The article by Lise M. Saari and Timothy A. Judge addresses the gaps between HR practice and scientific research in the area of employee attitudes, particularly job satisfaction. The authors identify three major gaps: the causes of employee attitudes, the results of positive or negative job satisfaction, and how to measure and influence employee attitudes. They provide a review of scientific research and recommendations for practitioners to close these gaps. The article emphasizes the importance of understanding personal characteristics, such as emotion, in defining job satisfaction and how employee attitudes influence organizational performance. It also discusses the impact of cultural influences on employee attitudes and the role of the work situation, including intrinsic job characteristics. The authors offer suggestions for enhancing organizational practices and evaluating implemented practices, emphasizing the need for HR professionals to be better informed about research and to improve their statistical knowledge. They conclude by highlighting future research directions, such as better understanding the interplay between person and situation factors and the broader environmental impacts on employee attitudes.The article by Lise M. Saari and Timothy A. Judge addresses the gaps between HR practice and scientific research in the area of employee attitudes, particularly job satisfaction. The authors identify three major gaps: the causes of employee attitudes, the results of positive or negative job satisfaction, and how to measure and influence employee attitudes. They provide a review of scientific research and recommendations for practitioners to close these gaps. The article emphasizes the importance of understanding personal characteristics, such as emotion, in defining job satisfaction and how employee attitudes influence organizational performance. It also discusses the impact of cultural influences on employee attitudes and the role of the work situation, including intrinsic job characteristics. The authors offer suggestions for enhancing organizational practices and evaluating implemented practices, emphasizing the need for HR professionals to be better informed about research and to improve their statistical knowledge. They conclude by highlighting future research directions, such as better understanding the interplay between person and situation factors and the broader environmental impacts on employee attitudes.