HRD Research Research Articles

The Emperor has no clothes: toward more impactful HRD research

ABSTRACT There have been recent calls for HRD research to boldly reimagine its evolving role. In this article, we propose a pathway forward toward more impactful HRD research. We highlight three tensions we observe within HRD that we believe are currently limiting its potential: research-practice, traditional-critical HRD, and organisation-society. We deliberately discuss these three tensions here because they represent the misleading practices of HRD research in terms of its purpose, process, and outcomes, respectively. The argument we intend to develop in this article is that HRD research can, and should, extend its horizon beyond organisations and to society at large by purposefully collaborating with practitioners dealing with real-world problems and by cultivating creative synergy across paradigms and worldviews. We conclude with recommendations for the field of HRD to consider so that it may continually expand its boundaries and impact in today’s ever-changing world.

Artistic Autoethnography in Human Resource Development: Deepening Empathy and Affective Understanding to Forward Diversity, Equity, Inclusion, and Social Justice in the Workplace

Artistic ethnography is growing in prevalence across the social sciences and has been used to explore daily lived experiences with marginalization powerfully. This approach, however, has received very little attention in Adult Education and HRD literature. Artistic approaches to autoethnography engage with aesthetics, feelings, and embodied experiences while pushing researchers to consider ways they can work outside of standard social scientific prose style writing and numerical abstraction when creating representations of lived reality. Artistic approaches to autoethnography can enhance all areas of HRD research and practice but hold salience for critical HRD, as its leading proponents have called for an emphasis on “relating,” engagement with the affective domain of workplace injustice, and “radical vulnerability” as we work to imagine and create more just organizations. The purpose of this article is to explore how artistic autoethnography can advance the critical work of HRD by carving out a nurturing space where those living with the daily discomfort of marginalization can finally share their feelings and explore insights that stretch beyond the limitations of standard academic prose.

Appreciative Inquiry: An Integrative Review of Studies in Three Disciplines

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.

Artificial intelligence and human integration: a conceptual exploration of its influence on work processes and workplace learning

ABSTRACT This paper examines the influence of Artificial Intelligence (AI) on job and organizational processes, drawing on sociotechnical systems (STS) theory. It discusses the emergence of AI and its implications for HRD on individual, group, and organizational learning. AI has changed the trajectory of work processes and outcomes, paving the way for the future of work. An AI-human integration process model is proposed to reinforce its influence on job design in response to AI applications in the workplace. Learning is experienced between humans and between humans and AI. AI’s cognitive intelligence is capable of learning from each other through a process of deep learning. Humans, too, can learn from AI to modify their response towards working with AI-enabled applications. The model illustrates the relationships between individuals, work processes, and sociotechnical systems through multilevel interactions. Of relevance to HRD are two critical processes, namely learning and innovating, that facilitate the continuation of AI-human integration, enabling employees to embrace AI as an integral part of their work life. The paper offers several implications for HRD research and practice, recognizing opportunities for workplace learning and the potential constraints and risks arising from AI adoption that are applicable globally and internationally.

Sustainability Within the HRD Field: A Systematic Review

Promoting sustainability creates environments for thriving while conserving resources for generations to come. Implementing sustainability practices has been increasingly emphasized, as businesses are required to go beyond their organizational boundaries and improve performance. Despite the intense interest in sustainability, its research has rarely been investigated and synthesized within the current knowledge base in the HRD field. Therefore, we aim to systematically analyze recent articles on sustainability and its relevance to HRD. We conducted a systematic review of the literature in this by following the PRISMA guidelines, and this resulted in a set of 59 articles. Our review identified several impending issues of sustainability, such as a lack of definitions, constructs, and empirical investigation of sustainability. Based on the findings, we discussed them from the recent conversations on sustainability and emphasized the role of HRD in how organizations should be based on sustainability and how to promote sustainability through integrated learning. In addition, this review delved into key strategies to foster sustainability initiatives and discussed implications for HRD practice and research.

Research topics and intellectual structure in Human Resource Development International 1998–2022: a bibliometric and topic modelling review

ABSTRACT This study presents the landscape of the Human Resource Development International (HRDI) journal, a prominent platform for international and cross-cultural HRD research, using bibliometrics and topic modelling. The research is driven by four key questions, which delve into the structural and compositional characteristics of HRDI research, the progression of research themes, distinctions between refereed and non-refereed articles, and the patterns of country contributions and collaborations. The study underscores the pivotal role of HRDI for HRD research and practice in global and cross-cultural contexts. It also uncovers shifts in research themes, particularly during the COVID-19 pandemic. Additionally, the study underscores the importance of infusing domain expertise throughout the process of text analytics to ensure the precision and meaningful interpretation of results.

