Implications For Human Resource Development Research Articles

The influence of self-efficacy on high school students STEM career choice: implications for human resources development

The influence of self-efficacy on high school students STEM career choice: implications for human resources development

The Metaverse in the Workplace: Possibilities and Implications for Human Resource Development

This study reviews the potential applications of the metaverse to various areas of human resource development (HRD) and reflects on the applications’ significance for employee and organizational development. Adopting a narrative review approach to this study, we selected and reviewed 34 cases. From our review, we found several findings that contributes to the HRD field in several ways. First, it draws the attention of HRD researchers and practitioners to a critical emerging trend that has been overlooked in the field. Second, it offers an analytical view of the metaverse in comparison to other training or learning technologies, assessing its effectiveness in employee development. Third, this study enhances the perspectives of HRD researchers and practitioners regarding this new technology by providing practical and theoretical insights into how metaverse-based interventions can reshape organizational culture and improve employee performance in the workplace. Lastly, it addresses compelling theoretical and practical questions related to HRD issues arising from the metaverse.

A conceptual framework for practicing inclusive dialogic organization development in times of uncertainty and complexity

PurposeThe purpose of this paper is to propose a conceptual framework for practicing inclusive dialogic organization development (OD).Design/methodology/approachThis paper reviews and presents Robert Kegan’s theory and practice of deliberately developmental organization as an exemplary model for dialogic OD.FindingsThe paper suggests three conditions to make the constantly emerging organizational reality socially just, equitable and inclusive – whole self, psychological safety and leader vulnerability.Originality/valueThe originality of this paper lies in making explicit issues of power in dialogic OD literature and providing implications for human resource development on how to lead and develop organizations inclusively in times of uncertainty and complexity.

Team-member and leader-member exchange, engagement, and turnover intentions: implications for human resource development

ABSTRACT This study investigated the underlying dynamics between team member exchange (TMX) quality, leader-member exchange (LMX) quality, engagement, and turnover intentions through the lens of Job Demands-Resources (JD-R) theory. Data were collected from 407 employees working at United States and Israeli firms via a questionnaire. Findings indicated that work engagement mediates the relationship between TMX quality and turnover intentions and that LMX moderates this mediation. Specifically, in high and moderate LMX quality conditions, the impact of TMX quality on work engagement was stronger; and LMX moderated the impact of work engagement on turnover intentions by lowering turnover intentions further. When leader-member relations were not of high or moderate quality, TMX quality did not associate significantly with employee work engagement. Findings contribute to human resource development (HRD) literature on work engagement and turnover by addressing a) the connection between TMX and engagement, b) the mediation effect of engagement in the relationship between TMX and turnover intentions, and c) moderating effect of LMX. Implications for human resource development practices, in particular, for managerial training and leadership development and for performance appraisal, were discussed with the focus on team building to promote individual work engagement and reduce turnover.

EXAMINING STRUCTURE RELATIONSHIPS AMONG PROCEDURAL JUSTICE, PERCEIVED ORGANIZATIONAL SUPPORT, EMPLOYEE ENGAGEMENT, AND TURNOVER INTENTION IN LAO PUBLIC ORGANIZATIONS

The purpose of this research was to examine practical issues that predict and prevent turnover intention in the context of Lao public organizations, focusing on the relationship between procedural justice, perceived organizational support, and employee engagement. Data for this study were collected from 331 public officials. In this study, structural equation modeling was used to analyze the collected data and test the hypothesized relationships. The results indicated that procedural justice had a significant effect on perceived organizational support, employee engagement, and turnover intention, whereas perceived organizational support and employee engagement were not significantly related to turnover intention. In addition, the mediating effect of perceived organizational support in the relationship between procedural justice and employee engagement was statistically significant. The findings suggest that organizations should contemplate how to improve procedural justice and promote their level of perceived organizational support. On the basis of the findings, human resource development implications and recommendations are discussed and suggested.

