Human Resource Development Quarterly最新文献_第5页

Information for Contributors 供参与者使用的信息

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2023-06-01 DOI: 10.1002/hrdq.21442

引用次数: 0

Correction to “Top 12 reasons your qualitative research will be accepted by a journal” 更正为 "您的定性研究会被期刊接受的 12 大原因"

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2023-05-29 DOI: 10.1002/hrdq.21511

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Diversity in the workforce: Whose interests are being served? 劳动力的多样性:服务于谁的利益?

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2023-05-19 DOI: 10.1002/hrdq.21510

Marilyn Y. Byrd, Chaunda L. Scott

引用次数: 1

Multi-level effects of human resource bundles on the performance of aging employees 人力资源捆绑对老龄员工绩效的多层次影响

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2023-05-16 DOI: 10.1002/hrdq.21501

Nikolaos Pahos, Eleanna Galanaki, Beatrice I. J. M. van der Heijden

{"title":"Multi-level effects of human resource bundles on the performance of aging employees","authors":"Nikolaos Pahos, Eleanna Galanaki, Beatrice I. J. M. van der Heijden","doi":"10.1002/hrdq.21501","DOIUrl":"10.1002/hrdq.21501","url":null,"abstract":"Previously, scholars have studied the need for implementing different human resource (HR) configurations that foster aging employees' outcomes, but there is a lack of evidence at the group level. Using the framework of Social Exchange Theory, coupled with the Selection, Optimization, and Compensation theory, we examine associations between bundles of HR practices, age (measured both as calendar age and proportion of an aging workforce), and performance, at both the individual and group levels. First, the outcomes of our multi-level analysis show that bundles of maintenance-enhancing HR practices are positively related to performance at both levels, whereas bundles of growth-enhancing HR practices associate with performance only at the group level. Second, age relates positively to performance, both at the individual and group levels. At the group level, there is an inverted U-shaped relationship between the proportion of an aging workforce and group performance, such that a group's performance benefits from the participation of older employees up to a maximum proportion of 56%. Finally, age negatively moderates the association between growth-enhancing HR bundles and performance at both the individual and group levels. Results highlight the value of older employees for working organizations, and the importance of adopting HR practices that consider maintenance and growth-related needs across the life-span, while also providing useful theoretical and practical implications for Human Resource Development scholars and professionals.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"35 2","pages":"165-188"},"PeriodicalIF":3.3,"publicationDate":"2023-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrdq.21501","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48895386","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

Exploring individuals' workplace spirituality in the context of their work teams: A qualitative multi-case, multi-team study 在工作团队的背景下探索个人的工作场所精神:一项多案例、多团队的定性研究

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2023-03-24 DOI: 10.1002/hrdq.21499

Nandini (Nan) Oza McClurg Ph.D., Andrea D. Ellinger Ph.D., Rochell McWhorter Ph.D., AAhad Osman-Gani Ph.D.

{"title":"Exploring individuals' workplace spirituality in the context of their work teams: A qualitative multi-case, multi-team study","authors":"Nandini (Nan) Oza McClurg Ph.D., Andrea D. Ellinger Ph.D., Rochell McWhorter Ph.D., AAhad Osman-Gani Ph.D.","doi":"10.1002/hrdq.21499","DOIUrl":"10.1002/hrdq.21499","url":null,"abstract":"Spirituality has been associated with a person's desire to perform meaningful work and to feel connected with the community that is being served through this work. Since most adults spend a large amount of their productive hours at work pursuing meaning and purpose in their jobs, the concept of workplace spirituality (WS) has gained considerable attention. The nature of work has also increasingly shifted to the use of teams of expert talent to solve complex problems, thus calls for further research on team member behaviors that effect team productivity and team member motivation have been made. With the prevalence of work teams, a better understanding of individuals' WS in work teams is needed, yet, limited empirical research has been conducted on this topic. Therefore, the purpose of this study was to better understand how individuals express and experience WS within their work teams and how their WS influences their work teams. A qualitative multi-case, multi-team design was employed using face-to-face, semi-structured individual interviews, collective work team interviews, observations, and field notes as the primary approaches to data collection. Data analyzed in this study using thematic analysis included 19 individual team member interviews, and six collective team interviews representing a total of six teams across two organizations. The findings and contributions of this study are presented, along with a future research agenda.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"35 2","pages":"133-163"},"PeriodicalIF":3.3,"publicationDate":"2023-03-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41732770","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

Top 12 reasons your qualitative research will be accepted by a journal 你的定性研究将被期刊接受的12大原因

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2023-03-14 DOI: 10.1002/hrdq.21500

Toby Egan PhD, Melika Shirmohammadi PhD, Sewon Kim PhD, Mesut Akdere PhD

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Information for Contributors 供参与者使用的信息

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2023-03-14 DOI: 10.1002/hrdq.21440

引用次数: 0

Resistance from the margin: An autoethnographic account of academic ableism 来自边缘的抵抗:对学术残疾歧视的自我民族志描述

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2023-02-23 DOI: 10.1002/hrdq.21498

Chang-kyu Kwon PhD

引用次数: 0

Developing women leaders: The role of women's professional organizations 培养妇女领袖：妇女专业组织的作用

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2023-02-13 DOI: 10.1002/hrdq.21496

Clarissa R. Steele, Timothy R. Moake, Michele N. Medina-Craven

引用次数: 0

The practice of manager as coach (MAC): Unequal power relations and their effect on feelings toward the organization 管理者作为教练的实践:不平等的权力关系及其对组织情感的影响

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2023-02-04 DOI: 10.1002/hrdq.21497

Batia Ben-Hador

{"title":"The practice of manager as coach (MAC): Unequal power relations and their effect on feelings toward the organization","authors":"Batia Ben-Hador","doi":"10.1002/hrdq.21497","DOIUrl":"10.1002/hrdq.21497","url":null,"abstract":"Manager as Coach (MAC) is a concept that relates to managers who actively coach their subordinates to improve their skills, competence, and performance. The MAC practice is a popular tool for managers in organizations; however, there is a debate about the benefits gained from coaching by MACs and a theoretical gap regarding the effectiveness of this process. The purpose of this study is to examine the different perceptions of managers who coach their subordinates and subordinates coached by their managers of the coaching process and to estimate the perceived success of this process. In-depth interviews were conducted with 13 MACs and 9 coachees from various organizations in Israel. Qualitative content analysis was used to analyze and interpret the data. Basic analysis indicates that the perceptions of the MACs toward the coaching process were positive, whereas the coachees held mixed perceptions. The different perceptions point to the unequal power relations between the MACs and the coachees. In the interpretive analysis, it was found that the perceptions toward the MAC process affect coachee feelings toward the organization but not the coach's feelings. Relying on Leader-Member Exchange (LMX) theory, the MAC process will be successful only if managers significantly reduce power distances. Therefore, organizations must offer their MACs significant coaching training to decrease the negative consequences of the MAC practice and to diminish the power distance between MAC and coachee.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"35 1","pages":"67-88"},"PeriodicalIF":3.3,"publicationDate":"2023-02-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrdq.21497","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45389770","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