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Publisher: Emerald   (Total: 309 journals)

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A Life in the Day     Hybrid Journal   (Followers: 9)
Accounting Auditing & Accountability J.     Hybrid Journal   (Followers: 17)
Accounting Research J.     Hybrid Journal   (Followers: 23, SJR: 0.155, h-index: 2)
Accounting, Auditing and Accountability J.     Hybrid Journal   (Followers: 3)
Advances in Accounting Education     Hybrid Journal   (Followers: 10)
Advances in Appreciative Inquiry     Hybrid Journal   (Followers: 2)
Advances in Dual Diagnosis     Hybrid Journal   (Followers: 24)
Advances in Mental Health and Intellectual Disabilities     Hybrid Journal   (Followers: 40, SJR: 0.133, h-index: 2)
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: 189, SJR: 0.285, h-index: 13)
American J. of Business     Hybrid Journal   (Followers: 6)
Anti-Corrosion Methods and Materials     Hybrid Journal   (Followers: 4, SJR: 0.219, h-index: 22)
Arts Marketing : An Intl. J.     Hybrid Journal   (Followers: 10)
Asia Pacific J. of Marketing and Logistics     Hybrid Journal   (Followers: 6)
Asia-Pacific J. of Business Administration     Hybrid Journal   (Followers: 2, SJR: 0.167, 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: 0.119, h-index: 2)
Aslib J. of Information Management     Hybrid Journal  
Aslib Proceedings     Hybrid Journal   (Followers: 350, SJR: 0.64, h-index: 22)
Assembly Automation     Hybrid Journal   (Followers: 1, SJR: 0.301, h-index: 18)
Baltic J. of Management     Hybrid Journal   (Followers: 2, SJR: 0.279, h-index: 8)
Benchmarking : An Intl. J.     Hybrid Journal   (Followers: 5, SJR: 0.671, h-index: 25)
British Food J.     Hybrid Journal   (Followers: 7, SJR: 0.441, h-index: 20)
Built Environment Project and Asset Management     Hybrid Journal   (Followers: 14)
Business Process Management J.     Hybrid Journal   (Followers: 6, SJR: 0.7, h-index: 24)
Business Strategy Series     Hybrid Journal   (Followers: 5, SJR: 0.139, h-index: 2)
Campus-Wide Information Systems     Hybrid Journal   (Followers: 5, SJR: 0.292, h-index: 11)
Career Development Intl.     Hybrid Journal   (Followers: 10, SJR: 0.75, h-index: 19)
China Agricultural Economic Review     Hybrid Journal   (Followers: 1, SJR: 0.315, h-index: 4)
China Finance Review Intl.     Hybrid Journal   (Followers: 3)
Chinese Management Studies     Hybrid Journal   (Followers: 4, SJR: 0.254, h-index: 6)
Circuit World     Hybrid Journal   (Followers: 12, SJR: 0.241, h-index: 14)
Clinical Governance: An Intl. J.     Hybrid Journal   (Followers: 15, SJR: 0.232, h-index: 12)
Collection Building     Hybrid Journal   (Followers: 9, SJR: 0.433, h-index: 8)
COMPEL: The Intl. J. for Computation and Mathematics in Electrical and Electronic Engineering     Hybrid Journal   (Followers: 3, SJR: 0.244, h-index: 16)
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: 0.535, h-index: 15)
Corporate Governance Intl. J. of Business in Society     Hybrid Journal   (Followers: 6, SJR: 0.285, h-index: 17)
Critical Perspectives on Intl. Business     Hybrid Journal   (SJR: 0.312, h-index: 9)
Cross Cultural Management An Intl. J.     Hybrid Journal   (Followers: 5, SJR: 0.434, h-index: 4)
Development and Learning in Organizations     Hybrid Journal   (Followers: 5, SJR: 0.128, h-index: 5)
Direct Marketing An Intl. J.     Hybrid Journal   (Followers: 6)
Disaster Prevention and Management     Hybrid Journal   (Followers: 13, SJR: 0.283, h-index: 21)
Drugs and Alcohol Today     Hybrid Journal   (Followers: 24, SJR: 0, h-index: 1)
Education + Training     Hybrid Journal   (Followers: 15, SJR: 0.338, h-index: 18)
Education, Business and Society : Contemporary Middle Eastern Issues     Hybrid Journal  
Employee Relations     Hybrid Journal   (Followers: 5, SJR: 0.331, h-index: 13)