Scoping Review: Tren Terbaru dalam Manajemen Sumber Daya Manusia di Era Digital pada Tahun 2012-2022

Human resource management has undergone significant changes over the past decade with the advancement of technology and the digital era. This scoping review aims to explore the latest trends in human resource management in the period 2012-2022 and their implications for human resource development in 2023. The scoping review method was used to collect and analyse related literature from various sources, including journals, books, and online publications. The results show that human resource management has changed to become more strategic, focus on employee development, and adopt new technologies such as artificial intelligence and data analytics to improve efficiency and effectiveness. Some of the latest trends in human capital management include a focus on employee well-being, work flexibility, diversity and inclusion, and digital skills development. The implication of these trends is that human resource development must adapt to these changes, taking into account the needs and expectations of employees and utilising the new technologies available. This scoping review provides a better understanding of the latest trends in human resource management in the digital era in the period 2012-2022, and provides an outlook on how human resource development can be adapted to these changes in 2023. This can make a positive contribution to organisations in facing future challenges and opportunities.

코로나19 펜데믹 시기 한국기업 근로자의 재택근무에 관한 적응 경험 연구

Although work from home (WFH) programs have been recognized as beneficial for both employees and organizations, they had not caught the attention of Korean organizations because, culturally, it was unusual for Korean employees to perform their tasks outside of the workplace. However, the COVID-19 pandemic inevitably forced Korean organizations to implement WFH programs, and thus many employees experienced such programs for the first time during COVID-19. This study aims to explore the adaptive experiences of Korean employees to new WFH programs by analyzing the adaptation process based on a grounded theory approach. To this end, we interviewed 20 Korean employees working in the business sector. Our findings show that although at first the participants felt anxious about the uncontrollable situation, they tried to adapt quickly to the new non-face-to-face working style. They developed their own individual strategies (i.e., self-management and self-leadership) to maintain work resources and to separate work from family in the process of adaptation in order to achieve and provide evidence for superior job performance. Based on these findings, we suggest some theoretical and practical implications for human resource development and discuss recommendations for further research.

Organization Development and Effectiveness: Essential Female Leadership Competencies for Industry 4.0 Transformation

This paper summarizes and synthesizes research evidence on different women leadership characteristics and behaviors from men and identifies essential female leadership competencies that are necessary to address the new challenges of today’s workplace and the paradigm shifts for female leaders to remain competitive in Industry 4.0. Recent neuroscience and social science research findings regarding women’s leadership characteristics and behaviors were reviewed and discussed. Critical leadership traits, abilities, and skills for (international) business success were studied. Six essential female leadership skill sets for Industry 4.0 were then proposed to provide human resource development practitioners a strategic framework that will be necessary for women leadership development and to promote gender equality in the workplace. Some feminine traits can be women’s leadership strengths such as sensing, listening, accepting, approaching, collaborating, supporting, and encouraging skills. Finally, implications for human resource development and recommendations for future research were provided.

Covid-19, contingent workers and the implications for human resource development

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implication from cutting-edge research and case studies.DesignThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsThe paper sets out a framework for HRD professional to navigate the transition from the old to the new COVID-19 normalcy. It supports the argument in favor of adapting HRD plans to the needs of atypical workers and integrating such workers into HRD programs.OriginalityThis briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The Impact of Artificial Intelligence on Expertise Development: Implications for HRD

Problem The implementation of artificial intelligence (AI) is assumed to lead to increased productivity of knowledge workers. However, AI could also have negative effects on the development of professional expertise. Solution A review of the literature on expertise development is provided, followed by examples of AI implementation in a knowledge-intensive profession, accounting. The analysis of these examples suggests that automation can result in the loss of expertise due to reduced opportunities for learning from deliberate practice and experienced colleagues, and from working on progressively more complex tasks. Implications for human resource development (HRD) include creating alternative individual development opportunities and promoting organizational cultures conducive to expertise development in human-machine interaction modes. Stakeholders The results of this study will be of interest to scholars of HRD, accounting education, and human-machine interaction. Practical implications will be of relevance to HRD professionals and managers responsible for the implementation of artificial intelligence solutions.

