Human Resource Development Quarterly最新文献_第10页

Training and development investment and financial performance: The bidirectional relationship and the moderating effect of financial slack 培训发展投资与财务绩效:双向关系及财务宽松的调节作用

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-06-22 DOI: 10.1002/hrdq.21449

Sangok Yoo, Suhyung Lee, Sehoon Kim, Soebin Jang, Daeyeon Cho

{"title":"Training and development investment and financial performance: The bidirectional relationship and the moderating effect of financial slack","authors":"Sangok Yoo, Suhyung Lee, Sehoon Kim, Soebin Jang, Daeyeon Cho","doi":"10.1002/hrdq.21449","DOIUrl":"10.1002/hrdq.21449","url":null,"abstract":"Research has not yet clearly demonstrated the relationship between training and development (TD) investment and financial performance. This study examines the bidirectional, non-linear, one-year-lagged relationship between TD investment and financial performance, and the moderating effect of financial slack on the relationship based on the resource-based view and the theory of slack resources. We analyze financial data of 174 firms in South Korea over 10 years (2009–2018) using a lagged dependent variable model. Our results demonstrate that TD investment contributes to later financial performance, and financial performance contributes to later TD investment. We find an inverted U-shaped relationship between TD investment and financial performance in both directions. Financial slack positively moderates the bidirectional relationship, such that the inverted U-shaped effect of TD investment on financial performance is more pronounced among those with low financial slack. In the effect of financial performance on TD investment, firms with high financial slack show a U-shaped curve, while firms with low financial slack show an inverted U-shaped curve. This study provides valuable information for human resource development scholars and practitioners about the relationship between TD investment and financial performance.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"33 2","pages":"115-136"},"PeriodicalIF":3.3,"publicationDate":"2021-06-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21449","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45959804","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: 9

Finding invariance when noninvariance is found: An illustrative example of conducting partial measurement invariance testing with the automation of the factor-ratio test and list-and-delete procedure 在发现非不变性时发现不变性:使用因子比率测试和列表-删除过程的自动化执行部分度量不变性测试的说明性示例

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-06-22 DOI: 10.1002/hrdq.21452

Bryn Hammack-Brown, Julia A. Fulmore, Greggory L. Keiffer, Kim Nimon

{"title":"Finding invariance when noninvariance is found: An illustrative example of conducting partial measurement invariance testing with the automation of the factor-ratio test and list-and-delete procedure","authors":"Bryn Hammack-Brown, Julia A. Fulmore, Greggory L. Keiffer, Kim Nimon","doi":"10.1002/hrdq.21452","DOIUrl":"10.1002/hrdq.21452","url":null,"abstract":"Comparisons between groups are common in human resource development (HRD) studies, yet many researchers neglect a crucial prerequisite step before analyzing and interpreting what group differences might mean. In essence, how can HRD scholars be confident in knowing that mean group differences are attributable to actual differences between groups as opposed to differences in how each group interprets the constructs of interest? Measurement invariance (MI) provides insight into whether a measure or construct has the same meaning between groups or over time and is an important precursor to the evaluation of group differences. While MI testing has gained some traction within HRD studies, steps to take when partial MI testing is needed have received very little attention. The purpose of this article is to encourage HRD researchers and practitioners to embrace and utilize two techniques when partial invariance (i.e., noninvariance) occurs. There are several techniques one could use during partial MI testing; however, the two showcased herein, the factor-ratio test and the list-and-delete procedure, are established, reliable, and proven within the confirmatory factor analysis framework. This article provides an illustrative example of how to use these techniques to identify invariance at the item level when noninvariance is found. Additionally, R syntax is included that allows for the automation of these techniques. The importance to theory and implications to researchers and practitioners of finding noninvariance and then testing for partial MI is also discussed.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"33 2","pages":"179-203"},"PeriodicalIF":3.3,"publicationDate":"2021-06-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21452","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46281655","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: 2

The role of basic psychological needs satisfaction in the relationship between transformational leadership and innovative work behavior 基本心理需求满足在变革型领导与创新工作行为关系中的作用

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-06-09 DOI: 10.1002/hrdq.21451

