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Publisher: Emerald   (Total: 310 journals)

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A Life in the Day     Hybrid Journal   (Followers: 9)
Accounting Auditing & Accountability J.     Hybrid Journal   (Followers: 18)
Accounting Research J.     Hybrid Journal   (Followers: 23, SJR: 0.148, h-index: 3)
Accounting, Auditing and Accountability J.     Hybrid Journal   (Followers: 3, SJR: 0.972, h-index: 30)
Advances in Accounting Education     Hybrid Journal   (Followers: 10)
Advances in Appreciative Inquiry     Hybrid Journal   (Followers: 2, SJR: 0.107, h-index: 4)
Advances in Dual Diagnosis     Hybrid Journal   (Followers: 30)
Advances in Mental Health and Intellectual Disabilities     Hybrid Journal   (Followers: 44, SJR: 0.211, h-index: 3)
Advances in Mental Health and Learning Disabilities     Hybrid Journal   (Followers: 21)
African J. of Economic and Management Studies     Hybrid Journal   (Followers: 8)
Agricultural Finance Review     Hybrid Journal   (Followers: 1)
Aircraft Engineering and Aerospace Technology     Hybrid Journal   (Followers: 197, SJR: 0.339, h-index: 15)
American J. of Business     Hybrid Journal   (Followers: 7)
Anti-Corrosion Methods and Materials     Hybrid Journal   (Followers: 4, SJR: 0.309, h-index: 23)
Arts Marketing : An Intl. J.     Hybrid Journal   (Followers: 11)
Asia Pacific J. of Marketing and Logistics     Hybrid Journal   (Followers: 6)
Asia-Pacific J. of Business Administration     Hybrid Journal   (Followers: 2, SJR: 0.237, h-index: 4)
Asian Education and Development Studies     Hybrid Journal   (Followers: 6)
Asian J. on Quality     Hybrid Journal   (Followers: 2)
Asian Review of Accounting     Hybrid Journal   (Followers: 1, SJR: 0.174, h-index: 3)
Aslib J. of Information Management     Hybrid Journal   (Followers: 3)
Aslib Proceedings     Hybrid Journal   (Followers: 362, SJR: 0.558, h-index: 23)
Assembly Automation     Hybrid Journal   (Followers: 1, SJR: 0.439, h-index: 20)
Baltic J. of Management     Hybrid Journal   (Followers: 2, SJR: 0.2, h-index: 10)
Benchmarking : An Intl. J.     Hybrid Journal   (Followers: 5, SJR: 0.554, h-index: 28)
British Food J.     Hybrid Journal   (Followers: 7, SJR: 0.361, h-index: 25)
Built Environment Project and Asset Management     Hybrid Journal   (Followers: 14, SJR: 0.248, h-index: 3)
Business Process Management J.     Hybrid Journal   (Followers: 7, SJR: 0.841, h-index: 31)
Business Strategy Series     Hybrid Journal   (Followers: 5, SJR: 0.151, h-index: 3)
Campus-Wide Information Systems     Hybrid Journal   (Followers: 5, SJR: 0.246, h-index: 12)
Career Development Intl.     Hybrid Journal   (Followers: 9, SJR: 0.721, h-index: 22)
China Agricultural Economic Review     Hybrid Journal   (Followers: 1, SJR: 0.419, h-index: 6)
China Finance Review Intl.     Hybrid Journal   (Followers: 3)
Chinese Management Studies     Hybrid Journal   (Followers: 4, SJR: 0.424, h-index: 7)
Circuit World     Hybrid Journal   (Followers: 13, SJR: 0.297, h-index: 15)
Clinical Governance: An Intl. J.     Hybrid Journal   (Followers: 19, SJR: 0.176, h-index: 13)
Collection Building     Hybrid Journal   (Followers: 9, SJR: 0.461, h-index: 8)
COMPEL: The Intl. J. for Computation and Mathematics in Electrical and Electronic Engineering     Hybrid Journal   (Followers: 3, SJR: 0.224, h-index: 18)
Competitiveness Review : An Intl. Business J. incorporating J. of Global Competitiveness     Hybrid Journal   (Followers: 3)
Construction Innovation: Information, Process, Management     Hybrid Journal   (Followers: 14)
Corporate Communications An Intl. J.     Hybrid Journal   (Followers: 4, SJR: 0.394, h-index: 18)
Corporate Governance Intl. J. of Business in Society     Hybrid Journal   (Followers: 6, SJR: 0.345, h-index: 21)
Critical Perspectives on Intl. Business     Hybrid Journal   (SJR: 0.311, h-index: 11)
Cross Cultural Management An Intl. J.     Hybrid Journal   (Followers: 6, SJR: 0.648, h-index: 6)
Development and Learning in Organizations     Hybrid Journal   (Followers: 5, SJR: 0.123, h-index: 6)
Direct Marketing An Intl. J.     Hybrid Journal   (Followers: 6)
Disaster Prevention and Management     Hybrid Journal   (Followers: 13, SJR: 0.352, h-index: 24)
Drugs and Alcohol Today     Hybrid Journal   (Followers: 41, SJR: 0.129, h-index: 2)
Education + Training     Hybrid Journal   (Followers: 15, SJR: 0.39, h-index: 21)
