Subjects -> BUSINESS AND ECONOMICS (Total: 3510 journals)
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    - CONSUMER EDUCATION AND PROTECTION (20 journals)
    - COOPERATIVES (4 journals)
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    - ECONOMIC SYSTEMS, THEORIES AND HISTORY (235 journals)
    - FASHION AND CONSUMER TRENDS (20 journals)
    - HUMAN RESOURCES (103 journals)
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    - TRADE AND INDUSTRIAL DIRECTORIES (2 journals)

HUMAN RESOURCES (103 journals)                     

Showing 1 - 92 of 92 Journals sorted by number of followers
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 222)
Human Resource Management     Hybrid Journal   (Followers: 77)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 75)
Human Resource Management Journal     Hybrid Journal   (Followers: 74)
Human Relations     Hybrid Journal   (Followers: 61)
Human Resource Management Review     Hybrid Journal   (Followers: 60)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 53)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 52)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 46)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 44)
Journal of Accounting Research     Hybrid Journal   (Followers: 34)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 34)
Review of Accounting Studies     Hybrid Journal   (Followers: 29)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 28)
Accounting Auditing & Accountability Journal     Hybrid Journal   (Followers: 26)
Human Resource Development Review     Hybrid Journal   (Followers: 25)
Accounting Forum     Hybrid Journal   (Followers: 24)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 24)
Personality and Individual Differences     Hybrid Journal   (Followers: 24)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 23)
Accounting and Business Research     Hybrid Journal   (Followers: 23)
Journal of Human Development and Capabilities : A Multi-Disciplinary Journal for People-Centered Development     Hybrid Journal   (Followers: 22)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 22)
European Accounting Review     Hybrid Journal   (Followers: 20)
Human Resource Management Research     Open Access   (Followers: 19)
Human Resource Development International     Hybrid Journal   (Followers: 18)
Open Journal of Leadership     Open Access   (Followers: 18)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 17)
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 16)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 16)
Personnel Review     Hybrid Journal   (Followers: 15)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 15)
European Journal of Training and Development     Hybrid Journal   (Followers: 14)
Review of Public Personnel Administration     Hybrid Journal   (Followers: 14)
Public Personnel Management     Hybrid Journal   (Followers: 14)
International Journal of Management Development     Hybrid Journal   (Followers: 13)
International Journal of Human Resource Studies     Open Access   (Followers: 13)
Advances in Accounting     Hybrid Journal   (Followers: 12)
British Accounting Review     Hybrid Journal   (Followers: 12)
International Journal of Management Education     Hybrid Journal   (Followers: 11)
New Horizons in Adult Education and Human Resource Development     Hybrid Journal   (Followers: 11)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 11)
Review of Quantitative Finance and Accounting     Hybrid Journal   (Followers: 10)
Journal of Human Capital     Full-text available via subscription   (Followers: 10)
International Journal of Accounting, Auditing and Performance Evaluation     Hybrid Journal   (Followers: 9)
Journal of Accounting and Public Policy     Hybrid Journal   (Followers: 7)
Journal of Accounting Education     Hybrid Journal   (Followers: 7)
Qualitative Research in Accounting & Management     Hybrid Journal   (Followers: 7)
Human Resource and Organization Development Journal     Open Access   (Followers: 7)
Attachment & Human Development     Hybrid Journal   (Followers: 7)
Strategic HR Review     Hybrid Journal   (Followers: 6)
Journal of Service Management     Hybrid Journal   (Followers: 6)
Journal of Human Resource Costing & Accounting     Hybrid Journal   (Followers: 6)
Journal of Professions and Organization     Free   (Followers: 5)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 5)
Journal of Human Values     Hybrid Journal   (Followers: 5)
Journal of International Accounting, Auditing and Taxation     Hybrid Journal   (Followers: 5)
Research in Human Development     Hybrid Journal   (Followers: 5)
German Journal of Human Resource Management     Hybrid Journal   (Followers: 5)
Journal of Contemporary Accounting & Economics     Hybrid Journal   (Followers: 4)
South Asian Journal of Human Resources Management     Full-text available via subscription   (Followers: 4)
Journal of Organizational Effectiveness : People and Performance     Hybrid Journal   (Followers: 4)
Australian Accounting Review     Hybrid Journal   (Followers: 4)
Corporate Governance and Organizational Behavior Review     Open Access   (Followers: 4)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 4)
Journal of Chinese Human Resource Management     Hybrid Journal   (Followers: 4)
Coaching : Theorie & Praxis     Open Access   (Followers: 3)
Journal of Accounting & Organizational Change     Hybrid Journal   (Followers: 3)
Evidence-based HRM     Hybrid Journal   (Followers: 3)
Journal of Global Responsibility     Hybrid Journal   (Followers: 3)
International Journal of Human Capital and Information Technology Professionals     Full-text available via subscription   (Followers: 3)
International Journal of Ethics and Systems     Hybrid Journal   (Followers: 2)
Journal of HR intelligence     Open Access   (Followers: 2)
Pacific Accounting Review     Hybrid Journal   (Followers: 2)
International Journal of Critical Accounting     Hybrid Journal   (Followers: 2)
Journal of Marketing and HR     Open Access   (Followers: 2)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 2)
International Journal of Economics and Accounting     Hybrid Journal   (Followers: 1)
Sri Lankan Journal of Human Resource Management     Open Access   (Followers: 1)
Intangible Capital     Open Access   (Followers: 1)
Journal of Advances in Management Research     Hybrid Journal   (Followers: 1)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 1)
Journal of Human Resource and Sustainability Studies     Open Access   (Followers: 1)
NHRD Network Journal     Full-text available via subscription  
Human Resource Research     Open Access  
Personnel Assessment and Decisions     Open Access  
Kelaniya Journal of Human Resource Management     Open Access  
Revista Gestión de las Personas y Tecnología     Open Access  
Psychologie du Travail et des Organisations     Hybrid Journal  
FOR Rivista per la formazione     Full-text available via subscription  
Journal of Enterprising Communities People and Places in the Global Economy     Hybrid Journal  
Asian Review of Accounting     Hybrid Journal  

           

Similar Journals
Journal Cover
European Journal of Training and Development
Journal Prestige (SJR): 0.477
Citation Impact (citeScore): 1
Number of Followers: 14  
 
Hybrid Journal Hybrid journal   * Containing 5 Open Access Open Access article(s) in this issue *
ISSN (Print) 2046-9012 - ISSN (Online) 2046-9020
Published by Emerald Homepage  [362 journals]
  • Career shock of female academics during Covid-19: can the transactional
           stress model offer coping strategies'

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      Authors: Mohamed Mousa
      Abstract: Through addressing female academics in four public universities in Egypt, the author of this paper aims to answer the question: How do female academics cope with the career shock resulting from the spread of COVID-19' The author used a qualitative research method through semi-structured interviews with 32 female academics from four public universities selected from among 26 public institutions of higher education in Egypt. Thematic analysis was subsequently used to determine the main ideas in the transcripts. The findings assert that the following three strategies: heroism, cronyism and temporalism are used by female academics in the Egyptian context to cope with the career shocks they feel during the time of COVID-19. The findings assert that female academics try to reassert their professionalism in their academic duties and familial obligations even after the spread of COVID-19. Moreover, they tend to use forms of cronyism behaviour to alleviate the effect of the career shock, mostly via hypocritical phrases. Furthermore, the thought that COVID-19 is a temporary stage helps female academics to actively accept their challenging new work conditions. This paper contributes by filling a gap in human resources management and higher education in which empirical studies on the career shock of female academics have been limited so far.
      Citation: European Journal of Training and Development
      PubDate: 2022-12-06
      DOI: 10.1108/EJTD-04-2022-0052
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Exploring employee well-being during the COVID-19 remote work: evidence
           from South Africa

         This is an Open Access Article Open Access Article

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      Authors: Fatima Mahomed , Pius Oba , Michael Sony
      Abstract: The COVID-19 pandemic has rapidly accelerated a shift to remote working for previously office-based employees in South Africa, impacting employee outcomes such as well-being. The remote work trend is expected to continue even post the pandemic, necessitating for organizational understanding of the factors impacting employee well-being. Using the Job Demands–Resources model as the theoretical framework, this study aims to understand the role of job demands and resources as predictors of employee well-being in the pandemic context. A self-administered online survey questionnaire was used to gather quantitative data about remote workers’ (n = 204) perceptions of specifically identified demands, resources and employee well-being. Descriptive statistics, Pearson’s correlation and moderated hierarchical regression were used to analyse the data. This study found that job demands in the form of work–home conflict were associated with reduced employee well-being. Resources, namely, job autonomy, effective communication and social support were associated with increased employee well-being. Job autonomy was positively correlated to remote work frequency, and gender had a significant positive association to work–home conflict. Social support was found to moderate the relationship between work–home conflict and employee well-being. Findings suggest that organizations looking to enhance the well-being of their remote workforce should implement policies and practices that reduce the demands and increase the resources of their employees. The significant association of gender to work–home conflict suggests that greater interventions are required particularly for women. This study advances knowledge on the role of demands and resources as predictors of employee well-being of remote workforces during COVID-19 and beyond. This paper provides insight on employee well-being during COVID-19 remote work. Further, the findings suggest that organizations looking to enhance the well-being of their remote workforce should implement policies and practices that reduce the demands and increase the resources of their employees. The significant association of gender to work–home conflict suggests that greater interventions are required particularly for women. To the best of the authors’ knowledge, this is the first study carried out to explore the employee well-being during COVID-19 pandemic and will be beneficial to stakeholders for understanding the factors impacting employee well-being.
      Citation: European Journal of Training and Development
      PubDate: 2022-11-16
      DOI: 10.1108/EJTD-06-2022-0061
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • The ethics of talent development: frameworks and identities

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      Authors: Kenneth Reinert , Gelaye Debebe
      Abstract: This paper aims to examine the ethics of authentic talent development in socioeconomic context by considering a set of alternative ethical frameworks. It juxtaposes the ideals of civic virtue, which involve a concern for the common good, with the reality that socioeconomic deprivation and sociocultural practices severely constrain talent development opportunities and choice. The paper draws on several frameworks complementary to the ideals of civic virtue – the basic goods approach, human capital theory, the capabilities approach and the ethic of care – to elucidate the barriers to talent development embodied in sociocultural context, as well as policy and institutional practices to overcoming these barriers. While multiple ethical frameworks are necessary to fully capture the issues related to authentic talent development in socioeconomic context, a focus on the ethic of care and basic goods provision is an important starting point. There are also a few fundamental starting points for human resource development in responding to ethical concerns regarding authentic talent development. While the prevailing approach to talent development is implicitly based on a logic of social identity ascription, this paper promotes an alternative approach based on the ethics of civic virtue. While the former is oriented to the support of social hierarchies based on identity, the latter is oriented to fostering both social and human well-being via choice and authentic talent development.
      Citation: European Journal of Training and Development
      PubDate: 2022-11-15
      DOI: 10.1108/EJTD-07-2021-0106
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Indispensable skills for human employees in the age of robots and AI

