Subjects -> BUSINESS AND ECONOMICS (Total: 3853 journals)
    - ACCOUNTING (134 journals)
    - BANKING AND FINANCE (314 journals)
    - BUSINESS AND ECONOMICS (1435 journals)
    - CONSUMER EDUCATION AND PROTECTION (20 journals)
    - COOPERATIVES (4 journals)
    - ECONOMIC SCIENCES: GENERAL (235 journals)
    - ECONOMIC SYSTEMS, THEORIES AND HISTORY (259 journals)
    - FASHION AND CONSUMER TRENDS (20 journals)
    - HUMAN RESOURCES (103 journals)
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    - PUBLIC FINANCE, TAXATION (42 journals)
    - TRADE AND INDUSTRIAL DIRECTORIES (2 journals)

HUMAN RESOURCES (103 journals)                     

Showing 1 - 101 of 101 Journals sorted alphabetically
Accounting and Business Research     Hybrid Journal   (Followers: 37)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 4)
Accounting Auditing & Accountability Journal     Hybrid Journal   (Followers: 35)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 24)
Accounting Forum     Hybrid Journal   (Followers: 31)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 47)
Advances in Accounting     Hybrid Journal   (Followers: 14)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 33)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 9)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 25)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 49)
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 331)
Asian Review of Accounting     Hybrid Journal   (Followers: 2)
Attachment & Human Development     Hybrid Journal   (Followers: 12)
Australian Accounting Review     Hybrid Journal   (Followers: 5)
British Accounting Review     Hybrid Journal   (Followers: 11)
Burnout Research     Open Access   (Followers: 10)
Coaching : Theorie & Praxis     Open Access   (Followers: 3)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 33)
Corporate Governance and Organizational Behavior Review     Open Access   (Followers: 1)
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 19)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 3)
European Accounting Review     Hybrid Journal   (Followers: 22)
European Journal of Training and Development     Hybrid Journal   (Followers: 13)
Evidence-based HRM     Hybrid Journal   (Followers: 6)
FOR Rivista per la formazione     Full-text available via subscription  
German Journal of Human Resource Management     Hybrid Journal   (Followers: 7)
HR Future     Full-text available via subscription   (Followers: 4)
Human Relations     Hybrid Journal   (Followers: 66)
Human Resource and Organization Development Journal     Open Access   (Followers: 6)
Human Resource Development International     Hybrid Journal   (Followers: 27)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 31)
Human Resource Development Review     Hybrid Journal   (Followers: 33)
Human Resource Management     Hybrid Journal   (Followers: 91)
Human Resource Management Journal     Hybrid Journal   (Followers: 86)
Human Resource Management Research     Open Access   (Followers: 27)
Human Resource Management Review     Hybrid Journal   (Followers: 65)
Human Resource Research     Open Access   (Followers: 1)
Intangible Capital     Open Access   (Followers: 2)
International Journal of Accounting     Hybrid Journal   (Followers: 2)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 20)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 8)
International Journal of Accounting, Auditing and Performance Evaluation     Hybrid Journal   (Followers: 15)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 16)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 12)
International Journal of Critical Accounting     Hybrid Journal   (Followers: 3)
International Journal of Economics and Accounting     Hybrid Journal   (Followers: 3)
International Journal of Ethics and Systems     Hybrid Journal   (Followers: 3)
International Journal of Human Capital and Information Technology Professionals     Full-text available via subscription   (Followers: 4)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 57)
International Journal of Human Resource Studies     Open Access   (Followers: 17)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 31)
International Journal of Management Development     Hybrid Journal   (Followers: 13)
International Journal of Management Education     Hybrid Journal   (Followers: 10)
Journal of Accounting & Organizational Change     Hybrid Journal   (Followers: 6)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 51)
Journal of Accounting and Public Policy     Hybrid Journal   (Followers: 8)
Journal of Accounting Education     Hybrid Journal   (Followers: 7)
Journal of Accounting Research     Hybrid Journal   (Followers: 37)
Journal of Advances in Management Research     Hybrid Journal   (Followers: 2)
Journal of Chinese Human Resource Management     Hybrid Journal   (Followers: 8)
Journal of Contemporary Accounting & Economics     Hybrid Journal   (Followers: 4)
Journal of Corporate Citizenship     Full-text available via subscription   (Followers: 1)
Journal of Enterprising Communities People and Places in the Global Economy     Hybrid Journal   (Followers: 1)
Journal of Global Responsibility     Hybrid Journal   (Followers: 5)
Journal of HR intelligence     Open Access   (Followers: 1)
Journal of Human Capital     Full-text available via subscription   (Followers: 14)
Journal of Human Development and Capabilities : A Multi-Disciplinary Journal for People-Centered Development     Hybrid Journal   (Followers: 24)
Journal of Human Resource and Sustainability Studies     Open Access   (Followers: 1)
Journal of Human Resource Costing & Accounting     Hybrid Journal   (Followers: 5)
Journal of Human Values     Hybrid Journal   (Followers: 5)
Journal of International Accounting, Auditing and Taxation     Hybrid Journal   (Followers: 5)
Journal of Marketing and HR     Open Access   (Followers: 7)
Journal of Organizational Effectiveness : People and Performance     Hybrid Journal   (Followers: 9)
Journal of Professions and Organization     Free   (Followers: 6)
Journal of Service Management     Hybrid Journal   (Followers: 9)
Kelaniya Journal of Human Resource Management     Open Access  
New Horizons in Adult Education and Human Resource Development     Hybrid Journal   (Followers: 13)
NHRD Network Journal     Full-text available via subscription  
Open Journal of Leadership     Open Access   (Followers: 19)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 77)
Pacific Accounting Review     Hybrid Journal  
Personality and Individual Differences     Hybrid Journal   (Followers: 28)
Personnel Assessment and Decisions     Open Access   (Followers: 2)
Personnel Review     Hybrid Journal   (Followers: 16)
Professions and Professionalism     Open Access   (Followers: 9)
Psychologie du Travail et des Organisations     Hybrid Journal  
Public Personnel Management     Hybrid Journal   (Followers: 14)
Qualitative Research in Accounting & Management     Hybrid Journal   (Followers: 7)
Quarterly National Accounts - Comptes nationaux trimestriels     Full-text available via subscription  
Research in Accounting Regulation     Hybrid Journal   (Followers: 2)
Research in Human Development     Hybrid Journal   (Followers: 6)
Review of Accounting Studies     Hybrid Journal   (Followers: 28)
Review of Public Personnel Administration     Hybrid Journal   (Followers: 12)
Review of Quantitative Finance and Accounting     Hybrid Journal   (Followers: 9)
Revista Gestión de las Personas y Tecnología     Open Access  
Revista Portuguesa e Brasileira de Gestão     Open Access  
South Asian Journal of Human Resources Management     Full-text available via subscription   (Followers: 4)
Southern African Journal of Accountability and Auditing Research     Full-text available via subscription  
Sri Lankan Journal of Human Resource Management     Open Access   (Followers: 1)
Strategic HR Review     Hybrid Journal   (Followers: 9)

           

Similar Journals
Journal Cover
European Journal of Training and Development
Journal Prestige (SJR): 0.477
Citation Impact (citeScore): 1
Number of Followers: 13  
 
Hybrid Journal Hybrid journal   * Containing 2 Open Access Open Access article(s) in this issue *
ISSN (Print) 2046-9012 - ISSN (Online) 2046-9020
Published by Emerald Homepage  [361 journals]
  • Disruption of qualifications in manufacturing: challenges and prospects
    • Authors: Vidmantas Tūtlys, Georg Spöttl
      Abstract: This paper aims to disclose the implications of the 4th Industrial Revolution for vocational and professional qualifications and their systems. It also seeks to enhance more active discussion of experts and researchers about the change of vocational and professional qualifications created by the advent of the 4th Industrial Revolution. Research is based on the case studies of the design and development of vocational and professional qualifications focused on the skills requirements of the 4th Industrial Revolution. There are analyzed and compared two cases of the international (EU) projects aiming to design and implement new qualifications in the metalworking industry and the case of introduction of additional qualifications in Germany. The main research methods include content analysis of the qualifications descriptors and vocational education and training (VET) curricula, a meta-analysis of the research on the implications of Industry 4.0 for VET. The choices of the structure and contents of qualifications and VET curricula in the context of the 4th Industrial Revolution are defined by the specific state of technologies and work organizations in the enterprises, limitations of VET providers, individual skills needs of learners, national and sectoral policies in the field of qualifications and curricula. It requires compromises between the concept of solid qualifications based on the holistic orientation to work processes and the trends toward flexible curriculum; between the design of new qualifications and adjustment of the existing ones, as well as between the individualistic and collective approaches to qualifications. The research is focused on the development of qualifications in the manufacturing sector (metalworking and engineering industry). The paper contributes to the theoretical discussions and research of qualifications, competence, VET and human resource development by suggesting a theoretical framework for the analysis of the development of qualifications in the context of the 4th Industrial Revolution, as well as by stressing the importance of holistic view to this development which should comprise both policies and practices of the design of qualifications, curriculum design, education and training and assessment of learning outcomes. The paper provides insight into the implications of the 4th Industrial Revolution to the key processes of the national systems of qualifications by referring to the cases of current efforts to adjust qualifications in the metalworking sector and engineering industry. It also suggests possible scenarios for the future development of vocational and professional qualifications in the context of the 4th Industrial Revolution.
      Citation: European Journal of Training and Development
      PubDate: 2021-04-11
      DOI: 10.1108/EJTD-07-2020-0121
      Issue No: Vol. 45, No. 1 (2021)
       
  • Exploring readiness of learners to transfer training: an interactionist
           approach
    • Authors: Ragini, Piyali Ghosh
      Abstract: Purpose of this study is to investigate the role of learner readiness in enhancing transfer of training by empirically testing a moderated mediation mechanism in which learner readiness influences transfer through motivation to transfer, and this indirect impact is moderated by supervisor support. The perception of trainees about the constructs considered has been captured through a survey of 250 employees of a unit of a manufacturing organization in India. For hypotheses testing, PROCESS macro developed by Hayes (2013) has been used. Results have confirmed the significant role played by learner readiness in predicting transfer. This apart, supervisor support has been proved to moderate the indirect impact of learner readiness on transfer. Trainees need to have pre-requisite knowledge to learn the content of a training programme, which would enable them to grasp such content and transfer the same subsequently to work. It is also essential that trainees are willing to attend any training voluntarily. Specific interventions may be designed for supervisors to bolster their catalytic role in training transfer. An interactionist approach has been adopted by focussing on learner readiness as a less-studied trainee characteristic and supervisor support as a situational factor of transfer. This is construed as a significant contribution of this study to training literature. The potential overlap between learner readiness and motivation to transfer as trainee characteristics is seen to be neutralized by the presence of supervisor support as a moderator. Findings help in understanding how a trainee’s readiness and motivation, together with supervisor’s positive attitude, can enhance transfer.
      Citation: European Journal of Training and Development
      PubDate: 2021-04-09
      DOI: 10.1108/EJTD-05-2020-0085
      Issue No: Vol. 45, No. 1 (2021)
       
  • Engaging Gen Z in professional selling: a systematic literature review
    • Authors: Andrew Loring, Jia Wang
      Abstract: Employee engagement literature pertaining to professional salespeople has revealed several antecedents and consequences that lead to greater performance and turnover reduction. However, engagement literature in the field of human resource development (HRD) does not account for Generation Z (Gen Z), the latest in the workforce who has been noted to be vastly different from previous generations. This study aims to explore how to engage Gen Z in the context of professional selling by identifying the antecedents and consequences of employee engagement based on individual characteristics and organizational needs of this group. A systematic literature review was conducted. In total, 21 papers relevant to employee engagement, professional selling and Gen Z were critically analyzed. Findings indicate that Gen Z’s organizational need for mentoring and their individual characteristic of wanting job control and ownership are vital antecedents that could increase employee engagement. In addition, competitive rewards are important consequences that could improve individual sales performance. HRD practitioners and organizational leaders must understand the unique characteristics of Gen Z to effectively engage them in the workplace. For sales organizations, there is a critical need to offer mentoring opportunities and competitive rewards from the start of Gen Z salespeople’s employment. This research expands current engagement literature by addressing an emerging, under-explored issue – how to engage the newest workforce, Gen Z, in the context of professional selling.
      Citation: European Journal of Training and Development
      PubDate: 2021-04-09
      DOI: 10.1108/EJTD-07-2020-0120
      Issue No: Vol. 45, No. 1 (2021)
       
  • Adopting a socio-technical perspective to rethink the use of ICT in VNFIL
         This is an Open Access Article Open Access Article

