Role of Learning in Human Resource Development: Bibliometrics and Topic Modeling of Articles in AHRD Journals

PurposeThe 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.Design/methodology/approachThis 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.FindingsThere 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.Research limitations/implicationsFor 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)?Practical implicationsFFL 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.Originality/valueThis 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.

New tools provide new lenses for a better understanding of how learning occurs within the team setting. A better understanding of team learning will enable human resource development (HRD) professionals to more effectively develop an enhanced level of performance in the workplace. Since teams represent complex learning systems, traditional questionnaires that take a static 'snapshot' of the reality and interviews that capture retrospective member memories fail to reflect the dynamics or the holistic nature of teamwork. Deeper patterns of the dynamics of team learning will provide the foundation for more generalisable theories. We argue that a better understanding of team learning in HRD will grow when scholars generate new models of team learning systems based on new ways of measuring team behaviour that capture the complex interactions among members. In this paper, we propose that video-based interaction analysis can offer more opportunities. We discuss the current research methods issues, profile the current state of the scholarship of team learning, and recommended a new data collection/analysis approach: video-based interactive analysis (VIA).

New tools provide new lenses for a better understanding of how learning occurs within the team setting. A better understanding of team learning will enable human resource development (HRD) professionals to more effectively develop an enhanced level of performance in the workplace. Since teams represent complex learning systems, traditional questionnaires that take a static 'snapshot' of the reality and interviews that capture retrospective member memories fail to reflect the dynamics or the holistic nature of teamwork. Deeper patterns of the dynamics of team learning will provide the foundation for more generalisable theories. We argue that a better understanding of team learning in HRD will grow when scholars generate new models of team learning systems based on new ways of measuring team behaviour that capture the complex interactions among members. In this paper, we propose that video-based interaction analysis can offer more opportunities. We discuss the current research methods issues, profile the current state of the scholarship of team learning, and recommended a new data collection/analysis approach: video-based interactive analysis (VIA).

The Problem and the Solution. The fundamental underlying assumptions evident in discussions of performance and learning in human resource development must be more clearly explicated. When the diverse ontological perspectives are more carefully considered, it is clear that both views may be embraced as humanistic endeavors

Motivation in HRD has traditionally been conceptualized as motivation to learn or motivation to train. This paper argues that this concept of motivation is too limited because it does not incorporate motivation to use learning to improve performance. Instead, a higher-order construct called motivation to improve work through learning proposed. The theoretical rationale for this higher-order construct is presented along with proposed measures. A confirmatory factor analysis is reported which provides initial evidence of validity. Implications for HRD research and practice are discussed.

Serotonin plays a critical role in pain modulation, making it a significant target for understanding and managing pain. Analyzing the most impactful publications can provide valuable insights into the intellectual structure, key contributors, and collaborative networks that have shaped the current state of knowledge in this field. A systematic review and bibliometric analysis were conducted using the Scopus database, identifying 856 articles related to serotonin-mediated pain modulation. After applying the inclusion criteria, the top 100 most-cited articles published between 1999 and 2021 were selected, representing a total of 33,500 citations. Citation metrics, publication years, authorship, institutions, countries, and journals were analyzed. Additionally, co-citation, keyword co-occurrence, and collaboration network analyses were performed to map the intellectual structure and collaborative patterns within the field. The United States led contributions with 28% of publications, followed by France (15%) and Japan (12%). The 100 most-cited articles appeared across 45 journals, predominantly in Pain (15 articles) and Neuroscience (10 articles). Five major author clusters were identified, with key figures such as Hamon M., Yaksh T.L., and Porreca F. collectively accounting for over 5,000 citations. Four thematic keyword clusters, including "serotonin receptors," "analgesia," and "nociception," were identified. International collaborations accounted for 65% of the publications. The findings highlight the global and interdisciplinary nature of research on serotoninmediated pain modulation. Prominent research hubs, key contributors, and collaborative international networks have significantly shaped the field's development. The identified trends and thematic areas provide valuable insight into the evolving landscape of neuropharmacology and pain research. This systematic review and bibliometric analysis provide a comprehensive overview of serotonin-mediated pain modulation research, emphasizing the importance of international collaboration and offering direction for future investigations into therapeutic strategies targeting serotonergic mechanisms in pain management.

