Implications For Human Resource Development Research Articles

Causes, Contingencies, and Consequences of Disengagement at Work: An Integrative Literature Review

Disengagement at work is proving to be a source of continued trouble for business organizations. Various estimates suggest that in excess of 70% of the workforce is either passively or actively disengaged, which in turn subjects the organizations to enormous financial burden. Regretfully, this problem has not found sufficient intellectual resonance in the academia. Therefore, employing conservation of resources (COR; Hobfoll, 1989) as the guiding theory, in this research, we conduct an integrative literature review to consolidate the extant approaches to disengagement at work. Apart from explaining the construct, we also identified its antecedents, moderating influences, and outcomes. Implications for human resource development (HRD) research and practice have been discussed. We believe that such an attempt is likely to encourage an informed debate on the subject in the academic domain, while helping practitioners identify actionable interventions.

Organizational citizenship behaviour for collectivist cultures: instrument development and human resource development implications

ABSTRACTOrganizational citizenship behaviour (OCB) is an increasingly examined construct in human resource development (HRD) research. The OCB construct is noted for being heavily influenced by culture leading to renewed calls for the development of OCB definitions and measurement approaches that can be used internationally. This study developed an OCB measurement appropriate for use in a collectivist society using Thailand as the setting. A literature review and a series of interviews with human resource directors were used for item generation. A survey of 1779 employees and 751 supervisors was then conducted to examine the cultural appropriateness of classifying the items as either in-role or citizenship behaviours in order to reduce the number of items. The resulting 35-item instrument was tested with survey data from 451 employees. Results showed acceptable validity for the instrument with conclusions and discussion highlighting the need for future analysis and refinement for further application of culturally relevant measures for use in international HRD research and professional practice.

The Dark and Bright Sides of Personal Use of Technology at Work: A Job Demands–Resources Model

As employees increasingly use technology for personal purposes in the workplace, tensions between proponents of control versus flexibility are rising. Proponents of control emphasize negative consequences and argue for employee restrictions and monitoring, whereas those for flexibility highlight positive consequences and advocate for employee discretion. We build consensus between these two approaches by adopting the job demands–resources model to show why the personal use of technology at work has both negative and positive effects on organizational outcomes, and then, we theorize about several boundary conditions that mitigate or strengthen these effects. We discuss implications for human resource development (HRD) scholars and professionals.

The Relationship Between Work Engagement and Organizational Commitment: Proposing Research Agendas Through a Review of Empirical Literature

Work engagement and organizational commitment are among the most studied topics in a range of fields, including human resource development (HRD) and organization development (OD). The value of such work is evident in the direct influence of work engagement and organizational commitment on employee well-being and organizational performance. However, scholars have divergent perspectives on the relationship between these two concepts. While some studies have examined work engagement as a precursor to organizational commitment, others have investigated work engagement as an outcome of organizational commitment. Despite the contrasting perspectives, little research effort has been made to reconcile these differing views through the synthesis and analysis of the extant literature. Therefore, this study aims to examine the current state of engagement-commitment research and then to suggest HRD implications for research and practice based on a review of selected literature.

The Experience of Workplace Spirituality: Do Age and Educational Attainment Matter?

We examined the experience of workplace spirituality with respect to its three dimensions namely, meaningful work (sense of purpose in work), sense of community (sense of relationship with others at work), and value allignment (match between employee and organization’s values). We also compare the experience of spirituality among younger and older employees and among those with different levels of educational attainment. Using self-administered survey questionnaires, we collected data from 274 Malaysian public service employees involved in poverty alleviation programs in the rural sector. The experience of workplace spirituality is considerably high for all the three dimensions, especially so for meaningful work. Workplace spirituality did not differ significantly by employee age but differed significantly by employee educational attainment. The experience of workplace spirituality for all the three dimensions were greater among employees with college and university education than their counterparts with high school education. Implications for human resource development and future research are presented.

Developing entrepreneurial resilience: implications for human resource development

PurposeLeadership development has attracted much research attention within the human resource development (HRD) community. However, little scholarly effort has been made to study a special group of leaders – entrepreneurs. This paper aims to fill in this knowledge gap by taking a close look at entrepreneurial resilience, a key ability of entrepreneurs to overcome challenges and adapt to uncertainties.Design/methodology/approachThis paper conducted an extensive literature review using conceptual analysis as the primary method. Enablers and inhibitors affecting entrepreneurial resilience development were identified from the selected empirical studies.FindingsFrom the analysis of empirical studies, a set of enablers and inhibitors was identified, and the effects on entrepreneur resilience were explored. Based on identified enablers and inhibitors, an integrative model of entrepreneurial resilience that serves as a building block for entrepreneurial resilience theory building was proposed.Originality/valueFindings from this research and the newly proposed model will not only contribute to the much-needed entrepreneurial resilience theory building but also serve as a useful guide for human resource professionals and trainers in designing leadership development interventions.