    • Authors: Florian Fahrenbach, Karin Luomi-Messerer
      Abstract: This paper aims to draw on a socio-technical perspective to explore how information and communication technology (ICT) supports the validation of non-formal and informal learning (VNFIL) in specific practices and arrangements. The authors use qualitative content analysis to analyse 43 country reports of the “European inventory on validation” published by the European Centre for the Development of Vocational Training (Cedefop) in 2019. This study conceptualises ICT supported VNFIL practices and arrangements from a socio-technical perspective. Given this, the paper finds that ICT is used mainly to provide information on validation practices and arrangements, store qualification registers online and identify and document learning outcomes. The use of ICT to assess and certify learning outcomes remains limited. VNFIL is very rarely seen in a technical context. This paper contributes to a theoretical perspective and highlights the mutual interdependence of social and technical components. Furthermore, this study provides an overview of inasmuch ICT is currently used to support VNFIL practices and arrangements. Based on the results, validation researchers and practitioners can get inspiration on how to develop ICT supported VNFIL practices and arrangements further.
      Citation: European Journal of Training and Development
      PubDate: 2021-03-24
      DOI: 10.1108/EJTD-06-2020-0097
      Issue No: Vol. 45, No. 1 (2021)
       
  • The nexus between diversity management (DM) and organizational performance
           (OP): mediating role of cognitive and affective diversity
    • Authors: Shagufta Showkat, Siddharth Misra
      Abstract: Present day organizations are considering workforce diversity as one of the main challenges in the human resource management. This study aims to find out the relationship between diversity management (DM) in the context of strategic human resource management (SHRM) and organizational performance (OP). An attempt is made to find out the mediation effect of cognitive diversity (CD) and affective diversity (AD) in the relationship between DM and OP. The constructs investigated in the present study include DM, OP, CD and AD. Structural equation modeling has been used to test the model fit. The data was collected from 50 human resource professionals working in different organizations in the information technology (IT) sector in Bangalore, India. Confirmatory factor analysis has been used for establishing the reliability. The results show that there exists a significant relationship between DM and OP. This significant positive relationship can be attributed to the mediating role of CD and significant negative relationship is because of the AD. This study has several limitations. In this study, only three DM practices have been considered. The generalization of the results is another limitation as the study has been conducted in the IT sector in Bangalore, India. Similarly, sample size also affects the implications of an empirical study and sample size in this study is small. This study has investigated only the impact of two aspects of diversity, cognitive and affective, while neglecting the effect of communicational and symbolic processes. The results indicate that organizations must consider that by providing intercultural trainings (ICTs), work–life balance (WLB) and work-time flexibility options, the negative aspects of diversity can be minimized. Moreover, organizations should encourage the task conflict which leads to better decision-making as well as creates a sense of group identification, which may help in the avoidance of negative consequences of AD. This study is undertaken to find out the effect of certain diversity-oriented SHRM practices such as flexible working times, WLB, ICT and its impact on the OP in the Indian IT industry. This study has investigated the mediating role of CD and AD on the relationship between diversity-oriented SHRM practices and OP, which is the novelty of this study. Third, the study has been undertaken considering that there is a dearth of research on the impact of AD and CD on OP in the Indian context.
      Citation: European Journal of Training and Development
      PubDate: 2021-03-18
      DOI: 10.1108/EJTD-09-2020-0137
      Issue No: Vol. 45, No. 1 (2021)
       
  • Career aspirations of generation Z: a systematic literature review
    • Authors: Bhagyashree Barhate, Khalil M. Dirani
      Abstract: This paper aims to explore the career aspirations of individuals belonging to the Gen Z cohort, i.e. born between 1995 and 2012. This paper is a systematic review of the literature. The authors accessed five databases to collect literature for review. The databases included were Academic Search Ultimate, Business Source Ultimate, ERIC and Google Scholar. Keywords used to conduct the search process were as follows: career development, career aspiration, generation Z, Gen Z and iGen. The authors imported all articles to RefWorks, read article abstracts and decided on whether to include or exclude the article in the review. Based on this systematic review, the authors found that intrinsic and extrinsic factors determine Gen Z's career aspirations. Further, based on past studies' predictions, the authors concluded that Gen Z has well-defined career expectations and career development plans. Gen Z is the newest generation to enter the workforce. With limited research on this cohort, this study synthesized the existing knowledge of Gen Z students' career aspirations and their future employers' expectations. All research around Gen Z is currently focused on students, and hence, it is challenging to predict their workplace behavior. In this work, the authors provided organizations and practitioners guidelines to be prepared with Gen Z's expectations as they enter the workplace. This systematic literature review synthesizes empirical research from around the world on career aspirations related to Gen Z.
      Citation: European Journal of Training and Development
      PubDate: 2021-03-08
      DOI: 10.1108/EJTD-07-2020-0124
      Issue No: Vol. 45, No. 1 (2021)
       
  • Do “decent work” dimensions lead to work engagement' Empirical
           evidence from higher education institutions in India
    • Authors: Vaneet Kashyap, Neelam Nakra, Ridhi Arora
      Abstract: The study aims to investigate the impact of “decent work” dimensions on faculty members’ work engagement levels in the higher education institutions in India. Data were obtained from 293 faculty members working in higher education institutes in India. The proposed study hypotheses were tested by deploying the statistical technique of multiple regression analysis using statistical package for social sciences Version-24. Results demonstrated that of the five dimensions of “decent work,” only “access to health care” and “complementary values” were significant predictors of work engagement. “Adequate compensation,” “free time and rest” and “safe interpersonal working conditions” as dimensions of “decent work” were not found to be significantly related to work engagement. Findings encourage education policymakers to implement a “decent work” policy for faculty members with greater emphasis on ensuring workplace-fit and provision of adequate health-care facilities to keep the workforce engaged. It is one of the few studies conducted in the South-Asian context that highlight “decent work” as a crucial job resource, useful in enhancing the work engagement of faculty members in higher education institutions.
      Citation: European Journal of Training and Development
      PubDate: 2021-03-04
      DOI: 10.1108/EJTD-08-2020-0127
      Issue No: Vol. 45, No. 1 (2021)
       
  • Moderating effect of career planning on job support and motivational
           process of training transfer
    • Authors: Yoonhee Park, Doo Hun Lim, Jaeeun Lee
      Abstract: This study aims to examine the direct effects of job support and the indirect effects of individual career planning on the motivational process of training transfer, which consists of the structural relationship between learning goal orientation, learning motivation, transfer motivation and training transfer. An online survey was administered to 255 respondents in South Korea, and 252 valid responses were used for analysis. A hypothetical model was examined using a structural equation model and multi-group analysis. This study found that the synchronous process model of training transfer was well validated in the Korean context; moreover, job support promoted employee motivations that led to their training transfer. In addition, career planning was found to have a moderating role in the relationships explored in this study. That is, when the level of career planning was high, job support directly affected the motivation to transfer, and the link between intrinsic learning orientation and motivation to learn was highly activated compared to the group with a low level of career planning. This study is limited by the single-dimensional measurement of its constructs, including job support, goal orientation and motivation to transfer. This limitation should be considered when interpreting the study’s results. In terms of implications, the study suggests that organizations should help individuals identify their career interests and establish a strategy to achieve their career goals by providing information about specific areas of interest. This study proposes that the motivational mechanisms leading to training transfer are affected by trainees’ level of career planning. In addition, the study findings emphasize the importance of organizations’ role in guiding individual employees’ career planning to facilitate performance through training transfer.
      Citation: European Journal of Training and Development
      PubDate: 2021-03-01
      DOI: 10.1108/EJTD-11-2020-0159
      Issue No: Vol. 45, No. 1 (2021)
       
  • A person-situation perspective of informal learning: the role of
           supervisor feedback environment
    • Authors: Muhammad Qamar Zia, Muhammad Adnan Bashir, Riaz Ahmed Mangi, Aamir Feroz Shamsi
      Abstract: Based on trait activation theory, the purpose of the present study is to explore the relationship between the antecedents and outcomes of informal learning with the moderating effect of supervisor feedback environment (SFE) in small- and medium-sized enterprises (SMEs). Data (n = 388) were gathered from middle managers of Pakistan’s SME sector by following the purposive sampling technique. The proposed model was examined by means of structural equation modeling analysis with AMOS 24. The study results delineate that middle managers with high-level self-efficacy and motivation to learn more actively participate in informal learning activities. The study also found that the SFE is a strong contextual moderator between the nexus of personal factors and informal learning. In addition, informal learning also has significant and positive effect on work engagement. Human resource practitioners and organizational leaders of small businesses can use informal learning to improve employees’ skills and knowledge with less cost. For instance, management should use different strategies to enhance the effectiveness of informal learning by providing SFE. There are numerous recent calls for research to ascertain the interaction of individual, contextual factors and outcomes of informal learning. The study addresses these voids by empirically examining antecedents and outcomes of informal learning simultaneously through the person–situation interaction perspective. It demonstrates that informal learning at the workplace becomes more effective in SFE.
      Citation: European Journal of Training and Development
      PubDate: 2021-02-24
      DOI: 10.1108/EJTD-09-2020-0142
      Issue No: Vol. 45, No. 1 (2021)
       
  • Green training and organizational efficiency: mediating role of green
           competencies
    • Authors: Shamaila Gull, Hassan Idrees
      Abstract: This paper aims to highlight the importance of implementing green training as a part of green management practices in organizational operations by building the arguments through the lens of Ability–Motivation–Opportunity (AMO) theory. In this regard, the mediating impact of green competencies on the association between green training and organizational efficiency is determined. The research followed a quantitative and cross-sectional approach. The study involved ISO-14001 certified textile manufacturing organizations to better serve the research purpose. The responses were collected from 235 managerial-level employees through purposive sampling. The data analysis was performed by using structural equation modelling to examine the interrelated dependence of the variables. The findings of the study reveal that green training is essential for environmentally responsible organizations to attain their goals of efficient resource consumption in addition to serving the greater cause of environmental protection. There is a dire need to impart environmental-friendly competencies to the employees who resultantly become able to adopt eco-efficient ways of doing business. This study also has limitations regarding the generalizability of its results. It is primarily because of the limited sample size and restricted geographical domain. Additionally, AMO theory has not been empirically tested in this study. Progressive textile manufacturers need to incorporate a consistent policy for green management practices to meet the expectation of their international clients and to remain competitive in international markets. It is equally important for the governmental authorities to design such environmental policies which necessitate the need of incorporating pro-environment business practices and measuring their outcomes. This study will contribute to enrich the literature by offering an empirical analysis of green training for achieving the organizational efficiency in textile manufacturing sector. It will be a novel context to contribute to the literature of green management practices and its related fields. Moreover, the study is one of its kind that uses the AMO theory to identify the mediating role of green competencies for understanding the association between green training and organizational efficiency.
      Citation: European Journal of Training and Development
      PubDate: 2021-02-15
      DOI: 10.1108/EJTD-10-2020-0147
      Issue No: Vol. 45, No. 1 (2021)
       
  • Learning style instruments in Arab countries: an analysis of existing
           literature
    • Authors: Darwish Abdulrahman Yousef
      Abstract: The purpose of this study is to examine learning style instruments used in Arab countries to measure higher education students’ learning styles, identify the most common instruments and determine whether the reliability and validity of these instruments have been verified in Arab contexts. A comprehensive review of the existing literature using several databases and search engines. Descriptive statistics, such as frequencies and percentages were used to present the results. There are only a few published studies related to learning styles in Arab countries, with the majority published between 2012 and 2016 using samples drawn from Saudi Arabia, the United Arab Emirates and Iraq. The most common learning style instrument is the Felder–Silverman/Solomon Index of Learning Styles. The reliability and validity of this instrument require further investigation. This study is not without limitations. First, it covers only publications in the English language. Second, the paper focuses on research involving higher education students. Third, only research that was available online was used in this study. Nonetheless, the findings have several implications for researchers, educators and human resource development managers. For researchers, this study highlights research gaps that need to be filled. It also serves as a basis for more analytical and in-depth studies. The data also helps educators become more informed about the learning style instruments commonly used in the Arab context and whether the results from these instruments are dependable. Human resource development managers can draw on these findings to choose instruments that have proven reliable and valid. This study is the first attempt to examine learning style instruments used in Arab countries and to explore whether the reliability and validity of these instruments have been verified in Arab contexts. This paper is a useful contribution to research into learning styles and learning style instruments.
      Citation: European Journal of Training and Development
      PubDate: 2021-02-03
      DOI: 10.1108/EJTD-06-2020-0112
      Issue No: Vol. 45, No. 1 (2021)
       
  • Foster employability and fight social exclusion through the development of
           lifelong learning (LLL) key-competences: reviewing twenty years of LLL
           policies
    • Authors: Andrea Ceschi, Marco Perini, Andrea Scalco, Monica Pentassuglia, Elisa Righetti, Beniamino Caputo
      Abstract: This study aims to provide an overview of the past two decades of lifelong learning (LLL) policies for enhancing employability and reduce social exclusion in young people of European countries through the development of the so-called LLL key-competences. Built on a quasi-systematic review, this contribution explores traditional and new methods for promoting the LLL transition, and then employability, in young adults (e.g. apprenticeship, vocational training, e-learning, etc.). It argues the need to identify all the possible approaches able to support policymakers, as they can differently impact key-competence development. Finally, based on the consolidated EU policy experience, we propose a strategy of implementation of the LLL programmes that facilitates the institutions’ decision processes for policy-making through the use of decisional support system.
      Citation: European Journal of Training and Development
      PubDate: 2021-02-01
      DOI: 10.1108/EJTD-07-2019-0126
      Issue No: Vol. 45, No. 1 (2021)
       
