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: 39)
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: 5)
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: 41)
International Journal of Work Innovation     Hybrid Journal   (Followers: 2)
Journal of Career Assessment     Hybrid Journal   (Followers: 9)
Journal of Career Development     Hybrid Journal   (Followers: 12)
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: 24)
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: 17)
Palliative & Supportive Care     Hybrid Journal   (Followers: 37)
Performance Improvement Quarterly     Hybrid Journal   (Followers: 3)
Professions and Professionalism     Open Access   (Followers: 9)
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: 49)
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  [1097 journals]
  • Editorial: Starting the Line
    • Authors: Yonjoo Cho
      Pages: 335 - 338
      Abstract: Human Resource Development Review, Volume 19, Issue 4, Page 335-338, December 2020.

      Citation: Human Resource Development Review
      PubDate: 2020-10-06T06:14:02Z
      DOI: 10.1177/1534484320954599
      Issue No: Vol. 19, No. 4 (2020)
       
  • The F Word: The Role of Women’s Friendships in Navigating the
           Gendered Workplace of Academia
    • Authors: Kristi Kaeppel, Robin S. Grenier, Emma Björngard-Basayne
      Pages: 362 - 383
      Abstract: Human Resource Development Review, Volume 19, Issue 4, Page 362-383, December 2020.
      This conceptual paper contributes a new perspective on the role of women academics’ friendships in helping them navigate and counter the masculine culture of academia. Drawing on Self-Determination Theory and Relational Cultural Theory, we contend that women’s friendships allow women to thrive by meeting core psychological needs that are threatened in a marginalized work environment. Women’s intra-gender friendships act as counterspaces that challenge deficit notions women often hold about themselves, which are particularly prevalent for early career academics and women of color. We examine these workplace friendships through the belief that the academy is a gendered workplace which results in women often experiencing significant challenges to their career success. Furthermore, we consider how women’s friendships can mitigate the effects of workplace marginalization and enhance well-being that results in career success. We conclude by challenging HRD scholars to consider how academia can make space for and value women’s friendships in the workplace to benefit both individuals and institutions.
      Citation: Human Resource Development Review
      PubDate: 2020-10-06T06:14:04Z
      DOI: 10.1177/1534484320962256
      Issue No: Vol. 19, No. 4 (2020)
       
  • Business Ethics Training in Human Resource Development: A Literature
           Review
    • Authors: Dominic Kreismann, Till Talaulicar
      Abstract: Human Resource Development Review, Ahead of Print.
      In view of corporate wrongdoings like Enron’s accounting fraud and Volkswagen’s emissions scandal, the need to prevent unethical decision-making in the business sector has become widely accepted. Human resource development is of high relevance in this regard: a multiplicity of companies utilizes ethics training programs to teach their managers and employees business ethics and to develop their ethical competences. However, knowledge about the efficacy of these training programs is still rather fragile. In the present study, we (a) develop a framework of relevant design categories to consider in creating ethics training programs; (b) consolidate empirical insights by reviewing 92 studies about the effectiveness of standalone business ethics training programs regarding their impact, dependent variable and measurement methods, design, and conceptual foundation; and (c) identify remaining research gaps and provide theoretical-conceptual considerations for further investigation.
      Citation: Human Resource Development Review
      PubDate: 2020-12-29T10:17:27Z
      DOI: 10.1177/1534484320983533
       
  • A Review of National Occupational Standards and the Role of Human Resource
           Development in their Implementation
    • Authors: Andrew Sanghyun Lee, Ronald Lynn Jacobs
      Abstract: Human Resource Development Review, Ahead of Print.
      This review of the literature focuses on an increasingly prevalent global phenomenon known as national occupational standards (NOSs). As the term suggests, NOSs present specific information describing the requirements for individuals’ qualifications to enter and perform successfully in a specific occupation. Many countries rely upon information from NOSs as part of their broader workforce development efforts. In spite of their prevalence, there remain critical questions about their eventual adoption by employers, a situation that HRD researchers could potentially help address based on the unique perspective of the HRD field. This paper seeks to review what is known about NOSs, to discuss the challenges related to their implementation at the organizational and national levels, and finally, to propose how HRD researchers, through their unique perspectives, might contribute to addressing the challenges most commonly encountered when implementing NOSs. It is expected that through this greater awareness, HRD professionals might be able to advance the effective use of this important global phenomenon.
      Citation: Human Resource Development Review
      PubDate: 2020-12-25T08:53:16Z
      DOI: 10.1177/1534484320984263
       
  • Coaching With Artificial Intelligence: Concepts and Capabilities
    • Authors: Carolin Graßmann, Carsten C. Schermuly
      Abstract: Human Resource Development Review, Ahead of Print.
      Artificial intelligence (AI) has brought rapid innovations in recent years, transforming both business and society. This paper offers a new perspective on whether, and how, AI can be employed in coaching as a key HRD tool. We provide a definition of the concept of AI coaching and differentiate it from related concepts. We also challenge the assumption that AI coaching is feasible by challenging its capability to lead through a systematic coaching process and to establish a working alliance to clients. Based on these evaluations, AI coaching seems to encounter the greatest difficulties in the clients’ problem identification and in delivering individual feedback, which may limit its effectiveness. However, AI generally appears capable of guiding clients through many steps in the coaching process and establishing working alliances. We offer specific recommendations for HRD professionals and organizations, coaches, and developers of AI coaching programs on how AI coaching can contribute to enhance coaching practice. Combined with its lower costs and wider target group, AI coaching will likely transform the coaching profession and provide a future HRD tool.
      Citation: Human Resource Development Review
      PubDate: 2020-12-22T09:28:39Z
      DOI: 10.1177/1534484320982891
       
  • Developing Leaders to Serve and Servants to Lead
    • Authors: Jennifer D. Bragger, Nicole A. Alonso, Kayla D’Ambrosio, Nikita Williams
      Abstract: Human Resource Development Review, Ahead of Print.
      In this paper, we propose a model of how balanced and integrated development across spiritual, cognitive, social, emotional, and moral domains can result in a servant leader orientation for both those who are predisposed to serve but might not be leaders, and those who are leaders but might not be predisposed to serve. First, we review the benefits of servant leadership in today’s organizations and the commonly agreed upon dimensions of servant leadership. We then propose how balanced and integrated development can facilitate a transition to a servant-oriented style of leadership for both those that serve and those that lead. We discuss organizational barriers to servant leadership development, and how organizations can overcome these barriers by creating contexts in which such integrated vertical development can facilitate a cycle of servant leadership. Lastly, we make suggestions for how organizations’ human resource functions might develop servant leaders.
      Citation: Human Resource Development Review
      PubDate: 2020-12-11T12:38:04Z
      DOI: 10.1177/1534484320981198
       
  • Implications for HRD Practice and Impact in the COVID-19 Era
    • Authors: Julie Davies
      Abstract: Human Resource Development Review, Ahead of Print.

      Citation: Human Resource Development Review
      PubDate: 2020-12-03T07:34:36Z
      DOI: 10.1177/1534484320977426
       
  • 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
      First page: 339
      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
      First page: 384
      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
       
 
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