Education, Business and Society : Contemporary Middle Eastern Issues     Hybrid Journal   (SJR: 0.243, h-index: 6)
Employee Relations     Hybrid Journal   (Followers: 5, SJR: 0.446, h-index: 16)
Engineering Computations     Hybrid Journal   (Followers: 3, SJR: 0.567, h-index: 36)
Engineering, Construction and Architectural Management     Hybrid Journal   (Followers: 16, SJR: 0.468, h-index: 20)
Equal Opportunities Intl.     Hybrid Journal   (Followers: 2)
Equality, Diversity and Inclusion : An Intl. J.     Hybrid Journal   (Followers: 11, SJR: 0.37, h-index: 4)
Ethnicity and Inequalities in Health and Social Care     Hybrid Journal   (Followers: 9, SJR: 0.109, h-index: 1)
EuroMed J. of Business     Hybrid Journal  
European Business Review     Hybrid Journal   (Followers: 5, SJR: 0.368, h-index: 15)
European J. of Innovation Management     Hybrid Journal   (Followers: 15, SJR: 0.442, h-index: 22)
European J. of Marketing     Hybrid Journal   (Followers: 17, SJR: 0.957, h-index: 38)
European J. of Training and Development     Hybrid Journal   (Followers: 8, SJR: 0.296, h-index: 18)
Evidence-based HRM     Hybrid Journal   (Followers: 7)
Facilities     Hybrid Journal   (Followers: 1, SJR: 0.34, h-index: 13)
foresight     Hybrid Journal   (Followers: 7, SJR: 0.62, h-index: 16)
Gender in Management : An Intl. J.     Hybrid Journal   (Followers: 10, SJR: 0.495, h-index: 17)
Grey Systems : Theory and Application     Hybrid Journal  
Health Education     Hybrid Journal   (Followers: 3, SJR: 0.345, h-index: 13)
Higher Education, Skills and Work-based Learning     Hybrid Journal   (Followers: 33, SJR: 0.121, h-index: 2)
History of Education Review     Hybrid Journal   (Followers: 7, SJR: 0.102, h-index: 1)
Housing, Care and Support     Hybrid Journal   (Followers: 8, SJR: 0.155, h-index: 3)
Human Resource Management Intl. Digest     Hybrid Journal   (Followers: 12, SJR: 0.105, h-index: 5)
Humanomics     Hybrid Journal   (Followers: 2, SJR: 0.104, h-index: 1)
Indian Growth and Development Review     Hybrid Journal   (SJR: 0.131, h-index: 1)
Industrial and Commercial Training     Hybrid Journal   (Followers: 5, SJR: 0.318, h-index: 10)
Industrial Lubrication and Tribology     Hybrid Journal   (Followers: 5, SJR: 0.46, h-index: 15)
Industrial Management & Data Systems     Hybrid Journal   (Followers: 3, SJR: 0.989, h-index: 54)
Industrial Robot An Intl. J.     Hybrid Journal   (Followers: 2, SJR: 0.421, h-index: 25)
Info     Hybrid Journal   (SJR: 0.337, h-index: 17)
Information and Computer Security     Hybrid Journal   (Followers: 14, SJR: 0.29, h-index: 28)
Information Technology & People     Hybrid Journal   (Followers: 193, SJR: 0.664, h-index: 21)
Interactive Technology and Smart Education     Hybrid Journal   (Followers: 12)
Interlending & Document Supply     Hybrid Journal   (Followers: 273, SJR: 0.593, h-index: 10)
Internet Research     Hybrid Journal   (Followers: 249, SJR: 0.846, h-index: 44)
Intl. J. for Lesson and Learning Studies     Hybrid Journal   (Followers: 2)
Intl. J. for Researcher Development     Hybrid Journal   (Followers: 8)
Intl. J. of Accounting and Information Management     Hybrid Journal   (Followers: 5, SJR: 0.265, h-index: 4)
Intl. J. of Bank Marketing     Hybrid Journal   (Followers: 4, SJR: 0.672, h-index: 26)
Intl. J. of Climate Change Strategies and Management     Hybrid Journal   (Followers: 9, SJR: 0.211, h-index: 3)
Intl. J. of Clothing Science and Technology     Hybrid Journal   (Followers: 4, SJR: 0.436, h-index: 20)
Intl. J. of Commerce and Management     Hybrid Journal  
Intl. J. of Conflict Management     Hybrid Journal   (Followers: 10, SJR: 0.322, h-index: 31)
Intl. J. of Contemporary Hospitality Management     Hybrid Journal   (Followers: 9, SJR: 1.2, h-index: 24)
Intl. J. of Culture Tourism and Hospitality Research     Hybrid Journal   (Followers: 13, SJR: 0.113, h-index: 1)
Intl. J. of Development Issues     Hybrid Journal   (Followers: 6)
Intl. J. of Disaster Resilience in the Built Environment     Hybrid Journal   (Followers: 5, SJR: 0.181, h-index: 5)
Intl. J. of Educational Management     Hybrid Journal   (Followers: 3, SJR: 0.508, h-index: 16)
Intl. J. of Emergency Services     Hybrid Journal   (Followers: 1)
Intl. J. of Emerging Markets     Hybrid Journal   (Followers: 2)
Intl. J. of Energy Sector Management     Hybrid Journal   (Followers: 4, SJR: 0.187, h-index: 7)
Intl. J. of Entrepreneurial Behaviour & Research     Hybrid Journal   (Followers: 6, SJR: 0.545, h-index: 20)

