Subjects -> OCCUPATIONS AND CAREERS (Total: 33 journals)
Showing 1 - 23 of 23 Journals sorted alphabetically
Advances in Developing Human Resources     Hybrid Journal   (Followers: 31)
American Journal of Pastoral Counseling     Hybrid Journal  
BMC Palliative Care     Open Access   (Followers: 38)
British Journal of Guidance & Counselling     Hybrid Journal   (Followers: 22)
Career Development and Transition for Exceptional Individuals     Hybrid Journal   (Followers: 9)
Career Development Quarterly     Hybrid Journal   (Followers: 4)
Community Development     Hybrid Journal   (Followers: 25)
Entrepreneurship Research Journal     Hybrid Journal   (Followers: 16)
Field Actions Science Reports     Open Access  
Formation emploi     Open Access  
Health Care Analysis     Hybrid Journal   (Followers: 16)
Human Resource Development Review     Hybrid Journal   (Followers: 32)
Industrial and Organizational Psychology     Hybrid Journal   (Followers: 28)
International Journal for Educational and Vocational Guidance     Hybrid Journal   (Followers: 9)
International Journal for Quality in Health Care     Hybrid Journal   (Followers: 40)
International Journal of Work Innovation     Hybrid Journal   (Followers: 2)
Journal of Career Assessment     Hybrid Journal   (Followers: 9)
Journal of Career Development     Hybrid Journal   (Followers: 11)
Journal of Human Capital     Full-text available via subscription   (Followers: 12)
Journal of Human Development and Capabilities : A Multi-Disciplinary Journal for People-Centered Development     Hybrid Journal   (Followers: 23)
Journal of Multicultural Counseling and Development     Hybrid Journal   (Followers: 6)
Journal of Psychological Issues in Organizational Culture     Hybrid Journal   (Followers: 8)
Journal of Vocational Behavior     Hybrid Journal   (Followers: 27)
Neurocritical Care     Hybrid Journal   (Followers: 16)
Palliative & Supportive Care     Hybrid Journal   (Followers: 35)
Performance Improvement Quarterly     Hybrid Journal   (Followers: 3)
Professions and Professionalism     Open Access   (Followers: 8)
Recherches & √©ducations     Open Access  
Rehabilitation Counseling Bulletin     Hybrid Journal   (Followers: 3)
Trabajo : Revista de la Asociaci√≥n Estatal de Centros Universitarios de Relaciones Laborales y Ciencias del Trabajo     Open Access  
Vocations and Learning     Hybrid Journal   (Followers: 8)
Work and Occupations     Hybrid Journal   (Followers: 53)
Work, Employment & Society     Hybrid Journal   (Followers: 47)
Similar Journals
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Advances in Developing Human Resources
Journal Prestige (SJR): 0.614
Citation Impact (citeScore): 2
Number of Followers: 31  
 
  Hybrid Journal Hybrid journal (It can contain Open Access articles)
ISSN (Print) 1523-4223 - ISSN (Online) 1552-3055
Published by Sage Publications Homepage  [1090 journals]
  • Corrigendum
    • Abstract: Advances in Developing Human Resources, Ahead of Print.

      Citation: Advances in Developing Human Resources
      PubDate: 2020-01-10T12:06:50Z
      DOI: 10.1177/1523422320901919
       
  • Women Entrepreneurs in Asia: Eight Country Studies
    • Authors: Yonjoo Cho, Jessica Li, Sanghamitra Chaudhuri
      First page: 115
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemAsia as a research context is significantly different, in many ways, from Western contexts where a majority of studies on women in leadership have been conducted. First, traditional culture and religious beliefs in Asia dictate the inferior status of women in their daily lives. Second, women’s appointment to high-ranking leadership roles in Asia has been a continuing challenge. Third, many organizations in Asia remain as gendered workplaces where cultural, religious, and organizational constraints coexist. This special issue on women entrepreneurs in Asia, therefore, makes specific contributions to research on Asian women in leadership in the context of entrepreneurship.The SolutionThe purpose of this special issue is to investigate women entrepreneurs’ motivations, challenges, and opportunities in eight Asian countries (China, India, Indonesia, Japan, Korea, Malaysia, Thailand, and Vietnam). The special issue provides insights into developing the potential of aspiring women entrepreneurs who are set in rapidly developing Asian countries where traditional cultural and religious expectations and modernized values coexist. Despite challenges and difficulties that women entrepreneurs face, the opportunities that they create in business development can serve as a model for aspiring women entrepreneurs in Asia and other countries.The StakeholdersAs women entrepreneurs’ challenges are of global interest, this special issue represents an effort to transcend national boundaries in understanding how to address the challenges they face. Scholars and practitioners who are interested in international Human Resource Development can better understand how Asia’s fast-growing economies and culture have influenced women entrepreneurs in positive and negative ways.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-02-26T09:45:16Z
      DOI: 10.1177/1523422320907042
       
