Human Resource Development Quarterly最新文献_第7页

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

Human Resource Development Quarterly Pub Date : 2022-06-08 DOI: 10.1002/hrdq.21475

Toby Egan PhD, Mesut Akdere PhD, Sewon Kim PhD

引用次数: 1

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IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-06-01 DOI: 10.1644/1545-1542-93.4.1227

J. Merritt

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 : 2022-03-09 DOI: 10.1002/hrdq.21397

引用次数: 0

Advancing social science standards and communities for the future of HRDQ and its impact 推进社会科学标准和社区，促进人权发展的未来及其影响

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-03-09 DOI: 10.1002/hrdq.21474

Sewon Kim PhD, Toby Egan PhD, Mesut Akdere PhD

引用次数: 1

Promoting transfer of hybrid training: Interaction of task-contingent conscientiousness and supervisor support 促进混合训练的转移：任务团队的责任感和主管支持的互动

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-03-02 DOI: 10.1002/hrdq.21473

Brian D. Blume, Jason L. Huang, Zhonghao Wang, J. Kevin Ford

{"title":"Promoting transfer of hybrid training: Interaction of task-contingent conscientiousness and supervisor support","authors":"Brian D. Blume, Jason L. Huang, Zhonghao Wang, J. Kevin Ford","doi":"10.1002/hrdq.21473","DOIUrl":"10.1002/hrdq.21473","url":null,"abstract":"Research on training has accumulated knowledge of factors influencing transfer of training. However, little is known about how these factors interact to impact training activity level and training transfer. Based on recent advances in the contingency approach to personality, we examine person–situation interaction by testing how task-contingent conscientiousness influences trainees to utilize supervisor support differently during training and transfer. We situate the current investigation in hybrid management training courses where a field sample of employees (N = 200) first attended required in-person workshops and then received voluntary online modules. Results show that task-contingent conscientiousness moderated both the linkage between supervisor support and training activity level and the linkage between training activity level and transfer of training. Specifically, for trainees with higher task-contingent conscientiousness, supervisor support tended to have a stronger association with training activity level, and training activity level tended to translate into more transfer of training. Our findings provide unique insights into when supervisor support may be more beneficial depending on trainees' individual differences. We discuss the theoretical and practical implications of this research.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-03-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41276762","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: 3

Reconceptualizing identities: Veterans' perspectives on career transition challenges 重新定义身份:退伍军人对职业转型挑战的看法

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-01-31 DOI: 10.1002/hrdq.21472

Karen Becker, Adelle Bish, Matthew McCormack, Dan Abell

{"title":"Reconceptualizing identities: Veterans' perspectives on career transition challenges","authors":"Karen Becker, Adelle Bish, Matthew McCormack, Dan Abell","doi":"10.1002/hrdq.21472","DOIUrl":"10.1002/hrdq.21472","url":null,"abstract":"Those who serve in military organizations typically develop a strong sense of identification with the defense force and those with whom they serve. However, when these individuals leave military service, they can experience a sense of displacement or culture shock, making transition into a civilian career a difficult prospect. This paper sought to explore veterans' experiences during the transition into civilian work and, in particular, the impact of this transition on their identity as they are socialized in a civilian organization. The stories of 31 Australian Defence Force veterans were gathered via semi-structured interviews to provide insight into the experiences during transition and the changing nature of their identity as they began working outside a military environment. The findings identify three stages of identity adjustment through which veterans pass during their transition: realizing, relinquishing, and reconceptualizing. While some encountered more struggles than others depending on their individual circumstances, the findings provide unique insights for HRD theory and practice to enhance the transition of serving military to a civilian workforce.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-01-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrdq.21472","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43843814","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: 2

Reducing employee turnover intentions in the service sector: The connection between human resource development practices and employee engagement 降低服务业员工离职意向:人力资源开发实践与员工敬业度之间的联系

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2022-01-23 DOI: 10.1002/hrdq.21471