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Journal Cover   European Journal of Training and Development
  [SJR: 0.296]   [H-I: 18]   [10 followers]  Follow
    
   Hybrid Journal Hybrid journal (It can contain Open Access articles)
   ISSN (Print) 2046-9012
   Published by Emerald Homepage  [310 journals]
  • Becoming an Expert: Developing expertise in an applied discipline
    • Authors: Diane Orlich Kuhlmann, Alexandre Ardichvili
      Abstract: European Journal of Training and Development, Volume 39, Issue 4, May 2015. Purpose This paper examines the development of expertise in an applied discipline by addressing the research question: How is professional expertise developed in an applied profession? Design/methodology/approach Using a grounded theory methodology (GTM), nine technical-tax experts, and three experienced, non-expert tax professionals were interviewed regarding their experience in developing technical-tax expertise. Employing GTM procedures, a core concept and variables (categories and properties of categories) were identified. A theory is advanced which explains the interaction of the core concept and the variables. Findings This theory proposes that expertise in applied disciplines occurs through years of engaging in the high-value, non-routine work. Professionals with an intelligence matched to the discipline and willingness to work hard are more likely to be successful in this non-routine work. Professionals who find the discipline fascinating and who revel in ambiguity are likely to repeatedly seek this non-routine work. Finally, professionals in organizations with complex client issues are more likely to have opportunities to engage in non-routine work. Research limitations/implications This study proposed a theory related to a very specific profession—tax accounting. Future research would be appropriate to determine whether other applied disciplines have a similar dynamic in developing expertise. Originality/value Based on existing theories of expertise, this study developed a new theory of how professional expertise is developed in an applied discipline.
      Citation: European Journal of Training and Development
      PubDate: Sat, 21 Mar 2015 01:00:57 GMT
      DOI: 10.1108/EJTD-08-2014-0060
       