  • Second-Generation Women Entrepreneurs in Chinese Family-Owned Businesses:
           Motivations, Challenges, and Opportunities
    • Authors: Jessica Li, Judy Yi Sun, Lianjuan Wang, Jie Ke
      First page: 124
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemFamily-owned businesses provide a large portion of the job opportunities in the Chinese economy. Many successful family-owned businesses in China were established during the initial years of economic reform in the late 1970s and 1980s. Today, as the founders of these companies approach retirement, leadership transition is becoming a pressing issue. Among the various factors involved in family business succession are gender-specific obstacles faced by women who seek to achieve leadership positions. Women entrepreneurs in China are gradually increasing in number, but those who desire to take the helm of family-owned companies face important social and structural challenges in China’s male-dominated business culture.The SolutionIn this study, we used a qualitative interview approach to learn about the experiences of second-generation women entrepreneurs in Chinese family-owned businesses and to better understand their motivations along with the challenges and opportunities that they face. The findings revealed that the motivations of these women entrepreneurs were centered more on internal “pull” factors (e.g., self-actualization) rather than external “push” factors (e.g., economic pressures). The major challenges that were reported included tense relationships with parents, gender-role conflicts, and alignment issues in relation to their family businesses’ established culture. Understanding these factors can help in identifying opportunities for effective human resource development and promoting women’s entrepreneurship in the Chinese context.The StakeholdersSecond-generation women entrepreneurs, family businesses in China, women leaders, and human resource development professionals.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-02-21T05:16:57Z
      DOI: 10.1177/1523422320907043
       
  • Exploring the Risky Terrain of Entrepreneurship With Support From
           Developmental Relationships: Narratives From Indian Women Entrepreneurs
    • Authors: Sanghamitra Chaudhuri, Rajashi Ghosh, Yogita Abichandani
      First page: 137
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemThere has been a burgeoning interest in studies on women entrepreneurs in the past decade, but in most studies conducted thus far, the scope has remained narrow with the focus mostly on strategic perspective and not so much on the individual-level understanding of the entrepreneurs. Furthermore, the limited number of studies that have looked into novice women entrepreneurs are restricted to western hemisphere, and to our knowledge, no study has looked into narratives on how women entrepreneurs in India benefit from various developmental relationships over the course of their entrepreneurial journey.The SolutionUsing narrative inquiry, we explore the stories of six urban women entrepreneurs in India illustrating how and why they started their careers in entrepreneurship, the challenges they experienced along the way, and how the varied developmental relationships they nurtured over time supported them to cope with those challenges.The StakeholdersThe article aimed at venture capitalists that extend support to women entrepreneurs and to women who are considering to pursue entrepreneurship. The findings can guide them to anticipate the challenges and opportunities commonly experienced by women entrepreneurs and appreciate the value of developmental relationships that help to sustain motivation to be entrepreneurs.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-02-21T05:21:57Z
      DOI: 10.1177/1523422320907044
       