The Death of the Girlboss: Critical Feminist Epistemology and Implications for Human Resource Development

Since their entrance into the workforce, millennial women have had to navigate the workplace and professional life differently than previous generations. In order to navigate challenges within the professional space effectively, some professional millennial women adopted a mentality that has come to be known as the girlboss, which emerged as a dominant archetype in both professional spaces and the broader cultural landscape and inherently propagated white feminism. The purpose of this paper is to utilize critical feminist epistemology to critique the idea of the girlboss with the intent to open the possibility for more inclusive conversations about gender, sexuality, race, power, intersectionality, and work. This paper concludes with a discussion that includes implications for HRD research and practice.

Explicating Workplace Backlash from Social Justice Perspective: A Systematic Review of Types, Consequences, and Coping Strategies

Compared to the relatively well-trodden concepts of other workplace mistreatments, workplace backlash has received little attention from HRD academics. Therefore, our primary research objective is to identify how workplace backlash manifests and how it is addressed in the HRD and relevant literature. Through the analysis of 40 empirical studies on workplace backlash, we identified three types of backlash: backlash against gender equality, backlash against work-family balance, and backlash against racial justice. Additionally, we identified the consequences of each type of backlash and the coping strategies used by victims. Based on the findings, we discussed them from the recent conversations on diversity and inclusiveness in HRD from a social justice perspective and found ways to overcome workplace backlash. This study provides meaningful insights for HRD professionals and helps to advance diversity and inclusiveness research in HRD.

Using Classification of Instructional Program Codes in HRD: Invited Reaction

This reaction begins by highlighting four strengths of the article: (a) the clear introduction of CIP codes and how they are utilized; (b) where the discipline of HRD fits with the CIP code system; (c) the illustration of how CIP data can be utilized in HRD research; (d) the call for faculty to become more aware or CIP codes and impacts of this system upon programs. This reaction will also present some challenges and highlight an important use of CIP codes that was not discussed in the article. This reaction will then present a case that demonstrates why we as HRD program leaders cannot ignore the importance of CIP codes. Finally, implications of CIP codes for HRD and the role of higher education faculty members will be presented. The Rose (2023) manuscript holds valuable information that can lead to better program data and possibly some new streams of HRD research.

A New Design Framework for Innovative Qualitative Research in HRD

In the last few decades, there has been a proliferation of qualitative methodologies and methods. Within HRD, however, there has been a persistent use of particular kinds of qualitative methodologies and methods, with limited degrees of methodological innovation. In this article, we overview the literature on qualitative methodological innovation and the kinds of innovation that have been engaged within HRD. To move the field forward, we introduce a new design framework, which we suggest is a useful decision-making tool to guide a scholar in making research design choices as they consider innovative research designs.

Reimagining Well-Being Research in HRD

In recent years, a significant interest on the relevance of well-being has spurred dialog at every level -- from mundane everyday conversations about how we are feeling, to broader discussions related to the well-being of our communities and society. Joining a conversation about well-being is not difficult as we can talk to each other about our experiences. Recognizing commonalities in well-being experiences brings us together and gives shared purpose and meaning. For example, within the Academy of Human Resource Development (AHRD), we must continue to focus on the well-being of our members, stakeholders, and broad audiences we serve. Clearly, the efforts we undertake as HRD practitioners and researchers can only enhance the relevance and importance of well-being research and practice. Below, I share key academic conversations concerning well-being, and how HRD can promote greater exchange of ideas, and enhance our collective knowledge both in research and practice.

