Advances in Developing Human Resources最新文献_第6页

Engaging Employees Through a Virtuous Environment! Does Positive Affect Mediate in the Relationship? 通过良好的环境激励员工!积极影响是否在关系中起中介作用?

IF 3.1

Advances in Developing Human Resources Pub Date : 2021-12-20 DOI: 10.1177/15234223211057611

H. Sharma, Richa Goyal

引用次数: 2

Re-examining the History of Human Resource Development Policy in China: From Local Indigenous Phenomena to Global Human Resource Development Knowledge 重新审视中国人力资源开发政策的历史：从本土现象到全球人力资源开发知识

IF 3.1

Advances in Developing Human Resources Pub Date : 2021-12-19 DOI: 10.1177/15234223211054457

Greg G. Wang, D. Doty, Shengbin Yang

{"title":"Re-examining the History of Human Resource Development Policy in China: From Local Indigenous Phenomena to Global Human Resource Development Knowledge","authors":"Greg G. Wang, D. Doty, Shengbin Yang","doi":"10.1177/15234223211054457","DOIUrl":"https://doi.org/10.1177/15234223211054457","url":null,"abstract":"Problem The NHRD conception claimed to be based on multiple country-cases through a constructive/interpretive process. However, four of cases focusing on HRD policy in China presented incomplete history of China’s HRD policies, which may have misled the NHRD conception. Solution We re-examine China’s history of HRD policy as indigenous phenomena in comparison to the four China-cases. Adopting a similar historical method, we fail to identify the policy pattern reported by the previous cases, thus challenge the NHRD’s constructivist embeddedness. We question the credibility and trustworthiness of the country-based studies as well as the sense-making constructive base of the NHRD ideation. From China’s local phenomenon, we derived a set of HRD assumptions contrary to the existing western-centric assumptions to enrich the global HRD knowledge. Stakeholders Theory-minded HRD scholars intended for rigorous and relevant theory development inquiries; practice-oriented HRD practitioners, especially those from western context and working in a non-western HRD context.","PeriodicalId":51549,"journal":{"name":"Advances in Developing Human Resources","volume":"24 1","pages":"26 - 48"},"PeriodicalIF":3.1,"publicationDate":"2021-12-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41336078","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 3

On Black Male Leadership: A Study of Leadership Efficacy, Servant Leadership, and Engagement Mediated by Microaggressions 黑人男性领导:微侵犯对领导效能、仆人式领导和敬业度的影响研究

IF 3.1

Advances in Developing Human Resources Pub Date : 2021-11-01 DOI: 10.1177/15234223211037753

C. Sims, A. Carter, Torrence E. Sparkman, Lonnie R. Morris, A. Durojaiye

{"title":"On Black Male Leadership: A Study of Leadership Efficacy, Servant Leadership, and Engagement Mediated by Microaggressions","authors":"C. Sims, A. Carter, Torrence E. Sparkman, Lonnie R. Morris, A. Durojaiye","doi":"10.1177/15234223211037753","DOIUrl":"https://doi.org/10.1177/15234223211037753","url":null,"abstract":"The Problem Dr. Martin Luther King Jr, and other Black men (and women) successfully used servant leadership to advance U.S. civil rights. Yet, the value of these leadership practices among Black men in contemporary workplaces is not known. The decision to lead may be based upon one’s leadership self-efficacy and influenced by community and as Black men prioritize social justice and developing others, they may be servant leaders. While engaged, the role of microaggression on engagement has not been studied. Thus, research is needed on Black male leadership. The Solution This study examined whether Black men possess the antecedent of leadership efficacy, demonstrate servant leadership, experience the outcome of engagement, and microaggressions, whether microaggressions mediated and decreased their engagement, and did socio-identities function as a moderator. Using cross-sectional survey methodology, a confirmatory factor analysis and a causal model was conducted along with a post hoc ANOVA. Black men leaders were about a third of the sample (n = 364). The structural equation modeling revealed the significant findings that leadership efficacy predicted servant leadership, servant leadership predicted engagement, and, microaggressions partially mediated engagement. Socio-identities did moderate leadership efficacy, engagement, and microaggressions but not servant leadership and the overall measurement model. The Stakeholders This study benefits HRD and other scholars and practitioners who study leadership including those with intersecting identities—African American men.","PeriodicalId":51549,"journal":{"name":"Advances in Developing Human Resources","volume":"23 1","pages":"354 - 383"},"PeriodicalIF":3.1,"publicationDate":"2021-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42960404","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Black Male Executives in Higher Education: The Experience of Ascending the Academic Leadership Ladder 高等教育中的黑人男性管理者:学术领导阶梯上升的经验

