{"title":"Exploring the combination of individual and organizational–environmental factors in the expression of radical and incremental creativity","authors":"Suk Jung, Ah Jeong Hong","doi":"10.1002/hrdq.21531","DOIUrl":"https://doi.org/10.1002/hrdq.21531","url":null,"abstract":"Innovative products and services are key factors in corporate competitiveness, and the expression “employee creativity” is the top priority factor in leading corporate innovation. This study aims to investigate the differences between the predictive variables for the expression of radical and incremental creativity and the combinations of the predictive variables, which aid in the expression of two types of creativity. A research survey was conducted with 600 employees working in newspaper, broadcasting, and film businesses. The results were derived by conducting a fuzzy‐set qualitative comparative analysis (fs/QCA) on 513 useful samples. Using necessity and sufficiency analysis of a fs/QCA, the results indicate that the three personal factors—job expertise, creative process engagement, and work engagement—are commonly required for two types of creativity. Conversely, organizational–environmental factors, a risk‐taking climate, and external networking behavior are only predictive variables of radical creativity. This study's results provide insights regarding the personal and environmental resources that employees must secure to express radical and incremental creativity. Because a clear difference was found in the factors required for the expression of the two types of creativity, based on the results of this study, Human Resource Development(HRD) can devise an effective method to support the expression of the two types of differential creativity.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"22 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2024-05-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140934173","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}
{"title":"Organizational socialization strategies and newcomers' identity development: A social identity perspective","authors":"Nadeem Ahmed Awan, Muhammad Abbas","doi":"10.1002/hrdq.21527","DOIUrl":"https://doi.org/10.1002/hrdq.21527","url":null,"abstract":"Based on social identity theory, the current study investigated the effects of organizational socialization strategies on newcomers' team identity and organizational identity. The study also examined the mediating role of perceived social validation and the moderating role of person‐group fit. Using a time‐lagged (three‐wave) field survey, data were collected from 350 newcomers working in numerous organizations. The findings suggested that organizational socialization of newcomers was positively related to their perceived social validation (2 months later), which in turn was positively related to team identity and organizational identity (4 months later). Moreover, person‐group fit significantly moderated the relationship of social validation with team identity, such that the relationship was stronger when person‐group fit was high. The findings indicate that team identity and organizational identity can be developed among newcomers through the use of effective socialization strategies and social validation.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"101 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2024-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140628422","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}
{"title":"Negative learning emotions and learning goal orientation in teams: HRD implications","authors":"Kuang‐Jung Chen, Chieh‐Peng Lin, Na‐Ting Liu, Pei‐Chun Chen","doi":"10.1002/hrdq.21526","DOIUrl":"https://doi.org/10.1002/hrdq.21526","url":null,"abstract":"Utilizing insights from team regulation theory and social cognitive theory, this research conducted empirical testing through a field survey involving engineering teams. This research is significant as it inspires teams to effectively harness their learning capacity, thereby enhancing collective motivation for future success. The results showed (1) collective learning efficacy mediated the negative relationship between negative learning emotions and team performance, (2) collective learning efficacy mediated the positive relationship between learning goal orientation and team performance, and (3) relationship conflict moderated the relationship between negative learning emotions and collective learning efficacy. Team leaders can employ strategies to reignite team workers' enthusiasm for enhancing learning goal orientation and to redirect their focus away from negative emotional states. These efforts can lead to enhanced collective learning efficacy and overall performance.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"30 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2024-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140628742","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}
{"title":"Developmental human resource and exploitative leadership interact to influence Employees' creative idea championing and application","authors":"Jie Huang, Yali Li, Chunyong Tang","doi":"10.1002/hrdq.21525","DOIUrl":"10.1002/hrdq.21525","url":null,"abstract":"<p>Based on the human resource development (HRD) literature, this study considers HR system and leadership together, focusing on how to promote employees to champion and apply creative ideas. Based on multi-wave and multilevel field survey data of 252 Chinese employees nested in 42 groups, Study 1 found that developmental HR and exploitative leadership interact to influence creative idea championing and application via reciprocated obligation. The positive effects of developmental HR on creative idea championing and application were stronger and significant when exploitative leadership was lower (vs. higher), and reciprocated obligation mediated these effects. Study 2 replicated these findings with a scenario experimental design utilizing a sample of 186 MBA students from different companies. Our findings remind supervisors that they should not use exploitative leadership as it will reduce the positive effects of developmental HR, providing unique insights into HRD theory and practice.</p>","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"35 3","pages":"273-298"},"PeriodicalIF":4.0,"publicationDate":"2024-04-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140709190","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}
{"title":"Origins of the human resource development quarterly","authors":"Richard A. Swanson","doi":"10.1002/hrdq.21524","DOIUrl":"https://doi.org/10.1002/hrdq.21524","url":null,"abstract":"","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"35 1","pages":"9-13"},"PeriodicalIF":3.3,"publicationDate":"2024-03-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140164384","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}
{"title":"Information for Contributors","authors":"","doi":"10.1002/hrdq.21477","DOIUrl":"https://doi.org/10.1002/hrdq.21477","url":null,"abstract":"","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"35 1","pages":"109-114"},"PeriodicalIF":3.3,"publicationDate":"2024-03-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrdq.21477","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140164302","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}
