International Human Resource Development Research Articles

Ethics in international HRD: examining conversational AI and HR chatbots

PurposeThe integration of artificial intelligence (AI) technologies like conversational AI and HR chatbots in international human resource development (HRD) presents both productivity benefits and ethical challenges. This study aims to examine the ethical dimensions of AI-driven HR chatbots, emphasizing the need for fairness, autonomy and nondiscrimination. It discusses inherent biases in AI systems and addresses linguistic, cultural and accessibility issues. The paper advocates for a comprehensive risk assessment approach to guide ethical integration, proposing a “risk management by design” framework. By embracing ethical principles and robust risk management strategies, organizations can navigate AI-driven HR technologies while upholding fairness and equity in global workforce management.Design/methodology/approachSystematic literature review.FindingsThe paper advocates for a comprehensive risk assessment approach to guide ethical integration, proposing a “risk management by design” framework.Practical implicationsBy embracing ethical principles and robust risk management strategies, organizations can navigate AI-driven HR technologies while upholding fairness and equity in global workforce management.Originality/valueThis study explores the intricate ethical landscape surrounding AI-driven HR chatbots, spotlighting the imperatives of fairness, autonomy, and nondiscrimination. Uncovering biases inherent in AI systems, it addresses linguistic, cultural, and accessibility concerns. Proposing a pioneering “risk management by design” framework, the study advocates for a holistic approach to ethical integration, ensuring organizations navigate the complexities of AI-driven HR technologies while prioritizing fairness and equity in global workforce management.

Cybersecurity In The Digital Age: Developing Robust Strategies To Protect Against Evolving Global Digital Threats And Cyber Attacks

In today's digital era, cyber security is a growing challenge, considering increasingly sophisticated cyber attacks and increasing global digital threats. These threats not only pose risks to individual privacy but also to the security of critical infrastructure and the country's economic interests. The need to develop a robust and adaptive cybersecurity strategy is critical to protecting digital assets and maintaining information security. This research aims to analyze the global cyber threat landscape and develop effective cyber security strategies to counter evolving digital threats. The method used is a descriptive qualitative approach by collecting and analyzing data from relevant previous studies. The results of the research show that an effective cybersecurity strategy requires an adaptive and innovative approach, utilizing the latest technology and cross-sector collaboration. The importance of international collaboration and human resource development in the field of cyber security was emphasized as a key factor in building stronger defenses against cyber attacks. Analysis of global cyber threats and their threat actors provides insight into the importance of cybersecurity education and awareness at all levels of organizations and society. The security strategy developed must be able to adapt to changes in technology and attack tactics to ensure effective protection. Cross-sector collaboration and the development of a strong cybersecurity ecosystem are the foundations for facing future cybersecurity challenges.

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.

Chinese students entrepreneurial career anchors, self-cultivation and the role of in-group collectivist values and gender: a conservation of resources perspective

ABSTRACT Using Conservation of Resources theory (COR) as our conceptual framework we investigate the relationship between the entrepreneurial career anchor (ECA) and self-cultivation (SC) values of Chinese business students. We additionally examine the moderating role of in-group collectivist values (IGVs) and the interaction of IGVs and gender in this relationship. Based on survey data from 643 undergraduate students attending a university in northern coastal China we found a positive relationship between ECA and SC. We also found that IGVs, in combination with gender as a covariate, moderated this relationship. Our study contributes to the international HRD literature by emphasising prospective graduates as a source of entrepreneurship, and the salience of the ECA in promoting self-cultivation. This is accentuated through IGVs and gender. Our findings have significant implications for international HRD education and the development of prospective graduates.