The Problem We are living in a socially polarized landscape where dualistic mind-sets govern the way we engage with social justice issues and thus failing to adequately serve all human beings. The Solution By bringing in Frederic Laloux’s conception of evolutionary organization, we propose that organizations can serve as catalysts for co-creative social transformation, closing the distance between organizations and society and ultimately enhancing the well-being of the whole. The Stakeholders This article will provide organizational leaders and human resource development (HRD) professionals with a conceptual understanding of what a new paradigm of social movement learning would look like in an emerging society where polarities are not fought against but engaged as a whole.

In my role as a human resource development (HRD) faculty member, I often feel that students perceive my teaching of instructional systems design and program evaluation much like a play within a play. In other words, as 1 teach about teaching others, my students silently critique and sometimes assimilate what I do. For this reason, I have become keenly sensitive to the importance of modeling effective teaching and learning practices in the classroom. In a continuous effort to find ways to enhance my teaching and my students' critical reflection and learning, I decided to undertake a research study to examine the ways in which critical incidents affect learning experiences (Brookfield, 1995). The critical incident method asks students to respond to a set of evaluative questions each week of the course. The instructor then reads and summarizes the responses and returns the summaries to the students during the following class period. At that time they are discussed and possible changes in the course are negotiated.

The purpose of this study is to examine research trends and main issues concerning workplace learning (WL) research in Korea, thereby providing implications for both research and practice in related fields such as lifelong education and human resource development. We collected KCI-indexed scholarly articles published between 2000 and 2024, analyzing a total of 184 papers. Bibliometric analysis and topic modeling techniques were employed to explore the structural relationships among research themes and to identify specific subtopics. The findings indicate that the number of WL-related articles has increased significantly since the early 2010s. Through frequency analysis of authors, sources, and keywords, we revealed that WL research has predominantly focused on the practical aspects of workers’ additional learning and human resource development, expanding in conjunction with key rationales and principles from adult learning. According to the keyword co-occurrence network analysis, we discerned three thematic clusters Furthermore, six subtopics were identified through topic modeling. A time-series analysis of identified subtopics revealed hot and cold topics, representing areas of emerging research interest or those showing a decline in focus, respectively. Based on the findings, we suggested future directions for the practical application of WL concepts across diverse contexts, along with recommendations for expanding academic discourse in the field.

Research Trends on Deep Breathing Exercises in Perioperative Care: A Bibliometric and Topic Modeling Analysis.

BackgroundEnhanced recovery after surgery (ERAS) protocols have revolutionized perioperative care in lung cancer resection, significantly improving postoperative outcomes. However, a comprehensive analysis of the global research trends, intellectual structure, and evolving hotspots in this specific domain over the past 15 years remains lacking. This study aims to bridge this gap by conducting a comprehensive bibliometric and visual analysis of literature from 2010 to 2025.MethodsLiterature regarding ERAS in lung cancer surgery published from 2010 to 2025 was retrieved from the Web of Science Core Collection (WoSCC). Bibliometric analyses were conducted using VOSviewer, CiteSpace, and R-bibliometrix to visualize spatial distributions, collaboration networks, co-citation structures, and keyword trends.ResultsA total of 472 eligible publications were identified, exhibiting an exponential growth trajectory particularly after 2018. China emerged as the leading contributor with 137 documents, followed by the United States with 107 publications, while European nations demonstrated exceptional citation impact. The University of Copenhagen and its affiliated hospitals formed the dominant institutional cluster, and the Journal of Thoracic Disease served as the primary publishing venue. Analysis of citation bursts and keyword evolution revealed a paradigm shift in research focus. The field evolved from initial feasibility studies involving lung resection to protocol standardization and safety. Most recently, the emphasis has shifted towards patient-centered outcomes represented by quality-of-life (QoL) assessments and precision minimally invasive techniques.ConclusionsResearch on ERAS for lung cancer is rapidly expanding and has matured from establishing safety to refining comprehensive care. The current trend emphasizes the integration of precision surgery with patient-centered QoL assessments. This study provides a global roadmap for researchers to identify key collaborators and emerging frontiers in thoracic oncology.