Engineering Computations     Hybrid Journal   (Followers: 3, SJR: 0.435, h-index: 30)
Engineering, Construction and Architectural Management     Hybrid Journal   (Followers: 16, SJR: 0.329, h-index: 18)
Equal Opportunities Intl.     Hybrid Journal   (Followers: 2)
Equality, Diversity and Inclusion : An Intl. J.     Hybrid Journal   (Followers: 11, SJR: 0.256, h-index: 2)
Ethnicity and Inequalities in Health and Social Care     Hybrid Journal   (Followers: 9, SJR: 0.128, h-index: 1)
EuroMed J. of Business     Hybrid Journal  
European Business Review     Hybrid Journal   (Followers: 3, SJR: 0.425, h-index: 13)
European J. of Innovation Management     Hybrid Journal   (Followers: 15, SJR: 0.556, h-index: 19)
European J. of Marketing     Hybrid Journal   (Followers: 16, SJR: 0.811, h-index: 31)
European J. of Training and Development     Hybrid Journal   (Followers: 8, SJR: 0.387, h-index: 14)
Evidence-based HRM     Hybrid Journal   (Followers: 7)
Facilities     Hybrid Journal   (Followers: 1, SJR: 0.323, h-index: 11)
foresight     Hybrid Journal   (Followers: 7, SJR: 0.47, h-index: 14)
Gender in Management : An Intl. J.     Hybrid Journal   (Followers: 10, SJR: 0.294, h-index: 14)
Grey Systems : Theory and Application     Hybrid Journal  
Health Education     Hybrid Journal   (Followers: 3, SJR: 0.278, h-index: 11)
Higher Education, Skills and Work-based Learning     Hybrid Journal   (Followers: 33, SJR: 0.112, h-index: 2)
History of Education Review     Hybrid Journal   (Followers: 5, SJR: 0, h-index: 1)
Housing, Care and Support     Hybrid Journal   (Followers: 8, SJR: 0.187, h-index: 1)
Human Resource Management Intl. Digest     Hybrid Journal   (Followers: 12, SJR: 0.105, h-index: 4)
Humanomics     Hybrid Journal   (Followers: 2)
Indian Growth and Development Review     Hybrid Journal   (SJR: 0.121, h-index: 1)
Industrial and Commercial Training     Hybrid Journal   (Followers: 5, SJR: 0.184, h-index: 8)
Industrial Lubrication and Tribology     Hybrid Journal   (Followers: 4, SJR: 0.433, h-index: 14)
Industrial Management & Data Systems     Hybrid Journal   (Followers: 3, SJR: 0.979, h-index: 49)
Industrial Robot An Intl. J.     Hybrid Journal   (Followers: 2, SJR: 0.483, h-index: 21)
Info     Hybrid Journal   (SJR: 0.374, h-index: 14)
Information and Computer Security     Hybrid Journal   (Followers: 12, SJR: 0.397, h-index: 25)
Information Technology & People     Hybrid Journal   (Followers: 189, SJR: 0.565, h-index: 18)
Interactive Technology and Smart Education     Hybrid Journal   (Followers: 11)
Interlending & Document Supply     Hybrid Journal   (Followers: 267, SJR: 0.411, h-index: 9)
Internet Research     Hybrid Journal   (Followers: 239, SJR: 0.899, h-index: 40)
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: 0.125, h-index: 1)
Intl. J. of Bank Marketing     Hybrid Journal   (Followers: 4, SJR: 0.716, h-index: 21)
Intl. J. of Climate Change Strategies and Management     Hybrid Journal   (Followers: 9)
Intl. J. of Clothing Science and Technology     Hybrid Journal   (Followers: 4, SJR: 0.154, h-index: 18)
Intl. J. of Commerce and Management     Hybrid Journal  
Intl. J. of Conflict Management     Hybrid Journal   (Followers: 10, SJR: 0.459, h-index: 28)
Intl. J. of Contemporary Hospitality Management     Hybrid Journal   (Followers: 8, SJR: 0.795, h-index: 19)
Intl. J. of Culture Tourism and Hospitality Research     Hybrid Journal   (Followers: 13)
Intl. J. of Development Issues     Hybrid Journal   (Followers: 6)
Intl. J. of Disaster Resilience in the Built Environment     Hybrid Journal   (Followers: 5, SJR: 0.337, h-index: 4)
Intl. J. of Educational Management     Hybrid Journal   (Followers: 3)
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: 0.249, h-index: 6)
Intl. J. of Entrepreneurial Behaviour & Research     Hybrid Journal   (Followers: 6, SJR: 0.441, h-index: 16)