IF 3.1

Advances in Developing Human Resources Pub Date : 2021-09-08 DOI: 10.1177/15234223211037752

Torrence E. Sparkman

引用次数: 1

Emotional Intelligence, Organizational Social Architecture, and Black Male Leadership 情绪智力、组织社会架构与黑人男性领导力

IF 3.1

Advances in Developing Human Resources Pub Date : 2021-08-24 DOI: 10.1177/15234223211037749

Enin M. Rudel, Brandi Derr, Miranda Ralston, Terrence B. Williams, April Young

{"title":"Emotional Intelligence, Organizational Social Architecture, and Black Male Leadership","authors":"Enin M. Rudel, Brandi Derr, Miranda Ralston, Terrence B. Williams, April Young","doi":"10.1177/15234223211037749","DOIUrl":"https://doi.org/10.1177/15234223211037749","url":null,"abstract":"The Problem The leadership of Black male leaders is an under-studied topic in the leadership literature and more so in the field of human resource development. Moreover, traditional and contemporary leadership theories are universalized and have not adequately captured social and emotional issues encountered by leaders within their social identity location. A closer examination of this phenomenon is needed to close the gap in the human resource development literature as well as contemporary leadership theory. The Solution A qualitative study was used to examine the experiences of Black male leaders in an organizational setting using the frameworks of emotional intelligence and social architecture. Findings suggest that emotional intelligence explains why Black male leaders desire mentorship, need increased organizational support for psychological safety, use specialized strategies to deal with social and emotional distress, face barriers to acculturation into the workplace culture, draw on authentic leadership skills to face obstructions to leadership, and use code switching to navigate multiple identities. Recommendations are made for more inclusive mentoring programs that consider the needs of this underrepresented group. The Stakeholders HRD researchers, scholars, educators, practitioners, organizational leaders and others involved in diversity, equity, and inclusion work.","PeriodicalId":51549,"journal":{"name":"Advances in Developing Human Resources","volume":"23 1","pages":"319 - 334"},"PeriodicalIF":3.1,"publicationDate":"2021-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46770487","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 3

The Trenches and Valleys of Corporate America: A Black Male Human Resource Leader’s Autoethnographic Account 《美国公司的沟壑与低谷:一位黑人男性人力资源领导者的民族志自述》

IF 3.1

Advances in Developing Human Resources Pub Date : 2021-08-20 DOI: 10.1177/15234223211037762

Cory J. Wicker

{"title":"The Trenches and Valleys of Corporate America: A Black Male Human Resource Leader’s Autoethnographic Account","authors":"Cory J. Wicker","doi":"10.1177/15234223211037762","DOIUrl":"https://doi.org/10.1177/15234223211037762","url":null,"abstract":"The Problem In predominantly White organizational contexts and professions, such as human resources, that are significantly occupied by non-Blacks, Black male leaders struggle with achieving career success due to a lack of organizational support. Although existing research in human resource development (HRD) and career development provides a holistic representation of minoritized groups, there is a dearth of research that addresses the professional development of Black males. The Solution This article is an autoethnographic exploration of my experiences as a Black male leader in a predominantly White organization and profession (human resources). This article leverages autoethnography and critical race theory (CRT) as appropriate lenses to view my experiences as a Black male leader in this organizational/professional context. I utilize a layered account approach to position and deconstruct my experiences to provide an insider perspective of power structures that impede the leadership development of Black males. The Stakeholders HRD scholars, practitioners, organizational leaders, and Black males who are embarking upon and/or establishing their professional careers in predominantly White organizations.","PeriodicalId":51549,"journal":{"name":"Advances in Developing Human Resources","volume":"23 1","pages":"335 - 353"},"PeriodicalIF":3.1,"publicationDate":"2021-08-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42550060","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 5

Editorial Postscript: Developing Black Males: The Way Forward 编辑后记：发展黑人男性：前进之路

IF 3.1

Advances in Developing Human Resources Pub Date : 2021-08-20 DOI: 10.1177/15234223211037751