  • New Insights on Psychological Factors for the Development of Women
           Entrepreneurs in Indonesia
    • Authors: Corina D. Riantoputra, Ismarli Muis
      First page: 150
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemDespite efforts to develop women entrepreneurs in Indonesia, the majority of them are unable to grow their businesses. The literature suggests that cultural factors (i.e., non-egalitarian sex roles) may limit the actualization of psychological factors that are critical for their successes.The SolutionTo investigate the motivation, challenges, and opportunities facing women entrepreneurs in Indonesia, this article focused on (a) characteristics of women entrepreneurs based on their motives: necessity- versus growth-oriented, and (b) psychological factors that influence their success. Focusing on micro and small enterprises, we collected data from 200 (87 necessity-oriented, and 113 growth-oriented) women entrepreneurs in Indonesia. The study findings demonstrate that the success of women entrepreneurs in Indonesia is associated with their identity conflict (i.e., induced by non-egalitarian sex-role culture), passion, and future time orientation, all of which interplay differently for necessity- and growth-oriented women entrepreneurs.The StakeholdersThis article is important for scholars, practitioners, and government officers in a non-egalitarian sex-role country like Indonesia. It informs involved stakeholders of the specific aspects that need to be considered in coaching and leadership training for women entrepreneurs who are managing micro and small enterprises.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-03-10T09:25:00Z
      DOI: 10.1177/1523422320907045
       
  • A Conceptual Framework for Developing Women Social Entrepreneurs in Japan
    • Authors: Yoshie Tomozumi Nakamura, Mayuko Horimoto
      First page: 164
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemLimited systematic frameworks exist regarding how women develop social entrepreneurship in Japan and what leads Japanese women to change the way they view the world to do something different by becoming social entrepreneurs. The purpose of this article was to develop a theoretical framework for the development of women social entrepreneurs in Japan. There were two guiding questions in this study: How and in what ways women social entrepreneurship are developed in Japan' and What life events affect the values and beliefs that drive them to take authentic entrepreneurial careers for social change'The SolutionWe explored the connection between women social entrepreneurship, authentic leadership, and transformative learning theories in the context of Japan through an extensive literature review. The proposed theoretical framework could be used to show the role of critical reflection in face of triggering life events and factors that support or hinder in becoming women social entrepreneurs.The StakeholdersWe focused on Japanese women whose social enterprises aim for social benefits operating through a variety of forms including not-for-profits (NPOs), small businesses, cooperative organizations, and worker collectives.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-02-27T06:27:19Z
      DOI: 10.1177/1523422320907046
       
  • Business Startups and Development of South Korean Women Entrepreneurs in
           the IT Industry
    • Authors: Yonjoo Cho, Soo Jeoung Han, Jiwon Park, Hyounju Kang
      First page: 176
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemResearch on South Korean women entrepreneurs in the information technology (IT) industry is limited, and thus learning how they start and develop their businesses will address a gap in the literature. In addition, as our previous study on women entrepreneurs in Korea encompassed all industries, we did not sufficiently capture how women entrepreneurs in the IT industry started and developed their businesses. We feel a strong need to conduct a follow-up study on three women entrepreneurs who (a) started an IT business to become independent; (b) have stayed in their businesses for approximately 20 years; and (c) became role models as women entrepreneurs in the industry.The SolutionWe conducted semi-structured interviews with three women entrepreneurs in the IT industry and analyzed each case on three themes: motivation, challenges, and success factors. Although each case has its distinctive features, we found that all cases had success factors in common: technical expertise, positive outlook, adherence to business principles, work centrality, and networking. Particularly, the three women entrepreneurs’ positive outlook was the key success factor that helped them overcome challenges they faced in business development.The StakeholdersGiven the study findings on women entrepreneurs’ personal factors (e.g., positive outlook, technical expertise) and external factors (e.g., networking), human resource development (HRD) practitioners can develop leadership programs to share those success factors with aspiring women entrepreneurs in Korea and other countries so that they can develop their own competencies and strategies from early on.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-03-03T01:42:52Z
      DOI: 10.1177/1523422320907047
       
