Human Resource Development Quarterly最新文献

Self-Other Stances in Reverse Mentoring for Workplace Inclusion: Mutual Relating Across Differences in Hierarchies and Identities 职场包容反向指导中的自我-他者立场：跨层级和身份差异的相互关联

IF 3.8 3区管理学

Human Resource Development Quarterly Pub Date : 2026-03-17 Epub Date: 2025-03-06 DOI: 10.1002/hrdq.21561

Rajashi Ghosh, Julie Nyanjom

{"title":"Self-Other Stances in Reverse Mentoring for Workplace Inclusion: Mutual Relating Across Differences in Hierarchies and Identities","authors":"Rajashi Ghosh, Julie Nyanjom","doi":"10.1002/hrdq.21561","DOIUrl":"https://doi.org/10.1002/hrdq.21561","url":null,"abstract":"<div>\u0000 \u0000 <p>Reverse mentoring (RM) is increasingly being utilized as a tool for learning in diverse workforces. Although previous studies highlight the importance of mutuality in RM relationships, there is a dearth of studies on mutual relating mechanisms in RM. This study explored how mentors who have minoritized identities and hold junior organizational positions and mentees who have privileged identities and hold senior organizational positions relate to each other mutually impact workplace inclusion. In-depth semi-structured interviews with RM dyads from a multinational company with headquarters in Australia were held. Interpretive phenomenological analysis was applied to explore how participants interpreted the ways in which they related to each other. Our findings indicate both mentees and mentors adopted a mutual self-other stance of relating in RM relationships, which enabled them to be attuned to each other's needs and develop a communal connection in their RM relationships. Our study derives a theoretical model of mutual self-other stances in RM underlying five mechanisms of mutual relating: (1) switching the learner-expert dynamics; (2) welcoming personalization; (3) using proactivity; (4) leaning on spontaneity; and (5) embracing vulnerability. Implications for research and practice on how this knowledge can help mentors, mentees, organizational leaders, and human resource development professionals to study, design, and implement RM programs for inclusion are presented.</p>\u0000 </div>","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"37 1","pages":"29-47"},"PeriodicalIF":3.8,"publicationDate":"2026-03-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147563782","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

Overcoming the Paradox of Measuring Self-Awareness Development by Focusing on Outcomes 通过关注结果来克服衡量自我意识发展的悖论

IF 3.8 3区管理学

Human Resource Development Quarterly Pub Date : 2026-03-17 Epub Date: 2025-03-04 DOI: 10.1002/hrdq.21565

Anna Sutton, Samantha Carey

{"title":"Overcoming the Paradox of Measuring Self-Awareness Development by Focusing on Outcomes","authors":"Anna Sutton, Samantha Carey","doi":"10.1002/hrdq.21565","DOIUrl":"https://doi.org/10.1002/hrdq.21565","url":null,"abstract":"<p>Many HRD interventions aim to enhance self-awareness to shape employee behavior, to develop skills, or as a performance-related outcome. But measuring this development faces significant metacognitive challenges: self-awareness changes when one's attention is directed to it, and self-report relies on accurate self-awareness. To address this issue, we develop a measure of outcomes associated with self-awareness development and test its internal and external validity. In study 1, datasets from six countries (<i>N</i> = 1164) were collated from users of a previous self-awareness outcomes (SAO) questionnaire. Factor analysis was used to reduce the original item set and identify two latent variable dimensions (balanced awareness and emotional challenges). In study 2 (<i>N</i> = 442), these dimensions and a third work-focused subscale were evaluated using CFA. Subsequently, regression analyses tested the relationships between SAOs and self-awareness building processes and practices. In addition, the dimensions were found to account for well-being after controlling for Big Five personality traits: emotional challenges were associated with reduced well-being, while balanced awareness and work reflection were associated with higher well-being. By indexing distinct outcomes associated with self-awareness development, this measure addresses the metacognitive challenge of assessing self-awareness and can be used to evaluate and demonstrate the effectiveness of a range of HRD interventions that rely on improved self-awareness. In addition, it highlights the importance of supporting employees through the emotional challenges of the self-awareness journey.</p>","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"37 1","pages":"11-28"},"PeriodicalIF":3.8,"publicationDate":"2026-03-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrdq.21565","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147563265","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

