 Subjects -> OCCUPATIONS AND CAREERS (Total: 33 journals)
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- What is Known About Development-Oriented Performance Management
Practices' A Scoping Review-
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Authors: Dimitris Giamos, Olivier Doucet, Marie-Ève Lapalme
Abstract: Human Resource Development Review, Ahead of Print.
Although a growing number of organizations now focus on the developmental aspect of their performance management practices to improve their effectiveness, little research has been conducted so far on these practices and their outcomes. To deepen our understanding of this phenomenon, we undertook a scoping review on development-oriented performance management practices (DOPMPs) within the employee development and performance management literatures. After mapping the literature on these topics, synthesizing their outcomes, and factors for implementation, we identified research gaps and proposed research avenues. Our review suggests that most of the literature on DOPMPs comes from the grey literature, that most practices are used for performance execution, but more attention needs to be given to strategic planning. By structuring the current knowledge on this topic, this review encourages researchers to produce new knowledge about DOPMPs, their synergies, and their outcomes through a systems approach.
Citation: Human Resource Development Review
PubDate: 2024-08-26T10:10:39Z
DOI: 10.1177/15344843241278405
- Exploring Opportunities for Artificial Intelligence in Organization
Development-
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Authors: Sunyoung Park, Dae Seok Chai, Jennifer J. Park, Jihye Oh
Abstract: Human Resource Development Review, Ahead of Print.
The purpose of this research was to examine the utilization of artificial intelligence (AI) in organization development (OD) through a comprehensive review of existing literature. We also propose potential avenues for future research on AI in OD. We conducted a systematic literature review of 68 studies on AI in OD based on Cummings and Worley’s four OD categories (i.e., human process, human resource, strategic change, and technostructural interventions). We first summarized and analyzed key information about how AI is implemented in OD contexts, and then examined the underlying theories or theoretical frameworks utilized in OD studies focusing on AI. We examined the application of AI in OD, potential ethical concerns, and recommendations for future research and practice using AI in OD. The paper concludes with discussion and implications for research and practice.
Citation: Human Resource Development Review
PubDate: 2024-08-22T04:35:52Z
DOI: 10.1177/15344843241273231
- Responsible AI in Organizational Training: Applications, Implications, and
Recommendations for Future Development-
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Authors: Zhisheng Chen
Abstract: Human Resource Development Review, Ahead of Print.
Through a literature review, this study investigates the responsibility, application, and impact of Artificial Intelligence (AI) in organizational training based on the theoretical frameworks of Psychological, Economic, and Systems Theories in Human Resource Development (HRD). It emphasizes the importance of responsible AI training systems that adhere to non-discrimination, privacy, interpretability, professional responsibility, and accountability to ensure AI’s beneficial and equitable contribution to training. The application scenarios of AI in areas such as knowledge management, training needs analysis, training delivery, and feedback to provide personalized and efficient training solutions are analyzed. Moreover, it highlights the differing impacts of AI-supported training on organizations, trainers, and trainees and the significance of stakeholder engagement. Finally, it proposes recommendations for future research to broaden our understanding of AI’s application in training and assess its effects on policies and practices, guiding organizations to adopt AI technologies per HRD principles and ethical standards.
Citation: Human Resource Development Review
PubDate: 2024-08-19T08:11:00Z
DOI: 10.1177/15344843241273316
- Theorising Later-Career as a Basis for Enhancing Inclusion and Extending
Working Lives Through Human Resource Development-
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Authors: Russell P Warhurst, Kate Black
Abstract: Human Resource Development Review, Ahead of Print.
Population ageing in developed economies has prompted national level policies for extending working lives (EWL). However, these policies have typically failed to reduce age discrimination or premature workforce exit. Therefore, organisational policies for EWL are currently to the fore and human resource development (HRD) ‘activation’ policies are evaluated here. However, these policies are found to be of only limited effectiveness in ensuring social justice, equity, and inclusion in later-career and beyond. A Critical-HRD lens is adopted to show how the established HRD narrative of lifelong learning can inadvertently contribute to workers being disadvantaged in later-career. Social-constructionist identity theorising is developed to better understand later-career and to explain older-workers’ behaviour. The theorisation is then applied to discuss HRD interventions with potential for developing a positive sense-of-self among older-workers and retirees to thereby improve equity, inclusion, and social justice. Implications for HRD researchers and professionals and for HRD policy for EWLs are detailed.