Correlation of human capital sustainability leadership style and resilience of the managers in airline operations group of an AIRLINE Company

correlation of human capital sustainability leadership style and resilience of the managers in airline operations group of an AIRLINE Company

Learning from leaders: the mediating role of leadership between national culture and organizational learning culture

ABSTRACT In times of globalization of work and learning, the impact of national culture on learning becomes more important for human resource development. Therefore, this cross-cultural study had two objectives: first, to examine how power distance influences learning culture; and second, to investigate leadership as a missing link between the national culture in terms of power distance and organizational learning culture. Participants from Germany (N = 310) and Russia (N = 348) were surveyed via an online questionnaire. A structural equation model indicates a negative, mostly indirect effect of power distance on all seven DLOQ dimensions, mediated by participative leadership. Therefore, according to the results, leadership is of significant importance for learning culture, at least in global acting companies, and should be in the focus of international human resource development. Theoretical and practical implications of the study are discussed.

The Model of Job Performance : Leadership, Workplace, and Motivation

The Model of Job Performance : Leadership, Workplace, and Motivation

Correlation of Workplace Spirituality and Work Engagement among Faculty of the Senior High School of San Beda University- Manila

Correlation of Workplace Spirituality and Work Engagement among Faculty of the Senior High School of San Beda University- Manila

Context-specific understandings of uncertainty: a focus on people management practices in Mongolia

This paper addresses the link between local understandings of uncertainty and people management practices in the under-researched and uncertain context of Mongolia. It draws on a qualitative, interpretive study of 34 top and middle managers with people management responsibilities in Mongolian organisations. We put forward the concept of a ‘mindset about uncertainty’ for examining Mongolian practitioners’ understandings of and responses to the uncertainty inherent in the country’s institutional environment. We identify four elements of the Mongolian mindset about uncertainty: (1) belief that impermanence is natural; (2) consideration of uncertainty as normal; (3) framing of uncertainty as positive; and (4) emphasis on flexibility in adapting to changing circumstances. We discuss this approach to dealing with uncertainty as a potentially valuable source of learning for Multinational Enterprises (MNEs) and International Human Resource Development (IHRD) practitioners in unstable environments.

Women Entrepreneurs in Asia: Eight Country Studies

The Problem Asia as a research context is significantly different, in many ways, from Western contexts where a majority of studies on women in leadership have been conducted. First, traditional culture and religious beliefs in Asia dictate the inferior status of women in their daily lives. Second, women’s appointment to high-ranking leadership roles in Asia has been a continuing challenge. Third, many organizations in Asia remain as gendered workplaces where cultural, religious, and organizational constraints coexist. This special issue on women entrepreneurs in Asia, therefore, makes specific contributions to research on Asian women in leadership in the context of entrepreneurship. The Solution The purpose of this special issue is to investigate women entrepreneurs’ motivations, challenges, and opportunities in eight Asian countries (China, India, Indonesia, Japan, Korea, Malaysia, Thailand, and Vietnam). The special issue provides insights into developing the potential of aspiring women entrepreneurs who are set in rapidly developing Asian countries where traditional cultural and religious expectations and modernized values coexist. Despite challenges and difficulties that women entrepreneurs face, the opportunities that they create in business development can serve as a model for aspiring women entrepreneurs in Asia and other countries. The Stakeholders As women entrepreneurs’ challenges are of global interest, this special issue represents an effort to transcend national boundaries in understanding how to address the challenges they face. Scholars and practitioners who are interested in international Human Resource Development can better understand how Asia’s fast-growing economies and culture have influenced women entrepreneurs in positive and negative ways.

Conclusion: Learnings From Eight Country Studies on Women Entrepreneurs in Asia

The Problem Women entrepreneurs have played an important role in advancing the economic development of Asian countries. It is in the best interest of Asian countries and international human resource development (HRD) professionals to develop an in-depth understanding of women entrepreneurs in Asia so that they can develop policies, strategies, and resources to support their development. Eight country studies on women entrepreneurs in Asia in this special issue revealed their motivations, challenges, and opportunities in their business start-ups and development. The findings would greatly contribute to an understanding of who women entrepreneurs in Asia are and how they are doing in entrepreneurship. The Solution The development of women entrepreneurs in Asia requires many scholars and practitioners to study, understand, and theorize before meaningful solutions can be enacted, which will have a lasting impact. This special issue of research on women entrepreneurs in eight Asian countries offers a glimpse of the emerging area of women entrepreneurship. HRD initiatives and expertise are needed to create unchartered possibilities for women entrepreneurs in Asia to succeed and sustain the development of their businesses. The Stakeholders This special issue is for entrepreneurs and HRD scholars and practitioners who are interested in entrepreneurship development, particularly in the development of women entrepreneurs in Asia.