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Journal Cover   European Journal of Training and Development
  [SJR: 0.387]   [H-I: 14]   [10 followers]  Follow
    
   Hybrid Journal Hybrid journal (It can contain Open Access articles)
   ISSN (Print) 2046-9012
   Published by Emerald Homepage  [309 journals]
  • Developing the Model for Optimal Learning and Transfer (MOLT) following an
           evaluation of outdoor groupwork skills programmes
    • Authors: Sam Joseph Cooley et al
      Abstract: European Journal of Training and Development, Volume 39, Issue 2, February 2015. Purpose This paper evaluates the perceived efficacy of outdoor groupwork skills programmes for undergraduate and postgraduate students, and the factors that influence its success. It also illustrates the use of Kirkpatrick’s (1994) 4-level model of training evaluation as a framework for qualitative investigation of learning and transfer, from the perspective of key stakeholders. Design/methodology/approach Over 24 hours of recorded data were collected using a video diary room, one-to-one interviews, and focus group discussions. Participants were current students (n = 66), alumni (n = 12), outdoor education instructors (n = 6), and academic staff (n = 5). The data was transcribed, and then analysed by conducting conventional content analysis. Prolonged engagement, triangulation, peer debriefing and referential adequacy were used to establish the trustworthiness and reliability of the analyses. Findings Outdoor groupwork skills programmes were widely viewed as being effective for developing interpersonal skills, attitudes and knowledge that were then further developed and applied during degree courses and later in the workplace. Four of the main perceived benefits were increased social integration amongst peers, academic success, personal development, and employability. A range of psychological and environmental factors were reported to influence the extent of skill development and transfer, and are presented in the Model for Optimal Learning and Transfer (MOLT). Practical implications This study supports outdoor groupwork skills programmes as an effective method of groupwork skills training during higher education, and offers recommendations for promoting learning and transfer following training courses. Originality/value This is the first study to systematically evaluate the long-term impact of outdoor groupwork skills programmes in higher education. A novel methodological approach is also demonstrated, which can be replicated in other contexts of training evaluation.
      PubDate: Wed, 07 Jan 2015 00:37:28 GMT
       
