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.

尽管关怀和关怀伦理多年来一直是护理和教育文献的一部分，但它很少成为 HRD 文献中研究和模型的焦点，这些文献往往以男性理性和注重表现的模型为主。在本文中，我认为关怀代表了组织的一个重要的积极属性，关怀模型为基于男性理性和绩效哲学的 HRD 模型提供了替代方案。对护理和教育护理的研究进行了审查，并呼吁在 HRD 中建立护理伦理。随后是对组织关怀研究的回顾，该研究为开发组织中的人力资源开发关怀模型奠定了基础。该模型展示了组织中三个来源或层次（组织或业务部门、管理层和同事）的关怀、关怀员工的氛围和积极的员工成果之间的关系。然后讨论了在组织中发展关怀的 HRD 关怀干预措施。本文最后考虑了一个关怀 HRD 研究和实践的模型的含义。