Advances in Developing Human Resources最新文献_第9页

A New Normal: The Changed Landscape of Human Resource Development in the Wake of COVID-19 新常态:新冠肺炎疫情后人力资源开发格局的变化

IF 3.1

Advances in Developing Human Resources Pub Date : 2020-11-20 DOI: 10.1177/1523422320973957

Marilyn Y. Byrd

引用次数: 7

The Changing Learning Technological Landscape for Trainers in the Wake of COVID-19 2019冠状病毒病后培训师不断变化的学习技术环境

IF 3.1

Advances in Developing Human Resources Pub Date : 2020-11-20 DOI: 10.1177/1523422320972108

Claretha Hughes

{"title":"The Changing Learning Technological Landscape for Trainers in the Wake of COVID-19","authors":"Claretha Hughes","doi":"10.1177/1523422320972108","DOIUrl":"https://doi.org/10.1177/1523422320972108","url":null,"abstract":"The Problem Due to the unexpected and rapid spread of COVID-19 throughout the world, training professionals are faced with three distinct problems: (1) lack of technological infrastructure; (2) the conflict between essential and non-essential workers; and (3) the ability to rapidly train workers to use new technology while working from home. Trainers are seeking to help workers and organizations use learning technologies to navigate the continuously changing workplace landscape in the midst of and after the COVID-19 pandemic. The Recommendation Forced expansion of learning technologies by trainers during COVID-19 provides an opportunity to expand worker development. Not only will trainers expand their knowledge of the use of technology, they will also become better proficient at selecting appropriate technology for employee development. Trainers should become better advocates for the use of technology by demonstrating their own expertise in using learning technologies; use their communication skills to teach workers about context and how to transition current skills into new jobs; and help workplace leaders better understand how technology and people can co-exist in the workplace. Stakeholders The stakeholders who can benefit from this article are trainers, workplace leaders, workers who are forced to work from home, essential workers who must go to work each day, displaced workers, furloughed workers, and laid off workers.","PeriodicalId":51549,"journal":{"name":"Advances in Developing Human Resources","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2020-11-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/1523422320972108","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48147143","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: 15

Developing Employee Resilience: The Role of Leader-Facilitated Emotion Management 培养员工适应力：领导者促进情绪管理的作用

IF 3.1

Advances in Developing Human Resources Pub Date : 2020-10-05 DOI: 10.1177/1523422320949143

E. Richard

{"title":"Developing Employee Resilience: The Role of Leader-Facilitated Emotion Management","authors":"E. Richard","doi":"10.1177/1523422320949143","DOIUrl":"https://doi.org/10.1177/1523422320949143","url":null,"abstract":"The Problem To create resilient organizations, Human Resource Development (HRD) must foster the conditions (both internal and external to the employee) that enable learning and development in the face of adversity. Yet the experience of adversity produces intense negative emotions that threaten learning and development. Resilience building programs typically focus on building resources internal to the worker (e.g., self-efficacy, optimism) as a means of buffering against the negative effects of future stressors, but considerably less focus is placed on supporting others in their attempts to cope. Additionally, the role of leadership in promoting follower resilience has received limited attention. The Solution This article begins by summarizing the role of emotion and emotion regulation in recent literature on employee resilience. Toward that goal, a literature search was conducted for reviews and theoretical models of employee resilience published in peer-reviewed journals over the past 10 years. Next, emerging scholarship on interpersonal emotion management (IEM) is introduced, with a focus on its application in work and leadership contexts. The argument is made that leaders are in a unique position to promote resilience in their followers, through the promotion of positive emotional states and through the mitigation of the negative emotional states that accompany adversity. As such, developing IEM skills in both resilience training and leadership development programs should increase employee resilience. The Stakeholders Leaders, scholars, and HRD professionals interested in promoting employee resilience and developing effective leaders will benefit from this application of interpersonal emotion management concepts to the topic of employee resilience.","PeriodicalId":51549,"journal":{"name":"Advances in Developing Human Resources","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2020-10-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/1523422320949143","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44364973","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: 15

A Workplace Dignity Perspective on Resilience: Moving Beyond Individualized Instrumentalization to Dignified Resilience 职场尊严视角下的韧性：超越个性化工具化走向尊严韧性

IF 3.1

Advances in Developing Human Resources Pub Date : 2020-09-10 DOI: 10.1177/1523422320946115

M. Bal, M. Kordowicz, A. Brookes

引用次数: 4

Preface to the Special Issue on “The Impact of Resilience in Developing Individual and Organizational Capacity to ‘Bounce Back’ from Challenges” “弹性对发展个人和组织从挑战中“反弹”能力的影响”特刊序言

IF 3.1

Advances in Developing Human Resources Pub Date : 2020-08-29 DOI: 10.1177/1523422320949132