Gerhard Messmann, Arnoud Evers, Karel Kreijns

{"title":"The role of basic psychological needs satisfaction in the relationship between transformational leadership and innovative work behavior","authors":"Gerhard Messmann, Arnoud Evers, Karel Kreijns","doi":"10.1002/hrdq.21451","DOIUrl":"10.1002/hrdq.21451","url":null,"abstract":"The aim of this contribution was to investigate predictors of innovative work behavior (IWB) in nonprofit organizations. For instance, in schools, innovative solutions are crucial as the quality of education and therefore the schools' competitiveness depends on their ability to keep pace with technological, economic, and societal transformations. We addressed this issue in a quantitative study with 130 teachers in Dutch secondary schools employing a time-lag design. In accordance with self-determination theory, we investigated the role of transformational leadership for enhancing IWB and the role of basic psychological needs satisfaction in mediating this relationship. By employing structural equation modeling, we found that transformational leadership was positively related to the satisfaction of the teachers' needs for autonomy and competence. Furthermore, the satisfaction of the need for competence positively predicted teachers' IWB. In addition, perceived competence fully mediated the relationship between transformational leadership and teachers' IWB. Accordingly, persons with leadership responsibilities should adopt a transformational leadership style and motivate their employees by providing individual attention, intellectual stimulation, and encouragement for goal striving. Specifically, leaders may provide feedback on employees' innovative ideas and their strategies for realizing innovative solutions, thus helping them to become increasingly confident about what they can achieve and improve concerning their contributions to innovation development. For human resource development (HRD) professionals, our findings imply that efforts toward leadership training and development (e.g., training, coaching, and mentoring) should incorporate knowledge and practical experiences about transformational leadership as well as its role for employees' IWB and their contributions to organizational and professional development.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"33 1","pages":"29-45"},"PeriodicalIF":3.3,"publicationDate":"2021-06-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21451","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44082717","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: 21

Professional development in the Swedish police organization: Police officers' learning pathways 瑞典警察组织的专业发展：警官的学习途径

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-06-09 DOI: 10.1002/hrdq.21450

Kirsi Kohlström

{"title":"Professional development in the Swedish police organization: Police officers' learning pathways","authors":"Kirsi Kohlström","doi":"10.1002/hrdq.21450","DOIUrl":"10.1002/hrdq.21450","url":null,"abstract":"Professional development is important for the improvement of professional work. Particularly relevant to the concept of professional development is an occupation's character and the organizational arrangements for activities endorsing employees' professional development. In this article, police officers' professional development in the Swedish police organization is explored by analyzing officers' learning pathways and their experiences of crucial conditions that contribute to their professional development. Content analysis of interviews with six female and seven male police officers is conducted. The results show that diverging police responsibilities give rise to either self-directed or information-oriented learning pathways. Three aspects (i.e., the formal educational arrangement, the facilitation of learning by managers, and scheduled time for workplace learning) are seen as crucial conditions that endorse police officers' professional development in diverging ways due to the assigned responsibilities. These findings show that police officers' professional development is endorsed with differing strategic management patterns that affect the kinds of professional development activities that support different police positions.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"33 4","pages":"339-359"},"PeriodicalIF":3.3,"publicationDate":"2021-06-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21450","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43458732","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: 4

Measuring the invisible: Development and multi-industry validation of the Gender Bias Scale for Women Leaders 衡量无形:女性领导者性别偏见量表的开发与多行业验证

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-06-01 DOI: 10.1002/hrdq.21448

引用次数: 1

Information for Contributors 投稿人资讯

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-06-01 DOI: 10.1002/hrdq.21361

引用次数: 0

The impact of new technologies on work and its implications for Human Resource Development research 新技术对工作的影响及其对人力资源开发研究的影响

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-06-01 DOI: 10.1002/hrdq.21447

Regina H. Mulder

引用次数: 3

Experience, experience, experience: Too much of a good thing for executive performance 经验，经验，还是经验:对于执行绩效来说，经验太多是件好事

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-05-31 DOI: 10.1002/hrdq.21438