An Intersubjective Perspective on the Role of Communal Sharing in Synergistic Co‐mentoring: Implications for Human Resource Development

The present qualitative research provides an in‐depth study of synergistic co‐mentoring (SCoM) to understand its features and implications for HRM. We examine dyadic synergistic qualities and processes, and dyadic co‐mentoring developmental qualities and processes that complement each other to make possible the emergence of SCoM. Using NVivo qualitative software, we analyzed interviews from a diversified sample of 26 matched mentoring dyads. Results demonstrate that communal sharing in the endeavor toward combinative outcomes complemented by co‐mentoring supports intra‐relational conditions for the emergence of SCoM.

Neglecting human resource development in OBOR, a case of the China–Pakistan economic corridor (CPEC)

PurposeThe purpose of this paper is to obtain greater insights into the implications for human resource development (HRD) in times of economic development, with a focus on China–Pakistan economic corridor (CPEC). In recent times of economic development, a number of economic corridors have emerged globally as tools of regional cooperation and development. In the context of Pakistan, there is a lack of appropriate attention to the field of HRD, which has suffered neglect through the decades (Abbasi and Burdey, 2008; Asrar-ul-Haq, 2015). With this conception, the present economic interventions merit a well-constructed and proper HRD policy for Pakistan. This study will provide HRD insights for policymakers, researchers, entrepreneurs and business executives.Design/methodology/approachThe research approach of this study is purely based on literature review and on secondary data.FindingsBased on the facts and literature reviews, this study concluded that One belt, One Road in general and CPEC in particular as an economic corridor can bring sustainable and long-lasting impact on the economy only if HRD is given proper attention.Originality/valueTo the best knowledge of the researchers, this is the first study that highlighted the HRD issue in CPEC.

Strategic flexibility analysis of agrifood nanotechnology skill needs identification

The world is experiencing significant, largely economic and sociotechnical, induced change. These induced changes are meaningful with a function of people taking collective actions around common beliefs. These changes are more than jargon, cliché, and hyperbole, and they are effecting major transformations. These transformations will impact on how human resources are developed, and we need to be able to forecast its effects. In order to produce such forecasts, Human Resource Development needs to become more predictive - to develop the ability to understand how human capital systems and organizations will behave in future. As part of a multi-phase, mixed methods study design based on systems and complexity theories to identify skill needs for the emerging agrifood nanotechnology sector, a strategic flexibility analysis (SFA) was conducted. Strategic Flexibility Framework (SFF) is a scenario analysis tool and its use in this study is based on the idea that Business Leaders, Managers, Educators and Human Resource Development professionals require flexibility to adjust decisions within given constraints. This paper describes the use of strategic flexibility analysis and the qualitative systems approaches as tools for systems research and it implications for human resources development and management.

Understanding Talent Development and Implications for Human Resource Development

As the topic of talent development (TD) gets more popularity in practice of organizations and among human resource development (HRD) professionals, the need for understanding the nature and the scope of TD activities increases. The aim of this article is to help this understanding through an integrative review of literature. As part of this article, the definitions of and the perspectives toward talent-related activities in TD literature have been analyzed and a comprehensive definition for TD is suggested. Moreover, four major themes within TD literature have been identified: (a) issues related to career development, (b) the influence of contextual factors, (c) the relationship between TD and attraction and retention of talents, and (d) issues of diversity in the context of TD. Based on our findings, some of the gaps in the literature are presented. The potential actions that HRD researchers and practitioners can take to address these challenges will be suggested and discussed.

Holistic Human Resource Development: Balancing the Equation through the Inclusion of Spiritual Quotient

This conceptual article aims to shed light on the significance of human spiritual dimension in the process of human resource development (HRD). It suggests spiritual intelligence as the missing link in the process of human development that should be identified and considered as an important factor for developed and morally qualified human resources. Moreover, this article also uncovered the growing interest of spiritual intelligence and its implications for HRD. The interest in spiritual intelligence in the body of knowledge has been established in depth which assures that SI embedded in the fabric of the fields of organizational behaviour and psychology. The article emphasizes the vital influence of SI on bottom line of the organization, whereby, human resources can meaningfully contribute towards organization with improved performance. The conventional strategy of organizations in flourishing their employees is more on enhancement of individual’s knowledge, skills, abilities (Intelligence Quotient) and emotions control (Emotional Quotient). However, despite this immense interest in human capital, organizations tend to fail to have holistic approach of human resource development which eventually affects their performance. Further, the article indicates that without considering spiritual development of employees, the logic (IQ) and emotions (EQ) could not be the only ample source for human beings to perform utmost standard performances. Therefore, based on this, we conclude that the emerging notion of human spiritual quotient and its multi-dimensions must be included in HRD initiatives in order to have holistic mechanism.