An Integrative Literature Review of Vocational Training on Electrical Occupation in Korea

본 연구는 Torraco(2016)의 통합적 문헌 연구를 활용하여 전기직종 직업훈련에 관한 연구문헌을 수집 및 선정하고, 연구 방향에 맞는 분석 틀을 마련하여 전기직종 직업훈련의 연구 동향을 분석하였다. 총 56건의 전기직종 직업훈련에 관한 연구문헌을 수집하였고, 해당 연구문헌을 분석 후에 이를 종합하여 향후 전기직종 직업훈련의 연구에 관한 방향성과 시사점을 제시하였다. 분석 결과, 1998년에 연구가 시작되어 현재까지 꾸준하게 전기관련 공학 학술지 학회를 중심으로 연구가 수행되었다. 다만 소프트웨어 훈련장비개발 분야의 연구가 편중되었고, NCS 소분류로는 “03.송배전설비”에 연구가 편중되어 있다. 이에 향후 연구에서는 연구가 편중된 원인분석을 위한 연구와 함께 직업훈련으로서 필요로 하는 전기직종 NCS 소분류를 재정비하는 추가적인 후속연구 수행이 필요하다. 또한, 대부분의 연구가 방안만 제시하고 그에 관한 효과를 검증하는 추가적인 실증연구를 수행하지 않았다. 향후 연구에서는 방안 제시뿐만 아니라 그것이 실제 훈련에서 사용되었을 때 어떠한 정적(+) 또는 부적(-) 영향을 주는지에 관하여 실증연구도 함께 수행될 필요가 있다. 또한, 훈련의 종류에 따라 훈련 참여자의 전문성 향상을 촉진시키는 요인이 무엇인지 검증하는 다양한 관점의 HRD 연구가 필요하다. 마지막으로 전기직종 직업훈련에서의 KQF 구축을 위한 추가적인 후속 연구를 수행하여 산업현장과 직업훈련의 상호 연동을 통한 훈련 참여자의 전문성 향상에 기여할 필요가 있다.This study collected research documents on vocational training in electrical occupations using Torraco(2016)'s integrative literature review, and analyzed the research trends of vocational training in electrical occupations based on an analysis framework for vocational training. A total of 56 research documents on vocational training in the electric field were collected, and after analyzing the relevant research documents, the direction and implications for future research in vocational training of electrical occupation were presented. As a result, research on vocational training for electrical occupations began in 1998 and has been steadily conducted in the academic societies of electrical engineering as well as vocational training. However, it was found that limited research has been conducted, focusing on software training equipment development or field of “03.Power transmission and Power distribution facilities”, a subcategory of NCS. Therefore, a further research is needed to identify the context and causes of biased research on some limited subjects, and additional follow-up studies are recommended to figure out the NCS subcategories of electric occupations for which vocational training should be supported. It was also confirmed that the empirical research on vocational training of electrical occupation was insufficient. In future research, it is necessary to carry out not only the proposal but also an empirical study on what kind of positive (+) or negative (-) effects it has when used in actual training. In addition, HRD research from various perspectives is needed to verify what factors promote the professionalism of training participants according to the type of training. Lastly, follow-up research should be conducted additionally to establish KQF for electric vocational training that helps trainees' professional development by linking industrial sectors with vocational training.

Bridging the Gap Between Research and Practice of Engagement: Toward a Collaborative Human Resource Development

The ProblemAs the discourse around employee engagement has continued to emerge as an interdisciplinary, intercultural, and interprofessional concept, the gap between research and practice of engagement still remains, making collaboration among HRD scholars and practitioners in developing an engaged workforce a huge challenge.The SolutionTo fill the gap between research and practice on engagement, ontological, epistemological, and focal views of various perspectives on engagement are reviewed. Conceptual commonalities and differences in the multiple definitions, theories, and frameworks of employee engagement are also discussed. By exploring the divergence and convergence in the engagement discourse, a common ground for collaborative HRD in developing an engaged workforce is identified. Finally, implications for HRD research and practice are provided.The StakeholdersThe intended audience for this article is HRD scholars, practitioners, and employers interested in developing an engaged workforce and workplace.

The ‘Rich Pictures’ Method: Its Use and Value, and the Implications for HRD Research and Practice

Embracing new and innovative qualitative methods has helped researchers in a number of fields to access aspects of the lived experience that traditional methods cannot easily reach. This paper explores the use and value of one such method – ‘rich pictures’: a technique whose origins lie in ‘soft systems’ engineering but which has been successfully applied in a broader range of contexts in recent years including health, medicine and education. Despite its use in these disciplines, however, recent studies suggest that HRD research continues to rely on established methods and that uptake of visual methods – and ‘rich pictures’ in particular – is virtually non-existent. The aim of this paper therefore is to shed light on this underused method and encourage HRD researchers to recognize its potential for studying human development.

