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 & éducations     Open Access  
Rehabilitation Counseling Bulletin     Hybrid Journal   (Followers: 3)
Trabajo : Revista de la Asociación 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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Human Resource Development Review
Journal Prestige (SJR): 0.509
Citation Impact (citeScore): 2
Number of Followers: 32  
  Hybrid Journal Hybrid journal (It can contain Open Access articles)
ISSN (Print) 1534-4843 - ISSN (Online) 1552-6712
Published by Sage Publications Homepage  [1090 journals]
  • An Identification Based Framework Examining How and When Salient Social
           Exchange Resources Facilitate and Shape Thriving at Work
    • Authors: Fred O. Walumbwa, Amanda Christensen-Salem, Jaclyn Perrmann-Graham, Paul Kasimu
      Abstract: Human Resource Development Review, Ahead of Print.
      Drawing upon social exchange and social identity theories, this study proposes a model to explain how resources produced from salient social exchanges at work influence employee thriving. To advance the literature and provide a more nuanced understanding of the relationship between social exchange resources and thriving at work, we examined resources produced from exchanges with two salient groups: supervisors and coworkers. We propose that leader–member exchange (LMX) and coworker helping and support relate to employee thriving at work through organizational identification and coworker relational identification, respectively. We also suggest that LMX and coworker helping and support moderate the influence of thriving on three facets of employee performance: task performance, organizational citizenship behavior, and workplace deviance. Our work extends existing theory on relational resources and thriving at work by showing the mechanisms through which LMX and coworker helping and support relate to thriving, and how they enhance or inhibit the relationships between thriving and work-related outcomes.
      Citation: Human Resource Development Review
      PubDate: 2020-08-08T11:49:41Z
      DOI: 10.1177/1534484320946208
  • Understanding Factors That Enable and Inhibit Assessment of Outcomes of
           Competence Development
    • Authors: Andreas Wallo, Henrik Kock, Daniel Lundqvist, Alan Coetzer
      Abstract: Human Resource Development Review, Ahead of Print.
      Employee participation in formal and informal learning is essential for the economic viability and competitive advantage of organizations. Therefore, assessing outcomes of competence development activities is important. However, this domain of human resources (HR) practice is often neglected because of factors that are not well understood. Accordingly, this article addresses the question: What factors enable and inhibit HR professionals in assessing outcomes of competence development activities and initiatives' To answer this question, we conducted a review of articles that examine assessment of outcomes of competence development activities. The primary purpose of the review was to identify and categorize enabling and inhibiting factors so that the factors can be better understood by researchers and HR professionals. We also call upon voices from the field, using quotations from HR professionals to illustrate enabling and inhibiting factors. Analysis and synthesis of the literature informed the development of propositions to guide future research.
      Citation: Human Resource Development Review
      PubDate: 2020-07-21T09:58:31Z
      DOI: 10.1177/1534484320943332
  • Responding to Low Coefficient Alpha: Potential Alternatives to the File
    • Authors: Janice Lambert Chretien, Kim Nimon, Thomas G. Reio, Julie Lewis
      First page: 215
      Abstract: Human Resource Development Review, Ahead of Print.
      To the detriment of human resource development (HRD) theory building and research, many scholars may think that research data with a low coefficient alpha is destined for the file drawer; this does not have to be the case. Contemporary literature suggests that many scholars do not know how to move forward with data that yields α < .70. In addition, an investigation revealed that many scholars practice the method of item deletion to increase alpha. Besides supporting the case that discarding research simply because of low coefficient alphas may be unnecessary, a guide is presented to demonstrate how scholars and scholar–practitioners may be able to analyze data when an initial estimate of internal reliability is low. We caution that deleting items may increase reliability at the cost of validity. As an alternative, this study demonstrates that eliminating subjects can increase alpha and maintain the integrity of the scale. This guide presents generalizability theory as a means to identify the source of error variance in data as well as a step-by-step process to correct for low coefficient alpha. The guide is illustrated with data and R syntax.
      Citation: Human Resource Development Review
      PubDate: 2020-06-06T08:53:19Z
      DOI: 10.1177/1534484320924151
  • The Relationship Between Work Engagement and Work–Life Balance in
           Organizations: A Review of the Empirical Research
    • Authors: Jacob Wood, Jihye Oh, Jiwon Park, Woocheol Kim
      First page: 240
      Abstract: Human Resource Development Review, Ahead of Print.
      Employers increasingly attempt to create the right environments where employees experience work–life balance. At the same time, organizations concerned with their organizational-level outcomes encourage improving employee work engagement. The question becomes, how do employee work–life balance and work engagement relate to one another' A similar question concerns human resource development (HRD) practitioners who seek to help both employees with balancing their work and life and employers with their organizational goals. A body of literature has examined the relationship between work–life balance and work engagement, which we review in this article. We identify and synthesize the findings of 37 articles empirically investigating the relationship between work–life balance and work engagement. The findings showed the various antecedents, mediators, and moderators that depict the relationships between work engagement and work–life balance. Furthermore, we provide insight into HRD scholarship regarding how to clarify the direction of causality between two concepts, which has been largely left inconclusive. Finally, our article proposes insightful directions for future research and practice in the field of HRD.
      Citation: Human Resource Development Review
      PubDate: 2020-05-25T12:56:09Z
      DOI: 10.1177/1534484320917560
  • Known and Unknown Aspects of Workplace Bullying: A Systematic Review of
           Recent Literature and Future Research Agenda
    • Authors: Parul Gupta, Urvashi Gupta, Simran Wadhwa
      First page: 263
      Abstract: Human Resource Development Review, Ahead of Print.
      Last decades showed a high interest in studying the workplace bullying (WB) phenomenon in a variety of disciplines and in a number of WB areas such as concepts and forms of WB, antecedents and consequences of WB, WB interventions, etc. This study offers classification and description of current WB literature, and identifies research gaps to be bridged by further empirical research. In the first part, authors systematically review 167 refereed journal articles, classify the WB research into five main research themes and summarize their findings. In the second part, the article uncovers various unknown aspects of WB and provides concrete directions for future empirical research. Thrust areas of attention are highlighted for industry and policy makers.
      Citation: Human Resource Development Review
      PubDate: 2020-07-03T01:13:26Z
      DOI: 10.1177/1534484320936812
  • Growth Mindset for Human Resource Development: A Scoping Review of the
           Literature with Recommended Interventions
    • Authors: Soo Jeoung Han, Vicki Stieha
      First page: 309
      Abstract: Human Resource Development Review, Ahead of Print.
      Although the concept of mindsets is relatively ubiquitous in the common press and well-studied in the education literature, the idea of a growth mindset, rooted in implicit theories is less represented in human resource development (HRD) scholarly literature. Given that absence, the purpose of this paper is to investigate the effects of a growth mindset on HRD outcomes. To achieve this purpose, we conducted a scoping literature review including research conducted globally and in a wide variety of organizations. Based on the empirical findings, we discuss three categories of HRD outcomes of mindsets: (a) individual-level outcomes (e.g., work engagement, creativity, task performance, job satisfaction), (b) dyadic-level outcomes (e.g., supervisor-employee relationship and conflict resolution), and (c) organizational-level outcomes (e.g., organizational citizenship behaviors and organizational growth mindset). We synthesize several suggestions for growth mindset interventions emphasizing career development, training and development, and organizational development for HRD practitioners. Research implications and future research suggestions for HRD scholars are presented.
      Citation: Human Resource Development Review
      PubDate: 2020-07-04T11:06:22Z
      DOI: 10.1177/1534484320939739
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Heriot-Watt University
Edinburgh, EH14 4AS, UK
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