommendations for the larger field, in this instance for scholars and scholar-practitioners in the social sciences. The Stakeholders Scholars, scholar-practitioners, employees, and researchers who are impacted by changes in their environment due to less-than rigorous evidence-based research findings.

中文翻译：

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元科学：从业人员指南

问题目前的研究趋势是寻求具有统计学意义的发现，该发现提供的p值小于预定的alpha。不幸的是，许多研究已经被确定为不可重复的，同时还具有其他缺点（低功效，方法不正确，样本量少），这些缺点降低了研究的严格性。除了仅依赖于ap值以外，还需要其他技术。解决方案本文提出了人力资源开发（HRD）学者和学者从业人员可以实施的建议，以提高该学科的研究和实践的严格性。本文还提供了有关如何最好地避免产生不可重复性研究的指南（更高的功效，荟萃分析，低偏差），以及针对更大领域的建议，在这种情况下，是针对社会科学领域的学者和从业者。利益相关者学者，学者，从业人员，员工和研究人员，由于缺乏严格的循证研究结果而受到环境变化的影响。