Human Resource Development Quarterly最新文献_第9页

Not just for newcomers: Organizational socialization, employee adjustment and experience, and growth in organization-based self-esteem 不只是针对新人:组织社会化，员工适应和经验，以及基于组织的自尊的增长

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-09-07 DOI: 10.1002/hrdq.21458

Donald G. Gardner, Guo-Hua (Emily) Huang, Jon L. Pierce, Xiongying (Peter) Niu, Cynthia Lee

{"title":"Not just for newcomers: Organizational socialization, employee adjustment and experience, and growth in organization-based self-esteem","authors":"Donald G. Gardner, Guo-Hua (Emily) Huang, Jon L. Pierce, Xiongying (Peter) Niu, Cynthia Lee","doi":"10.1002/hrdq.21458","DOIUrl":"10.1002/hrdq.21458","url":null,"abstract":"One of the more important responsibilities for HRD professionals is to help employees fit into the organization. This fitting in, or adjustment, to the organization includes the skills to perform one's job, understanding the relationships of one's role to the broader organization, and feeling accepted by one's peers. Onboarding, or more broadly, organizational socialization, is a proven practice that enhances employee adjustment through learning and development. Prior research reveals favorable relationships between organizational socialization (OS) practices and employee adjustment. Much less is known about which aspects of OS the HRD professional should focus on, why employees are motivated to use the knowledge gained from socialization to improve job performance, or whether relationships discovered in past research on newcomers can or should be generalized to more experienced employees. The current research is based on the multidomain, continuous model of OS. Consistent with that model, we found that effective socialization enhances employee organizational adjustment, which subsequently raises their organization-based self-esteem (OBSE), and that OS has stronger relationships with adjustment for less experienced employees than those with more experienced employees. Our results also reveal that adjustment mediated growth in OBSE that accompanied the ongoing process of OS, and that employees who perceived higher levels of socialization had greater increases in OBSE. We discuss the implications of our results for HRD professionals in designing OS programs, particularly as they relate to the targeted employees, and the framing of the communications.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-09-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21458","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48219820","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: 8

Information for Contributors 投稿人资讯

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-09-01 DOI: 10.1002/hrdq.21363

引用次数: 0

Unlearning in the workplace: Antecedents and outcomes 职场遗忘:前因后果

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-08-30 DOI: 10.1002/hrdq.21457

Eun Jee Kim, Sunyoung Park

引用次数: 9

Explosion of people analytics, machine learning, and human resource technologies: Implications and applications for research 人员分析、机器学习和人力资源技术的爆炸:研究的影响和应用

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-08-15 DOI: 10.1002/hrdq.21456

Seung Won Yoon

引用次数: 7

On the systems intelligence of a learning organization: Introducing a new measure 学习型组织的系统智能:引入一种新方法

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-07-26 DOI: 10.1002/hrdq.21455

Juha Törmänen, Raimo P. Hämäläinen, Esa Saarinen

{"title":"On the systems intelligence of a learning organization: Introducing a new measure","authors":"Juha Törmänen, Raimo P. Hämäläinen, Esa Saarinen","doi":"10.1002/hrdq.21455","DOIUrl":"10.1002/hrdq.21455","url":null,"abstract":"We introduce and validate the Organizational Systems Intelligence (OSI) scale, a measurement tool for learning organization, and propose the scale as a useful tool for human resource development (HRD) at the individual level. The scale complements the operationalization of Senge's “Five Disciplines” of the learning organization. OSI provides a new perspective that links employees' perceptions of various seemingly mundane everyday practices with the organizationally desirable effects of a learning organization. The model suggests developmental perspectives that highlight micro-level behavioral, informal, interactional, and accessible-to-all aspects of the learning organization as a route to improvement. Operating in the vernacular and focusing on human experience in organizations, the OSI perspective points to improvement possibilities in and among people in contrast to structural manager-level constructs. It contributes to HRD literature that explores developmental outcomes and theoretical understanding from human experience in contrast to rank, status, structure, or hierarchy. With its bottom-up logic as an operationalization of the Sengean learning organization as a form of applied systems thinking, the model introduces an employee-level perspective of systems thinking in action into the field of HRD. It is demonstrated that with respect to perceived performance, the OSI scale performs equally well as the widely used Dimensions of the Learning Organization Questionnaire.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21455","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46815201","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: 11

Type A/B personality, work–family, and family–work conflict: The moderating effects of emotional intelligence A/B型人格、工作-家庭与家庭-工作冲突:情商的调节作用

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-07-06 DOI: 10.1002/hrdq.21454

Thomas Garavan, Shalini Srivastava, Poornima Madan, Fergal O'Brien, Gerri Matthews-Smith

