Human Resource Development Quarterly最新文献_第8页

Examining the relationship between talent management and employee job-related outcomes: The case of the Indian manufacturing industry 考察人才管理与员工工作成果之间的关系：以印度制造业为例

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-11-30 DOI: 10.1002/hrdq.21467

Renu Dalal, Mesut Akdere

{"title":"Examining the relationship between talent management and employee job-related outcomes: The case of the Indian manufacturing industry","authors":"Renu Dalal, Mesut Akdere","doi":"10.1002/hrdq.21467","DOIUrl":"https://doi.org/10.1002/hrdq.21467","url":null,"abstract":"This study examined the relationship between talent management (TM) and employee job-related outcomes in the Indian manufacturing setting. TM practices included talent acquisition, talent development, talent engagement, and talent retention. Employee job-related outcomes of this study included intent to stay, job engagement, affective commitment, job satisfaction, and employee competency. This study used the social exchange theory and a resource-based view as the theoretical underpinnings for the proposed TM model. The role of organizational culture as a moderator was also examined in the study. The sample of the study consisted of 992 full-time employees working in one of the largest textiles and paper manufacturing organizations of India with facilities located in two Indian states. Data were collected online through a questionnaire composed of several existing survey instruments. The response rate for the survey was high (62.98%). The primary method of data analysis was structural equation modeling. The overall relationship between TM and employee job-related outcome was found to be significant and positive. The findings showed that organizational culture is significantly related to TM and employee job-related outcomes. In addition, organizational culture does moderate the relationship between TM and employee job-related outcomes.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"50148825","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 determinants of health: New directions for research and practice in human resource development 健康的工作决定因素:人力资源开发研究和实践的新方向

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-11-30 DOI: 10.1002/hrdq.21468

Brad Shuck, Joy Hart, Kandi Walker, Rachel Keith

{"title":"Work determinants of health: New directions for research and practice in human resource development","authors":"Brad Shuck, Joy Hart, Kandi Walker, Rachel Keith","doi":"10.1002/hrdq.21468","DOIUrl":"10.1002/hrdq.21468","url":null,"abstract":"Health is complex and involves an interplay of factors. Connected to the complexities of health are those social conditions in which people live. Such conditions are defined as social determinants of health (SDOH). Little research in the areas of SDOH has connected, under a guiding framework, how work and/or working conditions influence employee health. The purpose of our work was to introduce a new term – work determinants of health — and a potentially new line of research within HRD. Work determinants of health (WDOH) were defined as the organizationally attributable employment-related conditions that influence individual and group differences in health risk and health status. Through our review of the HRD literature and neighboring disciplines, we proposed a work experience-based organizing framework of four thematic areas as a starting point and potential structure for understanding WDOH. Those four areas were stress, capacity, the physical and social environment, and meaning in work. Specific implications for HRD including a call for transdisciplinary research and exploring funding opportunities are presented.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46693820","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: 2

PLS-SEM: Prediction-oriented solutions for HRD researchers PLS‐SEM：面向人力资源开发研究人员的预测解决方案

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-11-25 DOI: 10.1002/hrdq.21466

Amanda E. Legate, Joe F. Hair Jr, Janice Lambert Chretien, Jeffrey J. Risher

{"title":"PLS-SEM: Prediction-oriented solutions for HRD researchers","authors":"Amanda E. Legate, Joe F. Hair Jr, Janice Lambert Chretien, Jeffrey J. Risher","doi":"10.1002/hrdq.21466","DOIUrl":"10.1002/hrdq.21466","url":null,"abstract":"Structural equation modeling, often referred to as SEM, is a well-established, covariance-based multivariate method used in Human Resource Development (HRD) quantitative research. In some research contexts, however, the rigorous assumptions associated with covariance-based SEM (CB-SEM) limit applications of the method. An emergent complementary SEM approach, partial least squares structural equation modeling (PLS-SEM), is a variance-based SEM method that provides valid solutions and overcomes several limitations associated with CB-SEM. Despite PLS-SEM's increasing popularity in many social sciences disciplines, the method has yet to gain traction in the field of HRD. An accessible overview of the method, including potential advantages for HRD research and extant methodological advancements, is provided in this article with the goal of encouraging productive dialogue in the field of HRD surrounding the PLS-SEM approach. We present an emergent analytical tool for quantitative HRD research, offer practical guidelines for researchers to consider when selecting a SEM method, and clarify assessment stages and up-to-date evaluation criteria through an illustrative example.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49566289","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: 35

Testing the redundancy between work engagement and job attitudes: A replication and extension of the affective events theory in human resource development 测试工作投入和工作态度之间的冗余：情感事件理论在人力资源开发中的复制和扩展

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-11-08 DOI: 10.1002/hrdq.21464