  • Leadership in a Humane Organization
    • Authors: Danielle Dimitrov et al
      Abstract: European Journal of Training and Development, Volume 39, Issue 2, February 2015. Purpose The first empirical case study, in the fields of HRD and hospitality management, to explore the way employees from different national cultures (as measured by their individualistic/collectivistic values), in a US-based hotel, perceive their workplace to be a humane organization (HO), as defined by Chalofsky (2008), was the one made by Dimitrov (2009, 2010). More specifically, the example set by leadership in the studied hospitality organization is the focus of the present descriptive manuscript. The importance of HRD concepts such as the HO for the academic study and practical development of leadership in organizations is significant, through the effects leadership has on employee satisfaction and engagement at the workplace. Design/methodology/approach The exploratory research mentioned above employed a single embedded case study with 17 participants, selected via purposeful convenience sampling, who represented management, supervisory, and professional line-level employees from a culturally diverse full-service hotel in a major metropolitan area. The instrument of Singelis, Triandis, Bhawuk, and Gelfand (1995) for horizontal and vertical individualism (I) and collectivism (C), as well as the instrument of Triandis and Singelis (1998) for I and C, were applied to every respondent in order to determine their cultural belonging. One-on-one interviews, written reflections, documentary analysis, as well as observations of the social and physical aspects of the participants’ workplace were conducted. Findings Five leadership sub-themes were observed to the general theme ”Setting the Example” of the study’s findings: 1) company values for leadership styles and employee treatment; 2) the legacy of one charismatic leader (the previous general manager, GM); 3) leader-follower communication; 4) how the workplace feels intrinsically; and 5) how the work environment becomes negative. The study led to the formation of two new characteristics of the HO (Dimitrov, 2009), of which one could be recommended as the main focus of leadership in an HO: being cognizant and understanding of individuals as human beings, not just as employees. The traits and behaviors of some modern leadership theories such as authentic leadership, transformational leadership, and charismatic leadership were combined under the concept – humane leadership. Research limitations/implications The research of more culturally diverse organizations in different counties, brand cultures, and economic sectors, under various research methodologies, and in the context of classical and recent leadership theories, was recommended to establish further weather I and C employees’ expectations of their leadership would make a difference for the sustenance of an HO. Practical implications Furthermore, organizations and HRD practitioners are encouraged to invest more time, efforts, and resources into leadership development programs that create such humane leadership skills and prepare such quality leaders who are well-perceived and trusted by their culturally-diverse workforce. Originality/value The importance of HRD concepts such as the HO for the academic study and practical development of leadership in organizations is significant, through the effects leadership has on employee satisfaction and engagement at the workplace. Humane leaders can be nurtured in a humane organizational culture.
      PubDate: Tue, 06 Jan 2015 00:29:04 GMT
       
  • HRD challenges faced in the post-global financial crisis period –
           insights from the UK
    • Authors: Diane Rose Keeble-Ramsay et al
      Abstract: European Journal of Training and Development, Volume 39, Issue 2, February 2015. Purpose The paper reports initial empirical research that examines UK employees’ perceptions of the changing nature of work since the Global Financial Crisis (GFC) to consider how the financial context may have constrained HRD practice and more sustainable approaches. Design/methodology/approach Focus group research was facilitated through collective group discussion. Through template analysis of the findings, thematic analysis was undertaken to extend prior research. Themes used by Hassard et al, (2009) in terms of the changing nature of the workplace between 2000 and 2008 were used to provide new data on HRD realities. Findings Participants reported diminishing personal control over changes within the workplace and a cultural shift towards a harsher work climate. HRD was considered as silenced or absent and associated solely with low cost based e-learning rather than acting in strategic role supporting sustainable business objectives. Research limitations/implications Whilst providing only indications from employee perceptions, the research identifies a weakened HRD function. The key contribution of this paper lies with empirical evidence of post GFC constraints placed upon HRD strategies. It furthers whether alternative development approaches, mediated by organisational learning capabilities (OLC), might emancipate UK HRD Practical implications Originality/value This research provides initial findings of the impact of the economic climate. It considers new approaches which might resolve expiring HRD through more sustainable practices.
      PubDate: Tue, 06 Jan 2015 00:28:57 GMT
       