  • Antecedents of Philanthropic Behavior of Health Care Volunteers
    • Authors: Siti Noormi Alias, Maimunah Ismail
      Abstract: European Journal of Training and Development, Volume 39, Issue 4, May 2015. Purpose This paper aims to propose a conceptual model of philanthropic behavior of volunteers in health care sector. Design/methodology/approach This study is based on an extensive review of past research on philanthropic behavior. To conduct the literature review, keywords such as philanthropy, philanthropic behavior, giving, donating, competencies, volunteering, and social network in health care were identified. Findings From the literature reviewed, three groups of antecedents of philanthropic behavior among health care volunteers (HCVs) were identified, viz. individual factors, social factors and organizational factors. This paper proposes social network as a mediating variable in linking the three groups of antecedents with philanthropic behavior. The paper offers a number of propositions which explain the proposed model of philanthropic behavior of HCVs. Research limitations/implications - Practical implications Further research is suggested to test and validate the framework to provide empirical evidence. Upon model validation, the paper could offer practical interventions for HRD managers to assist philanthropic-based organisation towards developing and managing philanthropic behavior of HCVs The paper highlights the importance of social network in order to promote individuals to engage in philanthropic actions. Originality/value The paper yields a new approach in theorizing philanthropic behavior among HCVs by integrating the Theory of Planned Behavior, Social Identity Approach, and Organizational Support Theory. The proposed social network as a mediator could provide new insights to the HRD practitioners on developing philanthropic behavior among HCVs subject to model validation. The research contributes to literature in philanthropy, HRD, and community development.
      Citation: European Journal of Training and Development
      PubDate: Sat, 21 Mar 2015 01:00:57 GMT
      DOI: 10.1108/EJTD-01-2014-0005
       
  • A Methodology for the assessment of experiential learning lean: The Lean
           Experience Factory case study
    • Authors: Giovanni De Zan, Alberto Felice De Toni, Andrea Fornasier, Cinzia Battistella
      Abstract: European Journal of Training and Development, Volume 39, Issue 4, May 2015. Purpose The purpose of this paper is to present a methodology to assess the experiential learning processes of learning lean in an innovative learning environment: the Lean Model Factories. Design/methodology/approach A literature review on learning and lean management literatures was carried out to design the methodology. Then, a case study methodology was used to test the framework. Findings The methodology permitted to asses learning processes and courses contents of educational dynamics carried out in Model Factories and to theoretically ground such learning processes. The test showed that learning lean management is supported through a complete coverage of the 8 phases learning path. Research limitations/implications The methodology contributes to the literatures of lean management and experiential learning, proposing a methodology of assessment. Part of the framework could be applied also to other disciplines. Practical implications The methodology could be double used: to design training courses or to assess existing experiential learning courses. Originality/value Due to its intrinsic complexity, learning literature presents few practical framework or tools. Among them, none have provided practical and theoretically-based advice on how to use experiential learning precepts to teach lean management.
      Citation: European Journal of Training and Development
      PubDate: Sat, 21 Mar 2015 01:00:45 GMT
      DOI: 10.1108/EJTD-05-2014-0040
       