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      Authors: Szufang Chuang
      Abstract: Based on sociotechnical systems theory, social (human) and technological sub-systems in an organization should be taken in account when making strategic decisions and designed to fit the demands of the environment for organizational effectiveness. Yet there is very limited information in literature on whether employees are well equipped with indispensable (human) skills to prepare them combating challenges caused by advanced technology. The purpose of this study is to empirically investigate employees’ human skills that are critical for success in the Age of Robots and Artificial Intelligence from human resource development’s perspective. A questionnaire was developed for the purpose of this exploratory study. A total of 422 US Midwest employees were surveyed on their human skills level that are critical for success in the Industry 4.0 transformation. In general, the respondents could perform all the measured human skills (which can be categorized into social skillset and decision-making skillset) more than adequate but may vary by education level and gender. To strengthen one’s human skills, organizations may begin with facilitating employees on relationship building to create a support system and a strong sense of belonging, which will promote their social sensitivity and collaboration skill development, as well as decision-making skillset. The findings of this study can be used for techno-structural interventions and employee development programs. This study highlights the importance of investigating human skills to cope with the changing nature of work and make upskilling more feasible and flexible for workers to be robot-proof.
      Citation: European Journal of Training and Development
      PubDate: 2022-11-14
      DOI: 10.1108/EJTD-06-2022-0062
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Nurturing focused motivation: leadership development in Indonesia

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      Authors: Charlina Gozali , Susan J. Paik
      Abstract: The present study aims to examine how a group of young leaders in Indonesia developed their leadership throughout their early and later years. In particular, the study examined focused motivation (“undeterred, intentional perseverance”), which is a common trait found in high-achieving individuals (Paik, 2013, p. 106). The study further investigated the nurturance of focused motivation through key support networks in home and school environments. Using the productive giftedness model (Paik, 2013, 2015) as its theoretical framework, the study used a mixed-method design comprising a structured interview and survey. The final sample included 38 high-achieving Indonesian leaders. Findings from the study demonstrate that focused motivation can be cultivated through a combination of opportunities, support and resources. More specifically, the home and school are integral in the development of characteristics contributing to focused motivation, such as resilience and mastery-orientation. In the study, positive characteristics and support networks of young leaders enabled them to overcome a variety of personal and professional challenges, including overcoming social barriers experienced by some of the leaders. Findings from the study can inform practice and policy efforts in creating nurturing home and school environments that will help children and young adults achieve their leadership potential, especially in developing countries where access to education and resources is often limited. The study highlights the sociocultural context in Indonesia to discuss the opportunities and barriers in talent and leader development.
      Citation: European Journal of Training and Development
      PubDate: 2022-11-03
      DOI: 10.1108/EJTD-08-2021-0123
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • The integrative approach in the study of resilience in female
           entrepreneurship

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      Authors: Vânia Maria Jorge Nassif , Márcia Maria Garçon
      Abstract: This paper aims to understand resilience in entrepreneurial behavior and the major adversities faced by women entrepreneurs and identify theoretical and empirical bases that support the use of the integrative approach as appropriate to studies of resilience in women entrepreneurs. In this exploratory-theoretical study, the authors adopted a narrative review of the literature on Female Entrepreneurship, Business and Resilience. The databases researched were: Web of Science, Social Citation Index and Scopus, of which 52 were submitted to analysis through techniques of comparison and contrast between theory, classical studies and applied research. The study illuminates the concept of resilience aligned with entrepreneurship and the major adversities of female entrepreneurship. It also indicates the competence of the integrative approach in investigating and analyzing resilience as a complex, functional and emotional phenomenon between women entrepreneurs and their business environment. This study indicates that the integrative approach can offer an explanatory device about the relationships between affectivity and cognition in the resilient behavior of women when encountering difficulties in the entrepreneurial process. It also indicates paths for future research that can empirically prove the degree of these constructs in the resilient behavior of women entrepreneurs, having the difficulties related to the gender stereotype as a point of interest. The contribution to the managerial field is to alert women entrepreneurs about the need to understand the role of affectivity and cognition in facing adversity to strengthen their resilient behavior. The contribution to the managerial field is to alert women entrepreneurs about the need to understand the role of affectivity and cognition in facing adversity to strengthen their resilient behavior. This study provides original evidence that cognitive and affective aspects influence women’s entrepreneurial behavior with the same degree of importance. Therefore, they must be investigated jointly. This discovery brings relevance to theoretical and empirical studies on this topic.
      Citation: European Journal of Training and Development
      PubDate: 2022-10-25
      DOI: 10.1108/EJTD-04-2022-0040
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Integrative literature review on employee turnover antecedents across
           different generations: commonalities and uniqueness

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      Authors: Michael Climek , Rachel Henry , Shinhee Jeong
      Abstract: The purpose of this study is to synthesize the current turnover literature that has investigated the nonfinancial antecedents of turnover intention across generations. This paper provides an integrative and analytical review of prior empirical studies with two research questions: What nonfinancial factors influencing employee turnover have been empirically identified across different generations' and What generational commonalities and uniqueness exist among the turnover antecedents' To identify nonfinancial antecedents of employee turnover, an integrative literature review that allows a systematic process of searching and selecting literature was conducted. While synthesizing the antecedents identified in the articles, the authors were able to categorize them at three different levels: individual, group and organizational The authors discuss each antecedent according to three categories: individual, group and organizational levels. Based on the findings from the first research question, the authors further explore the commonalities and uniqueness among three generations (i.e. Millennials, Generation X and older workers). This study found both generational commonalities and uniqueness in terms of turnover intention antecedents. Based on the findings of the study, the authors discuss how to facilitate these common factors across all generations as well as considering the factors unique to each generation. Differentiation within organizations regarding retention strategies should yield positive results for both employees and organizations.
      Citation: European Journal of Training and Development
      PubDate: 2022-10-25
      DOI: 10.1108/EJTD-05-2021-0058
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Generational differences in work values in the Korean Government sector

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      Authors: Sohee Park , Sunyoung Park
      Abstract: The purpose of this study is to compare the perceptions of work values among different generational groups (Boomers, Generation 386, Generation X and Millennials) in the Korean Government sector. Using a sample of 1,084 employees working in the Korean Government sector, this study compared generational differences in work values with seven dimensions: detail, aggressiveness, team orientation, outcome orientation, people orientation, innovation and organization orientation. This study found that Millennials had the most significant differences in aggression, team-orientation, innovation and organization-focus, compared to Generation 386. Millennials were less aggressive and more team-oriented and innovative than Generation 386. Millennials also put less value on the organization compared to Generation X and Generation 386, indicating that Millennials are less willing than other generations to sacrifice their individual needs for the needs of the organization. Generation X had higher values in supportiveness, fairness and respect for individuals than Generation 386. This study adds to the current literature by empirically examining how employees’ work values are influenced by the generational differences of the workers.
      Citation: European Journal of Training and Development
      PubDate: 2022-10-25
      DOI: 10.1108/EJTD-05-2022-0057
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Futures and foresight learning in HRD

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      Authors: Jeff Gold , Patricia Jolliffe , Jim Stewart , Catherine Glaister , Sallyann Halliday
      Abstract: The purpose of this paper is to argue that human resource development (HRD) needs to embrace and include futures and foresight learning (FFL) as a new addition to its field of theorising and practice. The question to consider is: How can FFL become a new feature of HRD' A key part of the authors’ argument is that the inclusion of FFL will enable HRD to add to the success of any organisation and make a vital contribution to the management of people at work. This paper firstly considers some of the debates surrounding the meaning of HRD. The authors suggest that instability of the time serves to disturb any comforts that have been created in HRD and that there is a need to consider how there might be different futures for what we still call HRD in research, practice and praxis. This paper then considers how FFL might become one possibility for expanding the existing boundaries of HRD. The authors characterise futures and foresight as a learning process, which provides new but complementary features to what is already considered as HRD. This paper will show how FFL can lead to organisation's success and the way this can be achieved. There is a wide variety of meanings of the term HRD; however, HRD is still cast as a “weakened profession” which has to play a subservient role to others in the workplace. Over the last 15 years, the expansion of the meaning of HRD has been seen as evidence of its evolving and emerging nature and development based on a co-creation with other disciplines. This creates a space for FFL, defined as an ongoing learning process to find predictable, probable, possible and/or a variety of long-term futures. FFL embraces three key processes of scanning, futuring and reconfiguring, all of which contain a high potential for participants and others to learn as they proceed, providing outcomes at each stage. FFL has been shown to enhance organisation performance and success and HRD interventions can play a key part in implementation. This represents a significant opportunity for the HRD profession to move from weakness towards strength. For HRD researchers, while FFL is not yet on its radar, the authors would argue that the uncertainties of the future require that more attention be given to what might lie ahead. Indeed, HRD researchers need to ask the question: What is the future of HRD research' In addition, if the authors’ call for FFL to be included in the practice of HRD, such practice will itself provide new pathways for HRD research. Further research questions might include: To what extent is FFL practiced in organisations and what role do HRD practitioners play in delivery' How does FFL impact on organisation behaviour and outcomes' What new products and services emerge from FFL' What new skills are required to deliver FFL' Can FFL enhance the status of HRD practitioners in the work place and its role in decision-making' and How can the HRD profession develop as a hybrid profession with respect to machine learning (ML)/artificial intelligence (AI)' FFL produces outcomes that have importance for strategy, HRD practitioner can learn to facilitate FFL by action learning and in leadership development programmes. FFL offers a significant opportunity to enhance the importance of HRD in organisations and beyond. FFL offers those involved in HRD a significant opportunity to transfer ideas into practice that have an impact on organisation sustainability. HRD can play a significant role in the design and delivery of ML and AI projects. This paper concludes with a call for embracing FFL as a challenging but important addition to how we talk about learning at work. The authors argue that FFL offers a significant opportunity to enhance the importance of HRD in organisations and beyond. At its centre, FFL involves learning by people, groups, organisations and machines and this has to be of concern to HRD.
      Citation: European Journal of Training and Development
      PubDate: 2022-10-19
      DOI: 10.1108/EJTD-05-2022-0059
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • “Power of words”: impact, concerns and applications of
           nonviolent communication training

