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The role of self‐regulatory abilities in predicting performance while teleworking: A cross‐sectional and a panel study during the COVID‐19 pandemic Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2024-03-12 Loredana Mihalca, Lucia Ratiu, Christoph Mengelkamp, Gabriela Brendea, Daniel Metz
Scholars have argued that individual characteristics promoting self‐regulation such as self‐efficacy and self‐goal setting were crucial for employees to cope effectively with the challenges of teleworking during the early stages of the COVID‐19 pandemic. Yet, research simultaneously exploring these specific self‐regulatory abilities in relation to various performance dimensions is scarce. Thus, we
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Celebrating 35 years of Human Resource Development Quarterly Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2024-03-02 Toby Egan, Sewon Kim
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Examining gender differences in the use of multidimensional forced‐choice measures of personality in terms of test‐taker reactions and test fairness Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2024-02-28 Steven Zhou, Philseok Lee, Shea Fyffe
Human resource (HR) practices have been focused on using assessments that are robust to faking and response biases associated with Likert‐type scales. As an alternative, multidimensional forced‐choice (MFC) measures have recently shown advances in reducing faking and response biases while retaining similar levels of validity to Likert‐type measures. Although research evidence supports the effectiveness
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The new meaning of retirement for bridge employees: Situating bridge employment through the lens of the Kaleidoscope Career Model Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2024-01-07 Bishakha Mazumdar, Amy M. Warren, Travor C. Brown
Retirees re-entering the workforce, popularly termed as bridge employment, is a phenomenon that is anticipated to increase in the coming years. Though research establishes that these employees have unique aspirations and work motives (see Mazumdar et al., 2020), primary research on how the retirement transition and bridge employment shape each other is scarce. This is troubling because a better understanding
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PLS-SEM: A method demonstration in the R statistical environment Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2023-11-28 Amanda E. Legate, Christian M. Ringle, Joseph F. Hair
In line with calls to stimulate methodological diversity and support evidence-based human resource development (HRD) through quantitative competencies, we present a methods demonstration leveraging open-source tools and lesser-known quantitative research methods to support the HRD research community and applied HRD in the workplace. In this paper, we provide an informative introduction to partial least
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Factors affecting transfer of online training: A systematic literature review and proposed taxonomy Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2023-11-12 Ashutosh Shukla, Sanket Dash, Ashwani Kumar
Training employees in new competencies is crucial for ensuring organizational sustainability and success. Consequently, organizations allocate significant resources to training initiatives. As training constitutes a substantial investment, it becomes imperative to identify and categorize factors that enhance the transferability of training. This necessity becomes particularly pronounced in the context
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Perceived managerial and leadership effectiveness within multinational corporations in Saudi Arabia: The role of Islamic and Wasta values Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2023-11-03 Robert G. Hamlin, Hussain Alhejji, Taran Patel
The Kingdom of Saudi Arabia (KSA) presents a promising yet volatile environment for international business. US-centric models dominate management/leadership studies in the Arab Gulf Region, while emic, indigenous, and context-specific studies remain scarce. To rectify this epistemic injustice, we have conducted a qualitative Type 3 (emic-as-emic) indigenous ‘critical incident' study of managerial behavior
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Work conditions of interstate migrant workers in India: A critical realist exploration Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2023-10-02 Malar Hirudayaraj, Bhagyashree Barhate, Gary N. McLean
The COVID-19 pandemic and the consequent lockdowns were flashpoints that exposed the vulnerabilities of low-skilled interstate migrants that have persisted for years across the globe and demanded a critical examination of their work experiences and conditions. Unlike migrants who cross national borders for employment and economic reasons, internal migrants migrate within the country in search of better
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Motivated to learn? Investigating the link of achievement goals and informal workplace learning of lecturers in higher education Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2023-08-12 Julian Decius, Julia Hein
Research on lecturers' achievement goals and their impact on professional learning in higher education is a topic that has assumed importance in recent years. However, previous studies have neglected the multidimensionality of informal workplace learning and ignored the differences between self-based and social-based informal learning. Based on the Achievement Goal Theory, we propose positive links
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Creating meaningful work for employees: The role of inclusive leadership Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2023-06-06 Azadeh Shafaei, Mehran Nejati
