Human Resource Development Quarterly最新文献_第5页

Why do employees welcome or refuse shared leadership?: A qualitative exploration through force-field analysis 为什么员工欢迎或拒绝共同领导？通过力场分析进行定性探索

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2023-01-25 DOI: 10.1002/hrdq.21495

Soo Jeoung Han, Jeong-Ha Yim, Jihye Oh, Kibum Kwon, Joonghak Lee

引用次数: 0

Personality and contextual predictors of career advancement procrastination: An application of the social cognitive model of career self-management 职业发展拖延症的个性和情境预测因素：职业自我管理社会认知模型的应用

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2023-01-10 DOI: 10.1002/hrdq.21494

Lin Zhu, Tracy D. Hecht, Alexandru M. Lefter, Kathleen Boies

{"title":"Personality and contextual predictors of career advancement procrastination: An application of the social cognitive model of career self-management","authors":"Lin Zhu, Tracy D. Hecht, Alexandru M. Lefter, Kathleen Boies","doi":"10.1002/hrdq.21494","DOIUrl":"10.1002/hrdq.21494","url":null,"abstract":"This research explored procrastination in the context of career self-management, a construct that we refer to as career advancement procrastination (CAP). Drawing on the career self-management model extension of social cognitive career theory, we hypothesized that personality traits (i.e., trait passive procrastination and trait active procrastination) and contextual factors (i.e., career resources and career barriers) have effects on passive CAP and active CAP via career self-efficacy. Hypotheses were tested on a sample of employed Canadians in a two-wave study (N = 201). As predicted, we found that trait passive procrastination was positively related to passive CAP, trait active procrastination was positively related to active CAP, and career barriers were related to both passive CAP and active CAP. We also found positive indirect effects of trait passive procrastination and career barriers, and negative indirect effects of career resources, on both passive CAP and active CAP via career self-efficacy. Taken together, these findings suggest that companies can decrease CAP by helping employees curb their dispositional procrastination tendencies, as well as by reducing career barriers and increasing career resources, all of which should also aid in increasing employees' career self-efficacy.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"35 1","pages":"15-39"},"PeriodicalIF":3.3,"publicationDate":"2023-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47020574","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

Effective personal development plans contextualized: The role of the autonomy-supportive people manager in sustaining employees' self-directed learning 情境化的有效个人发展计划:支持员工自主学习的管理者在维持员工自主学习中的作用

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-12-08 DOI: 10.1002/hrdq.21492

Christophe Lejeune, Simon Beausaert, Isabel Raemdonck

引用次数: 0

Measures of climate for inclusion and diversity: Review and summary 促进包容和多样性的气候措施:审查和总结

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-12-02 DOI: 10.1002/hrdq.21493

Sohee Park, Sunyoung Park, Jessica Shryack

引用次数: 0

Information for Contributors 投稿人资讯

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-12-01 DOI: 10.1002/hrdq.21403

引用次数: 0

Coaching during a crisis: Organizational coaches' praxis adaptation during the initial stages of the Covid-19 pandemic 危机期间的指导:组织教练在Covid-19大流行初始阶段的实践适应

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-11-30 DOI: 10.1002/hrdq.21490

Nicky H. D. Terblanche

{"title":"Coaching during a crisis: Organizational coaches' praxis adaptation during the initial stages of the Covid-19 pandemic","authors":"Nicky H. D. Terblanche","doi":"10.1002/hrdq.21490","DOIUrl":"10.1002/hrdq.21490","url":null,"abstract":"The chaotic initial stages of the Covid-19 pandemic severely challenged organizations. Economies shut down and millions of people were confined to their homes. Human resource practitioners turned to organizational coaching, a trusted human resource development intervention for help, however, to remain relevant during the crisis coaches had to adapt their praxis. The working alliance describes the mutual bond, goal, and task alignment between coach and client and is an indication of coaching efficacy. This study investigates to what extent organizational coaches' praxis adaptation at the start of the pandemic maintained a working alliance that still served the human resource development (HRD) paradigms of learning, performance, and meaningful work. Interviews with 26 organizational coaches from USA, UK, Australia, and South Africa recorded during the first general lockdown (April 2020) were inductively analyzed using thematic analysis and deductively interpreted through the working alliance theory and desired HRD outcome paradigms. Findings reveal seven organizational coaching praxis adaptations judged to support all three working alliance components, with “task” and “goal” more prominent than “bond,” suggesting a pragmatist preference reminiscent of crisis management. Praxis adaptation also seems to promote all three HRD paradigms of learning, performance, and meaningful work on individual and/or organizational levels. This study strengthens the already well-established link between HRD and coaching by positing that coaching is a dynamic, pragmatic, self-adaptive intervention that supports HRD during a crisis. Understanding coaches' praxis adaptation during the volatile initial stages of a crisis is important for HRD theory and practice given HRDs increasing reliance on coaching.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"34 3","pages":"309-328"},"PeriodicalIF":3.3,"publicationDate":"2022-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9877817/pdf/HRDQ-9999-0.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"10646857","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