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      Authors: Madhuri Korlipara , Hardik Shah
      Abstract: The purpose of this study is to evaluate the effectiveness of a training program on nonviolent communication (NVC) and assess its impact, concerns and applicability to the context of work. This study also focuses on the factors that influence the retention and application of the skills acquired during the training after three months of completion of the program. This study uses a qualitative approach. Purposive sampling was used, and 14 semi-structured interviews were conducted to study the impact of an NVC training program titled “Power of words”. Thematic analysis based on Kirkpatrick’s model of training evaluation was used to arrive at the findings. NVC training was found to have created a sustainable shift in perspective and behaviour of the participants; however, the learning and application of the NVC skills were found to be dependent on individual and contextual factors. The role of the facilitator was found to be crucial in creating safe spaces that were essential for open sharing and effective practice. NVC was found to be easier to apply to contexts of personal relationships; however, in a work context, it holds immense scope to create both organisational- and employee-level outcomes. This study has implications for developing theory on NVC and its consequences to humanistic management and employee thriving. This study has implications for developing theory on NVC and its consequences for humanistic management and employee thriving. This study has practical implications for humanising communication at work and also has implications for leaders, managers, coaches, counsellors, HR professionals and OD professionals, to improve employee or client experiences. This study also has implications for the potential community development. This study also has implications for the potential community development as a consequence of NVC training. The research on the application of NVC training to context of work is very limited, and also, there is very limited research on both the effectiveness of online training and the retention and application of the learning after three months of completion of the program. This study fills these gaps.
      Citation: European Journal of Training and Development
      PubDate: 2022-10-10
      DOI: 10.1108/EJTD-03-2022-0030
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Career chance events of highly educated women with doctoral degrees in
           South Korea

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      Authors: Yonjoo Cho , Jieun You , Yuyeon Choi , Jiyoung Ha , Yoon Hee Kim , Jinsook Kim , Sang Hee Kang , Seunghee Lee , Romee Lee , Terri Kim
      Abstract: The purpose of this qualitative study is to explore how highly educated women respond to career chance events in a Korean context where traditional cultural values and male-dominated organizational culture coexist. The authors conducted 50 semi-structured interviews with highly educated women operationalized as women with doctoral degrees in and out of Korea. The authors used a collaborative research process with a team of ten Korean-born researchers who have built consensus on research themes through discussions on the collection and analysis of a large data set, thus reducing the researcher bias issue inherent in qualitative research. In an analysis of the interview data collected, the authors report on three themes: before obtaining a doctoral degree, during and after their doctoral study and responses (coping strategies) to chance events in their careers. Highly educated women’s pursuing a doctoral degree was a way to maintain work–life balance in Korea where women are expected to take a primary caregiver role. After obtaining a doctoral degree, participants struggled with limited job opportunities in the male-dominated higher education. Women’s unplanned and unexpected chance events are intertwined with the male-dominated culture in Korea, and career interruptions as such a chance event, whether voluntary or involuntary, happened largely due to family reasons. In this context, highly educated women responded to chance events largely at individual and family levels and articulated the need for support at organizational and government levels. The study findings confirm the literature that women’s careers are limited by traditional family roles in non-Western countries where strong patriarchal culture is prevalent. Particularly, women’s career interruptions surfaced as a critical chance event that either disrupts or delays their careers largely because of family issues. Future research is called for to identify both individual and contextual factors that influence women’s decisions on voluntary and involuntary career interruptions as their responses to chance events. Based on highly educated women’s coping strategies largely at individual and family levels, we suggest national human resource development policies put in place not to lose out on the opportunity to develop highly educated women with doctoral degrees as a quality workforce for a nation’s sustainable economic growth. Additionally, organizations need to be aligned with the government policies and programs for the provision of developmental programs for women in the workplace, beginning with highly educated women’s career planning, while creating organizational culture to promote gender equality as a long-term goal. The participants’ voluntary career breaks helped them care for their children, be involved in their children’s education, reflect on work–life balance after having long hours of work for many years and move forward with personal satisfaction. Voluntary career breaks can be understood as highly educated women’s unique way of responding to chance events.
      Citation: European Journal of Training and Development
      PubDate: 2022-10-06
      DOI: 10.1108/EJTD-04-2022-0049
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Ethical issues in virtual workplaces: evidence from an emerging economy

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      Authors: Shubhi Gupta , Govind Swaroop Pathak
      Abstract: However, while the benefits of adopting virtual work structures have been extensively discussed, ethical considerations have been largely ignored in the existing literature. To fill this gap, this study aims to investigate the key ethical issues associated with virtual workplaces. It also aimed to examine the various preventive measures that could be considered for effectively managing such challenges. The study adopted an inductive research approach using qualitative methodology. Data was collected by executing the technique of dual moderator focus group discussion. By using the purposive sampling technique, the sample comprised 24 software professionals from emerging economies such as India. All sessions were transcribed, and the data were analysed using the content analysis method. The study reports some interesting results related to various ethical issues and the preventive measures to handle such issues in virtual workplaces. The themes that emerged related to ethical issues have been categorised into three broad categories, i.e. People, Technology and Culture. In contrast, preventive measures have been reported in both contexts, i.e. pre-preventive and post-preventive measures. Furthermore, few recommendations have been made to improve virtual work experiences for remote work professionals. The identified themes and categories were classified and arranged in “Network View”, a feature embedded in Atlas.ti7 software, to analyse the conceptual relationships. The findings may help managers regarding various ethical issues in virtual work settings. It may also provide an insight to the managers about the benefits of adopting preventive measures for handling ethical dilemmas in virtual workplaces in an emerging economy like India. The study may be seen as one of the earliest attempts to consider the lingering debate on ethics in virtual workplaces. The findings of the study have implications for further theoretical research on the topic.
      Citation: European Journal of Training and Development
      PubDate: 2022-10-05
      DOI: 10.1108/EJTD-03-2022-0023
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Developing and validating protean and boundaryless career scale for
           college passing out students

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      Authors: Divyang Purohit , Rachita Jayswal
      Abstract: With changing employment conditions, technological advancement, frequent manpower reduction and global competition, the relevance of the protean and boundaryless career concepts is increasing. With this, the country’s culture plays a pivotal role in career choice. The purpose of this paper is to develop and validate protean and boundaryless career scales for college passing out students and in the Indian context. The protean career scale was measured by self-directed and values-driven dimensions, while the boundaryless career scale was measured by boundaryless mindset and organizational mobility preference. The first step involved defining construct and determining face validity. The data collected via questionnaire from India’s final year engineering students were subjected to exploratory factor analysis and confirmatory factor analysis in the second and third steps, respectively. Finally, the nomological validity was tested by establishing the relationship between factors influencing career choice and newly developed protean and boundaryless career. The result suggested using a two-factor model with a protean career (combining self-directed and values-driven items) and a boundaryless career as a separate construct for college passing out students. The developed scale has nine items that can be used to conduct surveys at the time of campus hiring by academic scholars, HR managers, and practitioners who are working on the identification, development and management of human talent as a part of any human resource management system. To the best of the authors’ knowledge, this is the first approach to developing the protean and boundaryless career scale for college passing out students and in the Indian context which can be replicable for South Asian countries.
      Citation: European Journal of Training and Development
      PubDate: 2022-10-05
      DOI: 10.1108/EJTD-07-2021-0115
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Linkages of organizational commitment and leadership styles: a systematic
           review

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      Authors: Prashant Sunil Borde , Ridhi Arora , Sanjeeb Kakoty
      Abstract: This paper aims to examine how the linkages between organizational commitment (OC) and five leadership styles, namely, authentic leadership, benevolent leadership, ethical leadership, moral leadership and spiritual leadership, have been investigated in the literature. This systematic literature review applies a matrix method to examine the significant literature in leadership and OC, specifically considering themes of self-development, self-awareness, self-regulation, self-discipline and self-motivation necessary for individuals and organizations. The papers from Australian Business Deans Council, Scopus and Web of Science listed journals were reviewed. Forty-three peer-reviewed English publications from 20 journals were selected and analysed. The synthesis of these empirical studies revealed that the relationship between OC and these leadership styles had primarily been mostly quantitatively investigated in many countries and sectors. Additionally, ethical leadership remains the most commonly researched style. Furthermore, there are mediating mechanisms and boundary conditions in the relationship between these styles and OC. The literature search in this study was mainly focused on English articles only; therefore, some papers in other languages may not have been included. Additional qualitative studies based on these linkage themes need to be conducted in human resource development (HRD) contexts. This review offers an overall picture of the existing knowledge of OC and leadership that will be fruitful for HRD practitioners to understand and replicate these concepts. There are few systematic literature reviews on the relationship between OC and leadership styles. This paper is among the first systematic reviews to analyse how leadership has been associated with OC and provides potential research directions. HRD practitioners and academia should find the results of this study helpful.
      Citation: European Journal of Training and Development
      PubDate: 2022-10-04
      DOI: 10.1108/EJTD-09-2021-0151
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Factors and obstacles determining the investments in continuing education
           and training of managers: the case of Bulgarian enterprises

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      Authors: Mariya Neycheva , Milen Baltov
      Abstract: This study aims to examine internal and external factors as well as main obstacles to managers’/owners’ participation in education and training. The sample comprises managers of 151 Bulgarian predominantly micro- and small-size enterprises. The data was gathered in 2020 through direct standardized interviews at the respondent’s workplace. This study uses quantitative estimation methods including binominal and multinominal logistic regression as well as nonparametric testing. Regarding the findings in the relevant studies, the results confirm that the larger firm's size, the existence of human resource management strategy and practices as well as learning-oriented culture stimulate employer-financed management training. The lack of trainers with relevant need-specific expertise appears to be a major barrier. Additionally, the outputs highlight the role of other important determinants not being extensively discussed so far such as the level of development of the region in which the company operates, involvement in R&D and innovation activity as well as the issue of trust in trainer. This study provides insights into (under)investments in continuing vocational training which might lead to practical implications for businesses, education and government policy in lifelong learning. Moreover, this study focuses on a country with one of the lowest participation rates in adult education across Europe which allows for a better understanding of similar examples. To the best of the author’s knowledge, this is the first paper examining determinants of management training in Bulgaria and one of the few in the European context. It gives support to the existing literature but adds new findings as well.
      Citation: European Journal of Training and Development
      PubDate: 2022-09-28
      DOI: 10.1108/EJTD-03-2022-0033
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Sociocultural factors that affect the identification and development of
           talent in children and adolescents