Marilyn Y. Byrd

引用次数: 0

Critical Engagement: Lessons Learned and Implications for HRD About Black Male Faculty Leadership in Higher Education 批判性参与：高等教育中黑人男性教师领导力的经验教训及其对人力资源开发的启示

IF 3.1

Advances in Developing Human Resources Pub Date : 2021-08-20 DOI: 10.1177/15234223211037750

Sherman Henry

{"title":"Critical Engagement: Lessons Learned and Implications for HRD About Black Male Faculty Leadership in Higher Education","authors":"Sherman Henry","doi":"10.1177/15234223211037750","DOIUrl":"https://doi.org/10.1177/15234223211037750","url":null,"abstract":"The Problem Limited discussions of the Black male as a leader has taken place in the human resource development literature. Hence, racialization, the process of constructing and attaching meaning to racial identity, is an under-studied topic. Further problematic, traditional leadership theories advance a race-neutral, universalized mainstream view of leaders, and do not consider the multiple ways that race changes the master narrative. A direct result of this shortcoming is the lack of research and theories that inform the experiences of Black males in Historical White Institutions (HWIs). The Solution In this article, an autoethnography approach is used to counter the master narrative that has concealed the everyday, lived experience of Black males in higher education faculty and leadership roles. Critical race theory is applied as a framework for viewing lived experience as a legitimate and appropriate source of analysis. Socio-cultural theory is used to explain how cultural competence is needed to appropriately identify racism as an enduring problem that is a product of its culture and environment. The Stakeholders HRD faculty, HWIs administrators, hiring committees, diversity, equity and inclusion practitioners, search committees, and Black males in faculty roles in HWIs.","PeriodicalId":51549,"journal":{"name":"Advances in Developing Human Resources","volume":"23 1","pages":"300 - 318"},"PeriodicalIF":3.1,"publicationDate":"2021-08-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43115467","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 4

Editorial: Developing Human Resources: Where Are the Black Males? 社论：开发人力资源：黑人男性在哪里？

IF 3.1

Advances in Developing Human Resources Pub Date : 2021-08-15 DOI: 10.1177/15234223211037763

Marilyn Y. Byrd

{"title":"Editorial: Developing Human Resources: Where Are the Black Males?","authors":"Marilyn Y. Byrd","doi":"10.1177/15234223211037763","DOIUrl":"https://doi.org/10.1177/15234223211037763","url":null,"abstract":"This Special Issue was proposed and organized by Dr. Torrence E. Sparkman, who serves as guest editor. Dr. Sparkman assembled a group of scholars who recognized the underrepresentation of Black males holding administrative and executive leadership positions in predominantly White organizational and institutional contexts. Except for diversity-related roles (e.g., Chief Diversity Officers) the few occasions that Black males have been placed in roles or positions of leadership, they are often left without sufficient guidance and support by others who have experienced the trenches and the valleys of being a minoritized leader. In this Special Issue, Dr. Sparkman and the contributing authors address the problem of Black male career advancement and leadership development by presenting the perspectives of those who lead or aspire to lead in contexts where they are the visible minority. Another concern that this Special Issue will explore in depth, is the lack of visibility and voice of Black males in the academic literature. The exploration of experiences encountered by Black males in various contexts and the techniques they use to mitigate the impact of racial bias and structural barriers adds experiential knowledge to the body of traditional career and leadership development literature. The absence of topics related to the development of Black males, specifically in human resource development (HRD) could be attributed to one of two factors. First, it could be that Black males do not submit their scholarship to academic journals that would gain them recognition for their intellectual contribution. Second, and more realistically, it could be that epistemic exclusion has created a boundary that devalues topics, methodologies, and/or knowledge production by minoritized scholars (Settles et al., 2019). Epistemic exclusion is a thinly veiled form of gatekeeping that has excluded the voices of minoritized scholars from academic discourse (Dotson, 2012; Settles et al., 2019). Byrd and Stanley (2009) caution:","PeriodicalId":51549,"journal":{"name":"Advances in Developing Human Resources","volume":"23 1","pages":"275 - 276"},"PeriodicalIF":3.1,"publicationDate":"2021-08-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41694299","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Responding to Career Development Uncertainties and Successfully Navigating Career Journeys 应对职业发展的不确定性并成功驾驭职业旅程

IF 3.1

Advances in Developing Human Resources Pub Date : 2021-06-16 DOI: 10.1177/15234223211017852

Claretha Hughes, Yuanlu Niu

引用次数: 0