Human Resource Development Quarterly最新文献_第6页

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

Information for Contributors 投稿人资讯

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-09-01 DOI: 10.1002/hrdq.21401

引用次数: 0

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 : 2022-07-04 DOI: 10.1002/hrdq.21486

引用次数: 0

How do HRD professionals and business managers interact in organizing HRD activities? 人力资源开发专业人员和企业经理在组织人力资源开发活动时如何互动？

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-06-29 DOI: 10.1002/hrdq.21485

Henriette Lundgren, Rob F. Poell

{"title":"How do HRD professionals and business managers interact in organizing HRD activities?","authors":"Henriette Lundgren, Rob F. Poell","doi":"10.1002/hrdq.21485","DOIUrl":"10.1002/hrdq.21485","url":null,"abstract":"Human resource development (HRD) has traditionally been seen as the main driver behind people-centered developmental activities such as learning and development, organization development, and career development. However, the role of HRD professionals as the main stakeholder has been questioned as more and more people-centered development activities have been integrated into a broad range of leadership and supervisory roles within the organization. The question arises: How do HRD professionals and business managers interact in organizing HRD activities? Building on structure and actor theories as a theoretical foundation, the study combines deductive and inductive data analysis of semi-structured interviews to review the roles of HRD professionals and business managers involved in organizing HRD activities in six different organizations in the USA. Our findings show that while training does not appear in any of the HR-related job titles, the term “training” is more common in business managers' titles describing their link to HRD activities. When organizing those activities, HRD professionals and business managers engage extensively in emergent partnering structures. While some HRD professionals are the main actors in some learning networks, business managers drive HRD activities in others. We discuss the commingling of actors and its impact on the learning network. The paper closes with a discussion of research limitations, future research, and implications for HRD practice.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"34 2","pages":"177-199"},"PeriodicalIF":3.3,"publicationDate":"2022-06-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45393718","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: 1

Information for Contributors 投稿人资讯

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-06-08 DOI: 10.1002/hrdq.21399

引用次数: 0

Is turnover intention static or dynamic? The impacts of inter-role conflicts and psychological workplace strain on turnover intention trajectories 离职意向是静态的还是动态的？角色间冲突和工作场所心理压力对离职意向轨迹的影响

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-06-08 DOI: 10.1002/hrdq.21484

Shinhee Jeong, Yunsoo Lee

引用次数: 0

Extending research and practice in our dynamic world of work 在我们充满活力的工作世界中扩展研究和实践

IF 3.3 3区管理学