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      Authors: Paula Olszewski-Kubilius , Rena F. Subotnik , Frank C. Worrell
      Abstract: The purpose of this paper is to inform readers about the nature of talent development prior to post-secondary education; describe the obstacles that individuals face because of poverty, racism or geography; and recommend asset-based approaches that can enable more individuals to be prepared to make significant contributions to society within their domain of talent. The methodology used was to review research from the fields of education and psychology about talent in varied domains of sport, academics and the arts, as it relates to key components (domain pathways, opportunities and psychosocial skills) of the talent development megamodel proposed by Subotnik et al. (2011). Findings include a delineation of the challenges that many nations face in cultivating talent among its young citizens particularly related to their socioeconomic status, race and ethnicity and geography. Findings include recommendations for new approaches to identification; a substantial increase in school and community-based, domain-specific opportunities; teacher training; and deliberate cultivation of psychosocial skills that can support achievement. This paper emphasizes the importance of focusing efforts on talent development at earlier stages, which is critical to creating pathways for marginalized youths to maximize their potential and contributions to the workplace.
      Citation: European Journal of Training and Development
      PubDate: 2022-09-22
      DOI: 10.1108/EJTD-01-2022-0003
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • The school stakeholder community as a source of capital for the talent
           

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      Authors: Edward C. Fletcher , Erik M. Hines , Donna Y. Ford , Tarek C. Grantham , James L. Moore III
      Abstract: This paper aims to examine the role of school stakeholders (e.g. advisory board members, school administrators, parents, teachers and school board members) at a 99% black academy in promoting the achievement and broadening participation of high school black students in engineering career pathways. The authors followed a qualitative case study design to explore the experiences of school stakeholders (e.g. students, district and school personnel and community partners) associated with the implementation of the career academy (Stake, 2006; Yin, 1994). The authors found that the school relied heavily on the support of the community in the form of an advisory board – including university faculty and industry leaders – to actively develop culturally responsive strategies (e.g. American College Test preparation, work-based learning opportunities) to ensure the success of black students interested in pursuing career pathways in engineering. Thus, school stakeholders in the academy of engineering served as authentic leaders who inspired academy students by serving as role models and setting examples through what they do as engineering professionals. It was quite evident that the joy and fulfillment that these authentic leaders gained from using their talents directly or indirectly inspired students in the academy to seek out and cultivate the talents they are good at and passionate about as well (Debebe, 2017). Moreover, the career academy provided environmental or sociocultural conditions that promoted the development of learners’ gifts and talents (Plucker and Barab, 2005). Within that context, the goals of career academy school stakeholders were to support students in the discovery of what they are good at doing and to structure their educational experiences to cultivate their gifts into talents. It is also important to acknowledge that this study is not generalizable to the one million career academy students across the nation. Yet, the authors believe researchers should continue to examine the career academy advisory board as a source of capital for engaging and preparing diverse learners for success post-high school. Further research is needed to investigate how advisory boards support students’ in school and postsecondary outcomes, particularly for diverse students. The authors highlight promising practices for schools to implement in establishing a diverse talent pipeline. On a theoretical level, the authors found important insights into the possibility of black students benefiting from a culturally responsive advisory board that provided social and cultural capital (e.g. aspirational, navigational and social) resources for their success. While prior researchers have studied the positive impact of teachers in career academies as a contributor to social capital for students (Lanford and Maruco, 2019) and what diverse students bring to the classroom as a form of capital Debebe(Yosso, 2005), research has not identified the role of the advisory board (in its efforts to connect the broader community) as a vehicle for equipping ethnically and racially diverse students who come from economically disadvantaged backgrounds with social capital. Within that sense, the authors believe the advisory board at Stanton Academy relied on what the authors term local community capital to provide resources and supports for black students’ successful transition from high school into science, technology, engineering, and mathematics (STEM)-related college and career pathways.
      Citation: European Journal of Training and Development
      PubDate: 2022-08-23
      DOI: 10.1108/EJTD-11-2021-0195
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Task performance and training of employees: the mediating role of employee
           engagement in the tourism and hospitality industry

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      Authors: Mohd Arwab , Mohd Adil , Mohd Nasir , Mohd Ashraf Ali
      Abstract: The purpose of this study is to analyse the perception of employees towards training and also examine the mediation effect of employee engagement between training and task performance. An integrated model has been developed highlighting the relationship of the motivation for training and support for training and their implications on task performance through the mediating role of employee engagement. Using the sample of 397, structural equation modelling has been used with the help of SPSS and AMOS to validate the hypothesized relationship and evaluate the responses of employees working in travel agencies operating in Delhi (capital), India. The findings of this study demonstrated a positively significant relationship between training and task performance of employees in the tourism and hospitality industry. Simultaneously, employee engagement positively mediates the relationship between training and task performance directly and indirectly. This study goes over the ramifications of the findings and offers some suggestions for practical implementations. The findings of this study can be used by managers and HR professionals to organize exclusive training programs for improving employees’ performance based on the dimensions used in this study. This study also suggests that training program enhances employee engagement in organizational activities which leads to build up team work and overall organizational as well as individual performance. This study also introduces a conceptual model and theoretical framework that provide a significant contribution to the training and task performance of employees. This study provides a strong theoretical foundation by incorporating the social exchange theory to confirm the role of employee engagement in performance. Further, this novel piece of research explores the relationship between training and task performance with employee engagement as a mediator, especially in the Indian tourism and hospitality industry.
      Citation: European Journal of Training and Development
      PubDate: 2022-08-22
      DOI: 10.1108/EJTD-01-2022-0008
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Heavy lifting: authentic talent development and leadership obtainment for
           Black women state legislators

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      Authors: Jatia Wrighten
      Abstract: The purpose of this paper is to apply a novel intersectional framework, the heavy lifter theory, to leadership attainability in state legislatures. It is a logical and unique way to examine the gender ascription of Black women. This work helps to shed light on the political behavior of Black women, the institutional obstacles they face, and the lasting power of ancestral talent development. One way to examine this intersectional theory, as it relates to Black women and authentic talent development in a sociocultural context, is an examination of leadership attainment in state legislatures. The specific research question was: What is the probability that Black women will attain leadership in state legislatures in comparison to Black men and white women' This study used panel data that have individual-level data on state legislators from 2007 to 2014 and applied a logistic regression and a predictive probability. Intersectionality, measured as the interaction term between sex and race, increases the probability of Black women earning formal leadership positions in state legislatures. In addition, Black women attain leadership positions at higher rates than both Black men and white women. This research presents a historical context by which to understand and examine the gendered nature of the ascription process of Black women. Specifically, their experience as a marginalized group burdened them with the duty of the heavy lifter. Although being the heavy lifter is a burden, this focus on Black women’s ability to thrive under constant discrimination in the form of racism and sexism should give scholars pause. In looking at Black women legislators’ ability to gain leadership, the heavy lifter identity can potentially be a vehicle through which Black women legislators can find a sense of purpose and both psychological and social strength to forge their own unexpected path.
      Citation: European Journal of Training and Development
      PubDate: 2022-08-17
      DOI: 10.1108/EJTD-08-2021-0124
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Exploring the authenticity, or lack thereof, of the discourse of talent
           management

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      Authors: Rita A. Gardiner , Wendy Fox-Kirk , Syeda Tuba Javaid
      Abstract: This paper aims to examine the ways in which discourses of talent management (TM) reinforce and perpetuate structural barriers of exclusion and discrimination. The argument is made that dominant TM discourses must be interrogated if authentic talent development (ATD) practices are to succeed. This interrogation will require a shift from an organizational emphasis on talent identification towards ATD’s focus on talent cultivation. A conceptual approach is used to critically analyse TM discourses to assess the degree to which they are inclusive. Building upon the work of Debebe (2017), an alternative ATD approach is suggested that, together with the novel concept of authentic otherness, may enable scholars and practitioners to reflect upon current organizational practices and devise new approaches that encourage talent cultivation in diverse employees. This, in turn, may foster a greater sense of organizational belonging. Findings identify a number of ways in which organizational norms and structures are maintained and perpetuated through dominant, mainstream TM practices. This hinders ATD for many due to social ascription processes. By exploring the concept of “authentic otherness” (Gardiner, 2017), alongside Debebe’s (2017) approach to ATD, the argument is made that systemic inequities in the workplace may be addressed when we create conditions to support the cultivation of talent for all employees. This paper builds on recent arguments in the critical TM literature concerning the exclusionary nature of mainstream TM practices in organizations. The concept of authentic otherness is clarified and defined with a view to using this new term as a heuristic device to encourage a reflective understanding of how ATD practices can be developed.
      Citation: European Journal of Training and Development
      PubDate: 2022-07-29
      DOI: 10.1108/EJTD-12-2021-0203
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Empowering leadership and employee creativity: the mediating roles of work
           engagement and knowledge sharing

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      Authors: Baek-Kyoo Joo , Jeong-Ha Yim , Young Sim Jin , Soo Jeoung Han
      Abstract: This study aims to investigate the relationship between empowering leadership and employee creativity and the mediating roles of work engagement and knowledge sharing in this relationship. Using the results of a survey of 302 knowledge workers from a leading telecommunications company in South Korea, the relationships among the variables empowering leadership, work engagement and knowledge sharing on employee creativity were analyzed using conducted confirmatory factor analysis and structural equation modeling. This study conducted bootstrap analyses to test the mediating effects. Empowering leadership was positively and significantly associated with work engagement and knowledge sharing. Work engagement was significantly related to knowledge sharing and employee creativity. In turn, knowledge sharing was significantly associated with employee creativity. The direct effect of empowering leadership on employee creativity was nonsignificant, but this study found a significant indirect effect of empowering leadership on employee creativity via the significant mediating roles of work engagement and knowledge sharing. This study introduced empowering leadership that may work for knowledge workers who create new ideas by analyzing data from the knowledge workers’ perceptions of their leaders in the workplace. The intuitive linkage between work engagement and knowledge sharing was empirically verified in this study. This study’s findings and implications provide direction for knowledge workers and how their managers should support employees’ work environment and activities.
      Citation: European Journal of Training and Development
      PubDate: 2022-07-26
      DOI: 10.1108/EJTD-02-2022-0016
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Relationship between educational mismatches and job satisfaction: evidence
           from Korean young employees’ lifelong learning

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      Authors: Kyung Hee Park , Nan Luo
      Abstract: This study aims to demonstrate whether the educational mismatch prevalent in society can be overcome by various types of lifelong learning and whether lifelong learning can contribute to job satisfaction. The participants were 2,559 young Korean employees who graduated from general or specialized vocational high school. This study applied structural equation modeling to verify the mediating effects of lifelong learning on the relationship between educational mismatch and job satisfaction. In addition, this study compared whether the conceptual model results were applied to those who graduated from general school and specialized vocational school through multigroup analysis. Regarding the horizontal mismatch, the mediating effect of lifelong learning correlated with job satisfaction was significantly measured in all multigroup models, including the conceptual model. Nevertheless, regarding the vertical mismatch, this study confirmed that informal learning influences job satisfaction differently according to the type of high school from which employees graduated. Furthermore, for those who graduated from specialized vocational school, the relationship between vertical mismatch and job satisfaction was significantly indicated. However, there was no influence of informal learning at the workplace. This study empirically demonstrated the alternative value of lifelong learning in overcoming the preceding educational mismatch. Moreover, the evidence that such lifelong learning effects may vary depending on the vocational education experiences before entering the labor market is valuable.
      Citation: European Journal of Training and Development
      PubDate: 2022-07-20
      DOI: 10.1108/EJTD-02-2022-0013
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • How job complexity fosters employee creativity: a contextualized growth
           perspective and the mechanism of feedback-seeking