  • Exploring Self-Leadership Development of Malaysian Women Entrepreneurs
    • Authors: Roziah Mohd Rasdi, Siti Raba’ah Hamzah, Tan Fee Yean
      First page: 189
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemIn Malaysia, women entrepreneurs are underrepresented, and little is known about their development of self-leadership. Official statistics indicate that approximately half of the businesses run by women remain underperforming. This shows that women entrepreneurs’ self-leadership is an issue that should be addressed.The SolutionThis study aims to explore self-leadership development of Malaysian women entrepreneurs. Qualitative interviews with seven women entrepreneurs were conducted. The study findings indicated that self-leadership is a process that can be developed and mastered by women entrepreneurs so that they have better chances of success in their business start-ups. This study provides a model of the self-leadership process that illustrates a range of influences that are likely to contribute to women entrepreneurs’ self-leadership development.The StakeholdersThe model developed would be beneficial to human resource development (HRD) practitioners and Malaysian government agencies (e.g., SME Corporation Malaysia) that design and deliver interventions (e.g., incubator programs and training workshops) focusing on women entrepreneurs’ self-leadership development.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-03-10T09:26:40Z
      DOI: 10.1177/1523422320907048
       
  • Vicarious Learning From Innovative Women Entrepreneurs in Thailand
    • Authors: Dawisa Sritanyarat, Malinvisa Sakdiyakorn
      First page: 201
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemThe number of Thai women entrepreneurs has increased to nearly half of all Thai entrepreneurs over the past years with 80% of them reported to have entered into opportunity-driven entrepreneurship. This growing social phenomenon, however, remains underexplored by limited numbers of academic studies on Thai women entrepreneurship. Extending the understanding of opportunity-driven women entrepreneurs in the changing Thai context is therefore significant for developing national human resources.The SolutionThis study highlights the opportunity-driven category of women entrepreneurs defined by Cromie and Hayes as Innovators. Taking the phenomenological approach as a research method, in-depth interviews from 13 innovative women business owners in Thailand were analyzed to understand their motivations, challenges, and success factors, as well as the contemporary worldview of the Thai culture and values concerning gender roles and social norms.The StakeholdersNational policymakers, educators, human resource development professionals, and parents can craft policies and practices that align with key learnings from the lived experiences of women entrepreneurs. Aspiring women entrepreneurs can also vicariously learn from the study participants who serve as role models.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-03-23T06:11:51Z
      DOI: 10.1177/1523422320907049
       
  • Vietnamese Women Entrepreneurs’ Motivations, Challenges, and Success
           Factors
    • Authors: Hoang Anh Nguyen, Tam To Phuong, Thuy Thi Bich Le, Linh Phuong Vo
      First page: 215
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemAccording to the Mastercard Index of Women Entrepreneurs, 31.3% of businesses in Vietnam are owned by women, placing Vietnam at the sixth out of the 53 surveyed economies. Despite the prevalence of female entrepreneurship in Vietnam, little is known about the motivations, challenges, and success factors of those occupying this vibrant sector of the Vietnamese economy. Greater knowledge of how women entrepreneurs perceive themselves and the Vietnamese business environment could stimulate greater support for their personal and career development.The SolutionThis study aims to explore Vietnamese women entrepreneurs’ motivations, challenges, and success factors. This qualitative research study provides (a) a brief introduction to the business context and the role of women entrepreneurs in Vietnam; (b) findings on Vietnamese women motivation for to starting and running business, as well as the challenges they face, and factors contributing to their success; and (c) recommendations for government policies, business communities, and the development of female entrepreneurs in Vietnam. As few research studies on women business owners in Vietnam are available, this empirical study can contribute to more effective practice and further research on this cohort in Vietnam.The StakeholdersRecommendations provided in this study will help governmental policymakers, business communities, and female entrepreneurs in Vietnam.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-02-29T05:47:44Z
      DOI: 10.1177/1523422320907050
       
  • Conclusion: Learnings From Eight Country Studies on Women Entrepreneurs in
           Asia
    • Authors: Jessica Li, Yonjoo Cho, Sanghamitra Chaudhuri
      First page: 227
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemWomen entrepreneurs have played an important role in advancing the economic development of Asian countries. It is in the best interest of Asian countries and international human resource development (HRD) professionals to develop an in-depth understanding of women entrepreneurs in Asia so that they can develop policies, strategies, and resources to support their development. Eight country studies on women entrepreneurs in Asia in this special issue revealed their motivations, challenges, and opportunities in their business start-ups and development. The findings would greatly contribute to an understanding of who women entrepreneurs in Asia are and how they are doing in entrepreneurship.The SolutionThe development of women entrepreneurs in Asia requires many scholars and practitioners to study, understand, and theorize before meaningful solutions can be enacted, which will have a lasting impact. This special issue of research on women entrepreneurs in eight Asian countries offers a glimpse of the emerging area of women entrepreneurship. HRD initiatives and expertise are needed to create unchartered possibilities for women entrepreneurs in Asia to succeed and sustain the development of their businesses.The StakeholdersThis special issue is for entrepreneurs and HRD scholars and practitioners who are interested in entrepreneurship development, particularly in the development of women entrepreneurs in Asia.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-02-26T10:10:19Z
      DOI: 10.1177/1523422320907051
       
