HUMAN RESOURCE DEVELOPMENT INTERNATIONAL最新文献

{"title":"Talents as career capitalists: how talent management programs influence individual career paths","authors":"Domitille Bonneton","doi":"10.1080/13678868.2023.2270889","DOIUrl":"https://doi.org/10.1080/13678868.2023.2270889","url":null,"abstract":"","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":"55 3","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135170635","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":"Reflecting on human resource development international’s growth and impact at its 25th year juncture","authors":"Rajashi Ghosh, Stefanos Nachmias, David McGuire, Ague Mae Manongsong, Alene O’Malley","doi":"10.1080/13678868.2023.2265235","DOIUrl":"https://doi.org/10.1080/13678868.2023.2265235","url":null,"abstract":"","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":"18 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135665676","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":"High performance work systems and employee performance: the roles of employee well-being and workplace friendship","authors":"Mingyan Han, Enhua Hu, Jingyou Zhao, Hongmei Shan","doi":"10.1080/13678868.2023.2268488","DOIUrl":"https://doi.org/10.1080/13678868.2023.2268488","url":null,"abstract":"ABSTRACTPromoting a thriving and productive workforce is a core task for human resource development (HRD) researchers and practitioners. Drawing on the job demands-resources model, this study aims to provide a balanced view of how high performance work systems (HPWSs) influence employee performance through different aspects of employee well-being. Data were collected from 346 employees through a three-wave survey in China. Structural equation modelling was used to test the hypotheses. The results reveal that HPWSs positively predict employee performance through psychological empowerment and negatively predict employee performance through emotional exhaustion. Workplace friendship minimises the positive effect of HPWSs on emotional exhaustion and attenuates the indirect effect of HPWSs on employee performance via emotional exhaustion. This study challenges the prevailing idea that HPWSs can always improve employee performance. It informs HRD researchers and practitioners to dialectically assess the impact of HPWSs and include workplace friendship as an intervention measure to reduce the detrimental outcomes of HPWSs and better promote employee development.KEYWORDS: Hpwssemployee performancepsychological empowermentemotional exhaustionworkplace friendship Disclosure statementNo potential conflict of interest was reported by the author(s).Data availability statementThe data that support the findings of this study are available from the corresponding author upon reasonable request.Additional informationFundingThis work was supported by the National Natural Science Foundation of China (Grants 72032002, 71772087, 71872089, and 72272079), the Major Achievement Cultivation Project of Nanjing University of Aeronautics and Astronautics (Grant NC2022007), the Social Science Foundation of Nanjing University of Aeronautics and Astronautics (Grant NCNJ2022033), the Innovation Team ‘Research on Chinese Employment Relationship Management’ of Philosophy and Social Science Research in Colleges and Universities in Jiangsu Province of China, and the Nanjing University of Aeronautics and Astronautics Top 100 Teams ‘Employee Relations and Innovation Management in Digital Era’.","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":"124 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135918079","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":"Different cultures, different gateways: culture shapes stratified job descriptions on LinkedIn","authors":"Wen Shan, Zhengkui Wang, Qingchao Zhao, Yan Chu","doi":"10.1080/13678868.2023.2260702","DOIUrl":"https://doi.org/10.1080/13678868.2023.2260702","url":null,"abstract":"ABSTRACTRecruiting process serves as an important gateway context to fuel social disparity. Previous studies on social inequality focused on how independent competence valued in high-status contexts, aligns with dominant American cultural norms, while interdependent competence valued in low-status contexts, clashes with these norms. Scholarstheorised that individuals with higher status have more resources to afford independence than those with lower status. However, the reliance on Western samples may overlook the influence of cultural norms, leading to ineffective inclusive human resource development strategies. To explore how societal culture shapes competence models at different levels of status, we utilised big data analysis methods to examine job descriptions across occupational statuses and cultures. We analysed 150,708 online job descriptions posted in China and the U.S.A. on LinkedIn. Our research findings indicate that in the U.S.A, higher-status jobs place greater more emphasize independent competence, whereas in China, higher-status jobs require candidates to possess more interdependent competence. This suggests that culture, rather than material resources, shapes social stratification in the labour market. We discuss these findings’ implications, including the vital role of job descriptions in facilitating or hindering access to desired opportunities and upward social mobility across cultures and how HRD professionals can intervene in different cultural contexts.KEYWORDS: Cultureoccupational statusjob descriptiontext miningcompetence model Disclosure statementNo potential conflict of interest was reported by the author(s).Notes1. By the term working-class contexts, we refer to contexts in which most people have relatively low incomes or relatively low-status occupations. In contrast, by middle-class contexts, we refer to contexts in which most people have relatively high incomes, or relatively high-status occupations (Stephens, Townsend, and