Human Resource Development Review最新文献_第10页

The Ten Research Questions: An Analytic Tool for Critiquing Empirical Studies and Teaching Research Rigor 十个研究问题:批判实证研究和教学研究严谨性的分析工具

IF 6.4 3区管理学

Human Resource Development Review Pub Date : 2021-09-01 DOI: 10.1177/15344843211025182

T. Reio

{"title":"The Ten Research Questions: An Analytic Tool for Critiquing Empirical Studies and Teaching Research Rigor","authors":"T. Reio","doi":"10.1177/15344843211025182","DOIUrl":"https://doi.org/10.1177/15344843211025182","url":null,"abstract":"One of the most onerous tasks for research neophytes like students is deciphering the often complex and technical empirical research article and determining its scientific merit. With limited research method knowledge and experience designing and conducting research, the neophyte is left with little to draw upon when trying to understand the findings, whether standards of rigor were met, and if replication and application may be warranted. In particular, this lack of understanding can contribute much to students’ negative attitudes, perceptions, beliefs, and conceptions about research. This state of affairs is unfortunate because each can lessen the likelihood of subsequent engagement with the research literature, often at the cost of poorer student well-being (Pyhaltö et al., 2012), less timely graduation and greater attrition (Meyer et al., 2005, 2007). Because higher education is increasingly costly, and the need for talented social science researchers (e.g., human resource development [HRD] researchers) has never been greater, we cannot afford to allow the curious, but inexperienced to languish unnecessarily in their research endeavors (Earley, 2014; Tashakkori & Teddlie, 2003). Thus, proposing that one must think and act like a researcher to be a researcher, we must find ways to help learners methodically analyze existing research and enter the “research conversation” with authors of empirical research in one’s discipline and beyond (Chatterjee-Padmanabhan et al., 2019). The purpose of this article, then, is to help learners enter the research conversation by presenting an analytic tool for","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":null,"pages":null},"PeriodicalIF":6.4,"publicationDate":"2021-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/15344843211025182","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43707192","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

Developing the Positive Identity of Minoritized Women Leaders in Higher Education: How can Multiple and Diverse Developers Help With Overcoming the Impostor Phenomenon? 在高等教育中培养未成年女性领导者的积极身份：多元化的发展者如何帮助克服冒名顶替现象？

IF 6.4 3区管理学

Human Resource Development Review Pub Date : 2021-08-25 DOI: 10.1177/15344843211040732

A. M. Manongsong, Rajashi Ghosh

{"title":"Developing the Positive Identity of Minoritized Women Leaders in Higher Education: How can Multiple and Diverse Developers Help With Overcoming the Impostor Phenomenon?","authors":"A. M. Manongsong, Rajashi Ghosh","doi":"10.1177/15344843211040732","DOIUrl":"https://doi.org/10.1177/15344843211040732","url":null,"abstract":"Minoritized women remain underrepresented in leadership positions, especially within higher education (HE). A key barrier to advancement for women of color is their susceptibility to impostor phenomenon (IP). A developmental network where the minoritized woman receives developmental support from multiple individuals is a potentially powerful intervention that can help them advance their careers, but there is a general lack of research on IP in the context of minoritized women’s leadership development and the role of developmental support, especially with regards to multiple diversified developmental relationships. Therefore, this paper integrates various literature streams (leader development for minoritized women in higher education, IP, mentoring) and offers a conceptual framework that utilizes a developmental network perspective. The propositions offered explain how multiple developers can help minoritized women address IP and develop positive leader identities, as well as how both parties can better anticipate and handle challenges related to diversified developmental relationships in HE.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":null,"pages":null},"PeriodicalIF":6.4,"publicationDate":"2021-08-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42658441","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

Everyone is Invited: Leveraging Bystander Intervention and Ally Development to Cultivate Social Justice in the Workplace 人人受邀：利用旁观者干预和盟友发展培养职场社会正义

IF 6.4 3区管理学

Human Resource Development Review Pub Date : 2021-08-20 DOI: 10.1177/15344843211040734

J. Collins, Panpan Zhang, Stephanie Sisco

引用次数: 9

Structuring a Training-Oriented High Performance Work System: A Systematic Review on Frontline Employees in the Service Sector 构建以培训为导向的高绩效工作体系:对服务业一线员工的系统回顾

IF 6.4 3区管理学

Human Resource Development Review Pub Date : 2021-06-11 DOI: 10.1177/15344843211024028