  • How We SEE Is How We Learn: Reflection in the Workplace
    • Authors: Rita Kowalski, Cynthia Russell
      First page: 239
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemToday’s workers face constant economic, social, scientific, and technological change — a challenging climate for learning. Learners need to integrate and balance acting, reflecting, thinking, and feeling as they negotiate within this everchanging environment.The SolutionThis Special Issue explores workplace learning’s power through the understanding and application of reflective practices which are often informal and incidental and occur as individuals engage and learn from the experience of their daily activities.The StakeholdersHRD scholars and practitioners will benefit from an understanding of the tools and practices that facilitate workplace learning through reflection. This Special Issue provides a theoretical framing of workplace reflection, situates reflection in various contexts, offers examples of use in the workplace, addresses its risks, and raises questions for both research and practice.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-06-12T05:24:08Z
      DOI: 10.1177/1523422320927294
       
  • Overview: Why and How Does Reflection Matter in Workplace Learning'
    • Authors: Pierre Faller, Henriette Lundgren, Victoria Marsick
      First page: 248
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemWhile reflection is central to adult learning processes and theories, its meaning and definitions vary.
      Authors approach reflection from different perspectives and assumptions.The SolutionThis article is a conceptual map to guide the reader through key definitions and perspectives discussed in upcoming articles. We provide a compass for reflection, critical reflection, reflective practice, and how these terms apply to learning from experience, meaning-making, and action in the workplace. We also show how different perspectives or lenses can impact a human resource development (HRD) practitioner’s approach to reflection and present several studies looking at reflection and reflective practices.The StakeholdersThis article should help HRD practitioners and others engaged in supporting workplace learning to gain clarity about how to conceptualize reflection and reflective practices and become familiar with the different ways reflection is understood by authors of upcoming articles.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-06-16T12:19:02Z
      DOI: 10.1177/1523422320927295
       
  • “The Only Option Is Failure”: Growing Safe to Fail Workplaces
           for Critical Reflection
    • Authors: Aliki Nicolaides, Rob F. Poell
      First page: 264
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemWhereas critical reflection has been the hallmark of learning from experience in the workplace, performance has been the hallmark for productivity. In the face of complex, ongoing, disruptive change, failing safe is a necessary condition for learning from experience, and critical reflection the method of learning from safe to fail experiments. How can workplaces be safe to fail spaces where critical reflection is embraced, encouraged, and rewarded'The SolutionWe focus especially on the role of the leader to create a climate of psychological safety where it is safe to practice critical reflection. The workplace needs to become a safe place to fail to facilitate productivity, innovation, and creative responses to the demands that ensue from disruption at work.The StakeholdersThis article is relevant to human resource development (HRD) scholars and practitioners who are interested in developing the workplace in times of uncertainly and constant disruption.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-06-17T06:26:26Z
      DOI: 10.1177/1523422320927296
       
  • Risk and Reflection in the Academic Workplace
    • Authors: Judith Walker, Stephanie Oldford
      First page: 278
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemUniversities are workplaces designed for learning, research, and reflection. In recent years, an amalgam of issues, both internal and external, have emerged, making critical reflection more difficult and riskier for both academic and nonacademic staff.The SolutionWe argue that positive leadership, dialogue, and group connection can help counter increasing isolation and in effect make reflection more possible.The StakeholdersThis article is relevant not only to human resource development (HRD) scholars and practitioners within the context of postsecondary institutions but also to large and complex bureaucratic organizations grappling with a changing landscape of employment.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-06-11T07:14:06Z
      DOI: 10.1177/1523422320927297
       