M. Bal

{"title":"Preface to the Special Issue on “The Impact of Resilience in Developing Individual and Organizational Capacity to ‘Bounce Back’ from Challenges”","authors":"M. Bal","doi":"10.1177/1523422320949132","DOIUrl":"https://doi.org/10.1177/1523422320949132","url":null,"abstract":"The Problem Stress, anxiety, depression, and similar emotional and psychological inhibitors may negatively impact employee well-being and dignity, quality of work-life, and overall organizational performance. These inhibitors may be produced through events such as structural or procedural changes, tensions emanating from diminished work relationships, pressures related to the work itself, perceptions of unjust or unfair treatment, or other forces that may affect an individual’s capacity to function and perform well. The Solution This Special Issue explores approaches to gain insight to the ways individuals, as well as the organizations they serve, may become more resilient and bounce back from adversity. The interdisciplinary relationship between human resource development (HRD) and human resource management (HRM) is crucial for effective strategies to overcome negative outcomes. The Stakeholders HRD scholars, practitioners, researchers, and all other professionals concerned with optimizing employee well-being and optimizing the capacity to perform will benefit from this Special Issue.","PeriodicalId":51549,"journal":{"name":"Advances in Developing Human Resources","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2020-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/1523422320949132","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42841831","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: 1

Resilient Leadership: The Impact of a Servant Leader on the Resilience of their Followers 韧性领导：仆人式领导对追随者韧性的影响

IF 3.1

Advances in Developing Human Resources Pub Date : 2020-08-29 DOI: 10.1177/1523422320945237

Jake Eliot

{"title":"Resilient Leadership: The Impact of a Servant Leader on the Resilience of their Followers","authors":"Jake Eliot","doi":"10.1177/1523422320945237","DOIUrl":"https://doi.org/10.1177/1523422320945237","url":null,"abstract":"The Problem Businesses and their leaders regularly face disruptive change, uncertain economic futures and the pressure of improving employee well-being. To not only withstand these crises but to rebound and even grow stronger, organizations must develop resilient leaders and a resilient workforce. Human resource development (HRD) professionals are responsible for resilience development within an organization and need to understand whether the development of servant leaders also increases leader and workforce resilience. The Solution Leaders with a high level of resilience are able to respond in positive ways to crises their organizations may encounter and, by exhibiting that resilience and those positive responses, are able to increase the level of resilience of those around them. Servant leaders focus their efforts on meeting the psychological needs and health of their followers and are therefore well placed to positively impact subordinate resilience. This article explores the ability of servant leadership to positively impact and grow the resilient capacity of those impacted by the servant leader. It proposes that HRD professionals can increase the resilience capabilities of an organization through the development of servant leaders who also exhibit resilient behaviors. The Stakeholders This article benefits organizations, leaders, employees, and HRD professionals as well as resilience and leadership scholars and practitioners.","PeriodicalId":51549,"journal":{"name":"Advances in Developing Human Resources","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2020-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/1523422320945237","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43649150","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: 31

Enhancing Resilience in Autistic Adults Using Community-based Participatory Research: A Novel HRD Intervention in Employment Service Provision 利用社区参与性研究增强自闭症成年人的复原力：一种新的人力资源开发干预就业服务

IF 3.1

Advances in Developing Human Resources Pub Date : 2020-08-27 DOI: 10.1177/1523422320946293

Tibor N. Farkas, J. Mendy, Niko Kargas

{"title":"Enhancing Resilience in Autistic Adults Using Community-based Participatory Research: A Novel HRD Intervention in Employment Service Provision","authors":"Tibor N. Farkas, J. Mendy, Niko Kargas","doi":"10.1177/1523422320946293","DOIUrl":"https://doi.org/10.1177/1523422320946293","url":null,"abstract":"The Problem Although previous research suggests current human resource management (HRM) policies and procedures do not fully accommodate the diverse strengths and needs of jobseekers and employees on the autism spectrum, the human resource development (HRD) community, including its scholars, researchers and practitioners will benefit from learning more about autism and how people with the condition can develop resilience capacity at work. The Solutions Utilizing a community-based participatory research approach (CBPR), we recommend an Autism Work Peer Support Group (AWPSG) program as a new framework that can help the HRD community as well as HRM work coaches and disability employment advisors to foster environments, where people’s social adaptation is key for their resilience capacity development. The Stakeholders The current research provides a framework on how a CBPR approach could be utilized to operationalize the design and evaluation of an employment intervention (i.e., AWPSG) that could involve autistic jobseekers in the process of resilience building. Furthermore, our findings indicate that fostering the emergence of a subjectively meaningful employment-focused peer support group program could help enlighten the HRD community about the challenges faced by this particular group and thereby offer effective autism-HRD advice and support to autistic jobseekers, employees and employers, management, work-coaches and disability employment advisors.","PeriodicalId":51549,"journal":{"name":"Advances in Developing Human Resources","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2020-08-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/1523422320946293","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47125445","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: 8

Bouncing back from Workplace Stress: From HRD’s Individual Employee’s Developmental Focus to Multi-facetted Collective Workforce Resilience Intervention 从职场压力中反弹:从人力资源开发对员工个体发展的关注到多方面的集体劳动力弹性干预

IF 3.1

Advances in Developing Human Resources Pub Date : 2020-08-25 DOI: 10.1177/1523422320946231