Kim Nimon, Brad Shuck, Julia Fulmore, Drea Zigarmi

{"title":"Testing the redundancy between work engagement and job attitudes: A replication and extension of the affective events theory in human resource development","authors":"Kim Nimon, Brad Shuck, Julia Fulmore, Drea Zigarmi","doi":"10.1002/hrdq.21464","DOIUrl":"10.1002/hrdq.21464","url":null,"abstract":"The purpose of the study was two-fold. First, the study tested the claim suggested by Newman et al. (2011) (Human Resource Development Quarterly, 22, 37–47) that data from the Utrecht Work Engagement Scale appears to be redundant with the variance that is uniquely common to job satisfaction, affective organizational commitment, and job involvement. Second, the study tested the hypothesis that the variance in work engagement that is uniquely common to the set of job attitudes studied in Newman et al. is largely positive affect. Analyses not conducted in Newman et al. (2010) (Handbook of Employee Engagement: Perspectives, Issues, Research, and Practice, pp. 43–61) were performed to deconstruct the explained variance in work engagement into commonality coefficients representing all possible subsets of variables. The findings demonstrate that variance uniquely common to job satisfaction, affective organizational commitment, and job involvement did not dominate the regression effect as previously suggested. Further, the study found that almost 50% of the variance that was uniquely common to the job attitudes studied was common with positive affect. The results of this study will help scholars and scholar-practitioners understand the complex relationships between work engagement, job attitudes, and positive affect.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-11-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48751441","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: 5

The influence of organizational coaching context on pre-coaching motivation and the role of regulatory focus: An experimental study 组织辅导情境对辅导前动机的影响及调节焦点的作用：一项实验研究

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-10-28 DOI: 10.1002/hrdq.21462

Gil Bozer Ph.D., Marianna Delegach Ph.D., Silja Kotte Ph.D.

{"title":"The influence of organizational coaching context on pre-coaching motivation and the role of regulatory focus: An experimental study","authors":"Gil Bozer Ph.D., Marianna Delegach Ph.D., Silja Kotte Ph.D.","doi":"10.1002/hrdq.21462","DOIUrl":"10.1002/hrdq.21462","url":null,"abstract":"This study responds to the call for a closer analysis of the role that contextual and individual factors play in workplace coaching as a context-sensitive intervention. We build on theories of regulatory focus and training motivation, to propose and examine a model that explains employees' pre-coaching motivation when assigned to workplace coaching. Specifically, we propose that the employees' perception of the organizational coaching context, as either developmental or remedial, contributes to their pre-coaching motivation through employees' situational regulatory focus. Results of a scenario-based experimental study (N = 175) demonstrated that organizational coaching context affects employees' situational regulatory foci beyond their chronic dispositions. Further, the indirect relationship between developmental organizational coaching context and pre-coaching motivation was mediated by employee situational promotion focus. However, we did not find the hypothesized indirect relationship between remedial organizational coaching context and employee pre-coaching motivation via employee situational prevention focus. The study highlights the important role that organizations' management and human resource development personnel play in the “kick-off” of a workplace coaching intervention by shaping the context of coaching assignments prior to coaching. Furthermore, this study emphasizes the importance of including the organization's informal feedback to the employee prior to coaching as a key contractual element that contributes to coachees' pre-coaching motivation. We conclude with implications for future workplace coaching research and practice.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-10-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47242011","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

And so it goes: Final thoughts as HRDQ Editor 就这样:作为HRDQ编辑的最后想法

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-10-27 DOI: 10.1002/hrdq.21465

Thomas G. Reio Jr.

引用次数: 0

Does age matter? Examining career commitment as a moderator in the relationship between age-related HR/D practices and subjective career success for younger versus older academic staff 年龄有关系吗?考察职业承诺在与年龄相关的人力资源/发展实践与年轻和年长学术人员主观职业成功之间的关系中的调节作用

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-10-18 DOI: 10.1002/hrdq.21463

Beatrice I. J. M. Van der Heijden PhD, Monique Veld, Leonie Heres

{"title":"Does age matter? Examining career commitment as a moderator in the relationship between age-related HR/D practices and subjective career success for younger versus older academic staff","authors":"Beatrice I. J. M. Van der Heijden PhD, Monique Veld, Leonie Heres","doi":"10.1002/hrdq.21463","DOIUrl":"10.1002/hrdq.21463","url":null,"abstract":"Building upon the job demands–resources framework and employing an interactionist perspective, the purpose of this scholarly work was to investigate the relationship between age-related HR/D practices (being a contextual antecedent) and career commitment (being a personal antecedent), and the interaction between these two, on the one hand, and subjective career experiences, on the other hand. Moreover, elaborating on life-span developmental theories and earlier empirical work on aging at work, this study also examined whether this relationship was moderated by age category (younger workers [<50 years] vs. their older counterparts [≥50 years]). An online self-report questionnaire with thoroughly validated measures was distributed among academic staff employees (N = 139). The results partially supported the specific study assumptions. Concrete, age-related HR/D practices add significantly to academics' subjective career success. Contradictory to our expectations, we could neither find a main effect of career commitment nor for its interaction with age-related HR/D practices in the light of subjective career success. Results from the multigroup analyses indicate that, in reality, the above results may apply only to older academics (≥50 years). Possible explanations for this outcome are discussed. This study extends past career research by applying an interactionist perspective (context: age-related HR/D practices; person: career commitment) approach for explaining subjectively experienced career success. The results of this scholarly work provide useful insights for protecting and further enhancing the sustainability of careers in academia, which is of upmost importance in nowadays' labor markets in this occupational sector.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-10-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrdq.21463","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42358962","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: 7