Creating a culture of inclusion and belongingness in remote work environments that sustains meaningful work

ABSTRACT The shift to a remote work environment introduced new barriers to inclusion that calls for reimagining the contexts and cultures that individuals are now working in. Key impacts of an inclusive culture discussed in this article are feelings of belongingness and engaging in meaningful work. Sustaining an inclusive culture, means that employers will need to re-think critical organizational forces such as leadership that are needed to reinforce a culture of inclusion. Implications for human resource development (HRD) will emphasize how emergent research of an inclusive, remote work environment creates opportunities to engage in trans-disciplinary research that informs practitioners on how to reimagine the changed landscape of work.

COVID-19 and the new forms of employment relationship: implications and insights for human resource development

PurposeThe labor market has witnessed the increase of the new forms of employment relationship (freelancers, contingent workers, and gig workers) due to the COVID-19 outbreak, generating new workforce patterns that represent a significant challenge for human resource development (HRD) professionals in organizations. Studies that have addressed these new forms of employment relationship and HRD during this pandemic are sparse. This paper aims to broaden the scope of HRD research by exploring the implications of these new forms of employment relationship for HRD in the time of COVID-19. It also provides insights for HRD professionals as well as governments into how to address this challenge.Design/methodology/approachThis paper is a viewpoint that addresses the new workforce patterns generated by the COVID-19 pandemic and their implications for HRD at the organizational, individual and national levels.FindingsCOVID-19 sheds light on the importance of atypical workers who can create a competitive advantage for organizations, ensure their continuity and significantly benefit national and societal well-being in times of health crisis. However, these atypical workers are often overlooked when it comes to training and development. Whence the importance, for HRD professionals and governments, to address their situation and to integrate them into organizational and national HRD plans and programs, by going beyond traditional models of HRD which focus mainly on standard employees.Originality/valueThis paper examines a relatively unexplored topic. Besides examining the implications of the new forms of employment relationship, for HRD, it provides insights for HRD professionals and governments into how to address the challenges related to these new forms of employment relationship.

Pandemonium, panic and the pandemic: implications for human resource development from an unplanned shift to online learning

PurposeThis paper aims to explore the experiences of a high school senior, a doctoral student, a university professor and an online academic coach with a rapid, unplanned shift to online learning in the USA during the COVID-19 pandemic to understand the challenges and distinct skills they identify as essential for success in a 100% virtual learning environment.Design/methodology/approachThrough scholarly personal narratives (SPNs), the researchers shared details and authentic knowledge regarding their experiences and perceptions of successful teaching and learning in a 100% online learning environment.FindingsThe main goal was to identify necessary skills for success in a 100% virtual learning environment resulting from an unplanned shift. The findings show a need for learner and teacher self-directedness in developing a variety of nontraditional, critical literacies.Originality/valueIn light of the imposed and unplanned educational shifts in teaching and learning, this study has strong practical implications for human resource development offered through an analysis of multiple perspectives. This research may lead to a better understanding of how, in a period of rapid, unexpected shifts, individuals need to use self-directedness to leverage personal and professional development opportunities to adapt and succeed in the new environment. Additionally, the authors use an innovative critical theoretical framework to outline the skills the participants report as useful for success in an online classroom during a period of rapid, unexpected shifting.

