European Journal of Training and Development最新文献

{"title":"Global scientific literature on human resource development: a bibliometric analysis using Scopus database","authors":"Binh Pham-Duc, Trung Tran, Dung Huu Hoang, Chau Bao Do","doi":"10.1108/ejtd-01-2022-0004","DOIUrl":"https://doi.org/10.1108/ejtd-01-2022-0004","url":null,"abstract":"\u0000Purpose\u0000This paper aims to analyze the development of global human resource development (HRD) articles published in journals indexed in the Scopus database since 1960s until present time.\u0000\u0000\u0000Design/methodology/approach\u0000A publication collection of 1,905 articles collected from the Scopus database was downloaded and analyzed by using bibliometric techniques available in the VOSviewer and Biblioshiny software.\u0000\u0000\u0000Findings\u0000Three different development stages of HRD research have been identified: a seeding stage between 1962 and 1989, a growth stage between 1990 and 2007 and a development stage from 2008 onward. The USA and the UK were the biggest contributors who participated to 30.02% and 12.55% of articles in the collection and received 43.82% and 19.54% of the total number of citations, respectively. Scholars with the most publications and citations are mostly from the USA and the UK, and nine over ten most cited articles having first author’s affiliation located there. Emerald Group is the most popular publishing house, as five over ten most popular journals belong to this publishing house.\u0000\u0000\u0000Originality/value\u0000After six decades of development, it is necessary to examine the evolution of HRD research, its characteristics and its intellectual framework as this type of analysis is not yet available in the literature. This study helps scholars better understand this research field, as well as better prepare for future work in HRD.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"29 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-06-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78149111","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Trainees’ aversions of employee training programs","authors":"R. P. Andoh, E. Annan-Prah, E. Owusu, Paul Mensah Agyei","doi":"10.1108/ejtd-02-2022-0022","DOIUrl":"https://doi.org/10.1108/ejtd-02-2022-0022","url":null,"abstract":"\u0000Purpose\u0000Training evaluation is an important part of training programs and evaluating the reactions of trainees is of immense value, but there are few studies on this level of evaluation, as it is a neglected area of research. More so, when trainee reactions to training are poor, human resource managers together with learning and development professionals are able to improve on training programs. Nonetheless, no study has focussed on the aversions of trainees to training, and so this study aims to investigate the aversions of trainees regarding employee training.\u0000\u0000\u0000Design/methodology/approach\u0000This study uses the exploratory research design and obtains data from trainees in an online survey using an open-ended question. Thematic text analyses of the statements of 118 respondents are performed using a two-level coding process.\u0000\u0000\u0000Findings\u0000A total of 15 first-level codes are identified from the texts and categorized into five second-level codes. Further analyses culminate in the identification of two broad themes; trainers’ presentation aversions and organization of training aversions.\u0000\u0000\u0000Practical implications\u0000Attention must be given to the aversions of trainees in the training evaluation literature. This is because of the considerable amount of information that can be generated and based on that, identify the weaknesses inherent in employee training programs and ultimately improve this critical human resource function within organizations. In attending to the trainee aversions, the least and most reported should be resolved holistically for training objectives to be achieved.\u0000\u0000\u0000Originality/value\u0000Trainee reaction studies are scarce in the training literature. In addition, most of the existing trainee reaction studies focus on satisfaction while using closed-ended questionnaires. To the best of the authors’ knowledge, this is the first study that focuses on the aversions of trainees and which uses an open-ended question.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"8 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-06-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74179059","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Impact of supervisory delegation on employee voice behavior: role of felt obligation for constructive change and voice climate","authors":"Um E. Rubbab, S. M. M. R. Naqvi, M. Irshad, Ramsha Zakariya","doi":"10.1108/ejtd-01-2022-0006","DOIUrl":"https://doi.org/10.1108/ejtd-01-2022-0006","url":null,"abstract":"\u0000Purpose\u0000The research linking organizational change-oriented activities with employee voice behavior is still in its initial stages. This study aims to contribute to this line of research by proposing felt obligation for constructive change, an underlying mechanism through which supervisory delegation enhances teachers’ voice behavior.\u0000\u0000\u0000Design/methodology/approach\u0000This study tested the interactive effect of felt obligation for constructive change and voice climate on teachers’ voice behavior. The proposed model is supported by proactive motivation theory which states that environmental factors lead to motivational states which further result in employee proactive behaviors. In this study, 415 teachers with their 74 supervisors (head of departments) from educational institutes completed the surveys. Structural equation modeling was used to find the results.