  • The emergence of new policy coordination model in Korea: empowering HRD at
           the sectoral level
    • Authors: Hanna Moon, Kirak Ryu, Sangoh Park
      Abstract: This paper aims to describe how the human resources development (HRD) policy has shifted from the national level to the sectoral levels; the paper also explains the changes that have been made in skills formation in the economy by presenting the emergence of Industry Skills Councils (ISC). This paper presents perspectives of which include reviewing the change of governance and skills formation at the sectoral level. Skills development strategy is needed both at the sectoral and national levels to cultivate the core competencies of Korean talents. The feedbacks based on the HRD practices implemented at the micro level are delivered to the state governments and business associations via the ISCs. The policymaking has thus become more decentralized from the state government, and it now reflects inputs from the practical field in the process of making new policies. Korean skills regime is still difficult to classify because it does not follow the skills formation regime discussed in current scholarship. While the state government has played an active role in decision-making, financing and delivery of vocational training programs since the early phase of economic development, engagement by social partners has been limited in the Korean vocational education and training (VET) system. The participation of social partners in the Korean VET system has been limited, but various stakeholders such as the labor unions; trade unions; chambers of commerce; and small, medium and large enterprises have been engaged gradually in skills identification, formation, development and implementation within individual sectors.
      Citation: European Journal of Training and Development
      PubDate: 2021-01-26
      DOI: 10.1108/EJTD-03-2020-0053
      Issue No: Vol. 45, No. 1 (2021)
       
  • The effect of online academic coaches on supporting graduate students’
           performance in intensive online learning environments: a three-course
           comparison
    • Authors: Sunyoung Park, Petra A. Robinson
      Abstract: The purpose of this study is to examine how academic coaches, through academic student support, impact graduate student performance in a time-intensive online learning program for pursuing a master’s degree in leadership and human resource development in a research-intensive public university in the Southern USA. The participants in this study were 435 graduate students enrolled in their online master’s degree program. Framed by the theory of transactional distance and by adopting a pre-experimental design and the analysis of variance (ANOVA) technique, the student performance in three courses was compared (principles of adult education, research methods and performance analysis) with academic coaches. The findings indicate that the average score of students was higher when students received more feedback and comments from an academic coach than less feedback and comments in the performance analysis course. Students who had an academic coach in the adult education class performed better than those who did not have a coach. However, there was not a significant difference in academic performance based on the number of academic coaches (one versus three) in the research methods course. This preliminary work may lead to a better understanding of how academic coaches can best support adult learners in their pursuits of online postsecondary education. This study would suggest implications for online instructors and institutions to enhance student success and retention in online learning activities by using academic coaching.
      Citation: European Journal of Training and Development
      PubDate: 2021-01-25
      DOI: 10.1108/EJTD-10-2020-0144
      Issue No: Vol. 45, No. 1 (2021)
       
  • Assessing adult and continuing education needs in South Korea metropolitan
           areas using Borich’s needs assessment model
    • Authors: Yunsoo Lee, Shinhee Jeong, Daeyeon Cho
      Abstract: This study aims to examine residents’ perceptions of adult and continuing education (ACE) in Seoul, Gyeonggi-do and Incheon in South Korea, by conducting a needs assessment of university degree programs for adults. This paper uses Borich’s educational needs formula and Hershkowitz’s criticality function on the data obtained from a survey of 1,500 residents of the three regions to determine their priorities for degree programs. The results show that the top priorities for degree programs in Seoul are computer information and communication and therapeutic health. In Gyeonggi-do, the top priorities are computer information and communication, language and literature and business and economics. In Incheon, participants prefer computer information and communication, agriculture, forestry and fisheries and therapeutic health, in that order. This study examines Koreans’ perceptions of ACE and conducts a needs assessment to determine their priorities for university degree programs in metropolitan areas in Korea. It provides practical information for policymakers and universities who design and implement ACE programs.
      Citation: European Journal of Training and Development
      PubDate: 2021-01-11
      DOI: 10.1108/EJTD-08-2020-0133
      Issue No: Vol. 45, No. 1 (2021)
       
  • University students’ self-regulation, engagement and performance in
           flipped learning
    • Authors: Sunyoung Park, Nam Hui Kim
      Abstract: The purpose of this study is to examine the effect of students’ self-regulation, co-regulation and behavioral engagement on their performance in flipped learning environments in higher education. The subjects were college students taking an education course offered at a 4-year university in South Korea. Structural equation modeling was adopted to analyze 221 student responses. The findings indicated that the more students self-regulated, the more likely they were to engage in co-regulation with other students in the class. Students’ self-regulation and co-regulation also significantly affected their behavioral engagement. Finally, students’ self-regulation positively affected their academic performance, while co-regulation and behavioral engagement did not affect their performance. Based on these findings, this study provides meaningful implications for scholars and practitioners on how to select and use more appropriate instructional and evaluation strategies to improve students’ positive behavior, engagement and performance in a flipped learning environment.
      Citation: European Journal of Training and Development
      PubDate: 2021-01-05
      DOI: 10.1108/EJTD-08-2020-0129
      Issue No: Vol. 45, No. 1 (2021)
       
  • Impact of managerial coaching skills on employee commitment: the role of
           personal learning
    • Authors: Sohee Park, Gary N. McLean, Baiyin Yang
      Abstract: Managerial coaching has been popularized as a way of motivating, developing and retaining employees in organizations. Yet, there has been a lack of empirical studies to examine the linkage between managerial coaching and its potential impact on employees. This study aims to investigate the interrelationships among managerial coaching, employees’ personal learning and organizational commitment. This study also attempts to revise an existing instrument for measuring coaching skills in organizations created by McLean et al. (2005) to assess managers’ coaching skills. Data analyzes were based on 187 employees of a top global technology organization headquartered in the USA. The existing instrument for measuring coaching skills was revised and confirmed through a series of efforts including expert reviews, pilot tests and assessing its reliability and validity. Structural equation modeling was used to examine the relationships among managerial coaching skills and employees’ personal learning and organizational commitment. This study identified five dimensions of managerial coaching skills and validated the revised instrument measuring coaching skills in organizations. It also demonstrated that managers’ utilization of managerial coaching skills had a direct effect on employees’ learning and organizational commitment and impacted employees’ organizational commitment through personal learning. This study examined the interrelationships among managerial coaching and employees’ personal learning and organizational commitment in organizations. In doing so, this study unveiled the process of how managers’ coaching affects employees’ development and attitudes at work. This study also identified five coaching skills as a tool to assess the level of managerial coaching.
      Citation: European Journal of Training and Development
      PubDate: 2020-12-30
      DOI: 10.1108/EJTD-07-2020-0122
      Issue No: Vol. 45, No. 1 (2020)
       
  • Employee engagement: exploring higher education non-tenure track faculty
           members’ perceptions
    • Authors: Brad J. Kovaleski, Vishal Arghode
      Abstract: The purpose of this paper is to study employee engagement in higher education by examining full-time non-tenure track faculty members’ perceptions at a North East US state public university. The authors used semi-structured face-to-face personal interviews with 11 non-tenure track full-time university faculty. Using a phenomenological approach, thematic analysis was conducted for employee interview data. The data was further refined through first and second cycle coding. The primary eight coded clusters were further reduced to three data clusters, each representing an evolving unit of meaning. The analysis revealed three themes relating to how full-time non-tenure track faculty experience and understand engagement: required institutional engagement, perceived necessary engagement and relational collegial engagement. The study adds to the limited research available on non-tenure track faculty members within higher education organization and their perceptions of engagement.
      Citation: European Journal of Training and Development
      PubDate: 2020-12-11
      DOI: 10.1108/EJTD-06-2020-0113
      Issue No: Vol. 45, No. 1 (2020)
       
  • Development of pedagogical competencies of the vocational teachers in
           Italy and Lithuania: implications of competence-based VET curriculum
           reforms
    • Authors: Giuseppe Tacconi, Vidmantas Tūtlys, Marco Perini, Genute Gedvilienė
      Abstract: The present study aims to reveal common and diverging trends in the development of pedagogical competences of vocational education and training (VET) teachers and trainers in Italy and Lithuania. A structured survey was administered to Italian and Lithuanian teachers. The collected data were analysed and compared. Results show that there are many common challenges and problems in the development of pedagogical competencies of the VET teachers in both countries; e.g.: the marginalisation of the VET teacher's work and working conditions, especially the dissatisfying wages and poor career opportunities, and the absent or weak institutionalisation of the VET teacher's qualifications and training. The emerged results can be useful for directors of VET-centres and VET-schools to manage training and pedagogical growth of teachers both in Italy and in Lithuania. Moreover, the outputs can be considered as a set of suggestions also by the policymakers both at national and European level.
      Citation: European Journal of Training and Development
      PubDate: 2020-12-10
      DOI: 10.1108/EJTD-03-2020-0041
      Issue No: Vol. 45, No. 1 (2020)
       
  • Ethics, code of conduct and ethical climate: implications for human
           resource development
    • Authors: Amin Alizadeh, Khalil M. Dirani, Shaoping Qiu
      Abstract: The purpose of this paper is twofold: first, to point out the importance of having an ethics-related course for human resource development (HRD) graduate programs; and second, to highlight HRD potential to minimize ethical misconducts through an ethical filter in organizations. This paper is conceptual in nature. The authors used their own experiences in HRD programs, looked at HRD graduate programs’ curricula in different universities and reviewed literature on ethics and HRD to develop a conceptual model. The model is to guide future studies and identify the role of HRD practices to create an ethical climate in organizations. In this paper, the authors illustrate the connection between HRD practices and ethical climate in organizations by providing a conceptual framework. In the concluding paragraphs, the authors provide a discussion, implications and recommendations for future studies. The authors highlight the limited research conducted on how ethics and ethical dilemmas need to be represented in HRD practitioners’ activities and practices. Many graduate-level HRD students do not receive enough training on ethics, whereas it is their responsibility to help improve organizational ethical climate and educate and prepare human resources to minimize ethical misconducts and wrongdoings. The paper provides a framework for HRD practitioners to create a strong ethical climate in their organizations.
      Citation: European Journal of Training and Development
      PubDate: 2020-12-09
      DOI: 10.1108/EJTD-04-2020-0077
      Issue No: Vol. 45, No. 1 (2020)
       
  • Predicting career adaptability of fresh graduates through personal factors
    • Authors: Ilyana Anas, Siti Raba’ah Hamzah
      Abstract: The purpose of this paper is to determine the contribution of personal factors towards career adaptability among fresh graduates who had been employed for less than two years. This cohort is considered as entry-level employees in organisations. Several dimensions of personal factors focussed in this study were self-esteem, conscientiousness, spiritual intelligence and social support. This study used a quantitative approach using a cross-sectional survey. This study sample comprised fresh graduate employees (n = 423) from four Malaysian public universities. The regression model fitted the data; the personal factors significantly predicted fresh graduates’ career adaptability, F (4,418) = 31.982, p < 0.001. Conscientiousness showed the highest contribution compared to other variables, with social support being the lowest. Owing to challenges faced by fresh graduates as entry-level employees, continuous career adaptation in the working environment is crucial for achieving satisfaction and success in life. All stakeholders, especially in higher education institutions, play an important role in inculcating the requisite personal traits in undergraduates to enhance their career adaptability upon joining the job market. This study was conducted with fresh graduates as entry-level employees in Malaysia. It is hoped that the findings of this study would provide a better understanding of the impact of personal factors on career adaptability of fresh graduates in Malaysia so that the stakeholders involved could act accordingly to help fresh graduates enter the job market with the confidence to adapt to changes at the workplace.
      Citation: European Journal of Training and Development
      PubDate: 2020-12-03
      DOI: 10.1108/EJTD-02-2020-0023
      Issue No: Vol. 45, No. 1 (2020)
       
  • Learning, development and change in a community-based enterprise in
           Myanmar
    • Authors: Oliver S. Crocco, Maria Cseh
      Abstract: The purpose of this paper is to understand the process of large-scale organizational change in a community-based enterprise in Myanmar. A qualitative case study methodology was selected to understand the phenomenon of change in a community-based enterprise in Myanmar. Data were collected over a four-week period of fieldwork through individual interviews, focus groups, observations and document collection. Data were analyzed via a modified inductive analytic strategy using constant comparative analysis. Findings revealed the processes used in this large-scale organizational change as impacted by the national cultural dimensions of Myanmar and the social learning experienced by the participants. Learning about organization development and change and sharing that learning in the organization by its members who participated in a certificate program in organizational development designed by Payap University (Thailand) and the International Rescue Committee had a major role in the change processes. Myanmar’s high power distance and collectivist culture facilitated social learning by highlighting authority figures as role models and providing high interaction environments conducive to learning. This study illuminates the change process in a community-based organization in the emerging economy of Myanmar where no roadmaps for change in these types of organizations exist. The findings of this study are transferrable to community-based organizations in emerging economies with similar national cultural characteristics and call for future case studies to understand the complexities of change in these unique organizations and environments.
      Citation: European Journal of Training and Development
      PubDate: 2020-11-18
      DOI: 10.1108/EJTD-12-2019-0198
      Issue No: Vol. 45, No. 1 (2020)
       