Citation: Human Resource Development Review
PubDate: 2024-07-26T06:45:17Z
DOI: 10.1177/15344843241269166
- Understanding Legitimacy and Social Entrepreneurship - A Structured
Literature Review-
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Authors: Debaro Huyler, Craig M. McGill, Tonette S. Rocco
Abstract: Human Resource Development Review, Ahead of Print.
This structured literature review explores the alignment and potential synergies between human resource development (HRD) and social entrepreneurship within the United States. The study’s guiding questions investigated how social entrepreneurship is characterized in scholarly articles and where HRD research and practice intersect with social entrepreneurship. Based on literature from 2006 to 2021, this study found that social entrepreneurship lacks cognitive legitimacy and is framed as (a) pragmatically legitimate, (b) at both individual and organizational levels, and (c) as a virtuous practice. Building on system theory, the study suggests that social entrepreneurship organizations are adaptive systems, and HRD professionals can support organizational strategies by practicing various processes, including skill development, ethical training, and ensuring personnel alignment with the organization’s social mission. However, research on social entrepreneurship in HRD is rare. The central contribution of this paper is to conceptualize how HRD can contribute to the advancement of social entrepreneurship.
Citation: Human Resource Development Review
PubDate: 2024-07-20T11:16:14Z
DOI: 10.1177/15344843241248881
- Past, Present, and Future of Learning Agility: A Bibliometric and Content
Analysis-
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Authors: Luisa-Eugenia Reyes, María-Rita Blanco, María-José Pinillos
Abstract: Human Resource Development Review, Ahead of Print.
Given the unpredictability and complexity of the business environment -due to the Fourth Industrial Revolution and augmented by the COVID-19 pandemic-, employees are required to continually learn new skills and ways of working. Even though 20 years have passed since the coining of the learning agility (LA) construct, only one literature review has explored it qualitatively. Through a co-word bibliometric analysis, complemented by a content analysis, this paper aims to identify the intellectual structure of the LA. Results show that the scientific production by research areas, journals, and studies that have contributed most to the field. Career variety was found as a central and underdeveloped theme while Talent Management was identified as potential emergent one. The important themes for structuring the field on LA were mostly examined from an individual level, as a process or as an outcome. Future research within the Human Resource Development field is suggested.
Citation: Human Resource Development Review
PubDate: 2024-06-05T05:27:49Z
DOI: 10.1177/15344843241258522
- Appreciative Inquiry: An Integrative Review of Studies in Three
Disciplines-
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Authors: Hyerim Cho, Alexandre Ardichvili
Abstract: Human Resource Development Review, Ahead of Print.
This integrative literature review aims to review, critique, and synthesize the existing literature on appreciative inquiry (AI) in three disciplines where the most significant number of AI-related articles could be found: healthcare, higher education, and management. We sought to identify critical insights, along with similarities and divergencies between the three fields. We identified diverse reasons for adopting AI methods and differing degrees to which researchers adhere to the 4D cycle. The reviewed literature suggests that AI yields positive effects across three levels (individual, group, and organization). Our results indicate that positive impacts from AI can be achieved even when not all steps of the 4D cycle are strictly followed. Furthermore, we discovered numerous innovative AI applications and multiple instances of using modified AI models. Based on our research findings, we proposed a systems model for understanding the AI process and offered implications for both HRD research and practice.
Citation: Human Resource Development Review
PubDate: 2024-05-28T10:43:03Z
DOI: 10.1177/15344843241256156
- Disability and Employment in the United States, 1880–1955: Implications
for Human Resource Development Practice and Research-
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Authors: Adrienne Taylor, Lauren Gerken, Jeremy W. Bohonos
Abstract: Human Resource Development Review, Ahead of Print.