  • Adapting Action Learning Strategies to Operationalize Reflection in the
           Workplace
    • Authors: Pierre Faller, Victoria Marsick, Cynthia Russell
      First page: 291
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemOrganizations and human resources development (HRD) leaders are challenged to rethink and adapt learning and development strategies to address current and future needs. Yet, performance demands—as well as limited space, time, and resources—mean employees need to learn on their own. Not everyone knows how to do that well. The question arises: How can HRD better support employee learning'The SolutionReflective learning practices based on action learning (AL) support work-based learning. AL “tools” help peers learn by working together in diverse groups of nonexperts on real tasks to gain new perspectives and learn to frame and solve challenges.The StakeholdersThis article shows, through a review of existing reflective processes and tools, how HRD practitioners can adapt these practices to help groups of peers and teams learn while working, to support the organization and its members in fast-changing environments.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-06-25T12:14:27Z
      DOI: 10.1177/1523422320927298
       
  • Workplace Reflection in the Age of AI: Materiality, Technology, and
           Machines
    • Authors: Lyle Yorks, Denise Rotatori, SeoYoon Sung, Sean Justice
      First page: 308
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemThis article explores the nature of reflection within the workplace during the fourth industrial revolution (4IR), a period characterized by the proliferation of cognitive technologies—like artificial intelligence (AI)—which are changing the nature of work. This piece explores the manner in which individuals and teams learn through reflective practice as a result of increased human–machine collaboration in the 4IR since it has not been extensively researched.The SolutionThrough an analysis of Anand Rao’s three-tiered model of AI—assisted intelligence, augmented intelligence, and autonomous intelligence—and by using data collected through a semi-structured interview process that situated the article within a particular sector of the economy—the health care industry—this article provides a framework for understanding the workplace, and human-machine collaboration, during the 4IR.The StakeholdersHuman resource development practitioners and researchers interested in the role of cognitive technologies within the workplace and their impact on human reflection.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-06-30T10:33:55Z
      DOI: 10.1177/1523422320927299
       
  • Enacting Reflection: A New Approach to Workplace Complexities
    • Authors: Sean Justice, Emily Morrison, Lyle Yorks
      First page: 320
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemChange has changed, and workplaces are grappling with new complexities and ambiguities. Human resource development (HRD) scholar-practitioners are called upon to help workplaces learn to navigate these changes; however, traditional approaches have limited utility when dealing with dynamic, emergent change. To address these limitations, scholars have proposed adopting enactive approaches that are rooted in systems thinking and complexity theories, but there is limited understanding of what this means in HRD practice.The SolutionThis article explores HRD responses to change from an enactive perspective. Enactivism suggests that people create their context through engagement with physical and social environments. From this perspective, reflection is not necessarily “on” experience, as if somehow separate from it. Rather, reflection is active engagement in, by, and through experience. This article aims to expand theoretical understanding and practical applications of enactivism in workplace learning.The StakeholdersHRD scholar-practitioners seeking new options for navigating workplace learning complexities.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-06-11T07:15:06Z
      DOI: 10.1177/1523422320927300
       
  • Postscript: How We Learn Is How We SEE
    • Authors: Emily A. Morrison, Rita Kowalski
      First page: 333
      Abstract: Advances in Developing Human Resources, Ahead of Print.
      The ProblemWorkplace learning is even more important today as organizations face complex, rapid, and unprecedented change. Reflection is critical to learning; yet, it is too often rote, haphazard, or assumed to happen, limiting an organization’s ability to adapt.The SolutionHRD scholar-practitioners need to (re)examine how they and their organizations reflect. By engaging in an ongoing practice of reflexivity, they can become more aware of how their perspectives affect not only what they see, but also what they learn and vice versa.The StakeholdersHRD scholar-practitioners, including researchers, faculty, consultants, managers, students, and all who care about workplace learning and reflective practice, will benefit by reflecting on how they can develop individual and collective capacity.
      Citation: Advances in Developing Human Resources
      PubDate: 2020-06-19T10:56:58Z
      DOI: 10.1177/1523422320927301
       
 
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