Bouncing back from Workplace Stress: From HRD’s Individual Employee’s Developmental Focus to Multi-facetted Collective Workforce Resilience Intervention

IF 3.1 Q1 INDUSTRIAL RELATIONS & LABOR
J. Mendy
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引用次数: 7

Abstract

The Problem Human resource development (HRD) research has sought to demarcate a human developmental problem by identifying learning interventions through which individuals can contribute towards group and organizational growth. However, there remains the fundamental problem, which is how to go beyond individualized employee development to a more collective resilience model building against workplace stress. Such lesser effectiveness has led to financial, emotional and psycho-social costs to individuals and collectives. Based on the theoretical analysis of human capital theory, HRD research and literature are lacking in how to more effectively operationalize collective resilience against workplace stress. The Solution A multi-faceted collective workforce resilience intervention conceptual model is proposed to enable both management and employees to overcome ineffective implementation of human development and thereby bounce back from workforce stress. Four aspects of the model’s practical operationalization are proposed as steps to help the HRD community of practitioners and scholars to engrain resilience as a workplace culture in resolving stress. Implications on (1) the identification of workplace stress, (2) the effective design and operationalization of development capacities. (3) the resilience intervention initiatives, and (4) the management of collective workforce resilience are highlighted. The Stakeholders The proposed model is designed for the HRD community, including scholars, practitioners, employees and managers in related HRD contexts.
从职场压力中反弹:从人力资源开发对员工个体发展的关注到多方面的集体劳动力弹性干预
问题人力资源开发(HRD)研究试图通过确定个人可以为团队和组织成长做出贡献的学习干预措施来界定人类发展问题。然而,仍然存在根本问题,即如何超越个性化的员工发展,建立一个更具集体韧性的应对工作压力的模式。这种效率低下导致了个人和集体的经济、情感和心理社会成本。基于人力资本理论的理论分析,人力资源开发研究和文献中缺乏如何更有效地实施集体应对工作压力的能力。解决方案提出了一个多方面的集体劳动力弹性干预概念模型,使管理层和员工能够克服人类发展的无效实施,从而从劳动力压力中恢复过来。提出了该模式实际操作的四个方面,作为帮助人力资源开发从业者和学者社区将韧性作为解决压力的工作场所文化的步骤。对以下方面的影响:(1)识别工作场所压力;(2)有效设计和实施发展能力。(3) 复原力干预举措,以及(4)劳动力集体复原力的管理。利益相关者所提出的模型是为人力资源开发社区设计的,包括相关人力资源开发背景下的学者、从业者、员工和管理人员。
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来源期刊
Advances in Developing Human Resources
Advances in Developing Human Resources INDUSTRIAL RELATIONS & LABOR-
CiteScore
6.40
自引率
6.50%
发文量
18
期刊介绍: Advances in Developing Human Resources is a bi-monthly journal whose single issues explore and examine discrete topics. These single issues (or "back issues," once the subsequent issue is published) are available individually or in quantities for use in a classroom or training environment. Balancing practice, theory, and readability, each issue is devoted to important and timely topics related to the development of human resources. The content of the journal spans the realms of performance, learning, and integrity within an organizational context. Readable and relevant to practitioners, each issue is grounded in sound research and theory and edited by a top scholar in the field.
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