Women Leaders in a Predominantly Male-Dominated Society

The Problem This qualitative (phenomenological) study focused on gaining a deep understanding of the experiences of women leaders in Mexico, a predominantly male-dominated culture. Seven women leaders were interviewed to share their personal experiences, reflections, feelings, ideas, and actions related to their leadership positions in different arenas, such as corporate, political, academic, and non-profit organizations. The Solution We conducted a thematic analysis of the transcribed interviews to discover commonalities among the experiences of the participants. The analysis revealed six themes: academic preparation is necessary, there are innate characteristics, decisions are made under principles and ethical values, the job itself is very important, the goal is to find a balance between personal and professional time, and the leadership position gives benefits. The Stakeholders This research has implications for human resource development (HRD) practitioners, academics, and executives. HRD practitioners can design more effective interventions, deliver more effective training and leadership programs, and provide opportunities focused on women interested in reaching top executive positions. This research suggests the importance of future research, both qualitative and quantitative in Mexico, focusing on research of women, Mexican women, and Mexican women leaders.

Boredom at Work and Job Monotony: An Exploratory Case Study within the Catering Sector

This article presents an exploratory study that examines workplace boredom in monotonous catering‐sector jobs. It investigates whether boredom is associated with monotonous tasks and explores strategies for minimizing it. Data were collected from multiple sources that included observation, company documentation, and interviews with management and unskilled staff engaged in simple, repetitive work in the catering department of a British university. The findings indicate that there is no linkage between boredom and monotonous tasks, and that job rotation and management support are the two key organizational mechanisms used to support the work of catering personnel. The reasons for the absence of boredom were found to be related to the workers’ job requirements, their interest in doing their jobs, the organization's strategies for alleviating workplace boredom, and the time lag of the tasks. The implications for human resource development (HRD) are discussed.

Moderating role of locus of control in the relationship between job satisfaction and organisational citizenship behaviour: a study of the Indian IT sector

The present study was conducted to explore the direct relationship of job satisfaction and locus of control (LOC) on four dimensions of organisational citizenship behaviour (OCB) i.e. interpersonal helping, individual initiative, personal industry and loyal boosterism. The purpose of the study was also to see if locus of control moderates the relationship between job satisfaction and the above mentioned dimensions of OCB. The study was conducted using structured questionnaires for measuring the above mentioned variables. The sample consisted of 449 IT professionals working in Delhi and National Capital Region. Hierarchical multiple regression analysis was used to analyse the data. The analysis showed that job satisfaction and internal locus of control was positively related to all dimensions of OCB. However, the moderating role of LOC was seen in the relationship of job satisfaction and only two dimensions of OCB namely individual initiative and personal industry. The present study has important implications for human resource development in the IT sector in India. Managers should use strategies to achieve high job satisfaction and OCB. They must be aware of the moderating role of different personality attributes on the relationship between job satisfaction and OCB.

Mediating role of job satisfaction in the relationship between core self-evaluation and employee outcomes

The present study was conducted to examine the direct effect of core self-evaluation (CSE) on job satisfaction and two dimensions of employee outcomes i.e., organisational citizenship behaviour (OCB) and turnover intention in the Indian organisations. The study further aimed to investigate the mediating role of job satisfaction in the relationship between CSE and two employee outcomes, i.e., organisational citizenship behaviour and turnover intentions. Data, using a structured questionnaire comprising the standard scales for core self-evaluations, job satisfaction, organisational citizenship behaviour and turnover intentions, was collected from a diverse range of organisations in Delhi and NCR. CSE was seen to be positively related to job satisfaction and OCB whereas its relationship with turnover intentions was seen to negative. Further, Sobel test of mediation results show that job satisfaction mediates the relationship between CSE and both the dimensions of employee outcomes i.e., OCB and turnover intentions. The findings have important implications for human resource development.

Cognitive styles and the effects of stress from cognitive load and time pressures on judgemental decision making with learning simulations: Implications for HRD

With the theory of mental self-government and cognitive styles to ground our study, we explored whether cognitive styles and stress affected decisions requiring subjective judgement. To carry out our study, we employed simulations in a dual task test under two conditions, the first condition was timed and cognitive-load induced, and the other was with the leisure of time without cognitive load. The novelty in our approach is that we used observations of decisions made from scenarios presented in the simulations, and we found that cognitive styles influenced decisions differently depending on condition. Our results have implications for human resource development, recruitment and placement, as well as for job-task assignment, assessment, and performance.