Meaningfulness is a fundamental psychological need and can result in numerous positive outcomes for employees and organizations. However, little is known about how inclusive leadership can promote employees' sense of meaningful work. Drawing upon self-determination theory, we posit that inclusive leadership enhances meaningful work through creating psychological safety and fostering learning from errors
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Correction to “Top 12 reasons your qualitative research will be accepted by a journal” Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2023-05-29
Egan, T., Shirmohammadi, M., Kim, S. and Akdere, M. (2023), Top 12 reasons your qualitative research will be accepted by a journal. Human Resource Development Quarterly, 34, 7–17. https://doi.org/10.1002/hrdq.21500 In the published version of Appendix, A, row 9, the surnames ‘Eidh’ and ‘Betero’ were incorrectly captured in the reference. This should have read: Eldh, A. C., Arestedt, L. & Bertero, C
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Multi-level effects of human resource bundles on the performance of aging employees Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2023-05-16 Nikolaos Pahos, Eleanna Galanaki, Beatrice I. J. M. van der Heijden
Previously, scholars have studied the need for implementing different human resource (HR) configurations that foster aging employees' outcomes, but there is a lack of evidence at the group level. Using the framework of Social Exchange Theory, coupled with the Selection, Optimization, and Compensation theory, we examine associations between bundles of HR practices, age (measured both as calendar age
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Exploring individuals' workplace spirituality in the context of their work teams: A qualitative multi-case, multi-team study Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2023-03-24 Nandini (Nan) Oza McClurg, Andrea D. Ellinger, Rochell McWhorter, AAhad Osman-Gani
Spirituality has been associated with a person's desire to perform meaningful work and to feel connected with the community that is being served through this work. Since most adults spend a large amount of their productive hours at work pursuing meaning and purpose in their jobs, the concept of workplace spirituality (WS) has gained considerable attention. The nature of work has also increasingly shifted
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Resistance from the margin: An autoethnographic account of academic ableism Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2023-02-23 Chang-kyu Kwon
Ableism—which refers to a socially-sanctioned preference for normative bodies and minds, and which presumes one's abilities—is prevalent in any social system, including academia. However, despite an evolving disciplinary identity that seeks to improve work systems by addressing critical social issues, human resource development (HRD) as a field has done little to understand or advocate for the experiences
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Developing women leaders: The role of women's professional organizations Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2023-02-13 Clarissa R. Steele, Timothy R. Moake, Michele N. Medina-Craven
Women face obstacles to leader development within their organizations. We investigate how women benefit from joining women's professional organizations (WPOs). We first conducted a pilot study in which we surveyed members of a WPO in the Southeastern United States to investigate whether women join these types of organizations for leader development, with results indicating that most members joined
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The practice of manager as coach (MAC): Unequal power relations and their effect on feelings toward the organization Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2023-02-04 Batia Ben-Hador
Manager as Coach (MAC) is a concept that relates to managers who actively coach their subordinates to improve their skills, competence, and performance. The MAC practice is a popular tool for managers in organizations; however, there is a debate about the benefits gained from coaching by MACs and a theoretical gap regarding the effectiveness of this process. The purpose of this study is to examine
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Personality and contextual predictors of career advancement procrastination: An application of the social cognitive model of career self-management Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2023-01-10 Lin Zhu, Tracy D. Hecht, Alexandru M. Lefter, Kathleen Boies
This research explored procrastination in the context of career self-management, a construct that we refer to as career advancement procrastination (CAP). Drawing on the career self-management model extension of social cognitive career theory, we hypothesized that personality traits (i.e., trait passive procrastination and trait active procrastination) and contextual factors (i.e., career resources
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Effective personal development plans contextualized: The role of the autonomy-supportive people manager in sustaining employees' self-directed learning Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2022-12-08 Christophe Lejeune, Simon Beausaert, Isabel Raemdonck
This qualitative research explores how the broader social context supports employees' self-directed learning (SDL) when using a personal development plan (PDP), focusing especially on the people manager's role. Based on deductive and inductive analysis of verbatim transcripts from 28 semi-structured interviews with employees and people managers in a non-profit organization, the study reaches three
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Measures of climate for inclusion and diversity: Review and summary Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2022-12-02 Sohee Park, Sunyoung Park, Jessica Shryack