Huh-Jung Hahn, Sungjun Kim

{"title":"Experience, experience, experience: Too much of a good thing for executive performance","authors":"Huh-Jung Hahn, Sungjun Kim","doi":"10.1002/hrdq.21438","DOIUrl":"10.1002/hrdq.21438","url":null,"abstract":"Cumulative work experience is considered as a critical contributor to one's performance. However, Human Capital Theory and The Experience Trap propose seemingly contradictory perspectives regarding the work experience–performance relationship, and thereby calls for a means for integration. In this study, we investigated the relationship between cumulative experience and work performance using data generated from a comprehensive questionnaire and executive performance appraisals of 376 executives from a large business group in South Korea. By measuring work experience using multiple proxies (organizational tenure, executive tenure, and self-evaluated, cumulative work experience), we found that the association between experience and performance is not simply linear, but rather a curvilinear (inverted-U shaped). The time-lagged study design utilized across two time-points ensured the robustness of this finding. Interestingly, a closer look at the nature of the curvilinear relationship for organizational tenure and self-evaluated experience uncovered opposite trends, providing a multi-faceted understanding of the experience–performance relationship. Our findings challenge the conventional belief in the linear relationship between experience and performance, and call for a critical assessment of current human resources (HR) practices that heavily rely on work experience.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"33 1","pages":"11-28"},"PeriodicalIF":3.3,"publicationDate":"2021-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21438","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41883454","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: 3

Developing a competency framework for managers to address suicide risk in the workplace 为管理人员制定一个能力框架，以解决工作场所的自杀风险

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-05-11 DOI: 10.1002/hrdq.21437

Sinéad O'Brien, Eoin Galavan, Deirdre O'Shea

{"title":"Developing a competency framework for managers to address suicide risk in the workplace","authors":"Sinéad O'Brien, Eoin Galavan, Deirdre O'Shea","doi":"10.1002/hrdq.21437","DOIUrl":"10.1002/hrdq.21437","url":null,"abstract":"Employee mental health, and in particular, suicide risks, are things that managers often do not feel comfortable in addressing, leading to lack of knowledge, awareness, and support within an organization. The purpose of this research was to investigate the competencies required by managers to enable them to effectively address suicide risks arising with employees. Suicide-related ideations are thought to be characterized by experiences of burdensomeness and thwarted connectedness. Drawing on clinical, managerial, and adaptive performance competencies, we examined competencies related to creating meaningfulness (as a counter to burdensomeness) and addressing employee's need for relatedness (as a counter to thwarted connectedness) in terms of how managers assist employees presenting with suicide-related ideations in the workplace. To investigate this and develop a competency framework, we conducted qualitative interviews with 18 managers, drawing on existing interview protocols of critical incidents and behavioral event interviews for the elicitation of competencies. Competencies in adaptive performance (and particularly crisis management) emerged as important for facilitating managers’ interactions with employees who may present with suicidality. This research provides a first step in developing resources to equip managers with the necessary competencies that are needed to deal with employees experiencing suicide-related ideations (i.e. perceived burdensomeness and thwarted connectedness). The framework is also useful as an initial step to support human resource development (HRD) professionals develop interventions such as training and/or mentoring programs for managers to address this very important issue.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"33 2","pages":"157-178"},"PeriodicalIF":3.3,"publicationDate":"2021-05-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21437","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47549387","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: 2

Retaining the learning professional: A survival study on workplace learning in professional service firms 保留学习专业人员:专业服务公司工作场所学习的生存研究

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-05-08 DOI: 10.1002/hrdq.21436

Therese Grohnert, Roger H. G. Meuwissen, Wim H. Gijselaers

{"title":"Retaining the learning professional: A survival study on workplace learning in professional service firms","authors":"Therese Grohnert, Roger H. G. Meuwissen, Wim H. Gijselaers","doi":"10.1002/hrdq.21436","DOIUrl":"10.1002/hrdq.21436","url":null,"abstract":"Lowering professional turnover is of paramount importance for professional service firms, as with each professional, crucial proprietary knowledge leaves the firm. Based on the need to retain this crucial knowledge in the firm, this study explores whether factors that drive learning at work also mitigate professionals' turnover behavior. Building on insights from both workplace learning and turnover research, this study follows 96 professional auditors across a period of 5 years to determine how drivers for workplace learning at the organizational, the social interaction, and the individual level relate to turnover behavior. Through survival analysis, we find that those auditors who experience a supportive learning climate at the organizational level were less likely to leave their firm and profession, while those who score high on individual-level reflection were more likely to leave their firm and profession. We also found that professionals scoring high on reflection leave more quickly when they perceive to work in an unsupportive learning climate—when they experience low synergy across workplace learning levels. Especially observable behaviors, such as providing help and feedback, discussing errors, and building trust, made a significant difference. This study adds to extant research in three principal ways: exploring actual turnover behavior, approaching turnover behavior through a lens of workplace learning, and analyzing interactions between individual-, social- and organizational-level learning. The findings of this study lead to specific insights for HRD practice.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"32 4","pages":"577-595"},"PeriodicalIF":3.3,"publicationDate":"2021-05-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21436","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45047100","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: 4