  • Teacher Fellow accreditation – a madrigal of voices! But is it the right
           tune' Tensions of standardisation, engagement and neoliberalism
    • Authors: Hazel Kershaw-Solomon, Nick Beech, Jeff Gold, Julia Claxton, Tricia Auty, Susan Beech
      Abstract: The purpose of this paper is to explore the impact competency frameworks as standardisation can have on the employee engagement of academic staff within higher education (HE) through their employment as managerial tools. A literature review is conducted from which the conditions for effective competency frameworks are evaluated and the influence of changes in the HE environment in the form of political agendas and tight resources are explored. This paper provides insights into the dynamics of public service modernisation and the tensions between the dominant discourse of managerialism and the degree of agency afforded to professional academics. It highlights the relevance of informal peer relationships in setting the climate to generate collegial bonding and professional engagement that underpin successful teacher fellowship accreditations. It further highlights the key role managers play in this process and provides a conceptual framework highlighting the dynamics and combined effect of employee engagement and competency frameworks set within complex HE environment. This paper brings together the prerequisites for effective implementation of competency frameworks to implement successful employee engagement strategies set within the complexities of the HE context, which has not been studied to date. Armed with such insights, Human Resource Development (HRD) departments and universities can implement competency assessments that generate greater staff engagement. The paper provides a critical approach in reviewing the impact of Continued Professional Development and its link to professional status and thus helps British Universities and others to understand how the mechanisms at work affect engagement levels of academic staff. Armed with this depth of understanding of how the change initiative works, with whom and under what circumstances, universities will be better able to meet target UK Professional Standards Framework membership levels required by the higher education academy (HEA) and, subsequently, the HEA to meet their targets for the government.
      Citation: European Journal of Training and Development
      PubDate: 2020-11-13
      DOI: 10.1108/EJTD-04-2020-0067
      Issue No: Vol. 45, No. 1 (2020)
       
  • A validation study of the Korean version of the thriving at work
           measurement
    • Authors: Jae Young Lee, Yunsoo Lee
      Abstract: The purpose of this study is to validate the Korean version of the thriving at work measurement by Porath et al. (2012). After translating the thriving at work measurement into Korean, the researchers assessed the validity and reliability of the measurement in a Korean working context using two different samples. In Study 1, the study validated the translated measurement using Rasch’s (1960) model, exploratory factor analysis and a reliability test with a sample of 322 employees. In Study 2, the study conducted a confirmatory factor analysis, a reliability test and a convergent and discriminant validity test using a sample of 187 employees. Based on the analyses, this paper concluded that thriving at work has a two-factor construct and eight-item thriving at work measurement was better than the original 10-item measurement. The eight-item measurement demonstrated good discriminant and convergent validity. This study validated the thriving at work measurement in a Korean context using Rasch’s (1960) model from the item response theory perspective.
      Citation: European Journal of Training and Development
      PubDate: 2020-11-13
      DOI: 10.1108/EJTD-06-2020-0110
      Issue No: Vol. 45, No. 1 (2020)
       
  • South Korean’s fever for public service jobs and exam ronins: from a
           NHRD management framework
    • Authors: Namhee Kim, Sunyoung Park
      Abstract: The purpose of this study is to describe South Korea’s unique fever for public service jobs (FPSJ) and to critique it from a National Human Resource Development (NHRD) management framework. This paper reviewed previous studies, news and technical reports related to FPSJ and NHRD to connect FPSJ and NHRD. This study analyzed FPSJ-related issues based on three areas (development, allocation and utilization) of human resources and four contexts (political, economic, social and educational backgrounds). FPSJ has led to multiple concerns about developing human resources (vocational education and career guidance), allocating human resources (the unbalanced supply-demand mismatch and flawed selection) and using human resources (delayed job entry and low public service ethos). This study analyzes the challenges related to FPSJ in Korea from a NHRD perspective. Based on the analysis, this study recommends strategies for reducing the over-emphasis on FPSJ.
      Citation: European Journal of Training and Development
      PubDate: 2020-11-05
      DOI: 10.1108/EJTD-06-2020-0104
      Issue No: Vol. 45, No. 1 (2020)
       
  • How is HRD related to other disciplines' The analysis of 100 most
           frequently cited empirical articles published in three HRD journals
    • Authors: Jaekyo Seo, Suhyung Lee, Alexandre Ardichvili
      Abstract: Human resource development (HRD) as an applied discipline is an example of a scholarly field that has emerged through the collaboration of scholars and practitioners with backgrounds in various foundational disciplines. This study interested in both the influence of other disciplines on HRD research and in HRD’s influence on other disciplines. The purpose of this study is to take stock of the relationships between HRD research and research in other academic disciplines affecting and affected by HRD research. The study used content analysis of the top 100 most frequently cited empirical articles published in three HRD journals between 2000 and 2019 to identify disciplinary foundations of HRD research. The influence of HRD on other disciplines was scrutinized through citation analysis of work citing the top 100 articles. In addition, categorizing the 100 articles into six research themes, the influence of six research themes on citation patterns was explored. The findings indicated that empirical research in HRD, as represented by the top 100 articles, relied mainly on theories and frameworks from two disciplines, management and psychology. Another important finding is that the top 100 HRD articles were cited most often in management publications and the rate of citation in management journals has been growing rapidly since 2005. The citation frequency of HRD articles in other disciplines including psychology, social sciences, education and medicine and nursing shows a general upward trend as well. In addition, there was a difference in disciplines providing theoretical foundations to the HRD articles and citing the articles depending on six predominant research themes, identified in HRD articles. This study empirically identified theories and disciplines contributing to HRD research, considering the influence of cited research on the HRD articles through content analysis. In addition, the findings of this study broadened the understanding of the relationship between HRD research and other disciplines by examining the contributions of HRD articles to other disciplines. Finally, this research provided new information regarding the changes in dominant themes in HRD research over time.
      Citation: European Journal of Training and Development
      PubDate: 2020-11-05
      DOI: 10.1108/EJTD-06-2020-0108
      Issue No: Vol. 45, No. 1 (2020)
       
  • Conditional factors for training activities in Chinese, Indian and Mexican
           subsidiaries of German companies
    • Authors: Beke Vogelsang, Matthias Pilz
      Abstract: The purpose of this paper is to analyse the qualification measures of 12 German multi-national companies (MNCs), all of which are present in China, India and Mexico. In particular, the transfer of dual initial training practices and further training measures are investigated. It examines the impact consistent training strategies across national borders have emerged in German companies or local arrangements have developed despite identical internal influencing factors. Because of its design, the focus is on the external factors that influence the companies’ training measures. However, an exploratory approach was followed. To pursue the research question face-to-face expert interviews were conducted with 46 training managers in 12 active companies in all 3 countries. The interviews were completely transcribed and evaluated using qualitative methods. The analysis shows that it is not internal company factors but country-specific contextual factors that influence training measures and that companies cannot act in the same way worldwide. The study is based on 12 MNC and only analyses the blue-collar area. Therefore, it would have to be evaluated whether a similar analysis would result from a survey of other companies in different sectors or whether the differences in terms of training and further training measures would then be even greater. The study supports the internationalization strategies of MNC by providing first-hand empirical results concerning recruitment and training of blue colour workers on an intermediate skill level. It gives evidence on the need of national adaptation in the process of transferring training cultures from countries of origin into the host countries. More attention must, therefore, be paid to external factors when developing and implementing training measures. The economic development in many countries includes an expansion of foreign investments. MNC provides employment and income for workers and their families. However, successful foreign investments also include sustainable recruitment and training strategies of the local workforce. The results of the study support policymakers to guide and support foreign companies to develop successful Human Resource Management strategies in the host countries. This paper is original because due to the research design the internal factors are kept largely constant and the external influencing factors are singularly focused in detail. Therefore, this procedure makes it possible to investigate whether consistency training strategies across national borders have emerged in German companies or local arrangements have developed despite identical internal influencing factors.
      Citation: European Journal of Training and Development
      PubDate: 2020-11-02
      DOI: 10.1108/EJTD-04-2020-0066
      Issue No: Vol. 45, No. 1 (2020)
       
  • Workplace incivility: the impact on the Malaysian public service
           department
    • Authors: Mazni Alias, Adedapo Oluwaseyi Ojo, Nur Farhana Lyana Ameruddin
      Abstract: This study aims to investigate the implication of workplace incivility among employees in the public service department in Putrajaya involving job satisfaction, work stress, psychological contract, knowledge sharing and work engagement. This cross-sectional study examines the implication of workplace incivility among 180 employees in the Malaysian public service organization. Purposive sampling was used in this study. Partial least square was used to examine the measurement and the structural model of this study. The result demonstrated that workplace incivility was associated with the psychological contract, job satisfaction, work stress and work engagement. The study also found that workplace incivility does not impact knowledge sharing in the public service organization department. Future research could provide a more broadened scope to ensure the generalization of the results for the overall public service in Malaysia. Human resource development researchers could look into experimental studies to raise the awareness of workplace incivility that may lead to the decline of workplace incivility. The research could trigger more empirical research toward understanding the phenomenon and implication of workplace incivility in the perspective of Malaysian public service organizations specifically in Asian countries, which are currently limited.
      Citation: European Journal of Training and Development
      PubDate: 2020-10-30
      DOI: 10.1108/EJTD-02-2020-0031
      Issue No: Vol. 45, No. 1 (2020)
       
  • Application of ESG measures for gender diversity and equality at the
           organizational level in a Korean context
    • Authors: Yonjoo Cho, Sehoon Kim, Jieun You, Hanna Moon, Hyoyong Sung
      Abstract: Global gender diversity and equality indexes have been developed to promote gender diversity and equality at the country level, but it is difficult to see how those indexes are applied to organizations on a daily basis. The purpose of this study is to examine the application of environmental, social and governance (ESG) measures for gender diversity and equality at the organizational level in a Korean context. Based on the institutional theory, the authors reviewed ESG measures for gender diversity and equality of women funds in four countries (USA, Canada, UK and Japan) and examined The Women Fund in Korea through document analysis and interviews. ESG measures in four countries’ women funds mainly assessed the percentage of women in the workforce, on boards and in leadership positions. In The Women Fund, gender diversity indicators consider the ratio of female to male employees, while gender equality indicators take into account gaps of male and female salaries and positions. This study’s impact analysis indicates that the companies invested in by The Women Fund had higher return on assets and return on equity than those without the fund. Although women funds explored in this study exemplify the use of ESG measures to apply global gender diversity and equality indexes at the organizational level, research is needed to examine ESG measures and women funds and their associations. Possible topics include what needs to be measured in ESG, who should be involved, how ESG measures should be applied, what outcomes of using ESG measures would ensue in organizations and how ESG measures relate to regional and global gender diversity. In promoting ESG measures that apply global gender diversity and equality at the organizational level, human resource development practitioners, as change agents, can help organizations develop socially responsible and ethical behaviors and transform organizational culture, practice and systems, which may influence organizations’ long-term survival and development as well as financial performance. As the government’s support and policies guide and drive firms to develop and implement initiatives and programs, the launch and implementation of gender diversity and equality at the organizational level in the form of women funds require a certain level of collaboration between the government and the private sector. This study on the application of ESG measures for global gender diversity and equality at the organizational level in the form of women funds is timely to engage organizations in dialogue regarding what needs to be done to promote women’s participation and leadership roles in organizations in Korea and other countries.
      Citation: European Journal of Training and Development
      PubDate: 2020-10-30
      DOI: 10.1108/EJTD-05-2020-0090
      Issue No: Vol. 45, No. 1 (2020)
       