Loredana Mihalca, Lucia Ratiu, Christoph Mengelkamp, Gabriela Brendea, Daniel Metz
{"title":"The role of self‐regulatory abilities in predicting performance while teleworking: A cross‐sectional and a panel study during the COVID‐19 pandemic","authors":"Loredana Mihalca, Lucia Ratiu, Christoph Mengelkamp, Gabriela Brendea, Daniel Metz","doi":"10.1002/hrdq.21523","DOIUrl":"https://doi.org/10.1002/hrdq.21523","url":null,"abstract":"Scholars have argued that individual characteristics promoting self‐regulation such as self‐efficacy and self‐goal setting were crucial for employees to cope effectively with the challenges of teleworking during the early stages of the COVID‐19 pandemic. Yet, research simultaneously exploring these specific self‐regulatory abilities in relation to various performance dimensions is scarce. Thus, we examined whether self‐efficacy and self‐goal setting are related to proficiency, adaptivity, and proactivity while teleworking during the pandemic using a cross‐sectional design (Study 1) and tested the directionality of these relationships using a two‐wave cross‐lagged panel design (Study 2). The degree of telework was considered a moderator for these relationships in both studies. Study 1 (<jats:italic>N</jats:italic> = 830) findings indicated that both self‐efficacy and self‐goal setting were positively related to all performance dimensions and that the degree of telework moderated the regression of adaptivity on self‐efficacy to a small extent. Study 2 (<jats:italic>N</jats:italic> = 263) findings showed that self‐efficacy at Time 1 had a positive effect on self‐goal setting, proficiency, and adaptivity, measured at Time 2, whereas self‐goal setting at Time 1 did not predict significantly any of the performance dimensions at Time 2. We also found evidence that adaptivity positively influenced self‐efficacy over time. Our results provide important insights into the nature and directional relationships between self‐regulatory abilities and different performance dimensions while teleworking during the pandemic.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"16 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2024-03-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140152489","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}
{"title":"Celebrating 35 years of Human Resource Development Quarterly","authors":"Toby Egan, Sewon Kim","doi":"10.1002/hrdq.21522","DOIUrl":"10.1002/hrdq.21522","url":null,"abstract":"","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"35 1","pages":"7-8"},"PeriodicalIF":3.3,"publicationDate":"2024-03-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140019391","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}
{"title":"Examining gender differences in the use of multidimensional forced-choice measures of personality in terms of test-taker reactions and test fairness","authors":"Steven Zhou, Philseok Lee, Shea Fyffe","doi":"10.1002/hrdq.21521","DOIUrl":"10.1002/hrdq.21521","url":null,"abstract":"<p>Human resource (HR) practices have been focused on using assessments that are robust to faking and response biases associated with Likert-type scales. As an alternative, multidimensional forced-choice (MFC) measures have recently shown advances in reducing faking and response biases while retaining similar levels of validity to Likert-type measures. Although research evidence supports the effectiveness of MFC measures, fairness issues resulting from gender biases in the use of MFC measures have not yet been investigated in the literature. Given the importance of gender equity in HR development, it is vital that new assessments improve upon known gender biases in the historical use of Likert-type measures and do not lead to gender discrimination in HR practices. In this vein, our investigation focuses specifically on potential gender biases in the use of MFC measures for HR development. Specifically, our study examines differential test-taker reactions and differential prediction of self-assessed leadership ability between genders when using the MFC personality measure. In an experimental study with college students, we found no evidence of gender differences in test-taker reactions to MFC measures. In a second cross-sectional study with full-time employees, we found evidence of intercept differences, such that females were frequently underpredicted when using MFC personality measures to predict self-assessed leadership ability. Moreover, the pattern of differential prediction using MFC measures was similar to that of Likert-type measures. Implications for MFC personality measures in applied practice are discussed.</p>","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"35 3","pages":"299-325"},"PeriodicalIF":4.0,"publicationDate":"2024-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140035474","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}
{"title":"The new meaning of retirement for bridge employees: Situating bridge employment through the lens of the Kaleidoscope Career Model","authors":"Bishakha Mazumdar, Amy M. Warren, Travor C. Brown","doi":"10.1002/hrdq.21520","DOIUrl":"https://doi.org/10.1002/hrdq.21520","url":null,"abstract":"Retirees re-entering the workforce, popularly termed as bridge employment, is a phenomenon that is anticipated to increase in the coming years. Though research establishes that these employees have unique aspirations and work motives (see Mazumdar et al., 2020), primary research on how the retirement transition and bridge employment shape each other is scarce. This is troubling because a better understanding of the aspirations and motives of potential employees is an important step in designing suitable employee development strategies. To fill this gap in the literature, our paper explores the significance of retirement for those retirees who engage in bridge employment. We also explore whether bridge employment is unique from pre-retirement employment. We interviewed 26 bridge employees and analyzed their narrations using the thematic analysis method. We utilized the Kaleidoscope Career Model by Mainiero and Sullivan (2005) to contextualize our analysis. Our study reveals that bridge employees uniquely reconstruct the meaning of retirement as a frontier between “prioritizing the obligations” and “prioritizing self.” Our findings also demonstrate how this view allows retirees to prioritize self-directed goals during bridge employment. Our paper enriches the human resource development literature on careers and retirement by examining it from the vantage point of bridge employees. We shed light on how re-framing the narratives of retirement helps distinguish between bridge employment and pre-retirement employment for retirees. Better understanding this distinction can help lay the foundation for crafting suitable employee development programs for improved motivation and retention.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"72 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2024-01-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139409428","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}