\u0000\u0000\u0000Findings\u0000The results supported the mediation and moderation hypotheses, which proved that felt obligation for constructive change mediates the relationship between supervisory delegation and teachers’ voice behavior, and voice climate moderates the relationship between felt obligation for constructive change and teacher voice behavior.\u0000\u0000\u0000Practical implications\u0000This paper will provide an insight to the practitioners about the role of supervisory delegation for engagement in employee voice. This paper will also help managers understand that the workplace effectiveness can be enhanced by creating opportunities for employees to voice their concern.\u0000\u0000\u0000Originality/value\u0000This study recommends that head of departments at the workplace should cultivate an environment that is conducive for their faculty for engaging in voice behavior for improved functioning of educational institutes. Findings provide an insightful approach on organizational strategies in the form of supervisory delegation to trigger voice behavior among employees to meet the uncertainty of the ever-changing business environment.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"7 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-06-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86313918","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Emotion in teams: a scoping literature review","authors":"Lei Xie, Jonathan Wilson, Todd Sherron","doi":"10.1108/ejtd-01-2022-0002","DOIUrl":"https://doi.org/10.1108/ejtd-01-2022-0002","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The empirical findings of the roles of emotions in teams are mixed. This study, a scoping literature review, aims to synthesize extant research on the roles of emotions in work teams and offers future research directions.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Sixty-nine empirical studies from the past ten years (2012 to 2021) were identified and reviewed. The authors then analyzed these 69 papers based on their research design, focus and nomological network of emotions.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The authors found that there is a clear increasing research trend of studying emotions in a team setting. In the extant literature, team emotions were studied from three major perspectives: emotions, emotional management and emotion measurement. The authors also summarized findings into the nomological network of team emotions. Last but not least, future research directions regarding the research context, focus and design and analysis were recommended.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The role of emotions in teams has not been extensively reviewed or synthesized, and the empirical findings are mixed. This paper synthesized the role of emotions in teams and critical factors that affect emotions in teams. In particular, the research recommendations for critical human resource development scholars cover three aspects: research context advancement, research focus advancement and research design and analysis advancement.</p><!--/ Abstract__block -->","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"12 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-06-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139760804","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Introduction: innovation in qualitative research in HRD","authors":"Yonjoo Cho, R. Grenier, P. Williams","doi":"10.1108/ejtd-05-2022-0058","DOIUrl":"https://doi.org/10.1108/ejtd-05-2022-0058","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to offer a collection of articles that explore some of the many innovative approaches to qualitative inquiry and to challenge HRD scholars and practitioners to consider using innovative approaches in their work. In doing so, qualitative research in HRD can better capture and honour voices, experiences and meaning making of individuals, teams, organizations and communities.\u0000\u0000\u0000Design/methodology/approach\u0000Using Lê and Schmid’s (2022) definition of innovation in qualitative research, the authors selected four innovative approaches to qualitative research that have the potential to enhance HRD research and practice: use of multiple-case study designs in case study research in HRD, a new take on critical incident technique, a narrative approach of testimonio and a visual approach of participant photography.\u0000\u0000\u0000Findings\u0000Innovative approaches to qualitative research in this special issue include a review of case study research in HRD by Tkachenko et al., a new take on the familiar critical incident technique of Watkins et al., a narrative approach to testimonio by Salcedo et al. and a visual approach to participant photography by Hurtienne et al. The last article, by Grenier et al., addresses the implications of these articles to the field of HRD and points to additional directions for innovative qualitative approaches that can help to understand and create more inclusive, democratic and just organizations.\u0000\u0000\u0000Research limitations/implications\u0000The articles in this special issue are intended to spark a dialogue about the meaning of innovation in qualitative research in HRD. It also can serve as an impetus for considering how innovative approaches to qualitative research can better tackle questions that come from the new normal of the workplace, society and diverse contexts.\u0000\u0000\u0000Practical implications\u0000This special issue will give HRD scholars and practitioners a realistic, practical view on how innovation in qualitative research can help in exploring specific problems in the workplace. The articles will offer a glimpse into how specific social complex issues can be explored and addressed through innovative approaches, new and tried/modified, to qualitative inquiry.