  • Conceptualization and initial measurement of counseling ethics competency:
           the influence of spirituality and self-efficacy
    • Authors: Noor Syamilah Zakaria, Neerushah Subarimaniam, Wan Marzuki Wan Jaafar, Ahmad Fauzi Mohd Ayub, M. Iqbal Saripan
      Abstract: This paper aims to contribute to the existing conceptualizations of counseling ethics competency and to develop a counseling ethics competency scale. This paper also argues that spirituality and self-efficacy influence counseling ethics competency. A series of studies were performed to develop hypotheses and a conceptual framework to determine the relationships among spirituality, self-efficacy and counseling ethics competency. To measure registered counselors’ counseling ethics competency, a document analysis of the Counselors Code of Ethics was conducted and pretested on the basis of a pilot test prior to the empirical development of the scale. A conceptual framework was developed to operationalize the theory and to present the influence of spirituality and self-efficacy on counseling ethics competency. The counseling ethics competency scale was found reliable and valid to measure the registered counselors’ competency in the eight components of the Counselors Code of Ethics. The scale and framework can be used as tools to identify competencies where registered counselors are lacking and to pinpoint skills on which counselors need to improve. This research also will provide insights for counselor educators to be innovative in teaching and learning ethics within the scope of counselor education training programs. There is no specific scale available to measure counseling ethics competency among registered counselors in Malaysia. Thus, this research unveils the importance of measuring counseling ethics competency in molding effective and ethical Malaysian counselors, and subsequently pinpointing factors that can improve counseling ethics competency. We recommend to assess the scale using EFA, followed by CFA to determine and confirm the factor structure of the scale items. In terms of the field, future scope may not just focus on the traits, characters and skills building but also place more emphasis on ethics comprehension toward best practices of ethics application and internalization on becoming self-sufficient counselors.
      Citation: European Journal of Training and Development
      PubDate: 2020-10-26
      DOI: 10.1108/EJTD-02-2020-0016
      Issue No: Vol. 45, No. 1 (2020)
       
  • Tempered radicalism as an approach to revisiting indigenous forms of
           critical human resource development
    • Authors: Emmanuel Osafo, Robert Mayfield Yawson
      Abstract: The purpose of this study is to present a conceptual framework to guide the design, development, implementation and evaluation of education and human resource development (HRD) efforts in Ghana. This paper draws on the concept of a tempered radical approach to provide a framework for a critical HRD (CHRD) and explore ways by which this view can contribute to developing HR who possess the requisite tools and character to function efficiently in the 21st century and beyond. This paper followed a multidisciplinary integrated literature review approach. This paper also reviewed relevant models and theories that align with the goals of this research to provide a broader view of the problems with HRD in Ghana and to help develop a framework that seeks to provide a sustainable guide for those involved in HRD activities in Ghana. A positive outcome from the synergistic alignment between modern science and indigenous ecological knowledge moderated by the principles of CHRD will result in economic growth and development. HRD’s contribution to economic growth and development and its consequential benefit to the actors will depend on how best CHRD goals are accomplished. The mediating role of the tempered radicalism will help modify the swiftness with which education and HRD programs are executed in Ghana. This paper presented the tempered radicalism approach as the quintessential model for education and HRD initiatives in Ghana. The application of tempered radicalism in HRD literature is novel.
      Citation: European Journal of Training and Development
      PubDate: 2020-10-26
      DOI: 10.1108/EJTD-03-2020-0049
      Issue No: Vol. 45, No. 1 (2020)
       
  • The role of career competencies and proactive personality in early-career
           employee career adaptability
    • Authors: Ahmed Khamis AlKhemeiri, Khalizani Khalid, Norwahida Musa
      Abstract: Employees with high career competencies are more successful in career development. However, it is unclear whether proactivity matters for early-career employees. Thus, this study aims to investigate the influence of career competencies and proactive personality on career adaptability and the moderating role of proactive personality in this relationship. This study adopts a quantitative methodology, collecting data through online questionnaires from respondents (n = 400) who had less than five years of work experience in the UAE. A measurement model and hypotheses testing were conducted using AMOS software. Multigroup structural equation modelling was used to test the moderation model. The results show a direct relationship between career competencies and career adaptability. However, a proactive personality is insignificantly related to career adaptability. Further, early-career employees with low proactive personality benefit from high career competencies. This study offers contributions to the emerging understanding of career construction by emphasising the important role of career competencies for early-career employees who manifest a low proactive personality.
      Citation: European Journal of Training and Development
      PubDate: 2020-10-26
      DOI: 10.1108/EJTD-05-2020-0081
      Issue No: Vol. 45, No. 1 (2020)
       
  • The interplay effects of skill-enhancing human resources practices,
           customer orientation and tourism SMEs performance
    • Authors: Shpresim Domi, Fabjola Domi
      Abstract: The purpose of this paper is to examine the interplay of skill-enhancing human resources practices, customer orientation (CO) and tourism small- and medium-sized enterprises (SMEs) performance indicators. Data for 194 valid cases are gathered through face-to-face techniques in Albanian tourism SMEs. Structural equation modeling is implemented to analyze data and test the hypothesis proposed. Overall, both skill-enhancing human resources (HR) practices (i.e. recruitment/selection and training) are not associated with SMEs performance. Results suggest that using HR selection/recruitment practices are not associated to SME’s CO. Contrary, implementing skill-enhancing HR training practices is significant for SMEs strategy to focus and address customers’ wants and needs. Finally, it was found that the CO mediates the relationship between skill-enhancing HR training practices and performance, but this was not true on the skill-enhancing HR recruitment/selection practices-performance relationship. This study makes contributions by further informing the debate about the direct and indirect link between skill-enhancing HR practices and performance. Additionally, it examines the precise role of the skill-enhancing HR practice on SMEs’ culture and or strategy to create value for customers.
      Citation: European Journal of Training and Development
      PubDate: 2020-10-26
      DOI: 10.1108/EJTD-06-2020-0111
      Issue No: Vol. 45, No. 1 (2020)
       
  • Training effectiveness and employee outcomes: a study of an Australian
           manufacturing organization
    • Authors: Saira Saira, Sadia Mansoor, Sadia Ishaque, Sadia Ehtisham, Muhammad Ali
      Abstract: This study aims to investigate whether the impact of effectiveness of diversity training on affective commitment is different for men versus women and whether affective commitment mediates the relationship between effectiveness of diversity training and employee outcomes of turnover intention and job satisfaction. The data were collected from 134 employees working in an Australian manufacturing organization by using an employee survey. Structural equation modeling was used to analyze the data using AMOS. The results of this study support the proposed hypotheses, demonstrating a significant, indirect effect of effective diversity training on job satisfaction and turnover intention via affective commitment. Moreover, gender moderates the relationship between effective diversity training and affective commitment. The findings suggest that organizations can enhance affective commitment and job satisfaction and reduce turnover intention by providing effective diversity training to employees. Gender of employees should also be considered when evaluating the effectiveness of training. This study provides pioneering evidence of the following relationships: diversity training effectiveness and turnover intention via affective commitment; diversity training effectiveness and job satisfaction via affective commitment; and diversity training effectiveness and affective commitment for men versus women.
      Citation: European Journal of Training and Development
      PubDate: 2020-10-23
      DOI: 10.1108/EJTD-03-2020-0052
      Issue No: Vol. 45, No. 1 (2020)
       
  • Trust initiation and development in SME-university collaborations:
           implications for enabling engaged scholarship
    • Authors: Fariba Darabi, Mark N.K. Saunders, Murray Clark
      Abstract: The purpose of this study is to explore trust initiation and development in collaborations between universities and small- and medium-sized enterprises (SMEs) and the implications for enabling engaged scholarship (ES). Adopting a qualitative inductive approach, semi-structured interviews were conducted with a purposive maximum variation sample comprising 14 SMEs and 12 university stakeholders. The authors highlight the role of calculus-based trust in the initiation of collaborations emphasising the key roles of networking and referrals. As collaborations develop, reciprocal insights regarding stakeholders’ competencies and integrity and the development of knowledge-based trust can support engagement, in particular, knowledge application. Although relationships have a common sense of purpose, a fully engaged campus remains absent. This study is based on a collaborative research between eight SMEs and one university business school and does not reflect ES fully as conceptualised. It provides few insights into the role of trust (or distrust) in such collaborations where things go wrong. Universities looking to enable ES collaborations with SMEs need to develop and enact strategies which support ongoing engagement and enable identification-based trust (IBT). Recommendations for universities and human resource development regarding interventions to support trust initiation and development to enable knowledge application ES are outlined and suggestions are offered for future research. University strategies to support the development of trust and, in particular, IBT are likely to benefit longer-term relationships and the development of ES between SMEs and universities. Little research has been undertaken on trust initiation and development between academic and SME stakeholders or the associated implications for ES.
      Citation: European Journal of Training and Development
      PubDate: 2020-10-23
      DOI: 10.1108/EJTD-04-2020-0068
      Issue No: Vol. 45, No. 1 (2020)
       
  • Entrepreneurial intention as a function of university atmosphere,
           macroeconomic environment and business support: a multi-group analysis
    • Authors: Gentjan Çera, Edmond Çera, Zoltan Rozsa, Svitlana Bilan
      Abstract: This study aims to investigate the effect of university atmosphere, macroeconomic environment and business support on students’ entrepreneurial intention. Moreover, it explores whether country moderates these relationships or not. This research is administered on individual-level data collection through survey distribution. The impact of contextual factors on entrepreneurial intention, along with moderating effect, was examined by using multi-group analysis (MGA) in partial least squares (PLS) in an original data set of 1,352 respondents from the Czech Republic, Slovakia and Poland. The results indicate that university environment and business support can influence entrepreneurial intention. Furthermore, country did not moderate the proposed relationships. This study’s contribution enriches literature by providing insights on the determinants of entrepreneurial intentions in the Central Europe context. Limitations may be overcome with further research. Identifying factors that influence entrepreneurial intention can inform the design of effective policies to boost entrepreneurship and combat youth unemployment. Understanding the contextual factors that motivate students towards entrepreneurship may inform the design of more effective policies. The findings of this study, particularly concerning moderating effects, are useful to scholars as entrepreneurial behaviour is proved similar across all three countries.
      Citation: European Journal of Training and Development
      PubDate: 2020-10-23
      DOI: 10.1108/EJTD-08-2019-0148
      Issue No: Vol. 45, No. 1 (2020)
       
  • Factors influencing graduate job choice – a systematic literature
           review
    • Authors: Divyang Purohit, Mitesh Jayswal, Ashutosh Muduli
      Abstract: The purpose of this paper, systematic literature review, is twofold: to identify the factors influencing graduate job choice and to propose a theoretical model that can be useful for future research. Thematic analysis of the literature available till June 2020 has been reviewed using electronic databases such as ABI/INFORM Complete, EBSCO, Emerald Insight, ProQuest, SAGE Journals, Science Direct (Elsevier), Scopus, Springer Link, Taylor and Francis Online, Wiley Online Library. Out of more than 5,000 studies, 14 studies were found addressing the issue of career choice among graduating students. The thematic analysis result explored five themes such as internal factors, external factors, interpersonal factors, institutional factors and socio-demographic factors that can be considered critical for graduates’ career choice decision. Details of the subthemes are also identified. Implications for practitioners have been suggested from the internal factors, external factors, interpersonal factors, institutional factors and socio-demographic factors’ perspectives. The study result can be useful for conducting future research using quantitative data on graduate job choice. This is the first attempt to present a comprehensive picture of past studies on graduate job choice and exploring the factors influencing graduate job choice.
      Citation: European Journal of Training and Development
      PubDate: 2020-10-21
      DOI: 10.1108/EJTD-06-2020-0101
      Issue No: Vol. 45, No. 1 (2020)
       
  • Manager-as-coach: stimulating engagement via learning orientation
    • Authors: Paul Lyons, Randall P. Bandura
      Abstract: The purpose of this paper is to use recent empirical research and theory to help explain how a manager may assume a coaching role to assist employee learning and growth. In the coaching role, performance appraisal and other information may be carefully used as feedback to reinforce growth mindset learning in the service of employee development and engagement in work tasks and in the organization. Aided by search devices (Psych Articles, Google Scholar, etc.), this study explored several distinct areas of information to include: manager-as-coach, performance management/appraisal, engagement with work, mindsets – fixed and growth, feedback and self-regulation of learning. Across these domains, this study searched for linkages useful in guiding managers to assist employees to learn and change. Coaching employees to embrace a growth mindset and one’s self-regulation of learning has been expressed as a means to improve performance, resiliency, persistence, ability to cope with change and motivation. Explicit, grounded recommendations are offered to assist managers to guide employees to embrace a growth mindset and take charge of their own learning and development. Through examination and coordination of streams of research and theory, the study are able to make reasonably clear some avenues for a manager to attempt to positively influence employee confidence, learning, success and growth.
      Citation: European Journal of Training and Development
      PubDate: 2020-10-21
      DOI: 10.1108/EJTD-07-2020-0123
      Issue No: Vol. 45, No. 1 (2020)
       
  • Identifying latent profiles based on three components of organizational
           commitment: multi-sample investigations in Korea
    • Authors: Ji Hoon Song, Yunsoo Lee
      Abstract: The purpose of this study is to identify latent profiles based on 3 dimensions of organizational commitment (OC) using 14 Korean samples. This study used unpublished raw data. Allen and Meyer’s (1996) measurement was used to maintain consistency and facilitate comparison across samples. To determine the number of latent profiles that exist in Korea based on employees’ level of OC, a latent profile analysis (LPA) was performed. The findings showed that there are two or three profiles (i.e. fully committed, weakly committed and/or moderately committed) across various types of organizations in Korea. These findings are similar to those based on LPA conducted in the West. The number of profiles is more limited in Korean samples than it is in Western samples. Like Western studies, this Korean-focused study identified fully committed, weakly committed and moderately committed profiles, but it did not show any other types of profiles found in the Western sample. Based on these results, this study suggests academic and practical implications for researchers and practitioners.
      Citation: European Journal of Training and Development
      PubDate: 2020-10-16
      DOI: 10.1108/EJTD-03-2020-0050
      Issue No: Vol. 45, No. 1 (2020)
       
