The purpose of this study was to consider the role of contextual factors, particularly those related to HR policies and practices, in the success of eighty‐two professionals and managers working on a reduced‐load basis. Results revealed agreement among senior managers, coworkers, direct reports, and reduced‐load managers and professionals themselves that the alternative work arrangements were successful. The key factors seen as facilitating success included individual characteristics and behaviors as well as contextual factors related to job content, work group, organizational culture, and human‐resource policies and practices. © 2002 Wiley Periodicals, Inc.

Five thousand human resource (HR) professionals were surveyed regarding the extent to which they agreed with various HR research findings. Responses from 959 participants suggest that there are large discrepancies between research findings and practitioners' beliefs in some content areas, especially selection. In particular, practitioners place far less faith in intelligence and personality tests as predictors of employee performance than HR research would recommend. Practitioners are somewhat more likely to agree with research findings when they are at higher organizational levels, have SPHR certification, and read the academic literature. Suggestions are made for more effective dissemination of HR research findings. © 2002 Wiley Periodicals, Inc.