Maximising training evaluation for employee performance improvement

Orientation: Employee performance is a vital aspect within organisations in South Africa (SA). It is argued that poor performance can be addressed through training and development. Performances should be evaluated before and after training interventions to ensure that training was beneficial to the employees.Research purpose: The study intended to establish whether training evaluation conducted after training in the SA financial sector measures employee performance improvement.Motivation for the study: Most businesses invest in training and development interventions anticipating that employees will use what they have learned to improve their performance. There is limited recent empirical research on SA financial sector training evaluation tools, especially those that indicate employee performance improvement after training.Main findings and discussion: The findings of this study indicate the following: SA financial organisations frequently use levels 1–3 (satisfaction; learning; application) of the Kirkpatrick-Phillips training evaluation tool; continuous employee performance improvement needs to be assessed more regularly, especially after training; and levels 4–5 (results; ROI) of the Kirkpatrick-Phillips evaluation model are seldom measured due to a lack of skills, motivation, and resources.Implications and contribution: There are significant implications for Human Resource Development (HRD) professionals and managers within the SA financial sector. Since there is a positive significant association with training evaluation and employee performance, relevant stakeholders must be aware that the purpose of training must be to improve and measure employee performance. This paper contributes theoretically to HRD management practices, training evaluations, and performance improvement. The practical contribution is the proposed Training Evaluation Framework for Performance Improvement for stakeholders to use to ensure that HRD evaluations measures performance improvement.

Global agility - going beyond intercultural competence

In this conceptual paper, the author explores research on intercultural competence and agility to identify a set of competencies needed to thrive in environments characterised by volatility, uncertainty, complexity and ambiguity - including flexibility, efficacy, resilience and specific mindsets (growth and global mindsets) - and proposes the concept of global agility to describe this set. Individuals manifest global agility when certain contextual variables are present (e.g., global group members and organisational inclusiveness). Fostering global agility should contribute to creativity and innovation in organisations. Implications for human resource development and organisational development are discussed.

Ethics, code of conduct and ethical climate: implications for human resource development

PurposeThe purpose of this paper is twofold: first, to point out the importance of having an ethics-related course for human resource development (HRD) graduate programs; and second, to highlight HRD potential to minimize ethical misconducts through an ethical filter in organizations.Design/methodology/approachThis paper is conceptual in nature. The authors used their own experiences in HRD programs, looked at HRD graduate programs’ curricula in different universities and reviewed literature on ethics and HRD to develop a conceptual model. The model is to guide future studies and identify the role of HRD practices to create an ethical climate in organizations.FindingsIn this paper, the authors illustrate the connection between HRD practices and ethical climate in organizations by providing a conceptual framework. In the concluding paragraphs, the authors provide a discussion, implications and recommendations for future studies.Originality/valueThe authors highlight the limited research conducted on how ethics and ethical dilemmas need to be represented in HRD practitioners’ activities and practices. Many graduate-level HRD students do not receive enough training on ethics, whereas it is their responsibility to help improve organizational ethical climate and educate and prepare human resources to minimize ethical misconducts and wrongdoings. The paper provides a framework for HRD practitioners to create a strong ethical climate in their organizations.

Women entrepreneurship in China: where are we now and where are we heading

ABSTRACT Despite the continuing growth in numbers of women entrepreneurs in China since the 1980s, research in this area has not kept pace with the development. In this paper, we critically review the current situation of women’s entrepreneurship in China and the status quo of research in this field. We then analyse the political, social, cultural, organizational, and individual barriers women entrepreneurs may encounter, as well as the policy initiatives and institutional and social support to promote women entrepreneurship. We further outline the main theoretical perspectives that have been mobilized to inform research on women’s entrepreneurship in China and indicate areas for future studies and how they may be framed. We argue for the need to adopt a more critical approach, such as feminist discourse analysis and a critical socio-technological perspective to inform future research, to shed light on a range of phenomena related to women’s entrepreneurship that have yet to receive adequate research attention. Our review has implications for human resource development in China and other societal contexts with similar cultural norms.