What Can Grounded Theory do for Human Resource Development? An Approach for Post-Pandemic Research and Beyond

As employee preferences change and organizations adapt and transform as a result of the Covid-19 pandemic, new research opportunities are present for HRD scholars interested in training and development, organizational behavior, job design, change management, the creation of healthy and productive workplaces, and more. In the face of new opportunities for research, we discuss the value of revisiting grounded theory methodology as a resource for generating theory in HRD contexts. As a methodology, grounded theory is a useful tool for exploring processes and building theory grounded in data. In this paper, we examine the potential of grounded theory to contribute meaningfully to the research and practice of HRD by discussing the historical development of grounded theory, the current state of grounded theory research in HRD, and the implications of grounded theory work on the future of HRD scholarship.

Navigating Multiple Approaches to Qualitative Research in HRD

Qualitative research can be used to accomplish a variety of purposes for HRD scholarship, particularly when researchers wish to deeply understand the perspectives and experiences of individuals or groups of people. Given the infinite variety of research aims, there are necessarily multiple approaches to qualitative research. Because many qualitative research methods employ similar data collection strategies, such as interviews and observations, and outputs may appear similar (e.g. a collection of interrelated themes), the important differences among qualitative approaches can become muddy or lost. Making choices about approach, building an appropriate, corresponding design, and describing methods is an ongoing challenge for qualitative researchers in HRD and beyond. This article provides an accessible overview and comparison of select qualitative approaches in HRD, both traditional and emerging, to clarify decision-making in research design, guide methodological alignment, and explore the distinct contribution each approach can make for developing theory and practice in HRD.

The Value of Netnography for Research in HRD

This paper argues for recognition of Netnography as a necessary methodological innovation for HRD research, enabling the field to address emerging research questions and contribute to theory building at the intersection of technology, work and social life. The paper defines ‘netnography’ and introduces its key methodological underpinnings; illustrates its application and procedures; and considers its benefit to HRD research. We identify three opportunities where Netnography can deliver important advances to HRD theory and practice: investigating hard-to-access online work contexts, such as gig work and other forms of precarious working; exploring marginalised, ‘hidden’, or under-researched voices in online spaces; and extending knowledge of learning in hybrid work environments where physical and digital dimensions are intertwined. We conclude with a call to action by HRD scholars to take forward, and further develop, the Netnographic methodology to contribute to new and inclusive theorizing as a basis for advancements in HRD scholarship and practice.

인적자원개발연구에서의 다양성 연구동향 분석

Considering that diversity-related HRD research is in its early stages in Korea, this study aims to identify research trends through content analysis of diversity-related HRD articles published in the journals of the Academy of Human Resource Development and provide implications on HRD research and practice. To this end, a total of 87 papers published from 2000 to 2021 by the AHRD journals (HRDQ, ADHR, HRDR, HRDI) were selected. The analysis framework consists of research targets, methods, diversity research topics (dimensions, perspectives, and topics), and HRD research topics. IBM SPSS 25.0 and MS Excel programs were used to conduct frequency and cross-analysis for the research purposes. The main findings are as follows: First, the number of published papers on diversity in the HRD aspect increased continuously during the period. Second, the studies put a greater focus on diversity at the individual level than that at other levels, and diversity management strategies were found to be the most identified topic. As for perspective analysis, studies carried out from a discrimination/fairness perspective accounted for the majority of the articles. Finally, a large proportion of diversity-related HRD papers was about topics such as training & development, organizational development, leadership, and critical HRD. The results of this study could suggest a future direction for the study of diversity in the HRD context in Korea.

Theorizing Human Resource Development Practices in Extended Contexts: Invited Reaction 1

This reaction begins with three positive aspects of the article: (a) effects of cultural differences on HRD interventions; (b) shaping and skilling as separate HRD outcomes, and (c) unlearning or deskilling as HRD outcomes. In terms of critique, Wang and Doty emphasize open and closed systems but fail to provide clear definitions. Indeed, some aspects of closed systems appear in Western or more “open” societies. Another issue, reducing usability of this work, involves the mathematical formulations. An HRD practitioner and emerging scholar living in China adds some critique, suggesting that China may be better characterized as a semi-closed system. Further, based on experience, positive outcomes can result from closed shaping and negative skilling-in a closed host institution system (HIS). Nevertheless, the manuscript can hopefully lead to some new explorations in HRD research and theory and potentially practitioner use.

Indigenous Research in HRD: Perspectives and a Call for Contributions

Indigenous Research in HRD: Perspectives and a Call for Contributions