  • Education and lifelong learning for young and adult peasants
    • Authors: Gustavo Cunha de Araujo
      Abstract: This paper aims to provide an overview of an expanded, workable conception of rural youth and adult education that will move Brazil closer to a fair, egalitarian society focused on human development. This research uses a qualitative bibliographic perspective, analyzing historical data extracted from bibliographic and empirical research on rural education – assumptions for thinking about lifelong learning for young and adult peasants – and education and learning for all throughout life. Education is critical in a democracy, forming the foundation of social, cultural and political citizenship, critical decision-making and an informed populace. Therefore, teacher education policies aimed at rural education in Brazil must be strengthened, funded and improved. This research does not present similarities and differences compared to European experiences; instead, it suggests expanding studies on this topic in other international contexts through developmental research to widen the discussion. Providing high-quality, customized training for the teachers who teach the vastly diverse body of rural students is essential in terms of empowering and recognizing young and adult peasants’ right to learn. “Education for all throughout life” has become a recognized right. Democracies must universalize this right by developing public policies, implementing them throughout the entire population and monitoring progress to verify that everyone – including the poorest peasant in the remotest countryside – has the tools to learn effectively. By placing this study in the context of youth and adult learning, the study complements research that has addressed this topic in different international contexts, contributing broadly to knowledge regarding teacher education for rural areas and, more generally, to the implications of lifelong learning.
      Citation: European Journal of Training and Development
      PubDate: 2020-10-12
      DOI: 10.1108/EJTD-02-2020-0038
      Issue No: Vol. 45, No. 1 (2020)
       
  • Exploring the connection between organizations and organisms in dealing
           with change
    • Authors: Vishal Arghode, Narveen Jandu, Gary N. McLean
      Abstract: This paper aims to review organizational studies literature and related fields to explore the parallel between organizations and organisms in dealing with change. The authors reviewed the literature to explore organizational change theories. Additionally, they referred to biological studies to explore the connection between organizations and organisms. To cope successfully with change, organizations need to be aware of the critical, vulnerable points that may endanger their survival. These vulnerabilities can arise from external or internal factors or both. Organizational leaders, being aware of these criticalities, can act swiftly to deal with threats while keeping an eye on available opportunities. Future research could be conducted on understanding the elements of biological transformations through an in-depth study focused on species that have undergone frequent mutations and adaptations. It is hoped that HRD researchers, especially organization development (OD) theorists and practitioners, can build upon the ideas presented in this article. The review and analysis can open doors for HRD practitioners to seek a better understanding of biological transformations, while enabling them to borrow ideas to be used in leading organizational change and design successful organizational change. In this paper, the authors selected organizational theories to outline parallels between organizations and organisms to emphasize what organizations can learn from the success of organisms changing over billions of years. Thus, this paper uniquely contributes to HRD literature by encouraging OD researchers to conduct more interdisciplinary research. Most importantly, this paper contributes to understanding the underlying theories in HRD/OD.
      Citation: European Journal of Training and Development
      PubDate: 2020-09-08
      DOI: 10.1108/EJTD-06-2020-0095
      Issue No: Vol. 45, No. 1 (2020)
       
  • Quality of working life and career engagement of cancer survivors: the
           mediating role of effect of disease and treatment
    • Authors: Siti Raba’ah Hamzah, Siti Nur Syuhada Musa, Zulaiha Muda, Maimunah Ismail
      Abstract: This study aims at investigating the relationship between the quality of working life and career engagement of cancer survivors and the mediating role of the effect of disease and treatment. A cross-sectional study was conducted on 400 cancer survivors in Malaysia. The participants, aged between 18 and 40, were Malaysian citizens undergoing follow-up sessions at the Kuala Lumpur General Hospital and the National Cancer Institute of Malaysia. Data were analysed using descriptive statistics, Pearson’s correlation coefficient and regression analysis that implemented Baron and Kenny’s method for mediation were used for analyses. The effect of treatment and disease was found to significantly mediate the relationship between quality of work-life and career engagement of cancer survivors. The instrument for this study was a self-reported questionnaire, with participants responding to specific items on a five-point Likert scale under the supervision of the researchers. As results from the survey were subjective in nature, the bias in the participants could not be eliminated completely. This study was also limited to the two main parameters, namely, quality of working life and career engagement and a mediator, namely, effects of the disease and treatment. Moreover, as the survey was conducted in only two hospitals in the Klang Valley area, the results cannot be generalized to other cancer survivors in other regions of Malaysia. The results of this study indicated that the mediating role of the effects of disease and treatment on the relationship of the quality of working life subscales with career engagement. Practical implications, cancer survivor consciousness of the effects of disease and treatment is very important and should be addressed and could be notable to improve the quality of working life. This study gives valuable insight to managers and practitioners by investigating the relationship between the quality of working life and career engagement and mediates by the effects of disease and treatment. The findings highlight the challenges cancer survivors face on their return to working life. The findings also highlight the need for management to take steps to help cancer survivors cope with career engagement for better work performance.
      Citation: European Journal of Training and Development
      PubDate: 2020-08-12
      DOI: 10.1108/EJTD-02-2020-0015
      Issue No: Vol. 45, No. 1 (2020)
       
  • The effect of social networking sites use on employees’ knowledge
           sharing
    • Authors: Pallavi Ghanshyala Vyas, Satish Pandey
      Abstract: The purpose of this study is to investigate the relationship of social networking sites (SNSs) use, bridging social capital (BSC) and job satisfaction (JS) with knowledge sharing (KS) of employees. With the advent of social media and its technologies, it becomes opportune for organizations and practitioners to understand if the technology has usefulness for its employees. After a thorough literature review, a research model was proposed and tested to identify the possible relationship between the variables. The results were validated using appropriate research tools such as hierarchical regression. SNS use, BSC and JS were found to be positively associated with KS and the three variables together influenced KS more favorably. However, there was no significant association of SNS use with JS and BSC of employees, unlike past research conducted in the context of different countries. The authors identified the workplace implications of SNSs use in enabling KS and also the positive impact of losing network ties and JS of employees in enhancing KS. These findings can provide insight to managers on the importance of SNSs and the formation of lose – tie networks for aiding in KS. The study is the first to explore the BSC dimension in the context of SNS use and KS and propose a model to identify the association between SNS use, JS, BSC and KS in a single study.
      Citation: European Journal of Training and Development
      PubDate: 2020-08-12
      DOI: 10.1108/EJTD-02-2020-0027
      Issue No: Vol. 45, No. 1 (2020)
       
  • The mediating effect of individual regulatory focus in the relationship
           between career commitment and job satisfaction
    • Authors: Soo Jung Kim, Miryoung Song, Eunhye Hwang, Taehwan Roh, Ji Hoon Song
      Abstract: The purpose of this paper is to examine the mediating effect of regulatory focus for educational welfare specialists in the relationship between their career commitment and job satisfaction. A total of 650 responses were used for the data analysis after removing 80 incomplete responses through general data screening procedures. The two-step approach of SEM (structural equation modeling) analysis was mainly used for testing the hypotheses. As the results of this study, career commitment was statistically significant for job satisfaction. Promotion focus of the regulatory focus was shown to have a mediating effect on the relationship between career commitment and job satisfaction, while prevention focus did not. Theoretical and practical implications are provided and further studies are recommended. Career paths for educational welfare specialists should be provided to increase their career commitment. The training and development program geared by psychological assessment could be expanded to play a major role in giving an opportunity where employees perceive the type of regulatory focus that they have and the need to adjust it according to the job situation. This study identified the mediating role of promotion focus when educational welfare specialists’ career commitment positively influences their job satisfaction. It is meaningful to look into the internal aspect of the variables, such as individuals’ self-regulation strategy, rather than external factors, such as compensation, to increase job satisfaction.
      Citation: European Journal of Training and Development
      PubDate: 2020-08-11
      DOI: 10.1108/EJTD-02-2020-0030
      Issue No: Vol. 45, No. 1 (2020)
       
  • Conceptualizing meaningful work and its implications for HRD
    • Authors: Jieun You, Seonghye Kim, Keunho Kim, Ahro Cho, Wonsup Chang
      Abstract: Human resource development (HRD) research and practice mostly have focused on performance improvement although HRD fundamentally pursues human development as a whole. The purpose of this study is to conceptualize meaningful work in the context of HRD and provide implications for HRD research and practice. This study reviewed the literature on topics such as meaningful work, the meaning of work, workplace spirituality, the value of work and work as a calling, to understand the concept of meaningful work. In addition, this study reviewed existing studies on meaningful work in HRD journals to investigate the current status of meaningful work research within the field of HRD. This study reviewed the related literature such as meaningful work, the meaning of work, workplace spirituality, the value of work and work as a calling, to understand the concept of meaningful work. In addition, this study reviewed the existing studies on meaningful work in HRD journals to investigate the current status of meaningful work research in HRD. The findings of this study identified three main themes in conceptualizing meaningful work, namely, positivity; significance and purpose; and human fulfillment. The authors also suggest that the meaningful work discourse in HRD expands a research boundary of HRD and enables a holistic approach to HRD research and practice. For future research, the authors recommend that HRD research deepens its understanding of meaningful work and its related concepts. They also recommend studies pursuing empirical evidence to reveal the significance of meaningful work. Given the limited studies on meaningful work in HRD and a lack of understanding of meaningful work, this study proposes a comprehensive understanding of meaningful work, especially within the HRD context. This study also suggests a holistic approach to HRD by stressing a humanistic perspective beyond the performance-oriented HRD.
      Citation: European Journal of Training and Development
      PubDate: 2020-08-10
      DOI: 10.1108/EJTD-01-2020-0005
      Issue No: Vol. 45, No. 1 (2020)
       
  • Knowledge-sharing behaviour in public service organisations: determinants
           and the roles of affective commitment and normative commitment
    • Authors: Roziah Mohd Rasdi, Gangeswari Tangaraja
      Abstract: Compared with the extensive research on knowledge management in the Western context, relatively little research has emerged in Asia. This study aims to report an investigation of the predictors of knowledge-sharing behaviour (KSB) of Malaysian public service administrators. Surveys were designed based on established instruments and yielded 231 responses from administrators of various managerial grades. The findings indicated that KSB was predicted by intrinsic motivational factors, time availability and organisational socialisation. Further, the findings showed that affective commitment towards the organisations is the key intermediate factor to enable intrinsically motivated administrators to engage in KSB. This study examined motivational factors among the public sector administrators only. Thus, it limits the findings generalisation to other groups of employees such as from the private sector and non-governmental organisations. The findings of this study shall enlighten organisations particularly the public sector organisations, in strategies and plan of action towards enhancing and advancing knowledge management practice among employees. This paper offers new insight into the significance of intrinsic motivational factors which enhanced with employees’ commitment to fostering KSB in organisations.
      Citation: European Journal of Training and Development
      PubDate: 2020-08-05
      DOI: 10.1108/EJTD-02-2020-0028
      Issue No: Vol. 45, No. 1 (2020)
       
  • The mediating role of informal learning on work engagement: older workers
           in the US public sector
    • Authors: Osaretin Uhunoma, Doo Hun Lim, Woocheol Kim
      Abstract: The purpose of this paper is to examine the mediating relationship between organizational culture, informal learning and work engagement of older workers in a public organizational setting. More specifically, this study aimed to investigate if informal learning is a pivotal component connecting an organizational-level factor (culture) to work engagement, which, in turn, directly influences business performance in the workplace. After a careful review of the selected and relevant literature, four hypotheses were developed to test the structural relationships between the selected variables. The data analysis indicated that informal learning mediated the relationship between organizational culture and work engagement for older employees working in a public organizational setting. The findings from this study provide a solid justification for promoting informal learning in organizations to ensure knowledge transfer between younger and older generations while minimizing knowledge and financial loss for organizations. In previous research, little emphasis has been placed on the impact of informal learning on work engagement. This study presents a valuable finding about the role of informal learning to facilitate work engagement for older workers.
      Citation: European Journal of Training and Development
      PubDate: 2020-08-03
      DOI: 10.1108/EJTD-04-2020-0062
      Issue No: Vol. 45, No. 1 (2020)
       
