Human Resource Development Quarterly最新文献_第3页

The role of self-regulatory abilities in predicting performance while teleworking: A cross-sectional and a panel study during the COVID-19 pandemic 自我调节能力在预测远程工作绩效中的作用：COVID-19大流行期间的横断面和小组研究

IF 4 3区管理学

Human Resource Development Quarterly Pub Date : 2024-03-11 DOI: 10.1002/hrdq.21523

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":"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 (N = 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 (N = 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":"35 4","pages":"477-500"},"PeriodicalIF":4.0,"publicationDate":"2024-03-11","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}

引用次数: 0

Celebrating 35 years of Human Resource Development Quarterly 庆祝《人力资源开发季刊》创刊 35 周年

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2024-03-02 DOI: 10.1002/hrdq.21522

Toby Egan, Sewon Kim

引用次数: 0

Examining gender differences in the use of multidimensional forced-choice measures of personality in terms of test-taker reactions and test fairness 从受测者反应和测试公平性的角度考察使用多维强迫选择人格测量法的性别差异

IF 4 3区管理学

Human Resource Development Quarterly Pub Date : 2024-02-28 DOI: 10.1002/hrdq.21521

Steven Zhou, Philseok Lee, Shea Fyffe

{"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":"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.","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}

引用次数: 0

The new meaning of retirement for bridge employees: Situating bridge employment through the lens of the Kaleidoscope Career Model 桥梁雇员退休的新含义：从 "万花筒职业模型 "的视角审视桥梁就业

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2024-01-07 DOI: 10.1002/hrdq.21520

Bishakha Mazumdar, Amy M. Warren, Travor C. Brown

{"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}

引用次数: 0

Information for Contributors 投稿须知

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2023-12-12 DOI: 10.1002/hrdq.21446

引用次数: 0

PLS-SEM: A method demonstration in the R statistical environment PLS-SEM:在R统计环境中的方法演示

IF 4 3区管理学

Human Resource Development Quarterly Pub Date : 2023-11-28 DOI: 10.1002/hrdq.21517

Amanda E. Legate, Christian M. Ringle, Joseph F. Hair Jr.

引用次数: 0

Advancing scholarly-practice and theory through participatory inquiry and prospective theorizing 通过参与式探究和前瞻性理论研究推动学术实践和理论的发展

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2023-11-27 DOI: 10.1002/hrdq.21519

Toby Egan PhD, Sewon Kim PhD, Mesut Akdere PhD

引用次数: 0

Factors affecting transfer of online training: A systematic literature review and proposed taxonomy 影响在线培训转移的因素：系统文献综述和拟议分类法

IF 4 3区管理学

Human Resource Development Quarterly Pub Date : 2023-11-12 DOI: 10.1002/hrdq.21518

Ashutosh Shukla, Sanket Dash, Ashwani Kumar

{"title":"Factors affecting transfer of online training: A systematic literature review and proposed taxonomy","authors":"Ashutosh Shukla, Sanket Dash, Ashwani Kumar","doi":"10.1002/hrdq.21518","DOIUrl":"10.1002/hrdq.21518","url":null,"abstract":"Training employees in new competencies is crucial for ensuring organizational sustainability and success. Consequently, organizations allocate significant resources to training initiatives. As training constitutes a substantial investment, it becomes imperative to identify and categorize factors that enhance the transferability of training. This necessity becomes particularly pronounced in the context of online training, which is being increasingly adopted by organizations for various reasons, including cost efficiency and flexibility. While the adoption of online training is on the rise, research on factors that enhance the effectiveness of such training remains limited. This study aims to address this gap by introducing a taxonomy of factors that influence the transfer of online training. These factors are categorized into four broad themes: computer (digital) literacy and attitudes, learner characteristics, training design and planning, and the learning environment along with organizational factors. Additionally, the study maps these factors to the intended outcomes of training (knowledge, skills, and attitude) and the participants engaged in the training sessions, providing a comprehensive overview of ongoing research and identifying areas for future investigation. Drawing insights from an evaluation of existing literature, the research not only points toward potential research directions but also offers practical implications for designing more effective online training sessions.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"35 3","pages":"363-390"},"PeriodicalIF":4.0,"publicationDate":"2023-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135036901","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