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      Authors: Wa Yang , Jinqiang Zhu , Shiyong Xu , Yanjun Liu , Dongying Luo , Yixiao Wang , Jia Yu
      Abstract: Drawing on the work design growth model (WDGM), this paper aims to explore the relationship between job complexity and employee creativity through feedback-seeking and the moderating effect of team leaders with a growth creative mindset. The authors used an online survey to test the hypotheses. Data was collected in three waves from 74 supervisors and 349 paired employees in China. Job complexity had a positive association with employees’ feedback-seeking, which further linked to employee creativity. This indirect effect was stronger in work teams with leaders endorsing a growth creative mindset. Job complexity has become prevalent in organizations today. Taking daily complexity as a resource for nurturing employee creativity may balance organizations’ costs on formal training and give them more initiatives in long-term development. In addition, as the growth creative mindset is relatively easy to assess and change, it may bring insights in terms of creativity development. By empirically testing the behavioural mechanism of WDGM, the learning and development perspective of work design offers a new explanation of the relationship between job complexity and employee creativity. The authors further extend WDGM by identifying leaders’ growth creative mindset to be a boundary condition.
      Citation: European Journal of Training and Development
      PubDate: 2022-07-18
      DOI: 10.1108/EJTD-03-2022-0024
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Global scientific literature on human resource development: a bibliometric
           analysis using Scopus database

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      Authors: Binh Pham-Duc , Trung Tran , Dung Huu Hoang , Chau Bao Do
      Abstract: This paper aims to analyze the development of global human resource development (HRD) articles published in journals indexed in the Scopus database since 1960s until present time. A publication collection of 1,905 articles collected from the Scopus database was downloaded and analyzed by using bibliometric techniques available in the VOSviewer and Biblioshiny software. Three different development stages of HRD research have been identified: a seeding stage between 1962 and 1989, a growth stage between 1990 and 2007 and a development stage from 2008 onward. The USA and the UK were the biggest contributors who participated to 30.02% and 12.55% of articles in the collection and received 43.82% and 19.54% of the total number of citations, respectively. Scholars with the most publications and citations are mostly from the USA and the UK, and nine over ten most cited articles having first author’s affiliation located there. Emerald Group is the most popular publishing house, as five over ten most popular journals belong to this publishing house. After six decades of development, it is necessary to examine the evolution of HRD research, its characteristics and its intellectual framework as this type of analysis is not yet available in the literature. This study helps scholars better understand this research field, as well as better prepare for future work in HRD.
      Citation: European Journal of Training and Development
      PubDate: 2022-06-28
      DOI: 10.1108/EJTD-01-2022-0004
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Trainees’ aversions of employee training programs

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      Authors: Raphael Papa Kweku Andoh , Elizabeth Cornelia Annan-Prah , Emmanuel Afreh Owusu , Paul Mensah Agyei
      Abstract: Training evaluation is an important part of training programs and evaluating the reactions of trainees is of immense value, but there are few studies on this level of evaluation, as it is a neglected area of research. More so, when trainee reactions to training are poor, human resource managers together with learning and development professionals are able to improve on training programs. Nonetheless, no study has focussed on the aversions of trainees to training, and so this study aims to investigate the aversions of trainees regarding employee training. This study uses the exploratory research design and obtains data from trainees in an online survey using an open-ended question. Thematic text analyses of the statements of 118 respondents are performed using a two-level coding process. A total of 15 first-level codes are identified from the texts and categorized into five second-level codes. Further analyses culminate in the identification of two broad themes; trainers’ presentation aversions and organization of training aversions. Attention must be given to the aversions of trainees in the training evaluation literature. This is because of the considerable amount of information that can be generated and based on that, identify the weaknesses inherent in employee training programs and ultimately improve this critical human resource function within organizations. In attending to the trainee aversions, the least and most reported should be resolved holistically for training objectives to be achieved. Trainee reaction studies are scarce in the training literature. In addition, most of the existing trainee reaction studies focus on satisfaction while using closed-ended questionnaires. To the best of the authors’ knowledge, this is the first study that focuses on the aversions of trainees and which uses an open-ended question.
      Citation: European Journal of Training and Development
      PubDate: 2022-06-28
      DOI: 10.1108/EJTD-02-2022-0022
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Impact of supervisory delegation on employee voice behavior: role of felt
           obligation for constructive change and voice climate

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      Authors: Um-e Rubbab , Sayyed Muhammad Mehdi Raza Naqvi , Muhammad Irshad , Ramsha Zakariya
      Abstract: The research linking organizational change-oriented activities with employee voice behavior is still in its initial stages. This study aims to contribute to this line of research by proposing felt obligation for constructive change, an underlying mechanism through which supervisory delegation enhances teachers’ voice behavior. This study tested the interactive effect of felt obligation for constructive change and voice climate on teachers’ voice behavior. The proposed model is supported by proactive motivation theory which states that environmental factors lead to motivational states which further result in employee proactive behaviors. In this study, 415 teachers with their 74 supervisors (head of departments) from educational institutes completed the surveys. Structural equation modeling was used to find the results. The results supported the mediation and moderation hypotheses, which proved that felt obligation for constructive change mediates the relationship between supervisory delegation and teachers’ voice behavior, and voice climate moderates the relationship between felt obligation for constructive change and teacher voice behavior. This paper will provide an insight to the practitioners about the role of supervisory delegation for engagement in employee voice. This paper will also help managers understand that the workplace effectiveness can be enhanced by creating opportunities for employees to voice their concern. This study recommends that head of departments at the workplace should cultivate an environment that is conducive for their faculty for engaging in voice behavior for improved functioning of educational institutes. Findings provide an insightful approach on organizational strategies in the form of supervisory delegation to trigger voice behavior among employees to meet the uncertainty of the ever-changing business environment.
      Citation: European Journal of Training and Development
      PubDate: 2022-06-22
      DOI: 10.1108/EJTD-01-2022-0006
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Emotion in teams: a scoping literature review

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      Authors: Lei Xie , Jonathan Wilson , Todd Sherron
      Abstract: The empirical findings of the roles of emotions in teams are mixed. This study, a scoping literature review, aims to synthesize extant research on the roles of emotions in work teams and offers future research directions. Sixty-nine empirical studies from the past ten years (2012 to 2021) were identified and reviewed. The authors then analyzed these 69 papers based on their research design, focus and nomological network of emotions. The authors found that there is a clear increasing research trend of studying emotions in a team setting. In the extant literature, team emotions were studied from three major perspectives: emotions, emotional management and emotion measurement. The authors also summarized findings into the nomological network of team emotions. Last but not least, future research directions regarding the research context, focus and design and analysis were recommended. The role of emotions in teams has not been extensively reviewed or synthesized, and the empirical findings are mixed. This paper synthesized the role of emotions in teams and critical factors that affect emotions in teams. In particular, the research recommendations for critical human resource development scholars cover three aspects: research context advancement, research focus advancement and research design and analysis advancement.
      Citation: European Journal of Training and Development
      PubDate: 2022-06-14
      DOI: 10.1108/EJTD-01-2022-0002
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Department chairs’ perceptions of union membership on academic human
           resource decision-making

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      Authors: Leigh Settlemoir Dzwik , Sunyoung Park
      Abstract: The purpose of this study is to explore unionization’s impact on university department chairs for academic human resource decision-making in terms of faculty hiring; re-employment, promotion and tenure; other faculty evaluation decisions; and discipline and discharge. The subjects were department chairs with more than one year of experience in institutions with faculty bargaining units in the USA. Half of the department chairs were members of the bargaining unit and half were not members of the bargaining unit. T-test and Chi square statistics were used to examine and compare 136 chair responses. While there were significant differences between the groups when making all academic human resource decisions based on role affiliation, there was a weak identification as a bargaining unit member. There was no difference between groups when determining how the participants perceived the process rules, and the majority of the responses indicated membership in the union does not complicate making academic human resource decisions. Based on these findings, this study provides the first empirical evidence against a long-held administrative belief department chairs should not be unionized as they will side with union colleagues in difficult academic human resource cases. The findings of this study also produce three key recommendations for practice and faculty development.
      Citation: European Journal of Training and Development
      PubDate: 2022-06-10
      DOI: 10.1108/EJTD-11-2021-0185
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Human resource development in SMEs in a context of labor shortage: a
           profile analysis

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      Authors: Andrée-Anne Deschênes
      Abstract: The purpose of this paper is to examine small and medium-sized enterprises’ (SMEs) level of participation in human resource development activities during a labor shortage. Drawing on human capital theory, it examines whether SMEs’ profiles, determined according to their participation in different types of training activities, relate to perceived benefits of training, barriers to participation in training and learning culture. This study applies latent profile analysis (LPA) to 10 training practices of 427 SMEs in Quebec, Canada. The LPA distinguished four profiles of SMEs, reflecting differing capacities for mobilizing training resources during a labor shortage. These four profiles show differences with regard to perceived training benefits, barriers to participation in training and learning culture. To the best of the authors’ knowledge, this study is among the first to focus on the specific ability of SMEs to invest in their human capital in the unique and recent context of a labor shortage.
      Citation: European Journal of Training and Development
      PubDate: 2022-05-24
      DOI: 10.1108/EJTD-02-2022-0015
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Artificial intelligence in learning and development: a systematic
           literature review

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      Authors: Parag Bhatt , Ashutosh Muduli
      Abstract: The presented research explored artificial intelligence (AI) application in the learning and development (L&D) function. Although a few studies reported AI and the people management processes, a systematic and structured study that evaluates the integration of AI with L&D focusing on scope, adoption and affecting factors is mainly absent. This study aims to explore L&D-related AI innovations, AI’s role in L&D processes, advantages of AI adoption and factors leading to effective AI-based learning following the analyse, design, develop, implement and evaluate approach. The presented research has adopted a systematic literature review method to critically analyse, synthesise and map the extant research by identifying the broad themes involved. The review approach includes determining a time horizon, database selection, article selection and article classification. Databases from Emerald, Sage, Francis and Taylor, etc. were used, and the 81 research articles published between 1996 and 2022 were identified for analysis. The result shows that AI innovations such as natural language processing, artificial neural networks, interactive voice response and text to speech, speech to text, technology-enhanced learning and robots can improve L&D process efficiency. One can achieve this by facilitating the articulation of learning module, identifying learners through face recognition and speech recognition systems, completing course work, etc. Further, the result also shows that AI can be adopted in evaluating learning aptitude, testing learners’ memory, tracking learning progress, measuring learning effectiveness, helping learners identify mistakes and suggesting corrections. Finally, L&D professionals can use AI to facilitate a quicker, more accurate and cheaper learning process, suitable for a large learning audience at a time, flexible, efficient, convenient and less expensive for learners. In the absence of any systematic research on AI in L&D function, the result of this study may provide useful insights to researchers and practitioners.
      Citation: European Journal of Training and Development
      PubDate: 2022-05-16
      DOI: 10.1108/EJTD-09-2021-0143
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Determinants of research performance of university academics and the
           