{"title":"Type A/B personality, work–family, and family–work conflict: The moderating effects of emotional intelligence","authors":"Thomas Garavan, Shalini Srivastava, Poornima Madan, Fergal O'Brien, Gerri Matthews-Smith","doi":"10.1002/hrdq.21454","DOIUrl":"10.1002/hrdq.21454","url":null,"abstract":"Many employees experience work–family conflict (WFC) and family–work conflict (FWC), multidimensional states of resource depletion. In this paper, we conceptualize Type A and B personality as resource depletion and resource gain scenarios that have implications for perceptions of WFC and FWC. We draw on conservation of resources (COR) theory to examine the resource loss and gain resulting respectively from Type A and B personality and the resource-generating role of ability-based emotional intelligence (EI) on multiple dimensions of WFC and FWC. Utilizing a sample of 305 managers for 15 Information and Communication Technology (ICT) organizations in India, we uncover a fine-grained pattern of results indicating that Type A personality represents resource loss while Type B personality represents resource gain in the context of time, strain and behavior based WFC and FWC. We also found that ability-based EI performed restorative and additive resource functions as a moderator in the context of these relationships. The key outcome of the study is that ability-based EI performs an important role in the context of different types of WFC and FWC because it generates resources to address these conflicts.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-07-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21454","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42452453","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: 7

The paradoxical effect of responsible leadership on employee cyberloafing: A moderated mediation model 负责任领导对员工网络闲逛的矛盾效应:一个有调节的中介模型

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-07-01 DOI: 10.1002/hrdq.21432

Jinqiang Zhu, Hongguo Wei, Hai Li, Holly Osburn

引用次数: 17

Employee engagement: Emerging insight of the millennial manufacturing workforce 员工敬业度:千禧一代制造业劳动力的新见解

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-06-28 DOI: 10.1002/hrdq.21453

Matthew W. Hurtienne, Laura E. Hurtienne, Madelyn Kempen

引用次数: 8

Training and development investment and financial performance: The bidirectional relationship and the moderating effect of financial slack 培训发展投资与财务绩效:双向关系及财务宽松的调节作用

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-06-22 DOI: 10.1002/hrdq.21449

Sangok Yoo, Suhyung Lee, Sehoon Kim, Soebin Jang, Daeyeon Cho

{"title":"Training and development investment and financial performance: The bidirectional relationship and the moderating effect of financial slack","authors":"Sangok Yoo, Suhyung Lee, Sehoon Kim, Soebin Jang, Daeyeon Cho","doi":"10.1002/hrdq.21449","DOIUrl":"10.1002/hrdq.21449","url":null,"abstract":"Research has not yet clearly demonstrated the relationship between training and development (TD) investment and financial performance. This study examines the bidirectional, non-linear, one-year-lagged relationship between TD investment and financial performance, and the moderating effect of financial slack on the relationship based on the resource-based view and the theory of slack resources. We analyze financial data of 174 firms in South Korea over 10 years (2009–2018) using a lagged dependent variable model. Our results demonstrate that TD investment contributes to later financial performance, and financial performance contributes to later TD investment. We find an inverted U-shaped relationship between TD investment and financial performance in both directions. Financial slack positively moderates the bidirectional relationship, such that the inverted U-shaped effect of TD investment on financial performance is more pronounced among those with low financial slack. In the effect of financial performance on TD investment, firms with high financial slack show a U-shaped curve, while firms with low financial slack show an inverted U-shaped curve. This study provides valuable information for human resource development scholars and practitioners about the relationship between TD investment and financial performance.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-06-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21449","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45959804","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: 9

Finding invariance when noninvariance is found: An illustrative example of conducting partial measurement invariance testing with the automation of the factor-ratio test and list-and-delete procedure 在发现非不变性时发现不变性:使用因子比率测试和列表-删除过程的自动化执行部分度量不变性测试的说明性示例

IF 3.3 3区管理学

Human Resource Development Quarterly Pub Date : 2021-06-22 DOI: 10.1002/hrdq.21452

Bryn Hammack-Brown, Julia A. Fulmore, Greggory L. Keiffer, Kim Nimon

{"title":"Finding invariance when noninvariance is found: An illustrative example of conducting partial measurement invariance testing with the automation of the factor-ratio test and list-and-delete procedure","authors":"Bryn Hammack-Brown, Julia A. Fulmore, Greggory L. Keiffer, Kim Nimon","doi":"10.1002/hrdq.21452","DOIUrl":"10.1002/hrdq.21452","url":null,"abstract":"Comparisons between groups are common in human resource development (HRD) studies, yet many researchers neglect a crucial prerequisite step before analyzing and interpreting what group differences might mean. In essence, how can HRD scholars be confident in knowing that mean group differences are attributable to actual differences between groups as opposed to differences in how each group interprets the constructs of interest? Measurement invariance (MI) provides insight into whether a measure or construct has the same meaning between groups or over time and is an important precursor to the evaluation of group differences. While MI testing has gained some traction within HRD studies, steps to take when partial MI testing is needed have received very little attention. The purpose of this article is to encourage HRD researchers and practitioners to embrace and utilize two techniques when partial invariance (i.e., noninvariance) occurs. There are several techniques one could use during partial MI testing; however, the two showcased herein, the factor-ratio test and the list-and-delete procedure, are established, reliable, and proven within the confirmatory factor analysis framework. This article provides an illustrative example of how to use these techniques to identify invariance at the item level when noninvariance is found. Additionally, R syntax is included that allows for the automation of these techniques. The importance to theory and implications to researchers and practitioners of finding noninvariance and then testing for partial MI is also discussed.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2021-06-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21452","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46281655","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