Dittmann Citation2019).2. By the term gateway institutions, we refer to the established organisations that can function as key access points to future work opportunities, valued life outcomes, and upward social mobility (Ridgeway and Fisk Citation2012).3. By the terms higher status groups and lower status groups, we mean people from groups deemed to have higher status and people from groups deemed to have lower status. To avoid wordiness, we will use higher status groups and lower status groups hereafter.","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135347069","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":"Freelancers as protean careerists: why and how career meta-competencies lead to career success","authors":"Koustab Ghosh","doi":"10.1080/13678868.2023.2263673","DOIUrl":"https://doi.org/10.1080/13678868.2023.2263673","url":null,"abstract":"ABSTRACTContemporary careers have paved the way for protean careerists. As protean careerists, freelancers are viewed as a new breed of workforce who build their careers independent of any organisational affiliation and thus, hold full responsibility for managing and developing their own career. In this paper, we theoretically elucidate the relationship between the freelancer’s career meta-competencies, perceived employability and career success. We propose a conceptual model of these relationships, along with deciphering the moderating role of occupational embeddedness and individual career stage. Our paper builds on the new career theories through offering a more holistic model of career success for freelancers that showcases the relevance of career identity and adaptability as significant for both subjective and objective career success. The paper also highlights several practical implications for freelancers that act as a guide for their survival and advancement in their protean career path.KEYWORDS: Career meta-competenciescareer successprotean careeristsfreelancers Disclosure statementNo potential conflict of interest was reported by the author.","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":"75 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135591931","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":"Employees’ social capital in South Korea: A systematic review and implications for HRD research and practice","authors":"Jihye Oh, Jia Wang, Seung Won Yoon","doi":"10.1080/13678868.2023.2249624","DOIUrl":"https://doi.org/10.1080/13678868.2023.2249624","url":null,"abstract":"ABSTRACTAs the workplace is calling for more collaboration and teamwork, social capital has become increasingly popular in the human resource development (HRD) and management fields. In this article, we systematically reviewed social capital research in South Korea by focusing on the definitional and methodological issues as well as the impact of social capital, as documented in 57 empirical studies analysed. Our findings showed that social capital researchers have witnessed an upsurge of interest in social capital in Korea since the 2010s. In addition, we mapped out the nomological network of social capital research by incorporating all prior empirical evidence. Finally, we identified the lack of indigenous conceptualisations of social capital and methodological limitations in previous research. We proposed that utilising social network analysis and diversifying research approaches would provide additional insights that will advance current social capital and HRD literatures.KEYWORDS: social capitalsocial networka systematic review Disclosure statementNo potential conflict of interest was reported by the authors.","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":"94 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135059145","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":"Expatriates cross-cultural adjustment at the time of COVID-19: a Conservation of Resources (COR) perspective","authors":"Georgia Libera Finstad, Angelo Panno, Gabriele Giorgi","doi":"10.1080/13678868.2023.2253703","DOIUrl":"https://doi.org/10.1080/13678868.2023.2253703","url":null,"abstract":"","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":"1 1","pages":""},"PeriodicalIF":6.3,"publicationDate":"2023-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42058815","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":"Mind the gap – a comparative analysis of (in-)congruences in HRD role perception","authors":"H. Lundgren, J. Stewart, S. Kah, Jenni Jones, R. Poell, R. Hamlin, Ellen Scully-Russ","doi":"10.1080/13678868.2023.2244711","DOIUrl":"https://doi.org/10.1080/13678868.2023.2244711","url":null,"abstract":"","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":" ","pages":""},"PeriodicalIF":6.3,"publicationDate":"2023-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42062988","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":"How to promote teleworkers’ job satisfaction? the Telework Quality Model and its application in small, medium, and large companies","authors":"Simona Margheritti, E. Picco, A. Gragnano, G. Dell’aversana, M. Miglioretti","doi":"10.1080/13678868.2023.2244705","DOIUrl":"https://doi.org/10.1080/13678868.2023.2244705","url":null,"abstract":"","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":" ","pages":""},"PeriodicalIF":6.3,"publicationDate":"2023-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48600203","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":"Where is the missing piece of the work-family conflict? The work-[pet]family conflict","authors":"Ana Junça Silva","doi":"10.1080/13678868.2023.2244712","DOIUrl":"https://doi.org/10.1080/13678868.2023.2244712","url":null,"abstract":"","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":" ","pages":""},"PeriodicalIF":6.3,"publicationDate":"2023-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47263589","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}