Leaderlessness in social movements: Advancing space, symbols, and spectacle as modes of “Leadership” 社会运动中的无领导性：作为“领导”模式推进空间、符号和奇观

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-10-09 DOI: 10.1002/hrdq.21460

Amir E. Keshtiban, Jamie L. Callahan, Martin Harris

{"title":"Leaderlessness in social movements: Advancing space, symbols, and spectacle as modes of “Leadership”","authors":"Amir E. Keshtiban, Jamie L. Callahan, Martin Harris","doi":"10.1002/hrdq.21460","DOIUrl":"10.1002/hrdq.21460","url":null,"abstract":"The emergence of the Occupy movements along with other social movements in 2011 elevated the idea of radically decentralized “leaderless” social movement organizations. We argue that looking at such an alternative, horizontalist form of organizing presents an opportunity to reframe how we understand leadership. This paper illustrates how the coordination of the Occupy London movement was accomplished horizontally in the absence of formal organization, leadership, or authority structures. Using an ethnographic approach, we show how this movement generated a “multimodal” repertoire of protest that included (1) the politically effective occupation of urban space; (2) the ability to deploy symbols as compelling forms of aesthetic questioning; and (3) the creation of politically charged spectacles that allowed the movement to appropriate the news agendas of established broadcast media. The findings of this paper challenge the language of leadership and contribute to understandings of feminist forms of leadership and leaderless organizing by explaining one way that “leadership” occurs in horizontal organizational structures such as social movements. Namely we demonstrate how the modes of space, symbols, and spectacles effectively replace the role of “leader” in the absence of formal organizational structures.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-10-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42469071","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

Investigating the multidimensionality of informal learning: Validation of a short measure for white-collar workers 调查非正规学习的多维性：对白领工人的一项短期测量的验证

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-10-09 DOI: 10.1002/hrdq.21461

Julian Decius, Michael Knappstein, Niclas Schaper, Andreas Seifert

{"title":"Investigating the multidimensionality of informal learning: Validation of a short measure for white-collar workers","authors":"Julian Decius, Michael Knappstein, Niclas Schaper, Andreas Seifert","doi":"10.1002/hrdq.21461","DOIUrl":"10.1002/hrdq.21461","url":null,"abstract":"The challenges resulting from increasing digitalization and globalization require flexible continuing education for white-collar workers. Especially informal learning becomes increasingly important in the modern workplace. Practitioners want to promote informal learning among employees, researchers want to unveil conducive contextual conditions for informal learning, but they lack an appropriate, validated measure. Based on the octagon model of informal workplace learning (Decius et al., Human Resource Development Quarterly, 2019, 30, 495–535) and an existing 24-item scale for blue-collar workers, we present a short version of eight items for use among white-collar workers. Using three independent samples of 695, 500, and 3134 German employees, we show that the second-order factor structure—following the multidimensional octagon model—has a better fit compared with a model in which all items load on a single factor. The short scale is strongly correlated with the original full scale. The scale's reliability is satisfying (α = 0.76/0.77/0.85; ω = 0.78/0.78/0.86), considering the heterogeneous conceptual nature of informal learning. Regarding criterion validity, we found theoretically expected correlations with job demands, job autonomy, knowledge/skill acquisition, age, and self-directed learning orientation. Furthermore, the scale reveals measurement invariance across sociodemographic characteristics of gender and educational background. We also discuss implications for research and practice of the new informal learning measure among white-collar workers.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-10-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrdq.21461","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46255025","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: 10

Cohort-based leadership development for high-potential employees: A model for programmatic design 基于队列的高潜力员工领导力发展:程序化设计模型

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-09-15 DOI: 10.1002/hrdq.21459

Tani K. Bialek Ph.D., Marcia S. Hagen Ph.D.

{"title":"Cohort-based leadership development for high-potential employees: A model for programmatic design","authors":"Tani K. Bialek Ph.D., Marcia S. Hagen Ph.D.","doi":"10.1002/hrdq.21459","DOIUrl":"10.1002/hrdq.21459","url":null,"abstract":"Leadership development is a top priority for many organizations and a critical driver of success. This qualitative case study research examined ways participation in a cohort-based LDP contributed to HiPo employee's leadership development for the purpose of talent management, including an examination of which programmatic components help promote participant growth. This study illustrates the importance of, and methods to support, better leadership development outcomes for HiPos to improve talent management efforts. This research utilized a method for qualitative analysis and was conducted using a constant comparative method, requiring new findings and interpretations be compared with those previously found during analysis. Data included end-of-program graduate evaluations, semi-structured interviews, and manager evaluation surveys. Findings support the importance of 360-feedback and peer coaching as part of HiPo employee development. Each of these simultaneously improves self-awareness, human capital, networking, and participant well-being; the resulting model provides an illustration of the relationships found.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-09-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21459","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47495733","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: 2