Examining Structural Relationships between Learning Agility, Organizational Support, Professional Commitment, and Organizational Commitment in Korean Public TVET Institutions

본 연구는 공공직업교육기관 교원을 대상으로 학습민첩성, 조직지원인식, 전문직몰입, 조직몰입 간의 구조적 관계를 분석함으로써 직업교육과 인적자원개발의 시사점을 제시하고자 하였다. 이를 위해 공공직업교육기관, P대학에 재직 중인 교원 782명을 대상으로 학습민첩성, 조직지원인식, 전문직몰입, 조직몰입 간 구조적 관계를 설정하여 분석하고, 연구결과를 제시하였다. 첫째, 학습민첩성과 조직지원인식은 전문직몰입에 통계적으로 정적인 영향이 있다. 둘째, 조직지원인식과 전문직몰입은 조직몰입에 통계적으로 정적인 영향이 있다. 셋째, 학습민첩성과 조직몰입의 관계에서 전문직 몰입의 매개효과는 통계적으로 유의하다. 넷째, 조직지원인식과 조직몰입의 관계에서 전문직몰입의 매개효과는 통계적으로 유의하다. 이러한 구조적 관계를 토대로 공공직업교육기관 교원의 개인 및 조직차원에서 조직몰입과 성과를 제고하는 시사점을 제시하고, 제언하였다.The purpose of this study is to investigate the structural relationships between perceived organizational support(POS), learning agility(LA), professional commitment(PC), and organizational commitment(OC) to provide relevant implications in the field of human resource development(HRD). To do this, a survey was designed and deployed to faculty members in public TVET institutions across Korea with the convenience sampling method. A total of 782 cases were finally analyzed in this research by using structural equation modeling. First, the results of the study revealed that the direct effects of LA on PC and OC were both statistically significant. Second, the results showed that the direct effect of LA and OC and the direct effect of PC on OC were both statistically significant. Third, the mediating effect of PC in the relationship between LA and OC was statistically significant. Last, PC had the statistically significant mediating effect in the relationship between POS and OC. Based on these findings, HRD implications for the public TVET institutions are discussed.

Standards formation and the implications for HRD

Purpose The purpose of this study is to explore the implications of national and international standards for human resource development (HRD) practice. It focuses on the experiences, perceptions and learning of those involved in the social construction of standards and standardisation processes. Design/methodology/approach The research is grounded in institutional and organisational excellence theories and adopts a qualitative approach based in social constructivism. Thematic analysis of the data obtained from 13 semi-structured interviews leads to a discussion of awareness of standards, standards adoption including constraints, and impact of standards. Findings The findings indicate that that there has been a disconnect between the potential impact of British Standards Institute (BSI) HR standards and what has occurred in practice with little awareness of the BSI standards among practitioners. Research limitations/implications This paper identifies an absence of institutional isomorphism in the HR arena and highlights the potential for a “standards-practice” gap where HR standards formation processes are perceived as detracting from flexibility and innovativeness in organisational practice. Originality/value This study contributes a new perspective of the implications of HR standards formation from the perspective of those involved and further contributes to the wider theorisation of standards in the HRD field.

A meta-analytic review of gender composition influencing employees’ work outcomes: implications for human resource development

ABSTRACT Drawing from Kanter’s tokenism theory, the current meta-analysis provides a statistical synthesis of the research linking gender composition of the workplace to men and women’s evaluative (leadership, rewards, and performance) and affective (interpersonal relationships, stress, and attitudes towards women) outcomes. In addition, we examine the moderating effect of task gender-type on these relationships. Evidence for simple gender composition effects was weak, with only men’s interpersonal outcomes being associated with gender composition. In contrast, we found strong evidence supporting the moderating effect of task gender-type on these relationships for both sexes, across several of the outcomes. Notably, the strongest moderator effect was shown for men’s leadership, with a clear pattern demonstrating that gender composition has a stronger positive effect on this outcome for men performing gender-neutral tasks, compared to men performing masculine tasks. This underscores the importance of task gender-type as a more powerful indicator of workplace gender norms than a numerical representation of men and women. Despite progress towards gender parity in the workplace, gender hegemony remains strong in male-typed tasks as they stand impervious to the effects of gender composition. Results are discussed in light of tokenism theory and its implications on designs of HRD interventions.