The purpose of this study was to review diversity climate and inclusive climate scales and identify their features. By using three key concepts present in the diversity and inclusion climate literature (fairness, uniqueness, and belongingness), 13 measures were analyzed and summarized according to individual, group, leadership, and organizational levels. Both inclusive and diversity climate measures
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Coaching during a crisis: Organizational coaches' praxis adaptation during the initial stages of the Covid-19 pandemic Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2022-11-30 Nicky H. D. Terblanche
The chaotic initial stages of the Covid-19 pandemic severely challenged organizations. Economies shut down and millions of people were confined to their homes. Human resource practitioners turned to organizational coaching, a trusted human resource development intervention for help, however, to remain relevant during the crisis coaches had to adapt their praxis. The working alliance describes the mutual
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Technological transformation and human resource development of early career talent: Insights from accounting, banking, and finance Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2022-11-24 William E. Donald, Yehuda Baruch, Melanie J. Ashleigh
This paper provides insights into the opportunities and risks that the technological transformation of Human Resource Development (HRD) presents in the context of early career talent in the accounting, banking, and finance sector. Three research questions are explored. (1) What opportunities exist for organizations investing in technology as a talent management strategy for recruiting early career
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Longitudinal process of employee well-being: Cross-lagged relationships among domain satisfactions and subjective well-being Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2022-11-06 Sehoon Kim
Scholars have become increasingly interested in employees' well-being. Despite studies on the relationships among well-being constructs, research gaps still exist from the longitudinal and within-person perspectives. Based on top-down and bottom-up theories of subjective well-being and spillover theories, this study examines the longitudinal relationships of work satisfaction, nonwork satisfaction
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Developing a competency framework for managers to address suicide risk in the workplace Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2022-07-04
In O'Brien, Galavan, & O'Shea 2022, the author affiliation of Eoin Galavan and Deirdre O'Shea were interchanged in the original published article. The correct affiliation is presented below. Eoin Galavan, North Dublin Suicide Assessment and Treatment Service, Health Service Executive, Dublin, Ireland. Deirdre O'Shea, Department of Work and Employment Studies, Kemmy Business School, University of Limerick
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How do HRD professionals and business managers interact in organizing HRD activities? Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2022-06-29 Henriette Lundgren, Rob F. Poell
Human resource development (HRD) has traditionally been seen as the main driver behind people-centered developmental activities such as learning and development, organization development, and career development. However, the role of HRD professionals as the main stakeholder has been questioned as more and more people-centered development activities have been integrated into a broad range of leadership
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Is turnover intention static or dynamic? The impacts of inter-role conflicts and psychological workplace strain on turnover intention trajectories Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2022-06-08 Shinhee Jeong, Yunsoo Lee
The purpose of the present study is to identify the growth trajectories of employees' turnover intention using growth mixture modeling. We utilized work, family, and health study (WFHS) data consisting of repeatedly measured data of employees from an extended-care company (n = 799). We identified three profiles (i.e., Low-flat profile, Steadily increasing profile, and High-flat profile) that exhibit
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Promoting transfer of hybrid training: Interaction of task-contingent conscientiousness and supervisor support Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2022-03-02 Brian D. Blume, Jason L. Huang, Zhonghao Wang, J. Kevin Ford
Research on training has accumulated knowledge of factors influencing transfer of training. However, little is known about how these factors interact to impact training activity level and training transfer. Based on recent advances in the contingency approach to personality, we examine person–situation interaction by testing how task-contingent conscientiousness influences trainees to utilize supervisor
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Advancing social science standards and communities for the future of HRDQ and its impact Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2022-03-01 Sewon Kim,Toby Egan,Mesut Akdere
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Reconceptualizing identities: Veterans' perspectives on career transition challenges Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2022-01-31 Karen Becker, Adelle Bish, Matthew McCormack, Dan Abell
Those who serve in military organizations typically develop a strong sense of identification with the defense force and those with whom they serve. However, when these individuals leave military service, they can experience a sense of displacement or culture shock, making transition into a civilian career a difficult prospect. This paper sought to explore veterans' experiences during the transition
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Reducing employee turnover intentions in the service sector: The connection between human resource development practices and employee engagement Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2022-01-23 Julia A. Fulmore, Anthony L. Fulmore, Mandolen Mull, Joy N. Cooper