Technological transformation and human resource development of early career talent: Insights from accounting, banking, and finance 早期职业人才的技术转型与人力资源开发：来自会计、银行和金融的见解

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-11-24 DOI: 10.1002/hrdq.21491

William E. Donald, Yehuda Baruch, Melanie J. Ashleigh

{"title":"Technological transformation and human resource development of early career talent: Insights from accounting, banking, and finance","authors":"William E. Donald, Yehuda Baruch, Melanie J. Ashleigh","doi":"10.1002/hrdq.21491","DOIUrl":"10.1002/hrdq.21491","url":null,"abstract":"This paper provides insights into the opportunities and risks that the technological transformation of Human Resource Development (HRD) presents in the context of early career talent in the accounting, banking, and finance sector. Three research questions are explored. (1) What opportunities exist for organizations investing in technology as a talent management strategy for recruiting early career talent? (2) What are the risks or threats to organizations from investing in technology as a strategy for recruiting early career talent? (3) What role do meso-level actors play in recruiting early career talent? More specifically, to what extent do the views of graduate recruiters and career advisors as agents of organizations and higher education institutions align or diverge? Thirty-six semi-structured interviews were conducted with graduate recruiters and career advisors. Thematic analysis was subsequently applied, identifying three themes (i) employer branding, (ii) virtual recruitment, and (iii) diversity and social inclusion agendas, each presented opportunities and risks. The theoretical contribution comes from advancing career ecosystems and the new psychological contract as a theoretical framework by focusing on technological transformation and capturing the dyadic relationship between the meso-level actors. Our paper integrates three topic clusters of HRD interventions and outcomes, national HRD, and career development, while manifesting the role and importance of under-represented career actors. Practical implications aim to help shape talent management strategies for recruiting early career talent. Capturing the views of career advisors in this study can help organizations identify blind spots and inform policy.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"34 3","pages":"329-348"},"PeriodicalIF":3.3,"publicationDate":"2022-11-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrdq.21491","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45586625","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 professionals and scholars should engage in discourse about our worldviews 人力资源开发专业人士和学者应该参与我们世界观的讨论

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-11-20 DOI: 10.1002/hrdq.21489

Toby Egan PhD, Sewon Kim PhD, Mesut Akdere PhD

引用次数: 1

Longitudinal process of employee well-being: Cross-lagged relationships among domain satisfactions and subjective well-being 员工幸福感的纵向过程：领域满意度与主观幸福感之间的交叉滞后关系

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-11-06 DOI: 10.1002/hrdq.21488

Sehoon Kim

{"title":"Longitudinal process of employee well-being: Cross-lagged relationships among domain satisfactions and subjective well-being","authors":"Sehoon Kim","doi":"10.1002/hrdq.21488","DOIUrl":"10.1002/hrdq.21488","url":null,"abstract":"Scholars have become increasingly interested in employees' well-being. Despite studies on the relationships among well-being constructs, research gaps still exist from the longitudinal and within-person perspectives. Based on top-down and bottom-up theories of subjective well-being and spillover theories, this study examines the longitudinal relationships of work satisfaction, nonwork satisfaction, and subjective well-being. A random intercept cross-lagged panel model was used with the data of four yearly waves collected from 8624 full-time employees. The autoregressive and cross-lagged coefficients were not stable but rather change across time. There were strong between-person correlations between work satisfaction, nonwork satisfaction, and subjective well-being. At the within-person level, the paths from subjective well-being to work satisfaction were not significant while the paths from subjective well-being to nonwork satisfaction were significant over the years. The cross-lagged effects from work satisfaction and nonwork satisfaction to subjective well-being were not significant across the years. However, the cross-lagged relationships between work satisfaction and nonwork satisfaction were significant. Theoretical implications, practical implications, and suggestions for future research were discussed.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"34 4","pages":"369-387"},"PeriodicalIF":3.3,"publicationDate":"2022-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrdq.21488","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44932022","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

The global artificial intelligence transformation: Opportunities for engagement and research 全球人工智能转型:参与和研究的机会

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-09-01 DOI: 10.1002/hrdq.21487

Mesut Akdere PhD, Toby Egan PhD, Sewon Kim PhD

引用次数: 1