  • Reflective practice during action learning in management development
           programmes
    • Authors: Jane Robertson, Heidi Le Sueur, Nicky Terblanche
      Abstract: This study aims to investigate the aspects that influence reflective practice during an action learning approach to management development programmes (MDPs). A narrative inquiry approach was used to gather interview and pictorial data from 16 participants who had attended an action learning oriented MDP. Data were translated into interpretive stories using McCormack’s lenses, which were further analysed using thematic analysis. Two key themes emerged: dealing with emotions and practising reflection. Participants initially found reflecting uncomfortable, but showed courage by persevering. Participants had to learn how to reflect and set aside time for it, while valuing support and guidance from their action learning facilitator. The findings and recommendations may not be relevant to all types of action learning as action learning forms and contexts differ. Reflective practice is the responsibility of both the participant and the action learning facilitator. Participants need to create the time and space to learn, be fully present during reflection, practice mindfulness and have the courage to be uncomfortable while reflecting. Action learning facilitators could encourage reflection by creating a safe learning environment, selecting a diverse action learning team, designing reflection time into the MDP and helping participants apply reflection tools. Reflective practice enhances learning; yet there is a need to better understand reflective practice in an action learning context. This study provides empirical evidence of the aspects that influence the reflection process and outcomes as well as practical guidelines to participants and facilitators on how to promote reflection.
      Citation: European Journal of Training and Development
      PubDate: 2020-08-03
      DOI: 10.1108/EJTD-04-2020-0063
      Issue No: Vol. 45, No. 1 (2020)
       
  • Career self-efficacy and education abroad: implications for future global
           workforce
    • Authors: Vishal Arghode, Sarah Heminger, Gary N. McLean
      Abstract: This study aims to explore how career self-efficacy shapes an individual’s career decisions and how learning and development interventions, including participation in education abroad, might play a role in career choice. The authors used the following databases to review the literature on career self-efficacy: Academic Search Premier, Education Resources Information Center and ProQuest. The following key search terms were used in the search: career self-efficacy, career choice and education abroad. The titles of the identified articles were first reviewed for relevance, followed by the abstract, before further review for inclusion suitability. Findings suggest career self-efficacy plays a vital role in career decision-making, generating interests and deciding career goals. By improving career self-efficacy among college students, career interests can be reshaped. Findings evidence a relationship between education abroad and career competencies and career development. The review offers an invaluable pathway to breed ideas and thoughts about research in the career self-efficacy domain. While education abroad itself may be a useful intervention in the development of a student’s career self-efficacy, among other characteristics and skills, a further empirical study is necessary to determine the extent to which this is true. Using or creating an accurate scale for the measurement of career self-efficacy among undergraduate students is critical to determine a reliable and valid measure, as is controlling for potential differences in self-efficacy between students who self-select for high impact endeavors such as education abroad and those who do not. Noting that practices in international education support collaboration between career services offices and study abroad offices, the authors point to the importance of interventions that intentionally and explicitly incorporate the career self-efficacy construct. Findings evidence a relationship between education abroad and career competencies and career development, through research examining connections to career self-efficacy and education abroad is noticeably scarce. The paper explores the above relationship.
      Citation: European Journal of Training and Development
      PubDate: 2020-07-03
      DOI: 10.1108/EJTD-02-2020-0034
      Issue No: Vol. 45, No. 1 (2020)
       
  • From sensation to cognition: a perception-based training intervention for
           the development of relational competences in young Italian apprentices

         This is an Open Access Article Open Access Article

    • Authors: Riccardo Sartori, Arianna Costantini
      Abstract: This study aims to test the effectiveness of a training intervention based on the psychology of perception, delivered to young Italian workers and employees, with low education, hired with an apprenticeship contract and involved in a compulsory training course (duration 32 h; the training intervention reported in the paper covers the first 8 h) whose aim was to let them develop such relational competencies as communication and cooperation with others. By making use of optical-geometric illusions and ambiguous figures, participants were accompanied through a training intervention with the dual purpose of undermining their naive certainties about why they see what they see and increasing their awareness of how the perceptual processes work. At the beginning of the intervention, at the end of the 32 h (that is, after about a month) and after about one year from the end of the course, participants were administered a questionnaire to monitor the results of the training course by measuring their “perception awareness”. “Perception awareness” increased from the beginning to the end of the course and still scored higher after one year. “Perception awareness” was positively related to communication and cooperation. Although the literature is full of training courses delivered to improve communication and cooperation with others, little research has been carried out on perception-based training interventions delivered to young adults with low education hired with an apprenticeship contract for which this kind of training is compulsory.
      Citation: European Journal of Training and Development
      PubDate: 2020-07-01
      DOI: 10.1108/EJTD-03-2020-0044
      Issue No: Vol. 45, No. 1 (2020)
       
  • Developing global organizational leaders’ social capital
    • Authors: Yoshie Tomozumi Nakamura
      Abstract: The purpose of this study is to better understand what components impact the creation of organizational leaders’ social capital. The study further seeks to illuminate the effects of participating in a leadership development seminar on the creation of social capital in global contexts. The data was collected through questionnaires from 540 leaders across 69 countries of a global firm. The hypotheses that were developed from existing literature were tested using regression analysis. Quantitative scales were created by averaging the responses to the pertinent survey items. The reliability of these scales was assessed with Cronbach’s alpha. Factor analysis was performed to assess whether the items from each scale measure distinct constructs. The results of this research showed effects of three components (interactive opportunities, individual-owned resources and motivational interactivity constraints) on social capital. Specifically, the research substantiated that these components differently impacted advice ties and social relations. The study showed that firm leaders’ advice ties and social relations were differently impacted by identified components. With this in mind, organizations need to consider how they enhance and maintain the balance between advice ties and social relations among their leaders. Empirical testing targeting organizational leaders in a global firm helped reveal findings in which variables impact their social capital. Based on the findings, this paper presents a framework that shows the identified components’ impacts on social capital ties and social relations.
      Citation: European Journal of Training and Development
      PubDate: 2020-07-01
      DOI: 10.1108/EJTD-03-2020-0047
      Issue No: Vol. 45, No. 1 (2020)
       
  • School performance in three South East Asian countries: lessons in
           leadership, decision-making and training
    • Authors: CM Hugues D. Gill, Elizaveta Berezina
      Abstract: The three neighbouring nations of Indonesia, Malaysia and Singapore participated in the 2009, 2012 and 2015 Programme for International Student Assessment (PISA) cycles. Despite many similarities between the three nations, Singapore has consistently been a top PISA performer, with Malaysia and Indonesia in the bottom third of the international league tables. This paper aims to sketch the comparative Association of South East Asian Nations (ASEAN) context and uses PISA-derived metrics to contrast how differences in decision-making and school leadership, particularly in relation to staff development and training practices, may impact school performance across Indonesia, Malaysia and Singapore. Ten scales from the 2015 PISA School Questionnaire for Malaysia, Singapore and Indonesia were analysed using ANOVA and t-tests as an aid to exploring the extent to which different approaches to teacher training, school leadership and governance may impact student performance. Although Malaysian and Indonesian school principals report higher levels of autonomy than Singaporean peers, other evidence suggests that schools in Singapore may actually have greater decision latitude. Most significantly, Singaporean teachers take responsibility for key staff development decisions and skills transfer, whereas in Indonesia and Malaysia, teacher training is controlled by government administrators, a factor that may be a critical differentiator between the school systems. In Singapore, teacher training is controlled by and for teachers through professional learning teams within schools and professional learning communities across schools; in Malaysia and Indonesia, similar decisions are taken by external administrators. Giving Malaysian and Indonesian teachers control over their own training could be a simple and powerful reform to target skills gaps and to generalise improvements in pedagogy quickly across schools and thus to lift school performance in these countries. This paper highlights how differences at systemic and school levels, particularly in approaches to teacher training and leadership and may explain differentials in school performance in three ASEAN education systems.
      Citation: European Journal of Training and Development
      PubDate: 2020-06-30
      DOI: 10.1108/EJTD-01-2020-0014
      Issue No: Vol. 45, No. 1 (2020)
       
  • Participative decision-making amongst employees in a cross-cultural
           employment setting: evidence from 31 European countries
    • Authors: Marta Valverde-Moreno, Mercedes Torres-Jimenez, Ana M. Lucia-Casademunt
      Abstract: There is a growing consensus among human resources researchers and professionals that a participative environment can enhance job satisfaction, commitment, employee motivation and productivity. Moreover, globalization has caused that organizations operate in a huge number of culturally diverse countries. Studies suggest that understanding national culture as a prerequisite to implementing management initiatives such as employee participation in decision-making (PDM) acquires special interest. Therefore, the purpose of this study is to investigate the influence of cultural values on PDM in European organisations. The fulfilment of this purpose entails the following specific objectives: to measure the level of PDM in each European country; to examine the relationship between the six cultural dimensions proposed by Hofstede in 2010 (power distance, uncertainty avoidance, individualism/collectivism, masculinity/feminity, long term/short term and indulgence) and the PDM level of the organisations studied; and to define the national cultural profile of organisations that promote PDM the most and those that do the least. One factor analysis were applied to test the proposed hypotheses on a sample of almost 25,000 workers in 31 European countries (from the 6th European Working Conditions Survey) to identify direct employee PDM corresponding to each organisation included in the sample. Multiple linear regression was performed to test the hypotheses about the relationship between PDM and Hofstede culture values. Previously, a correlation analysis was performed between the independent variables of the regression model to examine the possibility of bias in coefficient significance tests because of multicollinearity. Finally, it presented a ranking of the analysed countries according to their PDM, including the value of their cultural dimensions. This information could be used to define the cultural profile of European participative countries. The findings advance our understanding of how culture influencing on employee PDM in European organisations. Indulgence and masculinity are the most influent cultural dimensions. Moreover, results provide the cultural profile of those European countries that promote PDM the most and the least. The research is based only on the perceptions of workers about their PDM but does not consider the managers’ opinion. Moreover, the document analyses the national culture as a single value shared by all the inhabitants of a country without considering the subcultures existing in it. Furthermore, future research should be conducted to analyse the influence of other conditions (such as activity sector, company size and owner public or private) on PDM–culture relationship. This study can be aid to managers in understanding the cultural profile of the country where their companies operate and the cultural differences between their employees. In this manner, they could implement the appropriate practices to promote the direct participation of employees in decision-making. To broaden the knowledge, this is the first study investigating PDM across six cultural dimensions. The globalized and international business environment generates new challenges to multinational organizations that could pursue to increase direct PDM to get its benefits (a higher efficiency, performance, motivation, commitment and loyalty by the employee) in culturally diverse societies. The cultural values of the countries where organizations are located affect direct employee PDM. In particular, in this study, this occurs primarily with the variables masculinity, long-term orientation and indulgence. Moreover, this is a finding of high relevance because there is no empirical evidence in the effect of indulgence and long-term orientation on PDM because they were added later to Hofstede’s values.
      Citation: European Journal of Training and Development
      PubDate: 2020-06-29
      DOI: 10.1108/EJTD-10-2019-0184
      Issue No: Vol. 45, No. 1 (2020)
       
  • Standards formation and the implications for HRD
    • Authors: Heather Short, Valerie Anne Anderson
      Abstract: The purpose of this study is to explore the implications of national and international standards for human resource development (HRD) practice. It focuses on the experiences, perceptions and learning of those involved in the social construction of standards and standardisation processes. The research is grounded in institutional and organisational excellence theories and adopts a qualitative approach based in social constructivism. Thematic analysis of the data obtained from 13 semi-structured interviews leads to a discussion of awareness of standards, standards adoption including constraints, and impact of standards. The findings indicate that that there has been a disconnect between the potential impact of British Standards Institute (BSI) HR standards and what has occurred in practice with little awareness of the BSI standards among practitioners. This paper identifies an absence of institutional isomorphism in the HR arena and highlights the potential for a “standards-practice” gap where HR standards formation processes are perceived as detracting from flexibility and innovativeness in organisational practice. This study contributes a new perspective of the implications of HR standards formation from the perspective of those involved and further contributes to the wider theorisation of standards in the HRD field.
      Citation: European Journal of Training and Development
      PubDate: 2020-06-29
      DOI: 10.1108/EJTD-02-2020-0019
      Issue No: Vol. 45, No. 1 (2020)
       