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      Authors: Roziah Mohd Rasdi , Siti Zainab Tauhed , Zeinab Zaremohzzabieh , Seyedali Ahrari
      Abstract: This paper aims to identify the role of organizational and individual factors in predicting the research performance of academics when job crafting is a mediator variable and organizational culture is a moderating variable. This study was conducted by collecting responses from academics at five Malaysian research-based universities. The sample size was 273. Standard questionnaires were used to collect the data. The data were analyzed using partial least squares structural equation modeling. The most significant predictors of research performance were organizational culture, individual effort and professional development, whereby job crafting was most optimally predicted by work engagement and transformational leadership. While organizational culture moderated the relationship between transformational leadership and research performance, the mediating role of job crafting was insignificant between work engagement and research performance. The findings have important implications for human resource development practitioners (HRD) in terms of improving overall academic research performance. Practical interventions are suggested to assist academics in enhancing their performance. This study highlights how academic performance can be managed more effectively. The findings extend the HRD literature in higher education and offer a framework that enhances the understanding of the organizational and individual factors that influence academics' research performance within a specific context of research universities in a non-Western context.
      Citation: European Journal of Training and Development
      PubDate: 2022-05-16
      DOI: 10.1108/EJTD-11-2021-0192
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • CSR, marketing capabilities and human resource development: the endogenous
           role of network capabilities

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      Authors: Tu Van Binh , Linh Nguyen Khanh Duong , Ngo Giang Thy , Huynh Dang Khoa
      Abstract: This study aims to examine the relationship between human resource development (HRD) and the interaction between corporate social responsibility (CSR) and marketing capabilities in small and medium enterprises (SMEs) in the food industry. This research uses the extended regression model on a sample of 2,649 food SMEs in Vietnam. This research found that CSR and marketing strategies positively influence HRD; the interaction of CSR and marketing capabilities has a negative effect on HRD; the endogenous role of network capabilities on the effects of CSR and marketing capabilities on HRD. This research helps food companies use their resources in allocating resources for CSR and conduct marketing reasonably and effectively. This study highlights that the impact of CSR and marketing on HRD is dominated by endogenous networking.
      Citation: European Journal of Training and Development
      PubDate: 2022-05-13
      DOI: 10.1108/EJTD-02-2022-0014
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Understanding the talent development of notable artists and scientists of
           color and women: Why contextual factors matter

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      Authors: Susan J. Paik , Lindsey T. Kunisaki , Vinh Q. Tran , Kenya R. Marshall-Harper
      Abstract: The purpose of this study is to discuss the significance of “contextual factors” on the talent development of underserved populations. Understanding the “context” and background of an individual provides greater insight into their life experiences (Paik, 2013). Race, class and gender, in particular, play a role in one’s life, providing both barriers and opportunities. To examine contextual and other factors, in-depth biographical case studies were systematically studied across 10 diverse notable artists and scientists. Over 85 autobiographies, biographies and other sources were carefully content-analyzed for commonalities and differences in artists’ and scientists’ lives. Because of their ascribed statuses (e.g. race, class, gender), these individuals had to navigate their unique school and life circumstances. Within their sociocultural contexts, however, key relationships (e.g. parents, teachers, mentors and peers) helped mitigate the challenges. All artists and scientists had a “village” – key stakeholders who invested in them at every stage of their talent development. Parents, teachers, mentors and peers are not only critical, but they are lifelines for talent development. Key implications discuss the role of contextual factors and support networks for aspiring diverse artists and scientists. The theoretical framework for this study is based on the productive giftedness model (PGM) (Paik, 2013, 2015). PGM includes 10 key psychosocial and environmental factors and how they influence “productive giftedness” (e.g. achievements, accomplishments, leadership). Within the model, both “alterable” and “contextual factors” provide access to different opportunities, support and resources. The model is considered generalizable and applicable for diverse populations.
      Citation: European Journal of Training and Development
      PubDate: 2022-05-05
      DOI: 10.1108/EJTD-07-2021-0100
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Design thinking: a cognitive resource for improving workforce analytics
           and training evaluation

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      Authors: Natasha Zafar , Muhammad Ali Asadullah , Muhammad Zia Ul Haq , Ahmad Nabeel Siddiquei , Sajjad Nazir
      Abstract: The firms use training evaluation practices (TEPs) to determine the return of billions of dollars spent on employee training and development activities. The firms need to modernize the set of TEPs for evidence-based workforce management decisions. This study aims to examine a mediation mechanism to explain how human resource (HR) professionals’ design thinking (DT) mindset strengthens the set of TEPs using predictive workforce analytics (PWAs). The authors used SPSS computational named MLMED to test the proposed relationships by collecting data from 180 management professionals serving in subsidiaries of multinational corporations in Pakistan. The statistical results demonstrated that DT is not directly related to firms’ TEPs. However, the statistical results supported the mediating role of firms’ use of PWAs between DT and TEPs. The findings offer a new perspective for firms to use HR professionals’ DT mindset for modernizing the set of existing HR practices.
      Citation: European Journal of Training and Development
      PubDate: 2022-04-26
      DOI: 10.1108/EJTD-09-2021-0150
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • A study to explore the linkage between green training and sustainable
           organizational performance through emotional intelligence and green work
           life balance

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      Authors: Pallavi Deshpande , Anugamini Priya Srivastava
      Abstract: This study aims to review the role of green training and green work life balance (GWLB) on sustainable organizational performance (SOP) with a moderating variable “Emotional Intelligence” (EI). For the development of the construct of the present study, a Scopus database was selected and research papers published in indexed journals were considered. Relevant keywords were selected and literature was searched on green training, EI, SOP, GWLB. The literature was reviewed to find out the linkage and possibility of development of integrated model. The main focus was on highlighting the relevance of green training on GWLB and its influence on SOP. SOP can be achieved with the intervention of EI and GWLB; further green training is one of the influential practices of human resource development (HRD) which helps to develop the green behavior. It can give new insight to the organization for application of green human resource practices for SOP. Development and designing the cohesive environmental work culture and willingness to protect environment through green training can be implemented by HRD. Perhaps, the application of green training encourages GWLB. Quantitative research and cross sectional study is required to find out the intervening role of EI and work–life balance between green training and SOP across a broader range of sectors. This research extends the literature review and developed a new integrated model which shows the link between green training and SOP.
      Citation: European Journal of Training and Development
      PubDate: 2022-04-26
      DOI: 10.1108/EJTD-11-2021-0182
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Exploring learning outcomes for managers who coach

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      Authors: Beth Adele , Andrea D. Ellinger , Rochell R. McWhorter , Toby M. Egan
      Abstract: As a part of a larger study, the purpose of this study was to explore the learning outcomes for the “manager as coach” when exemplary managers are engaged in coaching their respective employees. A qualitative, multi-case study using an adaptation of the critical incident technique (CIT) and semistructured interviews was employed with 12 managers and their respective direct reports totaling 24 interviews. Content and constant comparative analyses were used to analyze the data. A total of five themes and 19 subthemes were identified regarding managers’ learning outcomes from managers’ perspectives. From the perspectives of their employees as coachees regarding their managers’ learning outcomes, one theme with three subthemes emerged. Limited empirical research has explored the developmental outcomes for managers who serve as coaches for their employees. This study examined the outcomes associated with managerial coaching from both the perspectives of the managers who coach and their direct reports. The findings of this research provide more insight into the benefits managers derive from coaching their employees.
      Citation: European Journal of Training and Development
      PubDate: 2022-04-26
      DOI: 10.1108/EJTD-12-2021-0198
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Winterizing the Egyptian spring: why might business schools fail to
           develop responsible leaders'

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      Authors: Mohamed Mousa
      Abstract: This paper aims to theoretically answer the question: why might business schools in Egypt fail to develop responsible leaders' The author starts by discussing modernization theory (Lipset, 1959) – which highlights the idea that the more educated people there are in a given society/nation, the more calls for democracy, social citizenship and social justice will be launched – to address the strong association between the quality of business learning and the development of responsible leadership norms. Moving forward by focusing on the theory of education (Dewey, 1916) and institutional theory (DiMaggio and Powell, 1983), the author finds the main conditions needed to develop responsible leadership norms among business school students. The author identified the following three necessary conditions: implementing responsible management education, sustaining management learning and ensuring that a purposive hidden curriculum is well-planned in business schools. The author sees these as the main priorities for developing responsible leadership skills among business school students in Egypt and similar post revolution countries. This paper contributes by filling a gap in responsible leadership, public administration and higher education literature, in which conceptual studies on the role of business schools in post-revolution periods and conflict zones has been limited until now.
      Citation: European Journal of Training and Development
      PubDate: 2022-04-11
      DOI: 10.1108/EJTD-11-2021-0194
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Forgetting to learn and learning to forget: the call for organizational
           unlearning

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      Authors: Mandolen Mull , Clayton Duffy , Dave Silberman
      Abstract: The purpose of this conceptual paper is to provide a foundation for human resource development (HRD) scholars in attempts to devise mechanisms for establishing and facilitating actionable pathways through which unlearning can be acknowledged and serve as a contributing agent for HRD interventions. This paper concludes with a call to action for our HRD colleagues to join us in further examination of unlearning interventions within the organizational context. This paper narratively details the literature associated with the myriad social science domains that have investigated the unlearning process. Additionally, a cross-disciplinary literature review provides the basis for an operational definition of unlearning provided herein. The field of HRD is devoted to creating learning organizations as well as utilizing change initiatives to develop organizations. However, unlearning has been largely ignored within the field of HRD. The first contribution is by answering the call of scholars across varied disciplines to further investigate unlearning within the organizational context (Bettis and Prahalad, 1995; Hedberg, 1981; Nystrom and Starbuck, 1984). Additionally, this paper seeks to specifically address the role that unlearning holds within the field of HRD as it builds upon the definition provided by Wang et al. (2017) and offers its own operational definition. Finally, this paper provides the only known review of cross-disciplinary research pertaining to unlearning.
      Citation: European Journal of Training and Development
      PubDate: 2022-03-30
      DOI: 10.1108/EJTD-10-2021-0162
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Skills mismatch and change confidence: the impact of training on change
           recipients’ self-efficacy