J. Mendy

{"title":"Bouncing back from Workplace Stress: From HRD’s Individual Employee’s Developmental Focus to Multi-facetted Collective Workforce Resilience Intervention","authors":"J. Mendy","doi":"10.1177/1523422320946231","DOIUrl":"https://doi.org/10.1177/1523422320946231","url":null,"abstract":"The Problem Human resource development (HRD) research has sought to demarcate a human developmental problem by identifying learning interventions through which individuals can contribute towards group and organizational growth. However, there remains the fundamental problem, which is how to go beyond individualized employee development to a more collective resilience model building against workplace stress. Such lesser effectiveness has led to financial, emotional and psycho-social costs to individuals and collectives. Based on the theoretical analysis of human capital theory, HRD research and literature are lacking in how to more effectively operationalize collective resilience against workplace stress. The Solution A multi-faceted collective workforce resilience intervention conceptual model is proposed to enable both management and employees to overcome ineffective implementation of human development and thereby bounce back from workforce stress. Four aspects of the model’s practical operationalization are proposed as steps to help the HRD community of practitioners and scholars to engrain resilience as a workplace culture in resolving stress. Implications on (1) the identification of workplace stress, (2) the effective design and operationalization of development capacities. (3) the resilience intervention initiatives, and (4) the management of collective workforce resilience are highlighted. The Stakeholders The proposed model is designed for the HRD community, including scholars, practitioners, employees and managers in related HRD contexts.","PeriodicalId":51549,"journal":{"name":"Advances in Developing Human Resources","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2020-08-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/1523422320946231","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42233613","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: 7

Self-Compassion and Resilience at Work: A Practice-Oriented Review 工作中的自我同情和弹性：一个以实践为导向的综述

IF 3.1

Advances in Developing Human Resources Pub Date : 2020-08-22 DOI: 10.1177/1523422320949145

Jade-Isis Lefebvre, Francesco Montani, François Courcy

{"title":"Self-Compassion and Resilience at Work: A Practice-Oriented Review","authors":"Jade-Isis Lefebvre, Francesco Montani, François Courcy","doi":"10.1177/1523422320949145","DOIUrl":"https://doi.org/10.1177/1523422320949145","url":null,"abstract":"The Problem A key challenge for human resource development (HRD) scholars and practitioners is to understand the individual competences that can be trained and developed to enhance employee resilience at work. Empirical evidence has been accumulated on the benefits of self-compassion—that is, a set of malleable states that can be developed through HRD interventions—for individual resilience, as well as on the factors that can strengthen self-compassion in organizations. Nonetheless, limited efforts have been devoted to translate this critical scientific knowledge into evidence-based, practical insights that could guide the implementation of effective human resource development practices to develop self-compassion and, thereby, increase resilience in organizations. The Solution This article presents a practice-oriented literature review of the benefits of self-compassion for resilience at work. The relationship between self-compassion and resilience at work, as well as the specific workplace factors that foster growth are outlined for practical implications in the workplace. Facilitators are identified as (1) personal factors (i.e., experience of stress and level of self-awareness), (2) contemplative trainings, and (3) leadership styles and listening styles. This article provides evidence-based practical recommendations for the implementation of these factors and of self-compassion in organizations for increased resilience. The Stakeholders Stakeholders of this practice-oriented review are employees (especially those exposed to highly stressful job conditions) and their leaders, human resource developers in charge of setting the development of training and developmental processes to enhance self-compassion and resilience, and HRD research scholars interested in advancing current literature on self-compassion and resilience at work.","PeriodicalId":51549,"journal":{"name":"Advances in Developing Human Resources","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2020-08-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/1523422320949145","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44587327","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: 24

Race-Conscious Career Development: Exploring Self-Preservation and Coping Strategies of Black Professionals in Corporate America 种族意识的职业发展:探讨美国公司黑人专业人员的自我保护和应对策略

IF 3.1

Advances in Developing Human Resources Pub Date : 2020-08-20 DOI: 10.1177/1523422320948885

Stephanie Sisco

{"title":"Race-Conscious Career Development: Exploring Self-Preservation and Coping Strategies of Black Professionals in Corporate America","authors":"Stephanie Sisco","doi":"10.1177/1523422320948885","DOIUrl":"https://doi.org/10.1177/1523422320948885","url":null,"abstract":"The Problem Corporations have maintained a history of operating as racialized social systems that contribute to racial divisions and inequities in the workplace. Despite this reality, there have been high-achieving Black men and women who have overcome limitations and unfavorable circumstances. In this study, resilience to racial bias in corporate America is explored through the lived experience of Black professionals by using a phenomenological research method. The Solution Race, racism, and workplace incivility are discussed in a conceptual framework to examine how racial bias still exists in the workplace and to contextualize the participants’ experiences. As a result of the findings, self-preservation and coping strategies are identified to provide insight into how the participants overcame social and racial barriers that influence their professional identities and career development in corporate America. The Stakeholders This research is intended to inform organizational leaders and career development researchers and specialists who are invested in the advancement of Black professionals and the communities they represent. This study also has implications for human resource developers and researchers who seek to minimize racial bias against Black professionals through racial discourse and race-conscious research.","PeriodicalId":51549,"journal":{"name":"Advances in Developing Human Resources","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2020-08-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/1523422320948885","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46157157","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: 20