  • Examining the relationship between perceived organizational support,
           transfer of training and service quality in the Malaysian public sector
    • Authors: Abdul Rahim Zumrah et al
      Abstract: European Journal of Training and Development, Volume 39, Issue 2, February 2015. Purpose This study investigates the relationships between perceived organizational support, transfer of training outcomes to the workplace and service quality in the context of public sector organizations in Malaysia. Design/methodology/approach The data for this study has been collected from three sources, the employees of public sector organizations in Malaysia, their supervisors and their colleagues through surveys. Findings The findings reveal that transfer of training has a mediating effect on the relationship between perceived organizational support and service quality. Practical implications The finding illustrate that both elements, which are the support from organization (in term of valuing employee contribution and cares about their well-being) and employee work attitude (applying the knowledge, skills and attitudes that learned in training on the job) are significant in influencing employee service quality. Originality/value This study adds to the small number of studies examining the mediator of the POS and service quality relationship. Such research is essential in order to understand a mechanism that link perceived organizational support and service quality. This study also extends the literature by examining together the factor (POS) and the consequence (service quality) of transfer of training. To date, the number of empirical studies that have examined the factor and the consequence of transfer of training in one framework is still limited.
      PubDate: Tue, 06 Jan 2015 00:28:49 GMT
       
  • Give and Take: Why Helping Others Drives Our Success
    • Abstract: European Journal of Training and Development, Volume 39, Issue 1, Page 76-79, January 2015.
      PubDate: Mon, 05 Jan 2015 11:32:22 GMT
       
  • The Talent Equation: Big Data Lessons for Navigating the Skills Gap and
           Building a Competitive Workforce
    • Abstract: European Journal of Training and Development, Volume 39, Issue 1, Page 79-82, January 2015.
      PubDate: Mon, 05 Jan 2015 11:32:20 GMT
       
  • Psychological needs, engagement, and work intentions: A Bayesian
           Multi-Measurement Mediation Approach and implications for HRD
    • Authors: Brad Shuck et al
      Abstract: European Journal of Training and Development, Volume 39, Issue 1, January 2015. Purpose The purpose of this study was to empirically examine the utility of self-determination theory within the engagement– performance linkage. Design/methodology/approach Bayesian multi-measurement mediation modeling was used to estimate the relation between self-determination theory, engagement, and a proxy measure of performance (e.g., work intentions) (N = 1,586). To best capture the phenomenon of engagement, two measures of engagement (i.e., the Utrecht Work Engagement Scale-9 [UWES-9] and the Job Engagement Scale [JES]) and one measure of harmonious and obsessive passion (HOPS) were utilized. The HOPS was split into separate scales (harmonious passion and obsessive passion). Self-determination theory was operationalized through the Basic Psychological Needs at Work Scale (BPNS). Performance was operationalized through a latent proxy of work intentions. Findings Results demonstrated that the association between self-determination theory and engagement were positive. Indirect effects between self-determination theory and work intentions were significant for only two of the four measures of engagement (i.e., the UWES and Harmonious Passion). Hypotheses were partially supported. Practical implications Self-determination theory operated as an appropriate framework for capturing the underlying psychological structures of engagement for each of the four measures. In some cases, engagement did not mediate the relation between self-determination theory and performance as expected, highlighting the contextual nature of engagement in both application and measurement. Originality/value This is one of the first studies to explicitly link a broad, well-established psychological theory to engagement. This connection allows researchers to explain the latent processes of engagement that underpin the observed relationships of engagement in practice. Moreover, this is one of only a handful of studies that has used a multi-measurement approach in exploring the engagement – performance linkage and one of the only studies to employ Bayesian methodology.
      PubDate: Thu, 11 Dec 2014 01:09:42 GMT
       
