This lead article in a point/counterpoint exchange discusses the appropriate use of self-reports in organizational research. It is pointed out that although many researchers seem to hold self-reports in low esteem, many of the weaknesses discussed are shared by most other methods. Self-reports seem to be reasonable measures of employee feelings and perceptions, but care must be taken in drawing inferences from an individual's reactions to objective conditions at work. It is further argued that much of the criticism of the typical questionnaire study has more to do with limitations of ubiquitous cross-sectional designs than the measures themselves. It is concluded that despite weaknesses, self-report is a valuable method that when used appropriately can contribute much to our science. (Copyright 1994, John Wiley.)