\u0000\u0000\u0000Originality/value\u0000Four articles introduce new and tried/modified qualitative methods, and their value is in prompting HRD scholars and practitioners to consider some of the innovative approaches in exploring, understanding and transforming the workplace. The final article is a review of more innovative qualitative approaches for HRD scholars and practitioners to understand complex organizational phenomena and promote positive and inclusive change accordingly.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"14 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-06-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87507138","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Department chairs’ perceptions of union membership on academic human resource decision-making","authors":"Leigh Settlemoir Dzwik, Sunyoung Park","doi":"10.1108/ejtd-11-2021-0185","DOIUrl":"https://doi.org/10.1108/ejtd-11-2021-0185","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The purpose of this study is to explore unionization’s impact on university department chairs for academic human resource decision-making in terms of faculty hiring; re-employment, promotion and tenure; other faculty evaluation decisions; and discipline and discharge.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The subjects were department chairs with more than one year of experience in institutions with faculty bargaining units in the USA. Half of the department chairs were members of the bargaining unit and half were not members of the bargaining unit. T-test and Chi square statistics were used to examine and compare 136 chair responses.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>While there were significant differences between the groups when making all academic human resource decisions based on role affiliation, there was a weak identification as a bargaining unit member. There was no difference between groups when determining how the participants perceived the process rules, and the majority of the responses indicated membership in the union does not complicate making academic human resource decisions.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Based on these findings, this study provides the first empirical evidence against a long-held administrative belief department chairs should not be unionized as they will side with union colleagues in difficult academic human resource cases. The findings of this study also produce three key recommendations for practice and faculty development.</p><!--/ Abstract__block -->","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"191 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139760802","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Moving the needle on qualitative approaches to studying HRD","authors":"R. Grenier, P. Williams, Yonjoo Cho","doi":"10.1108/ejtd-02-2022-0019","DOIUrl":"https://doi.org/10.1108/ejtd-02-2022-0019","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to conclude this special issue on innovation in qualitative research by addressing the preceding papers in relation to the work of Human Resource Development (HRD) scholars and scholar-practitioners, consider the implications to the field of HRD and point to additional directions for innovative qualitative approaches. The authors use the term “innovative” to mean either an approach (or technique) that is newly conceived or one that is new to HRD (or little used).\u0000\u0000\u0000Design/methodology/approach\u0000The authors reviewed the papers in the special issue, identified other innovative qualitative approaches from the HRD literature and described briefly additional innovative approaches from other fields to suggest future directions for HRD professionals.\u0000\u0000\u0000Findings\u0000In this review, the authors noted the relatively few approaches to qualitative research that have been used regularly in HRD literature and suggested further innovative approaches that could deepen the understanding of organizations, including narrative, visual and indigenous methods, among others.\u0000\u0000\u0000Research limitations/implications\u0000This paper provides for HRD scholars an overview of a few qualitative research methodologies that are new to HRD and identifies additional approaches and epistemological challenges that could be valuable for future inquiry into complex organizations by HRD scholars and practitioners.\u0000\u0000\u0000Practical implications\u0000The authors suggest various feasible approaches and tools for HRD professionals to inquire into their practice in organizations to identify needs, evaluate outcomes and inquire into socially complex issues.\u0000\u0000\u0000Originality/value\u0000This study’s intent is to encourage the use of various innovative qualitative inquiry approaches when appropriate to understand and transform organizations. In particular, this study encourages the approaches that center the voices and experiences of those being studied and emphasizes the ways of listening to voices from the margins that may have been ignored previously.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"44 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73528032","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Artificial intelligence in learning and development: a systematic literature review","authors":"Parag K. Bhatt, Ashutosh Muduli","doi":"10.1108/ejtd-09-2021-0143","DOIUrl":"https://doi.org/10.1108/ejtd-09-2021-0143","url":null,"abstract":"\u0000Purpose\u0000The presented research explored artificial intelligence (AI) application in the learning and development (L&D) function. Although a few studies reported AI and the people management processes, a systematic and structured study that evaluates the integration of AI with L&D focusing on scope, adoption and affecting factors is mainly absent. This study aims to explore L&D-related AI innovations, AI’s role in L&D processes, advantages of AI adoption and factors leading to effective AI-based learning following the analyse, design, develop, implement and evaluate approach.