Employee engagement has been researched extensively in the management and human resource development (HRD) literature. However, the relationship between employee perceptions of HRD practices, engagement, and turnover intentions has not been sufficiently studied. In response, this two-study research examined the extent to which employees' perceived support for participation in HRD practices (PSHRD)
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To simulate or not to simulate? Comparing the effectiveness of video-based training versus virtual reality-based simulations on interpersonal skills development Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-12-17 Mesut Akdere, Yeling Jiang, Kris Acheson
Emerging technologies coupled with the power of big data will transform organizations, requiring drastic changes to traditional approaches in training, communications, and team collaboration, to name only a few examples. Scholars and practitioners in the HRD field are tasked with empirically studying these new phenomena in order to assist both employees and organizations in effectively transitioning
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Goal orientation, critical reflection, and unlearning: An individual-level study Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-12-05
In Matsuo (2017), an error was published on page 56 under section 3.3.6, where the article reads. 3.3. 6 Unlearning As described above, the scale of team unlearning developed by Akgun et al. (2006) was modified to measure individual unlearning. The scale consists of belief change (three items) and routine change (three items). The following belief change items were used: “beliefs on technological improvements
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Work determinants of health: New directions for research and practice in human resource development Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-11-30 Brad Shuck, Joy Hart, Kandi Walker, Rachel Keith
Health is complex and involves an interplay of factors. Connected to the complexities of health are those social conditions in which people live. Such conditions are defined as social determinants of health (SDOH). Little research in the areas of SDOH has connected, under a guiding framework, how work and/or working conditions influence employee health. The purpose of our work was to introduce a new
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Examining the relationship between talent management and employee job-related outcomes: The case of the Indian manufacturing industry Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-11-30 Renu Dalal, Mesut Akdere
This study examined the relationship between talent management (TM) and employee job-related outcomes in the Indian manufacturing setting. TM practices included talent acquisition, talent development, talent engagement, and talent retention. Employee job-related outcomes of this study included intent to stay, job engagement, affective commitment, job satisfaction, and employee competency. This study
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PLS-SEM: Prediction-oriented solutions for HRD researchers Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-11-25 Amanda E. Legate, Joe F. Hair, Janice Lambert Chretien, Jeffrey J. Risher
Structural equation modeling, often referred to as SEM, is a well-established, covariance-based multivariate method used in Human Resource Development (HRD) quantitative research. In some research contexts, however, the rigorous assumptions associated with covariance-based SEM (CB-SEM) limit applications of the method. An emergent complementary SEM approach, partial least squares structural equation
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Testing the redundancy between work engagement and job attitudes: A replication and extension of the affective events theory in human resource development Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-11-08 Kim Nimon, Brad Shuck, Julia Fulmore, Drea Zigarmi
The purpose of the study was two-fold. First, the study tested the claim suggested by Newman et al. (2011) (Human Resource Development Quarterly, 22, 37–47) that data from the Utrecht Work Engagement Scale appears to be redundant with the variance that is uniquely common to job satisfaction, affective organizational commitment, and job involvement. Second, the study tested the hypothesis that the variance
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The influence of organizational coaching context on pre-coaching motivation and the role of regulatory focus: An experimental study Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-10-28 Gil Bozer, Marianna Delegach, Silja Kotte
This study responds to the call for a closer analysis of the role that contextual and individual factors play in workplace coaching as a context-sensitive intervention. We build on theories of regulatory focus and training motivation, to propose and examine a model that explains employees' pre-coaching motivation when assigned to workplace coaching. Specifically, we propose that the employees' perception
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And so it goes: Final thoughts as HRDQ Editor Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-10-27 Thomas G. Reio
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Does age matter? Examining career commitment as a moderator in the relationship between age-related HR/D practices and subjective career success for younger versus older academic staff Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-10-18 Beatrice I. J. M. Van der Heijden, Monique Veld, Leonie Heres
Building upon the job demands–resources framework and employing an interactionist perspective, the purpose of this scholarly work was to investigate the relationship between age-related HR/D practices (being a contextual antecedent) and career commitment (being a personal antecedent), and the interaction between these two, on the one hand, and subjective career experiences, on the other hand. Moreover