  • Women entrepreneurs in South Korea: motivations, challenges and career
           success
    • Authors: Yonjoo Cho, Jiwon Park, Soo Jeoung Han, Moonju Sung, ChanKyun Park
      Abstract: The purpose of this study was to investigate South Korean women entrepreneurs’ motivations to start a business, the challenges they faced in business development and key factors that contributed to their career success. The authors conducted semi-structured interviews with 23 women entrepreneurs to gather qualitative details on their experiences and performed a survey with 125 women Chief Executive Officers who are affiliated with the Korean Venture Business Women’s Association. The authors found necessity-driven push (e.g. economic necessity for family) and opportunity-based pull (e.g. a strong sense of self) motivational factors, challenges (e.g. gender stereotypes) and opportunities (e.g. creating a family-like organizational culture) and key success factors (e.g. personality and loyal employees) for their career success. There is a strong need to emphasize the import of culture at the national level that would impact women entrepreneurs’ careers and business success. A majority of the studies on HRD in small- and medium-sized enterprises shed light on individual owners’ perspectives only. Researchers need to take multiple-level (i.e. national, organizational and individual) factors into consideration in research on women’s entrepreneurship. Quantitative analysis in this study did not have any statistical significance and there were a few inconsistent findings (e.g. disadvantage as woman Chief Executive Officers) between quantitative and qualitative analysis. Future research is called for to investigate where and why different results occurred by using a mixed-methods research design and inferential statistical analysis for significance. The increased support at the national level for entrepreneurship education before and after school that has not received sufficient attention in Korea will allow aspiring women to embark on entrepreneurial career paths from early on. At the organizational level, women entrepreneurs’ efforts to create a family-like organizational culture can be used as references for aspiring women who want to start and develop a business. At the individual level, HRD practitioners can develop leadership programs to share internal and external success factors so that aspiring women entrepreneurs can develop required individual (e.g. personality attributes) and social competencies (e.g. networking) in business development. The two unique study findings that reflect the importance of cultural context include: our study showed how women entrepreneurs in Korea transformed the challenges they faced in business development into opportunities that can be used for entrepreneurship education for aspiring women entrepreneurs; and women entrepreneurs in Korea were humble enough to ascribe their career and business success to their loyal employees who have stayed in their companies with commitment, which has not been captured in research on women’s entrepreneurship in western contexts.
      Citation: European Journal of Training and Development
      PubDate: 2020-06-29
      DOI: 10.1108/EJTD-03-2020-0039
      Issue No: Vol. 45, No. 1 (2020)
       
  • Perceived ethics training and workplace behavior: the mediating role of
           perceived ethical culture
    • Authors: Raviteja Kancharla, Anubha Dadhich
      Abstract: The purpose of this study is to examine the impact of ethics training (ET) on workplace behaviors. The study also aims to test the mediating effect of ethical culture (EC), on the relationship between ET and workplace behaviors. An experimental model has been developed to address the problem statement. The success of ET intervention has been measured in terms of workplace behavior, which is evaluated by job satisfaction, employee commitment and intention to stay. The proposed research model is empirically tested by data collected from 175 mid-level managers in 30 Indian construction firms. The results obtained from process macro showed partial mediation. Stronger perceptions of ET were associated with stronger perceptions of EC. EC is related to positive workplace behavior. The partial mediation suggests that there is a need for exploring other potential mediating variables through which ET interventions can succeed. Future research can investigate group-level variables such as team psychological safety, which can potentially explain the complete mediation. The results suggest that ET interventions can be used to strengthen the EC in the firms. If the ET intervention is designed purely on the compliance orientation, it will impede the opportunities for long-term development. The focus should not be with the intent to observe ethical conduct. It should be more inclusive and value-oriented. Firms need to sensitize employees and train them on how to deal with ethical dilemmas. Employees are inclined to study in the firms exhibiting a strong EC. In the construction sector, where multiple projects are handled by employees with unique and niche skill sets, retainment of employees is very important. The human resource departments need to think of introducing ET interventions not only from the study of compliance adherence but also with the motive of retaining employees. The ET literature seldom discussed long term benefits related to creating an EC. The study critiques the intent of human resource (HR) departments while designing an ET intervention. The ethics intervention is often designed with an intent to fulfill the compliance requirements. This study contrasts this intention and shows the importance of ET intervention to create the EC in the firm, which not only includes compliance requirements like code of conduct but also has a significant focus on sensitizing employees about ethical dilemmas and grey areas.
      Citation: European Journal of Training and Development
      PubDate: 2020-06-20
      DOI: 10.1108/EJTD-03-2020-0045
      Issue No: Vol. 45, No. 1 (2020)
       
  • Employer branding at armed forces: current and potential employees’
           perspective
    • Authors: Rajwinder Kaur, Reena Shah
      Abstract: Drawing from the instrumental and symbolic framework for employer branding, this study aims to explore the perception of the current and potential employees for the Indian armed forces’ employer brand. The study is conducted as a mixed-method approach in the form of qualitative and quantitative phases. In the qualitative phase, online reviews of current employees were collected from glassdoor.com and analysis was conducted. While in the quantitative phase, data were collected through questionnaire from 200 potential candidates who were interested in joining the armed forces.[AQ1] Confirmatory factor analysis (CFA) for instrument validity and regression analysis, for finding significant factors, were used for data analysis. The qualitative results indicate that the current employee's perception fits the instrumental and symbolic framework. Additionally, variables such as discrimination in positions, risk, stress, confidence and personality development were also identified. The CFA and regression analysis results were found to be significant on the instrumental dimensions – job security and task diversity and symbolic dimensions – competence. The study emphasizes the important instrumental and symbolic attributes for both current and potential employees. Thus, the armed forces can use these as a base for strategy formulation regarding employer branding.
      Citation: European Journal of Training and Development
      PubDate: 2020-06-14
      DOI: 10.1108/EJTD-03-2019-0043
      Issue No: Vol. 45, No. 1 (2020)
       
  • Inclusive leadership: new age leadership to foster organizational
           inclusion
    • Authors: Sunaina Chetan Kuknor, Shubhasheesh Bhattacharya
      Abstract: This paper aims to investigate the relationship between inclusive leadership (IL) and organizational inclusion (OI) in literature and explores the contribution of IL and OI in human resources development (HRD). The systematic literature review was undertaken from peer-reviewed journals. In total, 68 articles were critically analyzed to be included in the review highlighting the relationship between IL and OI. The paper provides insights into leader behaviors that foster IL and how it differs from other styles of leadership. The paper also proposes a theoretical model to show the relationship between IL and OI. The study will facilitate creating awareness in practitioners and academicians who think inclusion is mostly concerned with disabled learners, which is misleading. The paper will help the concerned stakeholders to formulate HRD practices to foster an inclusive culture at work. The paper explores an area less researched and is among the few review papers investigating through the relationship between IL and OI and how they impact HRD practices in an organizational set-up.
      Citation: European Journal of Training and Development
      PubDate: 2020-06-05
      DOI: 10.1108/EJTD-07-2019-0132
      Issue No: Vol. 45, No. 1 (2020)
       
  • A scale to measure organizational stress among women workers in the
           garment industry
    • Authors: Lavina Sharma, Mallika Srivastava
      Abstract: Stress has been a common phenomenon among the working professionals. The stress has been known to affect the job satisfaction level, health outcomes, affect burnout through the physiological, emotional, behavioral and cognitive processes resulting in to low performance. This study aims to identify the factors determining organizational stress among women workers in the garment industry in India and to develop and validate a contextual scale for organizational stress among women workers in the garment industry in India. This study consisted of women workers who were employed in garment manufacturing companies. The data has been collected through a structured questionnaire, which identifies the factors leading to stress. The respondents of the study included women workers employed in the garment manufacturing units in and around Bangalore. An exploratory factor analysis was conducted and the model fit was tested using confirmatory factor analysis. The measurement scale for the organization stress of women workers in the garment industry was found to be highly reliable and valid for conducting the study in any Indian garment industry. The analysis identified the factors as follows: job-related factor, organization-related factor, social factor and personal factor. Due to limited access to the population, which is the women workers, the authors have not been able to collect a large sample data. The sample size is the limitation of the study. Organizational stress have has been shown to have a detrimental effect on the health and well-being of employees. Organizations need to step up their effort to integrate emotional well-being, conducive work environment, workloads and job responsibilities, social connectedness and job satisfaction with their efforts to support the physical health and mental health of the workers. The study is one of its kind with a focus on women workers in the garment industry in India. The study highlights the factors that result in stress among women workers who have not been studied in past research studies. The strategies to cope with organizational stress in such a work requirement is different and very challenging, making it unique for practitioners.
      Citation: European Journal of Training and Development
      PubDate: 2020-05-04
      DOI: 10.1108/EJTD-04-2019-0060
      Issue No: Vol. 45, No. 1 (2020)
       
  • An empirical study of displaceable job skills in the age of robots
    • Authors: Szufang Chuang
      Abstract: The purpose of this paper is to contribute to the literature on issues regarding the influence of skill-polarized workplace on jobs, human capital and organization from human resource development’s (HRD’s) perspective, this research identified 30 displaceable skills from endangered jobs and examined 423 adult employees’ awareness and level of technological redundancy based on the displaceable kills. By using survey methodology, the findings discovered four displaceable skill sets – repeated physical motion and performance, information process and analysis, repeated physical control of equipment, and individual affective performance – existing in 23 occupations with varying degrees. Evidently, about half of the respondents were not aware of their level of technological redundancy and the current changes caused by automation and advancing technology in the job market. Proper HRD interventions are needed to assist employees to adjust the job changes and coexist with machines and robots in the technologically dynamic workplace. Specific approaches and strategies to help employees to become robot-proof were provided and discussed. This research offers important insights for HRD professionals to understand the phenomena of the current skill-polarized workplace and to potentially address the related issues of talent shortage, endangered jobs, and technological unemployment.
      Citation: European Journal of Training and Development
      PubDate: 2020-04-30
      DOI: 10.1108/EJTD-10-2019-0183
      Issue No: Vol. 45, No. 1 (2020)
       
  • Impostor syndrome
    • Authors: Aparna KH, Preetha Menon
      Abstract: The purpose of this paper is to integrate impostor syndrome and leadership research to identify antecedents of impostor syndrome, their impact on sustainable leader behaviors. The paper also postulates the moderating effect of mindfulness and leader member exchange on impostor syndrome and sustainable leader behaviors, respectively. The paper relies on an integrative approach of literature review on impostor syndrome and leadership. After identifying gaps in impostor syndrome research and its intersectionality with the constructs of contextual leadership theory, an integrative conceptual framework was formulated incorporating antecedents, consequences and moderators of impostor syndrome. Three antecedents of impostor syndrome were identified from the literature, namely, gender, family/social role expectation and personality traits. Additionally, this paper also unearths contextual factors as yet another antecedent to impostor syndrome. Negative impact of impostor syndrome on leader behaviors such as managerial decision-making, innovative work behavior (IWB) and organizational citizenship behavior (OCB) were established by connecting those to the three primary characteristics of impostor syndrome, namely, low self-efficacy, fear of failure and perceived fraudulence, respectively. Finally, the paper also posits the moderating role of leader member exchange and mindfulness and proposes mindfulness training as an effective intervention for impostor syndrome. This being a conceptual paper will benefit from empirical studies that corroborate theoretical posits. The scope of studying the effect of impostor syndrome on sustainable leader behavior was limited to three major variables, namely, managerial decision-making, IWB and OCB. Thus, it calls for a more elaborate model of impostor syndrome including other relevant leader behaviors. The model when applied in organizational context addresses the need for mindfulness training to reduce the effect of impostor syndrome among leaders. Leaders will exhibit sustainable behaviors when provided with the right kind of training. The study attempts to integrate the two independent constructs, impostor syndrome and leadership to establish a novel and meaningful connection and throws light to the unaddressed antecedents, consequences and moderators of its impact on sustainable leader behaviors. From learning and development practitioners’ perspective, it also signifies the effectiveness of mindfulness training among employees’ personal and professional development.
      Citation: European Journal of Training and Development
      PubDate: 2020-04-29
      DOI: 10.1108/EJTD-07-2019-0138
      Issue No: Vol. 45, No. 1 (2020)
       
  • Reframing organizational change from a processual perspective
    • Authors: Alain Guiette, Koen Vandenbempt
      Abstract: This article aims at reframing organizational change from a processual perspective to transcend the polarized tensions between planned and emergent approaches to change and to better align with the lived reality of practitioners. It informs the field of learning and development with fresh insights on how to broaden sensemaking repertoires of managers and employees in realizing organizational change. To understand how change agents conceptualize organizational change at a conceptual level, this article relies on Heidegger’s three modes of being-in-the-world to identify three dominant conceptualizations of organizational change and subsequently theorizes on corresponding phenomenological qualities of sensemaking. This article develops a theoretical scaffolding that posits the emergence of organizational change as dialectic process of three different conceptualizations of change, i.e. wayfinding logic, managerialistic logic and reflexive logic, that translate into three different phenomenological qualities of sensemaking, i.e. absorbed sensemaking, detached sensemaking and mindful sensemaking, respectively. A processual reframing of organizational change informs learning and development scholars and practitioners in at least three ways: raising awareness of and probing underlying managerial assumptions of what change is and how change should be managed, training managers and employees to deal with sensemaking processes to effectively realize organizational change, and actively assist in developing a broader sensemaking repertoire to deal with the equivocality associated organizational change. This processual reframing contributes to the sensemaking literature on organizational change by reframing change as a dialectic process of different underlying assumptions of change agents, and different qualities of sensemaking of change. It pinpoints to concrete actions that learning and development professionals can initiate to contribute to more effective change management practices.
      Citation: European Journal of Training and Development
      PubDate: 2020-02-27
      DOI: 10.1108/EJTD-04-2019-0062
      Issue No: Vol. 45, No. 1 (2020)
       
  • European Journal of Training and Development
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