Maria Augusta Siqueira Mathias, Na Fu, O. Oliveira

{"title":"Structuring a Training-Oriented High Performance Work System: A Systematic Review on Frontline Employees in the Service Sector","authors":"Maria Augusta Siqueira Mathias, Na Fu, O. Oliveira","doi":"10.1177/15344843211024028","DOIUrl":"https://doi.org/10.1177/15344843211024028","url":null,"abstract":"Given the service sector’s inherent dynamism, organizations ultimately rely on their employees’ and managers’ knowledge, skills, and capabilities to complete tasks for their clients. However, the lack of pragmatic guidance for human resource development (HRD) professionals in the literature on a training-oriented high performance work system (HPWS) for frontline employees (FLE) justifies this study’s systemization of context-specific dimensions and implementation drivers. A systematic review in the period of 2008 to 2018 identified 185 potential articles, which, after a thorough content investigation, resulted in 90 papers that substantiated the proposal of 5 dimensions and 14 drivers for this particular HPWS. This paper’s main scientific contribution is the promotion of a better understanding of the conceptual work on the theme through a structured overview. The systemization of unprecedented dimensions and drivers of a training-oriented HPWS for FLE allows HRD professionals to efficiently plan their initiatives. It constitutes this article’s novelty and central applied contribution.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":null,"pages":null},"PeriodicalIF":6.4,"publicationDate":"2021-06-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/15344843211024028","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42574415","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

A Model of Caring in Organizations for Human Resource Development 人力资源开发组织中的关怀模式

IF 6.4 3区管理学

Human Resource Development Review Pub Date : 2021-06-11 DOI: 10.1177/15344843211024035

A. Saks

{"title":"A Model of Caring in Organizations for Human Resource Development","authors":"A. Saks","doi":"10.1177/15344843211024035","DOIUrl":"https://doi.org/10.1177/15344843211024035","url":null,"abstract":"Although caring and an ethics of care have been part of the nursing and education literature for many years, it has seldom been the focus of research and models in the HRD literature which has tended to be dominated by masculine rationality and models that focus on performance. In this paper, I argue that caring represents an important positive attribute of organizations and that a model of caring provides an alternative to HRD models based on masculine rationality and a performance philosophy. Research on caring in nursing and education is reviewed along with calls for an ethic of care in HRD. This is followed by a review of research on caring in organizations which provides the basis for the development of a model of caring in organizations for HRD. The model demonstrates the relationships between caring from three sources or levels in an organization (the organization or business unit, management, and co-workers), a climate of care for employees, and positive employee outcomes. HRD care-enhancing interventions for developing caring in organizations are then discussed. The paper concludes with a consideration of the implications of a model of caring for HRD research and practice.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":null,"pages":null},"PeriodicalIF":6.4,"publicationDate":"2021-06-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/15344843211024035","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44508213","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

Action Learning as a Human Resource Development Resource to Realize Collective Leadership 行动学习作为实现集体领导的人力资源开发资源

IF 6.4 3区管理学

Human Resource Development Review Pub Date : 2021-06-10 DOI: 10.1177/15344843211022600

J. Raelin

{"title":"Action Learning as a Human Resource Development Resource to Realize Collective Leadership","authors":"J. Raelin","doi":"10.1177/15344843211022600","DOIUrl":"https://doi.org/10.1177/15344843211022600","url":null,"abstract":"Several months ago, I was pleased to speak at a conference on “Action Learning in a Changing World,” sponsored by the University Forum for Human Resource Development. In my presentation I featured action learning as a potential resource of human resource development for adopting collective leadership. I use the word potential because it is not necessarily the conventional purpose of action learning when adopted as a human resource development tool. It is primarily used as a form of workbased learning. However, its components can be aptly constituted for the former purpose; in fact, action learning may be one of the best HRD methods to prepare participants for collective leadership in the organization. Following the presentation, a number of questions were raised by the audience that were not fully addressed because of time limitations. Fortunately, Dr. Yonjoo Cho, HRDR’s Editor, has given me the opportunity of writing this editorial to elaborate on the issues raised at the conference as well as on other matters that can allow me to more fully explain my position that action learning can indeed be a human resource development resource to realize collective leadership.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":null,"pages":null},"PeriodicalIF":6.4,"publicationDate":"2021-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/15344843211022600","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43454520","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

Why Do We Desk-Reject? 我们为什么拒收办公桌?

IF 6.4 3区管理学

Human Resource Development Review Pub Date : 2021-06-10 DOI: 10.1177/15344843211020522

Yonjoo Cho

引用次数: 3

Contesting “Authenticity” in Authentic Leadership through a Mad Studies Lens 从疯狂的研究视角看真实领导力中的“真实性”

IF 6.4 3区管理学

Human Resource Development Review Pub Date : 2021-06-02 DOI: 10.1177/15344843211020571

Greg Procknow, T. Rocco

引用次数: 1

History Matters in Theorizing HRD 人力资源开发理论化中的历史问题

IF 6.4 3区管理学

Human Resource Development Review Pub Date : 2021-06-01 DOI: 10.1177/15344843211002124

Yonjoo Cho

引用次数: 2

Becoming a Leader: Emergence of Leadership Style and Identity 成为一个领导者:领导风格和身份的出现

IF 6.4 3区管理学

Human Resource Development Review Pub Date : 2021-04-15 DOI: 10.1177/15344843211009632

M. London, Gary D. Sherman

引用次数: 3