Julia A. Fulmore, Anthony L. Fulmore, Mandolen Mull, Joy N. Cooper

引用次数: 8

To simulate or not to simulate? Comparing the effectiveness of video-based training versus virtual reality-based simulations on interpersonal skills development 模拟还是不模拟?比较基于视频的培训与基于虚拟现实的模拟在人际交往能力发展方面的有效性

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-12-17 DOI: 10.1002/hrdq.21470

Mesut Akdere, Yeling Jiang, Kris Acheson

{"title":"To simulate or not to simulate? Comparing the effectiveness of video-based training versus virtual reality-based simulations on interpersonal skills development","authors":"Mesut Akdere, Yeling Jiang, Kris Acheson","doi":"10.1002/hrdq.21470","DOIUrl":"10.1002/hrdq.21470","url":null,"abstract":"Emerging technologies coupled with the power of big data will transform organizations, requiring drastic changes to traditional approaches in training, communications, and team collaboration, to name only a few examples. Scholars and practitioners in the HRD field are tasked with empirically studying these new phenomena in order to assist both employees and organizations in effectively transitioning to future work. The advent of technological innovations has opened a new frontier of simulated training, including virtual reality-based simulations (VRBS). But are these innovations more effective than traditional approaches, such as video-based training (VBT)? Empirical investigations of these emerging technologies have been limited in the field of HRD. The current study addresses the gap in the HRD literature by conducting the first empirical research related to VR technology and its impact on training. The paper examines VRBS with a mixed methods research design within the interpersonal skills training context, comparing the effectiveness of this new medium to more traditional training platforms such as VBT. Results were mixed, with all hypotheses at least partially supported by data. Findings suggest that VR does engage trainees more fully and generate more transferable knowledge than video. The paper triangulates quantitative and qualitative data to draw conclusions and highlight issues that are emerging along with this new technology.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-12-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47544836","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: 4

Goal orientation, critical reflection, and unlearning: An individual-level study 目标导向、批判性反思与遗忘:一项个人层面的研究

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-12-05 DOI: 10.1002/hrdq.21469

{"title":"Goal orientation, critical reflection, and unlearning: An individual-level study","authors":"","doi":"10.1002/hrdq.21469","DOIUrl":"https://doi.org/10.1002/hrdq.21469","url":null,"abstract":"In Matsuo (2017), an error was published on page 56 under section 3.3.6, where the article reads.3.3. 6 UnlearningAs described above, the scale of team unlearning developed by Akgun et al. (2006) was modified to measure individual unlearning. The scale consists of belief change (three items) and routine change (three items). The following belief change items were used: “beliefs on technological improvements,” “beliefs on the external environment,” and “beliefs on customer (patient) demand.” The items of routine change are “work methods or procedures,” “methods for gathering and sharing information,” and “decision-making processes or methods.” Respondents were asked to rate the changes in their beliefs and routines in the past year on a 5-point Likert scale (1 = greatly changed, 5 = hardly changed). Cronbach's alpha for unlearning (belief) and unlearning (routine) were .81 and .83, respectively. The average scores for each type of unlearning were used as observable variables.It should read:3.3.6 UnlearningAs described above, the scale of team unlearning developed by Akgun et al. (2006) was modified to measure individual unlearning. The scale consists of belief change (three items) and routine change (three items). The following belief change items were used: “beliefs on technological improvements,” “beliefs on the external environment,” and “beliefs on customer (patient) demand.” The items of routine change are “work methods or procedures,” “methods for gathering and sharing information,” and “decision-making processes or methods.” Respondents were asked to rate the changes in their beliefs and routines in the past year on a 5-point Likert scale (1 = hardly changed, 5 = greatly changed). Cronbach's alpha for unlearning (belief) and unlearning (routine) were .81 and .83, respectively. The average scores for each type of unlearning were used as observable variables.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrdq.21469","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"137478916","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

Information for Contributors 投稿人资讯

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-12-01 DOI: 10.1002/hrdq.21365

引用次数: 0