\u0000\u0000\u0000Design/methodology/approach\u0000The presented research has adopted a systematic literature review method to critically analyse, synthesise and map the extant research by identifying the broad themes involved. The review approach includes determining a time horizon, database selection, article selection and article classification. Databases from Emerald, Sage, Francis and Taylor, etc. were used, and the 81 research articles published between 1996 and 2022 were identified for analysis.\u0000\u0000\u0000Findings\u0000The result shows that AI innovations such as natural language processing, artificial neural networks, interactive voice response and text to speech, speech to text, technology-enhanced learning and robots can improve L&D process efficiency. One can achieve this by facilitating the articulation of learning module, identifying learners through face recognition and speech recognition systems, completing course work, etc. Further, the result also shows that AI can be adopted in evaluating learning aptitude, testing learners’ memory, tracking learning progress, measuring learning effectiveness, helping learners identify mistakes and suggesting corrections. Finally, L&D professionals can use AI to facilitate a quicker, more accurate and cheaper learning process, suitable for a large learning audience at a time, flexible, efficient, convenient and less expensive for learners.\u0000\u0000\u0000Originality/value\u0000In the absence of any systematic research on AI in L&D function, the result of this study may provide useful insights to researchers and practitioners.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"63 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91287539","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Determinants of research performance of university academics and the moderating and mediating roles of organizational culture and job crafting","authors":"Roziah Mohd Rasdi, Siti Zainab Tauhed, Zeinab Zaremohzzabieh, Seyedali Ahrari","doi":"10.1108/ejtd-11-2021-0192","DOIUrl":"https://doi.org/10.1108/ejtd-11-2021-0192","url":null,"abstract":"\u0000Purpose\u0000This paper aims to identify the role of organizational and individual factors in predicting the research performance of academics when job crafting is a mediator variable and organizational culture is a moderating variable.\u0000\u0000\u0000Design/methodology/approach\u0000This study was conducted by collecting responses from academics at five Malaysian research-based universities. The sample size was 273. Standard questionnaires were used to collect the data. The data were analyzed using partial least squares structural equation modeling.\u0000\u0000\u0000Findings\u0000The most significant predictors of research performance were organizational culture, individual effort and professional development, whereby job crafting was most optimally predicted by work engagement and transformational leadership. While organizational culture moderated the relationship between transformational leadership and research performance, the mediating role of job crafting was insignificant between work engagement and research performance.\u0000\u0000\u0000Research limitations/implications\u0000The findings have important implications for human resource development practitioners (HRD) in terms of improving overall academic research performance. Practical interventions are suggested to assist academics in enhancing their performance. This study highlights how academic performance can be managed more effectively.\u0000\u0000\u0000Originality/value\u0000The findings extend the HRD literature in higher education and offer a framework that enhances the understanding of the organizational and individual factors that influence academics' research performance within a specific context of research universities in a non-Western context.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"17 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90122392","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"CSR, marketing capabilities and human resource development: the endogenous role of network capabilities","authors":"T. V. Binh, L. Duong, Ngo Giang Thy, Huynh Dang Khoa","doi":"10.1108/ejtd-02-2022-0014","DOIUrl":"https://doi.org/10.1108/ejtd-02-2022-0014","url":null,"abstract":"\u0000Purpose\u0000This study aims to examine the relationship between human resource development (HRD) and the interaction between corporate social responsibility (CSR) and marketing capabilities in small and medium enterprises (SMEs) in the food industry.\u0000\u0000\u0000Design/methodology/approach\u0000This research uses the extended regression model on a sample of 2,649 food SMEs in Vietnam.\u0000\u0000\u0000Findings\u0000This research found that CSR and marketing strategies positively influence HRD; the interaction of CSR and marketing capabilities has a negative effect on HRD; the endogenous role of network capabilities on the effects of CSR and marketing capabilities on HRD.\u0000\u0000\u0000Originality/value\u0000This research helps food companies use their resources in allocating resources for CSR and conduct marketing reasonably and effectively. This study highlights that the impact of CSR and marketing on HRD is dominated by endogenous networking.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"18 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85437625","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}