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Investigating the multidimensionality of informal learning: Validation of a short measure for white-collar workers Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-10-09 Julian Decius, Michael Knappstein, Niclas Schaper, Andreas Seifert
The challenges resulting from increasing digitalization and globalization require flexible continuing education for white-collar workers. Especially informal learning becomes increasingly important in the modern workplace. Practitioners want to promote informal learning among employees, researchers want to unveil conducive contextual conditions for informal learning, but they lack an appropriate, validated
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Leaderlessness in social movements: Advancing space, symbols, and spectacle as modes of “Leadership” Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-10-09 Amir E. Keshtiban, Jamie L. Callahan, Martin Harris
The emergence of the Occupy movements along with other social movements in 2011 elevated the idea of radically decentralized “leaderless” social movement organizations. We argue that looking at such an alternative, horizontalist form of organizing presents an opportunity to reframe how we understand leadership. This paper illustrates how the coordination of the Occupy London movement was accomplished
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Cohort-based leadership development for high-potential employees: A model for programmatic design Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-09-15 Tani K. Bialek, Marcia S. Hagen
Leadership development is a top priority for many organizations and a critical driver of success. This qualitative case study research examined ways participation in a cohort-based LDP contributed to HiPo employee's leadership development for the purpose of talent management, including an examination of which programmatic components help promote participant growth. This study illustrates the importance
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Not just for newcomers: Organizational socialization, employee adjustment and experience, and growth in organization-based self-esteem Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-09-07 Donald G. Gardner, Guo-Hua (Emily) Huang, Jon L. Pierce, Xiongying (Peter) Niu, Cynthia Lee
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
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Unlearning in the workplace: Antecedents and outcomes Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-08-30 Eun Jee Kim, Sunyoung Park
In the fast-changing world of business, organizations including individuals and groups/teams need to unlearn old knowledge and learn new knowledge and routines to stay competitive. The purpose of this study is to review the current studies on unlearning in organizations and to integrate the findings to provide insights on how to better manage and facilitate the process of unlearning. We reviewed 37
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Explosion of people analytics, machine learning, and human resource technologies: Implications and applications for research Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-08-15 Seung Won Yoon
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On the systems intelligence of a learning organization: Introducing a new measure Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-07-26 Juha Törmänen, Raimo P. Hämäläinen, Esa Saarinen
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
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Type A/B personality, work–family, and family–work conflict: The moderating effects of emotional intelligence Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-07-06 Thomas Garavan, Shalini Srivastava, Poornima Madan, Fergal O'Brien, Gerri Matthews-Smith
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
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The paradoxical effect of responsible leadership on employee cyberloafing: A moderated mediation model Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-07-01 Jinqiang Zhu, Hongguo Wei, Hai Li, Holly Osburn
Drawing on the conservation of resources theory (COR), this study examines the relationship between responsible leadership and counterproductive work behavior of employee cyberloafing. Incorporating related concepts of felt obligation, job stress, and conscientiousness as possible mediators and moderators between responsible leadership and cyberloafing, a field study and a quasi-experimental design
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Employee engagement: Emerging insight of the millennial manufacturing workforce Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-06-28 Matthew W. Hurtienne, Laura E. Hurtienne, Madelyn Kempen
Millennial workers are increasingly becoming the largest population of workers in the U.S. workforce (Carter & Walker III, 2018), and the manufacturing sector is the fifth most common employment sector for millennials (U.S. Census Bureau, 2015). Demographic shifts may alter employee values and beliefs, which can impact the need for performance and manufacturing leaders to discover the relationship
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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 Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-06-22 Bryn Hammack-Brown, Julia A. Fulmore, Greggory L. Keiffer, Kim Nimon
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
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Training and development investment and financial performance: The bidirectional relationship and the moderating effect of financial slack Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-06-22 Sangok Yoo, Suhyung Lee, Sehoon Kim, Soebin Jang, Daeyeon Cho
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