         This is an Open Access Article Open Access Article

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      Authors: Filippo Ferrari
      Abstract: Drawing on Bandura’s social learning theory (SLT), the purpose of this paper is to investigate, analytically, the impact that after-training skills level (i.e. perceived skill match) has on change self-efficacy. Moreover, this research also aims to identify which specific skills sets (if any) act as a protective factor during organizational change, supporting the change confidence (CC) level of the people involved. Quantitative research was carried out on a sample of 200 workers in the bank sector. Findings of this study suggest that skill match has a significant impact on the CC level. Furthermore, this study demonstrates that, even in front-office jobs, a perceived skill match of soft skills does not have a significant impact on staff CC, unlike that suggested by common sense and by literature. Future research should investigate if and how a training process enables change self-efficacy over time or instead shows its utility only when it is relating to a specific and limited period. This study suggests that in designing training, top and middle management should pay specific attention to change recipients’ needs by adopting a bottom-up approach. Moreover, to improve training effectiveness, it would be advisable to also train change recipients’ supervisors. This study has social implications in suggesting how to foster the adaptive capabilities of change recipients in current turbulent times. In doing so, it suggests how to prevent some undesirable change consequences such as anxiety, intention to quit, work-related stress and change cynicism. This paper shows that, from a methodological point of view, it is necessary to evaluate training effectiveness at the level of a specific skill area and not simply by comparing the trained/not trained people, as typically practiced until now.
      Citation: European Journal of Training and Development
      PubDate: 2022-03-23
      DOI: 10.1108/EJTD-06-2021-0072
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Multilevel and multisite leadership development from a
           leadership-as-practice perspective: an integrative literature review

         This is an Open Access Article Open Access Article

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      Authors: Salla Lehtonen , Hannele Seeck
      Abstract: This paper reviews what has been written on leadership development from the leadership-as-practice (L-A-P) perspective, which views leadership as emerging in everyday activities and interactions of a collective in a specific context. This paper aims to deepen the theoretical understanding of how leadership can be learned and developed from the L-A-P perspective. An integrative literature review was undertaken to review and synthesise what has been written on the topic in journal articles and scholarly books. The importance of the context and the practices that are embedded in it is the most central aspect affecting leadership development from the L-A-P perspective. This places workplace leadership development centre stage, but several papers also showed that leadership programmes have an important role. Not only collective capacity building is emphasised in the papers, but the importance of individual-level leader development is also recognised. The contribution of this study is twofold: First, it brings the currently fractured information on L-A-P development together to enhance theory building by providing a synthesis of the literature. Second, a conceptual framework is constructed to show how the L-A-P perspective on leadership development can take both leadership development at the collective and individual levels into account, as well as the learning that takes place either inside or outside the workplace. This study’s results and framework show that the development has its own specific purpose and suggested methods in both levels, in both learning sites.
      Citation: European Journal of Training and Development
      PubDate: 2022-03-18
      DOI: 10.1108/EJTD-09-2021-0135
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Integrative model of the leader competences

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      Authors: Paula Cristina Nunes Figueiredo , Maria José Sousa , Eduardo Tomé
      Abstract: The aim of the paper is to propose an integrative model of the leader competences through the analysis of the several models of competence found in the literature review. The methodology used was qualitative, based partially on an integrative literature review (Torraco 2016). This paper aims to review, update and criticize the literature related to the competences approach in the organizational context and, on the other hand, to review, criticize and synthesize the literature, namely, the models and competences. Difficulties in choosing and implementing a leader competency model led to the integration of competencies in a single model, seeking to simplify the choice and implementation process in organizations. The integrative model of leader competences arises from the literature review, more specifically from the analysis of the different approaches found. This model is grouped into four dimensions – intellectual competences, management competences, social competences and emotional competences. This research is a contribution to reduce the fragmentation of leadership and management theories and facilitates the choice and implementation of a leader competence model suited to the organization’s needs, contributing to the leadership effectiveness. The integrative model of the leader competences allows the choice and implementation of a competence model with a wide range of competences considered as essential in the organizational context by several researchers. This model simplifies the process of identifying the competences that need to be developed, feeding the human resources development process within the organization.
      Citation: European Journal of Training and Development
      PubDate: 2022-03-16
      DOI: 10.1108/EJTD-08-2021-0121
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Academic supports, motivation to learn, motivation to transfer and
           transfer of training: a comparative analysis of public and private
           universities

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      Authors: Shahbaz Sharif , Mary Braimah , Alice Emmanuela Dogbey
      Abstract: Public and private universities keep facilitating knowledge transfer and sharing within academic institutions. Multiple factors have been investigated to strengthen the infrastructure of these universities; however, the researchers have always been trying to explore the best one. Therefore, the purpose of this study is to investigate the influence of academic supports on motivation to learn (MTL) and transfer, in turn, influence transfer of training (TOT). Interestingly, the sector (i.e. public or private universities) unveils TOT to see whether the public sector has best practices or private. This study adopts valid measurement instruments from the literature studies. This study pretests the validity and reliability of the instruments. This study administers the designed survey questionnaire among the faculty members of both public and private universities. This study uses a convenient sampling approach using a quantitative research method. By applying Smart partial least square (PLS) 3.3.3, this study uses structural equation modeling. This study supports that organization, supervisor and peer support significantly and positively influence TOT. Additionally, MTL and motivation to transfer (MTT) significantly and positively mediate the link between TOT and organizational, supervisor and peer support. MTL also significantly and positively influences MTT. Most interestingly, the sector significantly and positively moderates the link between TOT and organizational, supervisor and peer support, MTL and transfer. The results support the public and private universities that they should develop the infrastructure containing learning motivation and transfer for easy TOT. This would be more effective if the in higher educational institutions (HEIs) follow research findings. This study empirically tests the impacts of academic supports on MTL and transfer, which boosts the TOT. The novelty of the research can be implemented in HEIs’ rules and regulations.
      Citation: European Journal of Training and Development
      PubDate: 2022-03-14
      DOI: 10.1108/EJTD-05-2021-0068
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Principal self-efficacy, mindset and performance outcomes: exploring the
           connection

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      Authors: Kristen Justus , Vishal Arghode , David Barker
      Abstract: This study aims to explore the relationship between principals’ performance on the Pennsylvania Framework for Leadership evaluation tool and the corresponding self-reported degree of self-efficacy and growth mindset. The data analysis involved linear regression of principal performance on principals’ mindset, moral leadership self-efficacy and instructional self-efficacy scores. Additionally, correlation matrices identified the presence and direction of relationships between self-efficacy levels and the degree of growth mindset reported by principals. The results demonstrated a positive association between principals’ instructional self-efficacy reports and their overall performance evaluation. Alternatively, both growth mindset and moral leadership self-efficacy evidenced a negative association. There was no association reflected between growth mindset and either the overall self-efficacy measure or the sub-scale self-efficacy measures. A secondary relationship revealed a negative association between school performance profile and growth mindset. This relationship held true in subsequent regression analyses. The study adds to the limited research available on examining the relationship between principals’ self-efficacy levels and their performance ratings on a common tool.
      Citation: European Journal of Training and Development
      PubDate: 2022-03-10
      DOI: 10.1108/EJTD-07-2021-0092
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • A proposed research agenda concerning supervisor training for newcomer
           organizational socialization

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      Authors: Andrew Sanghyun Lee
      Abstract: The purpose of this paper is to identify extant training needs for preparing supervisors to support newcomers’ organizational socialization and to develop a research agenda concerning aspects that conduce to making supervisors efficacious in the process of organizational socialization. A review of the literature on the development of socialization agents for organizational socialization generally indicates that relatively minimal research has been undertaken on this topic. Most articles have focused on the effects of organizational socialization on other variables – such as newcomers’ work outcomes, turnover intention and organizational commitment. The review was conducted in light of this phenomenon. It is based on the structured literature review method, per Rocco, Stein and Lee (2003). Supervisor training is suggested as a means for enhancing organizational socialization. However, supervisor training is not often studied in organizational socialization research. Therefore, the verification of the impact of supervisor training on organizational socialization is required. Given the proposed research agenda, identifying the impact of supervisor training on different areas of organizational socialization domains and inspiring increased interest on supervisor training as an effective program for organizational socialization are logical outcomes. The concept of socialization is used in broad areas of research, such as education, military and engineering. However, it was reviewed here vis-à-vis human resource development (HRD). Therefore, the focus was on the notion of organizational socialization, which is appropriate for employee training development. The concept of organizational socialization in this paper, therefore, was delimited, as it failed to include all meanings of socialization. This paper sought to review all studies related to organizational socialization. However, some research was not considered and, thus, not discussed in this paper. This was because of time and resource constraints. The author sorted previous studies by personal standards and, thus, may have inadvertently included non-germane or excluded relevant citations. Supervisory training for organizational socialization can be proposed as a potential area for leading to an effective organizational socialization program. So HRD professionals should study further about the topic and develop such programs. Increased attention on supervisor training for organizational socialization may increase the number and quality of supervisor training programs. Such studies would augment HRD professionals’ knowledge about organizational socialization and eventually enhance performance in organizations. This paper can expand the area in which social learning theory can be applied. According to Bandura and Walters (1977), the social learning theory posits that learning new behaviors can usually be acquired by observing and imitating others. This implies that newcomers emulate other organizational members to adapt to the organization and their assigned roles. In this process, supervisors can play a key role through showing them the appropriate behaviors, supporting their learning and providing appropriate feedback. Presumably, then, new employees may perform better if supervisors receive training on crucial socialization efforts. Significantly, socialization agents are uniquely situated to greatly impact the organizational socialization process of newcomers. Among the socialization agents, supervisors garner enormous influence on newcomers’ organizational socialization. However, relatively few studies investigated the training of supervisors for organizational socialization.
      Citation: European Journal of Training and Development
      PubDate: 2022-03-08
      DOI: 10.1108/EJTD-06-2021-0082
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Comparative study of the perceptions of Mexican and Colombian employees
           about managerial and leadership behavioural effectiveness

