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Information for Contributors 投稿人资讯
IF 3.8 3区 管理学
Human Resource Development Quarterly Pub Date : 2025-09-22 DOI: 10.1002/hrdq.21507
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引用次数: 0
Ethical AI in Social Science Research: The Need for Responsible Design, Reporting, and Review for HRD and Beyond 社会科学研究中的伦理人工智能：人力资源开发及其他领域负责任的设计、报告和审查的必要性
IF 3.8 3区 管理学
Human Resource Development Quarterly Pub Date : 2025-09-09 DOI: 10.1002/hrdq.70003
Toby Egan, Rajashi Ghosh, Sewon Kim
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引用次数: 0
Information for Contributors 投稿人资讯
IF 4 3区 管理学
Human Resource Development Quarterly Pub Date : 2025-06-11 DOI: 10.1002/hrdq.21505
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引用次数: 0
Strategic HRD at the Crossroads: Navigating the Learning–Performance Paradox to Align Organizational Goals and Employee Growth 十字路口的战略人力资源开发：驾驭学习-绩效悖论，使组织目标和员工成长保持一致
IF 4 3区 管理学
Human Resource Development Quarterly Pub Date : 2025-05-30 DOI: 10.1002/hrdq.21568
Rajashi Ghosh, Toby Egan, Sewon Kim
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引用次数: 0
Information for Contributors 投稿须知
IF 4 3区 管理学
Human Resource Development Quarterly Pub Date : 2025-03-17 DOI: 10.1002/hrdq.21503
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引用次数: 0
Shaping the Future of HRDQ: Embracing Growth, Innovation, and Scholarly Rigor 塑造HRDQ的未来：拥抱增长、创新和学术严谨
IF 4 3区 管理学
Human Resource Development Quarterly Pub Date : 2025-02-24 DOI: 10.1002/hrdq.21559
Sewon Kim, Rajashi Ghosh, Toby Egan
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引用次数: 0
“Stop Saying That You Are Not Good Enough”: Crafting Asset-Based Identities of International Asian Women Scholars Through Relational Mentoring “别再说你不够好”：通过关系指导塑造国际亚洲女性学者的资产身份
IF 3.8 3区 管理学
Human Resource Development Quarterly Pub Date : 2024-12-29 DOI: 10.1002/hrdq.21558
Eunbi Sim, Sanghamitra Chaudhuri, Yuanlu Niu
{"title":"“Stop Saying That You Are Not Good Enough”: Crafting Asset-Based Identities of International Asian Women Scholars Through Relational Mentoring","authors":"Eunbi Sim,&nbsp;Sanghamitra Chaudhuri,&nbsp;Yuanlu Niu","doi":"10.1002/hrdq.21558","DOIUrl":"https://doi.org/10.1002/hrdq.21558","url":null,"abstract":"<div>\u0000 \u0000 <p>This trioethnographical study explores the influence of relational mentoring in developing the identities of three international Asian women scholars from different career stages within the field of human resource development (HRD) in the United States. By capturing our voices through personal narratives drawn from our day-to-day lived experiences, the study documents our transformative journey from “being” to “becoming.” Through a collaborative, qualitative analysis of mentoring transcripts and daily journals, the findings illustrate how relational mentoring serves as a framework to deconstruct our deficit-based identities. This deconstruction is facilitated by dismantling hierarchy, questioning presumed incompetence, and problematizing structural inequities. Engaging in constructive dialogues within this framework enabled us to craft our asset-based identities, where we embraced the roles of supporters, decenterers, and connectors.</p>\u0000 </div>","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"36 3","pages":"307-322"},"PeriodicalIF":3.8,"publicationDate":"2024-12-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145111278","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Information for Contributors 投稿人资讯
IF 4 3区 管理学
Human Resource Development Quarterly Pub Date : 2024-12-18 DOI: 10.1002/hrdq.21483
{"title":"Information for Contributors","authors":"","doi":"10.1002/hrdq.21483","DOIUrl":"https://doi.org/10.1002/hrdq.21483","url":null,"abstract":"","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"35 4","pages":"531-536"},"PeriodicalIF":4.0,"publicationDate":"2024-12-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrdq.21483","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142861600","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Advancing Public Policy and Human Resource Development Linkages 推进公共政策与人力资源开发的联系
IF 4 3区 管理学
Human Resource Development Quarterly Pub Date : 2024-12-08 DOI: 10.1002/hrdq.21556
Toby Egan, Sewon Kim
{"title":"Advancing Public Policy and Human Resource Development Linkages","authors":"Toby Egan,&nbsp;Sewon Kim","doi":"10.1002/hrdq.21556","DOIUrl":"https://doi.org/10.1002/hrdq.21556","url":null,"abstract":"","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"35 4","pages":"403-407"},"PeriodicalIF":4.0,"publicationDate":"2024-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142851304","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
The effects of supervisory negative feedback and coaching on employees' responses to feedback: The moderating role of mindset 主管负反馈与辅导对员工反馈反应的影响：心态的调节作用
IF 3.8 3区 管理学
Human Resource Development Quarterly Pub Date : 2024-10-24 DOI: 10.1002/hrdq.21553
Jetmir Zyberaj
{"title":"The effects of supervisory negative feedback and coaching on employees' responses to feedback: The moderating role of mindset","authors":"Jetmir Zyberaj","doi":"10.1002/hrdq.21553","DOIUrl":"https://doi.org/10.1002/hrdq.21553","url":null,"abstract":"<p>Feedback is a vital human resource development (HRD) practice, extensively researched and used to regulate employee behavior and performance. However, despite a century of research and immense significance and use, we still do not fully know why some accept feedback while others reject it. Critics blame both providers and recipients, as well as feedback message format, for this failure. In this study, I investigated whether the focus of the supervisory feedback (negative vs. negative and facilitative) could enhance employees' responses to feedback (e.g., acceptance and use). I also examined whether employees' mindset (i.e., fixed vs. growth) would moderate these relationships. I proposed that employee coaching (i.e., negative and facilitative) would be more accepted than negative feedback alone. In addition, I expected a positive moderating role of the growth mindset between supervisory feedback and employees' responses. To test these assumptions, I conducted a laboratory experimental vignette study (<i>N</i> = 69). In line with propositions, employee coaching had a larger effect on the employees' responses to feedback (e.g., feedback acceptance; <i>M</i> = 4.95, SD = 1.24) than negative feedback alone (<i>M</i> = 4.08, SD = 1.35). In addition, simple slope results showed that employee coaching was significantly higher than negative feedback for growth mindset (i.e., +1 SD). Finally, path analysis revealed that the interaction between negative feedback, employee coaching, and mindset yielded the strongest positive effect on employees' responses to feedback. Overall, findings add to and endorse calls for more future-focused HRD practices during feedback interventions. In addition, for effective feedback, this study calls for HRD practitioners to account for all critical factors involved in feedback exchanges, from provider to recipient and feedback message.</p>","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"36 3","pages":"243-262"},"PeriodicalIF":3.8,"publicationDate":"2024-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrdq.21553","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145111429","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
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