Developing the Next Generation of Globally Responsible Leaders

The Problem Middlebrooks, Miltenberger, Tweedy, Newman, and Follman note that leaders from the next generation need to both understand sustainability and have the capabilities to guide others in achieving the vision of a greener future. The purpose of this article is to discuss how Generation Y (Gen Y), who are currently moving into leadership positions worldwide, perceive the concepts of the greening of society. It then reflects on whether there are implications for Human Resource Development in developing the relevant skills and reflexive knowledge to lead in a sustainable way. The Solution Our article proposes that deeper understanding of the experiences, attitudes, values, and behaviors of this generation in relation to environmental and social issues will enable HRD practitioners to develop a more effective sustainable approach to the education, training, and development of this group over their career span. The article draws on written assignments from two groups of Gen Ys, one group had written essays on sustainable leadership as part of a selection process for a global organization’s conference on responsible leadership, the other were from a group of final year undergraduates on a business studies program at a U.K. university. The Stakeholders A very important group of stakeholders are the HRD academics and practitioners who wish to be in the vanguard of developing the ethos, capability, and behaviors that will enable Gen Y to actively promote and lead globally responsible organizations in the future. In addition, researchers interested in generational differences, leaders and other HR practitioners who recruit Gen Y employees as well as Gen Y people themselves who might wish to reflect on their approach to work may all find some resonance within this discussion.

The Meaning of Organizational Learning

This conceptual article focuses on organizational learning (OL), which is broadly defined as a learning process within organizations that involves the interaction of individual and collective (group, organizational, and inter-organizational) levels of analysis and leads to achieving organizations’ goals. This article explores a largely uncharted route of looking at OL through the lenses of several research paradigms and developing a meta-paradigm framework of this construct. The meta-paradigm framework accounts for the complexity of OL, as well as connections between its levels of analysis that have not been explained in the literature. The meta-paradigm framework of OL includes the definition of organization, the definition of OL, its ontology and epistemology, as well as its implications for human resource development (HRD) research and practice.

High performance work system, HRD climate and organisational performance: an empirical study

Purpose– This paper aims to study the relationship between high-performance work system (HPWS) and organizational performance and to examine the role of human resource development (HRD) Climate in mediating the relationship between HPWS and the organizational performance in the context of the power sector of India.Design/methodology/approach– The empirical research paper has been conceptualized on the basis of extensive literature survey and examined through a case-based approach. Data and information collected to examine strength of the proposed hypothesis in the context of a power-based company in India.Findings– Agreeing with most of the research, HPWS is found to be positively related with organizational performance. The result does not agree with the HPWS research conducted in Asian countries. Taking clues from “Black Box” approach, the role of HRD Climate as a mediating factor has been studied. The result proved that HPWS influences organizational performance through a supportive development environment (HRD climate) based on openness, confrontation, trust, authenticity, proaction, autonomy, collaboration and experimentation (OCTAPAC).Research limitations/implications– Designing and implementing HPWS requires the organization to nurture and develop a suitable HRD climate through development of organizational culture based on OCTAPAC.Practical implications– Implications for HRD–HPWS practices such as group-based pay, decentralized participative decisions, self-managed work teams, social and family events, and appraisal based on team goals along with OCTAPAC culture can significantly contribute to the transfer climate by influencing both peer and supervisor. It can significantly contribute to training motivation by influencing both career and job attitudes, and organizational commitment of trainees.Originality/value– The research is unique in its attempt to understand the role HRD climate as intermediating variables to enhance the effectiveness of HPWS. This may add a lot of value in encouraging organizations to establish HRD Climate.

Training motivation of employees in academia: developing and testing a model based on the theory of reasoned action

Selbstgesteuertes und lebenslanges Lernen sind die beiden Schlagworter in Veroffentlichungen zur Teilnahme von Erwachsenen an beruflicher Weiterbildung. Da beide Formen des Lernens einen hohen personlichen Einsatz der Mitarbeiter erfordern, wird es immer wichtiger, zentrale Einflussussfaktoren auf deren Trainingsmotivation zu kennen. Den bisherigen Modellen zur Trainingsmotivation mangelt es typischerweise an einem koharenten theoretischen Rahmen. Als Folge dessen sind die Auswahl und Zusammenstellung der darin untersuchten Variablen nicht ausreichend gerechtfertigt. Der vorliegende Beitrag mochte diese Situation verbessern, indem ein Modell entwickelt wird, das relevante Variablen aus fruheren Studien in den allgemeinen Rahmen der Theory of Reasoned Action (TRA, Fishbein and Ajzen, 1975) integriert. Das so hergeleitete theoretische Modell wurde in einer Stichprobe aus 240 Mitarbeitern im Hochschulkontext, der sich durch die Freiwilligkeit der Trainingsteilnahme auszeichnet, uberpruft. Eine leicht modifizierte Version des ursprunglichen Modells erreichte eine gute Passung sowie eine moderate Vorhersagekraft mit 44 % Varianzaufklarung in der Trainingsintention der Mitarbeiter. Implikationen fur zukunftige Forschung und praktische Anregungen fur Personalentwickler werden diskutiert.