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      Authors: Carlos Enrique Ruiz , Robert Hamlin , Luis Eduardo Torres
      Abstract: The purpose of this qualitative study is to compare the perceptions of employed people in Mexico and Colombia about managerial and leadership behavioural effectiveness. A qualitative multiple cross-case and cross-nation comparative analysis of findings obtained from the two past emic replication (Mexico and Colombia) studies was conducted. The study suggests that people within Mexican and Colombian organizations perceive “managerial and leadership behavioural effectiveness” in very similar ways. The findings support those researchers whose studies indicate that culture may not, as previously thought, play a significant role in the way managers should manage and lead their subordinates. The authors acknowledge two main limitations related to the sample size and scope of the two compared sets of empirical source data. The number of critical incidents about perceived managerial behavioural effectiveness obtained from the two compared studies was unbalanced (318 from the Mexican study and 267 from the Colombian study). Thus, the authors suggest more indigenous replication managerial behaviour studies be carried out in both Mexico and Colombia with the objective of identifying (if possible) the existence of critical incidents that could lead to different findings. Furthermore, the authors suggest conducting replica studies focused on specific industries rather than a diverse range of organizations to test the generalizability of the findings. The findings of the comparative study are relevant to those human resource development professionals in international companies with operations in Mexico and/or Colombia when preparing their executives for international assignments in these Latin American countries. The comparative study attempts to generate new insights and better understanding within the context of “managerial and leadership behavioural effectiveness” research, which the authors hope will make a useful contribution to the existing small body of knowledge regarding similarities and differences in managerial practices across culturally diverse Latin American countries.
      Citation: European Journal of Training and Development
      PubDate: 2022-02-22
      DOI: 10.1108/EJTD-06-2021-0076
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Co-created employer brands: the interplay of strategy and identity
         This is an Open Access Article Open Access Article

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      Authors: Anna Näppä
      Abstract: The study aims to explore strategic employer brand management by combining experiences of multiple organizations. In particular, the purpose is to identify what strategic management processes managers consider relevant to employer brand management for small- and medium-sized enterprises (SMEs). This study took an inductive approach, observing a practitioner project in Sweden. The data were gathered during four full-day workshops, where 14 SMEs from different industries were chosen to participate and to actively work their employer brand(ing) activities. The results show that organizations have difficulty understanding and comparing employer branding practices, and thus, evaluating their own brand. The major themes show that organizations have two focus points for their employer branding work: building strategic structures (processes) on one hand, and a collective identity that aligns with the brand values, on the other. However, organizations differ in these dimensions, affecting what needs to be done to become successful. This contributes to the limited knowledge about employer branding, human resources development (HRD) and SMEs. In addition, most of the previous studies have neglected to take into account the differences between organizations, approaching employer branding as a universal process. This paper summarizes different positions for employer brands that affect strategy: the unmanaged, the non-strategic, the impersonal and finally, the co-created. Co-creation can be facilitated with the help of constructive and collaborative HRD. Then, it can be turned into a dynamic capability that builds competitive advantage.
      Citation: European Journal of Training and Development
      PubDate: 2022-02-15
      DOI: 10.1108/EJTD-05-2021-0065
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Manager-as-coach and use of scenistic tools for instruction

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      Authors: Paul Lyons , Randall P. Bandura
      Abstract: The purpose of this essay is the provision of a conceptual approach for a manager-as-coach to use for instructional purposes with an employee. Using scenistic materials (cases, incidents, stories), the aim of the essay is to assist the practitioner apply a practical and relatively adaptable instructional approach. While it is intended for application with a single employee, the approach, with modifications, may be used in a small group environment. The methodology was directed to the study of manager-as-coach, application of a class of instructional tools, theories of constructivism and situated cognition and the joint (manager–employee) implementation of an action guide aimed at learning and performance improvement. Review and coordination of these areas resulted in a detailed guide for action. Use of scenistic materials for instructional purposes adds to the repertoire of tools for a manager desiring to act in a coaching capacity. A step-by-step program of activities is offered for practical application. Created for experimentation and use is a research result-driven practical guide/action plan. The design of the approach expressed requires the manager-as-coach to prepare for instruction and participate in it to the extent that the manager likely contributes to her/his own knowledge and skills in the areas under study. The step-by-step design not only guides the instructional process, it demands that the participants are fully engaged in creating new knowledge, assumptions and examples of practical implementation of what has been learned. Currently, there is little information or research available to guide a manager in a coaching capacity in the use of situation-based (scenistic) instructional materials. The approach offered in this essay not only considers employee knowledge apprehension but also aims at performance3 improvement in a particular context. Additionally, the approach presented requires dialog, negotiation and focused application, all of which may help the participants improve the quality of their relationship.
      Citation: European Journal of Training and Development
      PubDate: 2022-02-14
      DOI: 10.1108/EJTD-07-2021-0114
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Emotional intelligence, intercultural competence and online instruction:
           Review and reflection

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      Authors: Vishal Arghode , Gandhi Lakshmanan , Fredrick Muyia Nafukho
      Abstract: The purpose of this paper is to explain how emotional intelligence (EI) influences intercultural competence (IC), which in turn may influence online instruction. The authors further explored the varying attributes of EI and the extent to which it intersects with IC in the workplace. Literature on EI and IC from the fields of education, business and leadership was reviewed. The search entailed articles related to EI and IC using the following databases: Business Search Premier, ERIC, JSTOR and ProQuest. The authors used the following key search terms in researching the articles: EI, IC, learning and online instruction. Title and abstract analyses judged each article’s suitability for the study. To better perceive, understand and appreciate others and their cultures, we need to understand our own emotions and the way we interact with others. EI is thus the foundation on which IC can be built. It takes a higher level of EI to develop higher IC quotient. An online instructor should be cognizant about the emotional issues involved in the online learning and suitably modify the instruction to improve learner engagement to ensure better and improved student learning. Findings of this study should provide useful information for theory building and practice. Further, it is hoped the findings of this study will stimulate more scholarly interest in this relatively untapped research area exploring how EI can influence IC and ultimately influence online instruction and improve student learning. The findings will serve as useful pointers for instructors and scholars who strive to improve ICs and appreciate the nuances that enable an emotionally intelligent instructor to perform better and connect with learners from a different culture. Based on empirical literature reviewed, EI is the ability to perceive, understand and control our own emotions to better connect and relate with other individuals. It is the ability to recognize the emotional cues and change our behavior accordingly. IC is the ability to understand and appreciate the cultural differences to better function in a culture different from our own. The two constructs are therefore interrelated and have a significant overlap. However, while EI has been studied exclusively in different contexts, surprisingly, the researchers have not given adequate attention to the important theme of using EI in improving IC or even the role EI can play in improving instructors’ IC. Moreover, the interrelationship between EI, IC and online learning has not been explored previously. This paper seeks to address this gap.
      Citation: European Journal of Training and Development
      PubDate: 2022-01-25
      DOI: 10.1108/EJTD-05-2021-0064
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • The link between HRD professionals’ social capital and career
           adaptability: a moderated mediation analysis of social network

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      Authors: Jihye Oh , Shinhee Jeong , Seung Won Yoon , Daeyeon Cho
      Abstract: From a social capital perspective, this study aims to shed light on the link between social capital and career adaptability by focusing on how social connections and interactions shape and nurture career adaptability. Drawing on socioemotional selectivity theory, the authors further examined the critical moderating role of age on the above relationship. Survey responses from 208 HRD professionals were analyzed via a moderated mediation analysis. The results showed that there is a positive relationship between social capital (network size and intimate network) and career adaptability; frequent interaction increases intimacy, in turn enhancing career adaptability; and the indirect effect of social capital on career adaptability (via intimate network) is stronger when the employee is younger. The most novel theoretical contribution of this study is that the authors lend empirical support to the connection between social capital and career adaptability moderated by age. The study also contributes to understanding how core aspects of social capital are inter-related each other and have directional relationships.
      Citation: European Journal of Training and Development
      PubDate: 2022-01-18
      DOI: 10.1108/EJTD-09-2021-0134
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • The multiple mediating effects of Korean workers’ perception of the
           

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      Authors: Hanna Moon , Sungpyo Hong
      Abstract: This study aims at analyzing the impact of perceptions of the fourth industrial revolution (crisis and opportunity) in the relationship between workers’ career attitudes and future learning intentions. This study analyzed the multiple mediating effect of the perception of the fourth industrial revolution in the relationship between career attitudes and future learning intention using data of 305 Korean workers. As career attitude variables, boundaryless and protean career orientation variables were used, and perception of the fourth industrial revolution was analyzed (opportunity and crisis perception). Both workers’ boundaryless career orientation and protean career orientation influenced future learning intention through the perception of opportunity for the fourth industrial revolution. This result suggested that flexible career attitudes positively recognized the changes of the fourth industrial revolution and had an effect on promoting attitude toward future learning. The study confirmed that workers’ flexible career attitudes could promote perception of opportunity rather than crisis in changing situation and strengthen their intention to prepare for the future by mediating this perception. These results suggest that lifelong learning and competency development can be reinforced by facilitating perception of an opportunities for external change for individual career development. Insights for personal career development were provided by analyzing the relationship between flexible career attitudes, which are increasing in importance in the modern society, and perceptions of changes in external environment.
      Citation: European Journal of Training and Development
      PubDate: 2022-01-11
      DOI: 10.1108/EJTD-06-2021-0073
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • The moderating effect of coworkers’ training participation on the
           influence of peer support in the transfer process

         This is an Open Access Article Open Access Article

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      Authors: Janos Salamon , Brian D. Blume , Gábor Orosz , Tamás Nagy
      Abstract: The impact of the number of coworkers participating in training on transfer outcomes has largely been overlooked. This paper aims to examine whether the number of coworkers participating in training interacts with peer support (PS) to influence training motivation and transfer. Data were collected using a cross-sectional survey from a sample of 688 employees working in 14 midsize and large companies. All participants were recent trainees in various open skill (e.g. leadership) training programs. Moderated mediation was used to test the hypotheses. Motivation to transfer (MTT) mediated the relationship between PS and perceived training transfer. When more coworkers participated in the training, PS had a stronger influence on trainee MTT. Organizations should consider training coworker cohorts at the same time to influence MTT and training transfer. Generally, whole-team training programs could be used to boost training transfer outcomes, although it could potentially have a negative impact on transfer if PS is low. To the best of the authors’ knowledge, this was the first study to demonstrate that the number of coworkers participating in training can moderate the effect of PS on MTT and training transfer.
      Citation: European Journal of Training and Development
      PubDate: 2022-01-03
      DOI: 10.1108/EJTD-07-2021-0102
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Guest editorial: Advancing a sustainability perspective on HRD in India:
           organizational and individual level perspectives

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      Authors: Ramakrishnan Raman , Anugamini Srivastava , Shailesh Rastogi , Thomas N. Garavan
      Abstract: Guest editorial: Advancing a sustainability perspective on HRD in India: organizational and individual level perspectives
      Citation: European Journal of Training and Development
      PubDate: 2022-11-29
      DOI: 10.1108/EJTD-11-2022-204
      Issue No: Vol. 46 , No. 9 (2022)
       
  • European Journal of Training and Development

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