This study investigates how cross-boundary learners impact internal legitimacy by interpreting their external knowledge. It explores the influence of cross-boundary learning in human resource development on individuals’ unforeseeable learning experiences and how this knowledge influences internal legitimacy. The impact of cross-boundary learning was investigated through interviews conducted by a study group established by the Japanese Ministry of Economy, Trade, and Industry. Thirty-eight stakeholders in cross-boundary learning in Japan were interviewed, and the data were qualitatively analysed using the grounded theory approach. The findings show that cross-boundary learners demonstrate agency, including a desire to modify their organisations, gain understanding of internal legitimacy realities, acquire skills to navigate the meanings of different cultures, and choose strategies that impact pragmatic internal legitimacy. This study reveals the details of a process through which individuals can influence internal legitimacy in the short-term.

Examines how value is created through the use of human resource development intervention in organizations. Begins by looking at the concept of quality within a training context, identifying key principles that need to underpin any quality learning model. Then goes on to show that evaluation is only one of a number of dimensions to the concept of quality and argues the case for a radical rethink of training practice in this area. Finally, presents an alternative quality learning model and a research agenda outlined for the future.

Objetive: The aim is to study the foundations of the scientific literature in this area, the different intellectual structures, the conceptual and social structure and the trends of the analysed field. Methodology: The research is carried out through a bibliometric network analysis and graphical mapping of the field under investigation. Results: Firstly, the field is relatively recent and shows a collaborative network of inter-institutional character and with important synergies between countries and authors. In the intellectual structure, there is a cluster of strategies to follow in the implementation of DT in HEIs, with its possible drivers and obstacles, at technological, social, pedagogical and organisational levels; the implementation of DT in a concrete and practical way, alerting that DT is more than a set of digital tools; a more theoretical and conceptual line of thought on the concept of DT in HEIs and, finally, sustainable DT in the impact on HEIs. In the thematic structure, the block of theoretical and conceptual foundations that reveals COVID19 as the main accelerating factor of DT, the cluster that investigates the learning process through digital teaching and the third one that highlights the importance of cultural change management and people in the process stand out. Practical implications: This study allows us to have a general vision of the intellectual, conceptual and social structure of the DT and HEIs process and its impact on the different dimensions. Furthermore, the findings have implications for the management of TD processes in HEIs.

Organizational culture and organizational climate play crucial roles in shaping employee commitment. Organizational culture encompasses shared values and beliefs, while organizational climate pertains to the prevailing attitudes and feelings in the workplace. Positive culture and climate foster employee engagement, satisfaction, and commitment, while negative ones can lead to decreased commitment and increased turnover. This study aims to examines the influence of organizational culture and climate on employee commitment at BKPSDMD Makassar City. The research includes 121 employees from the Regional Employment and Human Resources Development Agency. Data were collected through questionnaires and analyzed using multiple linear regression analysis. The results indicate that organizational culture has a negative effect on employee commitment, reflected in a coefficient value of -0.272 and a t-statistic of 2.032 (t-statistic > t-table, p < 0.05). Conversely, organizational climate significantly and positively impacts employee commitment, with a coefficient value of 0.586 and a t-statistic of 6.217 (t-statistic > t-table, p < 0.05). Simultaneously, both variables collectively influence organizational commitment, as shown by an F-statistic of 91.416 (F-statistic > F-table, p < 0.05). These findings contribute to the existing literature on organizational behavior and offer practical implications for enhancing employee commitment in similar contexts.