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The role of basic psychological needs satisfaction in the relationship between transformational leadership and innovative work behavior Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-06-09 Gerhard Messmann, Arnoud Evers, Karel Kreijns
The aim of this contribution was to investigate predictors of innovative work behavior (IWB) in nonprofit organizations. For instance, in schools, innovative solutions are crucial as the quality of education and therefore the schools' competitiveness depends on their ability to keep pace with technological, economic, and societal transformations. We addressed this issue in a quantitative study with
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Professional development in the Swedish police organization: Police officers' learning pathways Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-06-09 Kirsi Kohlström
Professional development is important for the improvement of professional work. Particularly relevant to the concept of professional development is an occupation's character and the organizational arrangements for activities endorsing employees' professional development. In this article, police officers' professional development in the Swedish police organization is explored by analyzing officers'
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Measuring the invisible: Development and multi-industry validation of the Gender Bias Scale for Women Leaders Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-06-01
In Diehl et al. (2020), the following errors were published. On page 262, the descriptive statistics (M, SD, SKW, KRT) for two variables (unequal standards, salary inequality) were incorrectly reported in Table 4. These were corrected in the table below. TABLE 4. Correlation matrix, means and standard deviations (law sample) Descriptive statistics Correlations Variable M SD SKW KRT GC MC TP US CC CCC
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Experience, experience, experience: Too much of a good thing for executive performance Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-05-31 Huh-Jung Hahn, Sungjun Kim
Cumulative work experience is considered as a critical contributor to one's performance. However, Human Capital Theory and The Experience Trap propose seemingly contradictory perspectives regarding the work experience–performance relationship, and thereby calls for a means for integration. In this study, we investigated the relationship between cumulative experience and work performance using data
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Developing a competency framework for managers to address suicide risk in the workplace Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-05-11 Sinéad O'Brien, Eoin Galavan, Deirdre O'Shea
Employee mental health, and in particular, suicide risks, are things that managers often do not feel comfortable in addressing, leading to lack of knowledge, awareness, and support within an organization. The purpose of this research was to investigate the competencies required by managers to enable them to effectively address suicide risks arising with employees. Suicide-related ideations are thought
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Retaining the learning professional: A survival study on workplace learning in professional service firms Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-05-08 Therese Grohnert, Roger H. G. Meuwissen, Wim H. Gijselaers
Lowering professional turnover is of paramount importance for professional service firms, as with each professional, crucial proprietary knowledge leaves the firm. Based on the need to retain this crucial knowledge in the firm, this study explores whether factors that drive learning at work also mitigate professionals' turnover behavior. Building on insights from both workplace learning and turnover
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The impact of new technologies on work and its implications for Human Resource Development research Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-05-01 Regina H. Mulder
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Using system traps to understand and potentially prevent human resource development intervention failure Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-04-19 Deborah Blackman, Fiona Buick, Samantha Johnson, James Rooney, Nabil Ilahee
Adopting human resource development (HRD) activities can lead to improved organizational outcomes, such as improved performance and innovation. However, while the implementation of HRD strategies is widespread, there are concerns that they have failed to support the learning and skill acquisition required to support both individual learning and improved organizational outcomes. Having established that
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Navigating tensions in rendering both career and psychosocial functions: An exploratory study of hybrid multiplex developmental relationships Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-04-17 Rajashi Ghosh, Sucheta Nadkarni
This study presents a different perspective on multiplex developmental relationships encompassing both career and psychosocial functions by highlighting the unique contradictions and coping mechanisms underlying these relationships. The in-depth qualitative comparative case study analyses of 73 developmental relationships of 20 nascent technology entrepreneurs yielded four tensions: disclosure-privacy
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Impacting the bottom line: Exploring the effect of a self-efficacy oriented training intervention on unit-level sales growth Hum. Resour. Dev. Q. (IF 3.891) Pub Date : 2021-03-31 Luis M. Arciniega, Anna Servitje, David J. Woehr
This study examines the impact of a specific training intervention on both individual- and unit-level outcomes. We sought to examine the extent to which a training intervention incorporating key elements of error management training: (1) positively impacted sales specific self-efficacy beliefs of trainees; and (2) positively impacted unit-level sales growth over time. Results of an 11-week longitudinal