  • Signs and Wonders: Exploring the Effects and Impact of the Investors in
           People Logo and Symbols
    • Authors: Simon Smith, Peter Stokes
      Abstract: European Journal of Training and Development, Volume 39, Issue 4, May 2015. Purpose This paper examines and assesses the reputational impact of the logo and symbols of the UK Standard, Investors in People (IiP). The extant literature highlights differing opinions in terms of the likely benefits that IiP generates following achievement of the Standard. This paper focuses specifically on the perceptions of reputational claims made regarding existing employees, potential employees and customers. Design/methodology/approach The debate is explored through thirty-eight interviews using the perceptions of managers and frontline employees within six IiP-accredited firms and one non-accredited firm. Findings The study indicates that the logo and symbols of the Standard have minimal meaning and significance for the interviewees and their outlook on potential employees and customers. There were some indications, however, that the wider reputational implications of carrying the logo may have some potentially beneficial effects. Originality/value The paper concludes that the overarching findings present a potentially serious issue for IiP, and that there is a need to understand further the impact and value of the logo and symbols.
      Citation: European Journal of Training and Development
      PubDate: Sat, 21 Mar 2015 01:00:38 GMT
      DOI: 10.1108/EJTD-11-2014-0074
       
  • The training demand in organizational changes processes in the Spanish
           wine sector
    • Authors: Alfonso J. Gil, Jorge L. Garcia-Alcaraz, Mara Mataveli
      Abstract: European Journal of Training and Development, Volume 39, Issue 4, May 2015. Purpose The purpose of this paper is to describe the role of training demand in the organizational changes. Design/methodology/approach The paper describes the demand of training courses in the Rioja wine sector in Spain and its relation with the changes in the sector carried out in recent years. Through a questionnaire, wineries' managers asked about the training demand in the sector and change processes. It is proposed, first, the relationship between the demand for training and changes made by companies of Rioja wine in entering in new markets and innovation in products and, secondly, that these changes explain the demand of training in marketing and oenology topics. To confirm the hypotheses a binary logistic regression analysis is performed. Findings It was found the relationship between the demand for training and the processes of change, and that the change processes in companies of Rioja wine sector originate a specific demand for training. Practical implications The paper provides a review of the importance of training in changes processes of companies. A critical factor in the change process is the development of workers competences to cope with the changes in the organization, but it is also important to develop a culture of change in the organization. Originality/value This paper provides empirical evidence of the relationship between organizational changes and training demands in a key sector from the Rioja Community in Spain.
      Citation: European Journal of Training and Development
      PubDate: Sat, 21 Mar 2015 01:00:36 GMT
      DOI: 10.1108/EJTD-09-2014-0067
       
  • Shaping the Future of a Globalized World: A Qualitative Study of How
           Undergraduate International Students’ Everyday Cross-Cultural
           Experiences Were Impacted by University Diversity Initiatives
    • Authors: Joan Burkhardt, Elisabeth E. Bennett
      First page: 162
      Abstract: European Journal of Training and Development, Volume 39, Issue 3, April 2015. Purpose This qualitative study sought to understand how everyday cross-cultural interactions affected the adjustment of undergraduate international students attending a private university in the northeastern United States. Design/methodology/approach Data were collected primarily through interviews with nine international students and observations at “Eastern University.” Students were purposively selected to balance gender and world regions. Analysis used constant comparison until findings emerged, which were member checked with study participants (Merriam, 2009). Findings Findings show that the impact of university diversity initiatives for promoting everyday cross-cultural interactions is described as creating an us/them divide, promoting solidarity, and establishing a cultural presence. It is concluded that formal university events foster recognition of the campus diversity international students help provide, but their impact on everyday cross-cultural interactions is both positive and negative. Additionally, the mode by which undergraduate international students are introduced to their U.S. campus affects their integration and future interaction patterns. Research limitations/implications Further research is needed to explore HEIs’ connection to HRD for shaping the future global arena. Studies that address the continuum from higher education to the workforce are needed to prepare the next generation of professionals for a global world. This study is limited due to small sample size. Findings are not generalizable in a statistical sense, but HRD professionals in HEIs may compare the details in this study with their own institutions. Originality/value This study contributes to the discussion of National HRD by addressing international students and their insights into how diversity programs impact adjustment in an American setting. Additionally, organizational and faculty development initiatives in academic institutions can be improved by understanding the insights found in this study.
      Citation: European Journal of Training and Development
      PubDate: Wed, 04 Mar 2015 01:57:22 GMT
      DOI: 10.1108/EJTD-06-2014-0042
       