This paper explores historical ableism in the United States workforce from the close of the Civil War to the end of World War II. It discusses the issues people with disabilities (PWD), including disabled veterans, faced when entering or returning to the workforce, along with the policy and practical shifts that occurred to mitigate such issues. We approach this discussion with a critical and intersectional lens, situating the shift within critical disability studies and framing analyses within historically relevant medical, economic, and social modes of disability. We aim to inform Human Resource Development (HRD) scholars, practitioners, and educators about PWD’s often underrepresented histories in various workplaces and training programs by demonstrating the impacts of the models and workplace ableism. The paper concludes with a discussion of how the legacies of historical policies and practices continue to shape professional and continuing education for many PWD.
Citation: Human Resource Development Review
PubDate: 2024-05-27T03:18:24Z
DOI: 10.1177/15344843241256155
- How Passion for Work Shapes Work-Family Interactions: A Conceptual
Framework Exploring the Roles of Psychological Capital and Self-Regulation
Failure-
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Authors: Sreelekshmi Chandran, V. Vijayalakshmi, Marina Fiedler
Abstract: Human Resource Development Review, Ahead of Print.
The belief that a life of passion is a life well-lived serves as a perpetual motivator to pursue work aligned with one’s passion. Both work and family are essential life domains in many people’s lives, and they often interconnect, impacting each other. In the workplace, passion is a highly desired but under-researched employee characteristic, offering benefits like positive emotions and improved performance but also carrying risks, such as inflexibility. Drawing on job demands-resources theory and conservation of resources theory, our inquiry offers an integrative conceptual framework that combines insights from positive psychology, organizational behavior, and human resource development (HRD) literature. This framework enhances our understanding of how work passion connects to the work-family interface, considering the roles of psychological capital and self-regulation failure in interactions beyond work. Our study includes implications for HRD practitioners motivated to promote change initiatives and an agenda for future research for HRD scholars.
Citation: Human Resource Development Review
PubDate: 2024-05-21T06:18:42Z
DOI: 10.1177/15344843241249219
- The Landscape of Research Method Rigor in the Field of Human Resource
Development: An Analysis of Empirical Research from 2016 to 2023-
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Authors: Jennifer Jihae Park, Yujin Kim, Heeyoung Han
Abstract: Human Resource Development Review, Ahead of Print.
Using various types of research methods yields breadth and depth in knowledge creation. Replying to calls for more research employing diverse research methods, this study examines research method trends, rigor, and emerging research methods within the field of human resource development (HRD). We created a research method coding scheme to capture the rigor of empirical research among empirical articles published in three specifically selected HRD journals from 2016–2023. Out of 488 selected studies, quantitative (n = 269) and qualitative (n = 185) methodologies were dominantly used in empirical studies with only 7.0% being mixed methods research (n = 34). The study findings provide implications and reflections on (1) the current status of published scholarly research; and (2) the research practices in the field. To move the field of HRD forward as a mature, effective, and evolving discipline, it is imperative to incorporate multiple approaches, including interdisciplinary investigation of emerging research methods, and development of clear guidelines for the rigor of research methods.
Citation: Human Resource Development Review
PubDate: 2024-05-20T07:56:21Z
DOI: 10.1177/15344843241255410
- Examining the Contemporary Worker and the Workplace From a
Leadership-as-Practice Perspective: A HRD Opportunity-
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Authors: Joseph A. Raelin
Abstract: Human Resource Development Review, Ahead of Print.
In this article the author uses the lens of leadership-as-practice (L-A-P) to analyze the concerns of the worker in the contemporary workplace and proposes both new insights and potential remediations through a post-humanistic leadership centered on practice. L-A-P is designed to probe underneath the accepted or “natural” human resource practices to uncover the power dynamics in the workplace that have led to challenges to the worker in the form of burnout, lack of autonomy, and detachment. After introducing the practice approach to the workplace, the paper interrogates the potential value of leadership being viewed as a collaborative agency constituting changes in the trajectory of prefigured work practices that can have affirmative consequences via its ethical and critical approach to human resource development.
Citation: Human Resource Development Review
PubDate: 2024-05-02T09:53:29Z
DOI: 10.1177/15344843241249772
- Corrigendum to Conducting Community Based Participatory Action Research
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Abstract: Human Resource Development Review, Ahead of Print.
Citation: Human Resource Development Review
PubDate: 2022-04-18T05:39:47Z
DOI: 10.1177/15344843221087775
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Hybrid journal (It can contain Open Access articles)