Perceived managerial and leadership effectiveness within multinational corporations in Saudi Arabia: The role of Islamic and Wasta values 沙特阿拉伯跨国公司的管理和领导效能感：伊斯兰和 Wasta 价值观的作用

IF 4 3区管理学

Human Resource Development Quarterly Pub Date : 2023-11-03 DOI: 10.1002/hrdq.21516

Robert G. Hamlin PhD, MPhil, Hussain Alhejji PhD, Taran Patel PhD

{"title":"Perceived managerial and leadership effectiveness within multinational corporations in Saudi Arabia: The role of Islamic and Wasta values","authors":"Robert G. Hamlin PhD, MPhil, Hussain Alhejji PhD, Taran Patel PhD","doi":"10.1002/hrdq.21516","DOIUrl":"10.1002/hrdq.21516","url":null,"abstract":"The Kingdom of Saudi Arabia (KSA) presents a promising yet volatile environment for international business. US-centric models dominate management/leadership studies in the Arab Gulf Region, while emic, indigenous, and context-specific studies remain scarce. To rectify this epistemic injustice, we have conducted a qualitative Type 3 (emic-as-emic) indigenous ‘critical incident' study of managerial behavior exhibited by expat and local managers within MNCs operating in Saudi Arabia. This has led to an emergent KSA-related two-factor taxonomy comprised of 15 behavioral dimensions (BDs) that differentiate effective managers from ineffective managers, as perceived by their Saudi colleague managers and staff. The positive (effective), and most of the negative (ineffective) BDs are endorsed by Islamic and tribal Wasta values, thus lending support to literature on culturally endorsed implicit leadership theories, while simultaneously calling for increased attention toward proximal cultural factors rather than distal national cultural dimensions. Comparing our findings against those of an equivalent study in the United Arab Emirates reveals significant similarities and interesting differences, thus challenging the notion of a homogenous ‘Arab culture'. The derived taxonomy offers an insightful, contextually relevant, and richly described understanding of specific types of managerial behavior that managers within MNCs in Saudi Arabia, and perhaps in other Arab Gulf desert countries, should strive to emulate or conversely avoid if they are to be perceived effective by their respective superiors, peers, and subordinates. After discussing the theoretical and practical implications of our findings, we outline the limitations of the study and suggest several directions for future research.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"35 3","pages":"327-361"},"PeriodicalIF":4.0,"publicationDate":"2023-11-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135873680","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

Work conditions of interstate migrant workers in India: A critical realist exploration 印度州际流动工人的工作条件:一个批判现实主义的探索

IF 4 3区管理学

Human Resource Development Quarterly Pub Date : 2023-10-02 DOI: 10.1002/hrdq.21515

Malar Hirudayaraj, Bhagyashree Barhate, Gary N. McLean

{"title":"Work conditions of interstate migrant workers in India: A critical realist exploration","authors":"Malar Hirudayaraj, Bhagyashree Barhate, Gary N. McLean","doi":"10.1002/hrdq.21515","DOIUrl":"10.1002/hrdq.21515","url":null,"abstract":"The COVID-19 pandemic and the consequent lockdowns were flashpoints that exposed the vulnerabilities of low-skilled interstate migrants that have persisted for years across the globe and demanded a critical examination of their work experiences and conditions. Unlike migrants who cross national borders for employment and economic reasons, internal migrants migrate within the country in search of better livelihood options. However, while the problems of low-skilled immigrants who cross national borders attract research attention, the experiences of internal migrants have not been adequately researched. Using critical realism as a framework, we investigated the precarious working conditions of one of India's most vulnerable groups of workers—interstate migrant workers. Our findings showed that, despite short-term positive outcomes, interstate migration does not guarantee freedom from poverty, precarity, or powerlessness. The conspicuous absence of formal opportunities to develop their potential reiterates their status as a marginalized, forgotten, and exploited group of workers, also neglected by human resource development (HRD) researchers. HRD has a critical role to play in the short term by providing skill training and in the long term by advocating for policy changes to ensure the well-being and empowerment of migrant workers.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"35 4","pages":"431-453"},"PeriodicalIF":4.0,"publicationDate":"2023-10-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135900142","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