Human Resource Development's Role in Supporting Employees Through Grief and Bereavement 人力资源开发在支持员工度过悲伤和丧亲之痛中的作用

IF 3.8 3区管理学

Human Resource Development Quarterly Pub Date : 2026-03-17 Epub Date: 2026-02-19 DOI: 10.1002/hrdq.70014

Rajashi Ghosh, Sewon Kim, Toby Egan

引用次数: 0

Navigating CEO Sociopolitical Engagement: Implications for HRD 引导CEO的社会政治参与：对人力资源开发的影响

IF 3.8 3区管理学

Human Resource Development Quarterly Pub Date : 2026-03-17 Epub Date: 2026-03-04 DOI: 10.1002/hrdq.70016

Christine Fandrich

引用次数: 0

Management of the Motivation System of University Teachers in the Republic of Kazakhstan Under Modern Conditions 现代条件下哈萨克斯坦共和国高校教师激励制度的管理

IF 3.8 3区管理学

Human Resource Development Quarterly Pub Date : 2026-03-17 Epub Date: 2024-12-29 DOI: 10.1002/hrdq.21557

Shara Shakual, Dilnara Zakirova

{"title":"Management of the Motivation System of University Teachers in the Republic of Kazakhstan Under Modern Conditions","authors":"Shara Shakual, Dilnara Zakirova","doi":"10.1002/hrdq.21557","DOIUrl":"https://doi.org/10.1002/hrdq.21557","url":null,"abstract":"<div>\u0000 \u0000 <p>The purpose of this article is to analyze the system of motivation of scientific and pedagogical workers, which operates today in universities, to assess the satisfaction of teachers with the current motivation system that exists in the university and, based on the results of the analysis and evaluation, to formulate recommendations that will be aimed at improving the motivation system of teaching staff in universities of the Republic of Kazakhstan. The following methods were used in the study: synthesis, comparison, economic and statistical analysis, generalization and interpretation of the results obtained, and graphical representation of data. The data of the Bureau of National Statistics of the Agency for Strategic Planning and Reforms of the Republic of Kazakhstan, the results of an Internet survey conducted on the Google Forms platform were used as a source of statistical information. The results of the study are as follows: the dynamics of the number of teachers in the country has been studied, the analysis of the system of labor motivation in universities of the Republic of Kazakhstan has been carried out, and recommendations aimed at improvement have been formulated. The practical significance of this study is determined by the fact that the proposed recommendations can be the basis for the development of a new system of motivation in universities.</p>\u0000 </div>","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"37 1","pages":"49-65"},"PeriodicalIF":3.8,"publicationDate":"2026-03-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147569918","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

Highly Educated, New Foreign Workers' Acculturation and Coping Mechanisms in a Large Korean Company 韩国大型企业高学历新外籍员工的文化适应与应对机制

IF 3.8 3区管理学

Human Resource Development Quarterly Pub Date : 2026-03-17 Epub Date: 2025-03-04 DOI: 10.1002/hrdq.21564

Dae Seok Chai

引用次数: 0

Information for Contributors 投稿人资讯

IF 3.8 3区管理学

Human Resource Development Quarterly Pub Date : 2026-03-17 DOI: 10.1002/hrdq.21534

引用次数: 0

Information for Contributors 投稿人资讯

IF 3.8 3区管理学

Human Resource Development Quarterly Pub Date : 2025-12-22 DOI: 10.1002/hrdq.21509

引用次数: 0

Assessing Training Outcomes From Levels to Learning Ecosystems in the Age of AI: Thirty Years After Critiquing “The Flawed Four-Level Evaluation Model” 人工智能时代从层次到学习生态系统的训练效果评估：批判“有缺陷的四级评估模型”30年后

IF 3.8 3区管理学

Human Resource Development Quarterly Pub Date : 2025-11-26 DOI: 10.1002/hrdq.70007

Toby Egan, Sewon Kim, Rajashi Ghosh

引用次数: 0

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

引用次数: 0