  • The Engagement Continuum Model using corporate social responsibility as an
           
    • Authors: Marie Anttonitte Valentin, Celestino C Valentin, Fredrick Muyia Nafukho
      First page: 182
      Abstract: European Journal of Training and Development, Volume 39, Issue 3, April 2015. Purpose The purpose of this conceptual paper is to explore implications of motivational potential that are highly correlated to Self-determination theory (SDT) [intrinsic motivating factors], in relation to corporate social responsibility (CSR). This paper specifies key antecedents of engagement within the theoretical framework of self-determination theory as it relates to employee engagement and corporate social responsibility. Design/methodology/approach The methods used for the purpose of this paper, include a review of the relevant literature utilizing the descriptors of employee engagement, self-determination theory, and corporate social responsibility. Alternative descriptors were not queried. The authors then selected articles that were found to be most cited, reviewed such articles, and began to analyze the literature, synthesize, and formulate connections. Findings Based on research findings, a conceptual model was formulated and posited for research and practice. It is demonstrated in the paper that employee engagement has a wide range of benefits for all involved and focuses on key antecedents of engagement created through corporate social responsibility initiatives and intrinsic motivating factors as pointed out from Self-determination theory which may serve to provide a comprehensive representation of the likely influences of intrinsic motivating drivers on employee engagement. Research limitations/implications The main limitations of this paper is that it is conceptual in nature and hence the need for a study designed to empirically tested the conceptual model developed in this research. Originality/value Originality/value - The results and contributions to the field of human resource development is the development of the Engagement Continuum Model from which employee engagement emerges through the dynamic interplay of corporate social responsibility as an intervention, creating positive results using the theoretical framework of Self-determination Theory, and resulting in a perceived sustained state of employee engagement.
      Citation: European Journal of Training and Development
      PubDate: Wed, 04 Mar 2015 01:57:35 GMT
      DOI: 10.1108/EJTD-01-2014-0007
       
  • Perceived Managerial and Leadership Effectiveness in Colombia
    • Authors: Luis Eduardo Torres, Carlos Enrique Ruiz, Bob Hamlin, Andres Velez-Calle
      First page: 203
      Abstract: European Journal of Training and Development, Volume 39, Issue 3, April 2015. Purpose The purpose of this study was to identify what Colombians perceive as effective and least effective/ineffective managerial behavior. Design/methodology/approach This study was conducted following a qualitative methodology based on the philosophical assumptions of pragmatism and the ‘pragmatic approach’ (Morgan, 2007). The Critical Incident Technique (CIT) was used to generate data from a purposive sample of 27 managers and non-managerial employees located in Medellin and Bogota, Colombia. Findings The results of this study suggest that effective managers in Colombia are those who are supportive, caring, considerate, participative, understanding, communicative and flexible, and are also good problem solvers. Research limitations/implications This study focused on the perceptions of Colombian managers and non-managerial employees only. Therefore, the description of effective and least effective/ineffective managers in Colombia could be highly value-laden from the national cultural perspective. Hence, it is recommended that further research should be carried out to explore the perceptions of international managers who have frequently interacted or worked with Colombian managers. Originality/value The results of this study have practical implications for Colombian managers and international managers who manage the Colombian workforce. For Colombian managers, this study provides insight into what is considered effective or least effective/ineffective managerial and leadership behavior. The findings provide useful information on foreign MNCs that have operations in Colombia. MNCs can use the results of this study to create effective management development models for their expatriates in Colombia.
      Citation: European Journal of Training and Development
      PubDate: Wed, 04 Mar 2015 01:57:31 GMT
      DOI: 10.1108/EJTD-08-2014-0062
       