  • Attitudes towards participation in business development programmes: An
           ethnic comparison in Sweden
    • Authors: Saeid Abbasian et al
      Abstract: European Journal of Training and Development, Volume 39, Issue 1, January 2015. Purpose The aim of the study is to investigate whether there are any differences between the attitudes towards participation in development programmes of entrepreneurs who are immigrants and those who are native-born. Design/methodology/approach Several statistical methods, including a binary logistic regression model, were used to analyse a unique, firm-level dataset collected by the Swedish Small Business Forum in October and November 2012. The dataset was based on a questionnaire composed of 60 closed questions that was completed by 531 participants representing 395 companies. Findings Based on the analysis of fifteen different attitude variables, the empirical findings are that immigrant managers/owners are more likely to show a positive attitude to participation in development programmes, in terms of nine of those attitude variables, than their native counterparts. Since there is no data about second generation of immigrants in the sample, thus this category may have had impact on the results. However, there is no possibility to identify any impact on the results. Originality/value There is no prior research focusing specifically on this question, and to the authors’ knowledge this study is the first that has attempted to deal with the issue. This study is based on a recent and unique database, and provides new evidence on the relationship between ethnicity and attitude towards participation in development programmes among entrepreneurs. Its context is different from that of prior research.
      PubDate: Thu, 11 Dec 2014 01:09:25 GMT
       
  • Competence-based analysis of needs in VET teachers and trainers: An
           Italian experience
    • Authors: Riccardo Sartori et al
      Abstract: European Journal of Training and Development, Volume 39, Issue 1, January 2015. Purpose In line with the EU’s ‘Education and Training 2020’ work program, the research here presented aimed at detecting the training needs of teachers and trainers working in the vocational education and training (VET) system in the Italian Region of Veneto, in order to design courses, experiences and other training programs tailored to meet the needs emerged. Design/methodology/approach Four focus groups were carried out with VET teachers and trainers, two before the construction and two after the online administration of an ad hoc questionnaire asking teachers and trainers to rate 67 competencies (43 for teachers, 24 for trainers) on the two dimensions of self-assessment (explicitly defined as the current level of mastery) and importance (explicitly defined as the expected level of mastery). 812 teachers and 166 trainers filled in the questionnaire which also asked them to give suggestions about the courses, experiences and other training programs to be designed. Findings In questionnaires, teachers and trainers declare they are competent enough to do what they do (self-assessment always obtains higher ratings than importance, except in one competence for teachers), even if in focus groups they say they want to be trained. Accordingly, they express a clear preference for short or very short courses, tailored on their specific needs, and for training experiences and programs which are alternative to classroom training. Practical implications The research is a preliminary action to an ESF (European Social Fund) project named ‘Training for trainers’, whose main aim is to give birth to courses, experiences and other training programs specifically dedicated to VET teachers and trainers in order to allow them to develop or refresh the competencies they feel they need for work. Besides, it allowed to test the benefit of using mixed methods for a competence-based analysis of needs. Originality/value Data will be used to design courses, experiences and other training programs that really meet the needs of VET teachers and trainers in Veneto, in order to tackle those aspects they consider really important for work in a lifelong learning perspective.
      PubDate: Thu, 11 Dec 2014 01:09:18 GMT
       
  • Identifying mentors for student employees on campus
    • Authors: David Frock et al
      Abstract: European Journal of Training and Development, Volume 39, Issue 1, January 2015. Purpose This exploratory research project sought an effective process for identifying supervisors of part-time student employees who also serve in a mentoring capacity. Design/methodology/approach This paper is based on a review of literature, and an evaluation process focused on established traits and functions of mentoring as applied to supervisors of student employees on a college campus. Findings Supervisors of student employees may have the desire and capacity to engage students on a higher level but are not viewed and supported to meet this need based on their position within in the organization. Untapped resources are being overlooked that would develop the supervisor and the student while advancing the overall institutional mission. Research limitations/implications A study identifying mentors for part-time undergraduate student employees in higher education settings was necessary as a precursor to future research on the human resource development needs of professional staff in higher education. Practical implications The results of this study confirmed the approach utilized for identifying mentors through specific traits is effective and that common barriers exist across the institution that negatively impact supervisors from serving as mentors. These results will be used to address future research related to the value of training and educating the supervisors of undergraduate student employees on college campuses. Originality/value Research exists on 360 evaluative processes, mentoring and the benefits of student development outside the classroom but no research could be identified that addressed the opportunities of using this approach to potentially resolve organizational issues.
      PubDate: Thu, 11 Dec 2014 01:09:16 GMT
       
 
 
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