  • Professional Development of HR practitioners – a phenomenographic
           study
    • Authors: Moira Bailey
      First page: 220
      Abstract: European Journal of Training and Development, Volume 39, Issue 3, April 2015. Purpose The focus of the research presented in this paper is an investigation into the experiences of professional development of Human Resource (HR) practitioners in the North of Scotland, and the use of non-formal learning in that development. Design/methodology/approach In depth semi-structured interviews from a purposively selected sample of HR practitioners were conducted. Data from these interviews was analysed on a phenomenographic basis, to discover the qualitatively different ways in which HR practitioners describe, experience, understand and analyse their professional development and the use of non-formal learning in that development. Findings What emerged from the analysis were two sets of categories of description, one for each of the phenomena. An outcome space for each of the phenomena emerged, illustrating the hierarchical relationship within each set of categories of description as well as the dimensions of variation relating to the phenomena. These outcome spaces represent the collective experience of the practitioners on the subjects of professional development and non-formal learning. Research limitations/implications Sample size and the specific geographical area are acknowledged as limitations. Another factor which may be considered a limitation is that my position as an HR lecturer with a keen interest in the subject could lead to this being considered an ‘insider’ study. All these factors are acknowledged. These have been mitigated against by the careful preparation undertaken during the research process which resulted from my awareness of these limitations. Originality/value This study has given a voice to the HR practitioners in the North of Scotland with regard to their experiences and attitudes towards their professional development and the role of non-formal learning in that development. This study gives employers, other practitioners and professional bodies an opportunity to learn from the practitioners themselves as to how they can help practitioners in terms of their development.
      Citation: European Journal of Training and Development
      PubDate: Wed, 04 Mar 2015 01:56:56 GMT
      DOI: 10.1108/EJTD-08-2014-0057
       
  • High Performance Work System, HRD Climate and Organisational Performance:
           An Empirical Study
    • Authors: Ashutosh Muduli
      First page: 239
      Abstract: European Journal of Training and Development, Volume 39, Issue 3, April 2015. Purpose This paper aims to study the relationship between high performance work system (HPWS) and organizational performance and to examine the role of HRD Climate in mediating the relationship between HPWS and the organizational performance in the context of the power sector of India. Design/methodology/approach The empirical research paper has been conceptualized on the basis of extensive literature survey and examined through a case based approach. Data and information collected to examine strength of the proposed hypothesis in the context of a power based company in India. Findings Agreeing with most of the research, HPWS is found positively related with organizational performance. The result doesn’t agree with the HPWS research conducted in Asian countries. Taking clues from ‘Black Box’ approach, the role of HRD climate as a mediating factor has been studied. The result proved that HPWS influences organizational performance through a supportive development environment (HRD Climate) based on openness, confrontation, trust, authencity, proaction, autonomy, collaboration, and experimentation. Research limitations/implications Designing and implementing HPWS requires the organization to nurture and develop a suitable HRD Climate through development of organizational culture based on openness, confrontation, trust, authencity, proaction, autonomy, collaboration, and experimentation(OCTAPAC). Practical implications Implications for HRD – HPWS practices such as group-based pay, decentralized participative decisions, self-managed work teams, social and family events, and appraisal based on team goals along with OCTAPAC culture can significantly contribute to the transfer climate by influencing both peer and supervisor. It can significantly contribute to training motivation by influencing both career and job attitudes; and organizational commitment of trainees. Originality/value Originality/value – The research is unique in its attempt to understand the role HRD Climate as intermediating variables to enhance the effectiveness of HPWS. This may add a lot of value in encouraging organizations to establish HRD climate.
      Citation: European Journal of Training and Development
      PubDate: Wed, 04 Mar 2015 01:56:53 GMT
      DOI: 10.1108/EJTD-02-2014-0022
       
  • Mondy, Wayne. (2014). Human Resource Management. Upper Saddle River, NJ:
           Pearson.
    • Authors: Carlos Enrique Ruiz
      First page: 258
      Abstract: European Journal of Training and Development, Volume 39, Issue 3, April 2015.
      Citation: European Journal of Training and Development
      PubDate: Wed, 04 Mar 2015 01:56:51 GMT
      DOI: 10.1108/EJTD-01-2015-0001
       
 
 
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