An Ecosystems Perspective on International Human Resource Development: A Meta-Synthesis of the Literature

There has been significant growth of interest in both international human resource development (IHRD) and ecosystems research. Both literatures highlight important characteristics of each concept; however, to date, they have not yet been linked. We propose an ecosystem perspective as an important framework to understand IHRD. Ecosystems emphasize interdependencies, actor centrality, bargaining power, and relationships between actors as important in shaping IHRD. We utilize a meta-synthesis of the IHRD literature to identify content and process dimensions of an IHRD ecosystem. We conclude with a discussion of implications for IHRD research.

A review of leadership theories: identifying a lack of growth in the HRD leadership domain

PurposeThis paper aims to identify the life-cycle of leadership theory from both the human resource development (HRD) and the organizational/leadership literature while providing a contrast between the two bodies of literature. The current research identifies which theories are being represented within the HRD literature, followed by a review of current directions in the leadership fields, primarily from literature in the organizational and leadership fields. By identifying these two bodies of leadership theories, the following research question will be answered: How current are the leadership theories provided in the literature of HRD compared to research that is reported from other external leadership fields?Design/methodology/approachThis paper examines how leadership theories are represented in the HRD literature. Data for the current article provide a preview of leadership theories that are used to inform HRD scholars and scholar–practitioners for a period of 15 years (2000-2015) in the four Academy of Human Resource Development (AHRD) publications (Advances in Developing Human Resources; Human Resource Development International; Human Resource Development Quarterly; and Human Resource Development Review). The four journals within the AHRD were reviewed to identify which leadership theories were being researched and used to inform members of HRD. The search terms for the current study included “leadership AND theory,” “team AND leadership,” “leadership AND development” and “team AND development.” Studies that presented a leadership theory and either described or defined the theory were coded for the current study. Within this body of literature, there were a total of 74 leadership theories identified (some repeating), among those there were a total of 20 unique leadership theories. The literature external of HRD was identified using the ScienceDirect database for 10 years (2007-2017) with the topics limited to “topics–leadership.” Once the HRD and organizational/leadership literature are presented, a comparison between the two literature streams will be provided, highlighting any deficiencies within either body of literature and recommendations for future research efforts for the field of HRD.FindingsThis examination of leadership theory study within HRD and other fields highlights the deficiencies within either body of literature and offers recommendations for future research efforts for the field of HRD. In line with the trend in leadership research, HRD should call for more longitudinal and multi-level research efforts to be conducted as opposed to cross-sectional studies.Research limitations/implicationsThe current study is limited in the literature that was used to collect/code data. Also, the time frame for the HRD literature ended in 2015 due to the long duration required to review articles and to code the data. Secondary data were obtained from organizational/leadership literature and are more current because they are more recent. Overall, even with an end date of 2015 for the HRD literature, the HRD field has not changed too much during this time and the authors recognize some minor changes, but the research findings are still relevant and the leadership deficits presented are still realized.Practical implicationsThe field of HRD is behind when it comes to leadership theories. This paper identifies this in an effort to aid researchers, students and practitioners to look beyond the leadership theories presented in the HRD literature for more relevant and current leadership theories. This paper highlighted a number of newer and current leadership theories and trends for scholars and scholar-practitioners to begin to focus on; however, this list is only a snapshot and is bounded by the data collected for the current paper.Originality/valueThis paper is original in that it is both critical of leadership research within the HRD literature while also providing new directions for the field. The snapshot of where the field of HRD is compared to the leadership and organizational fields becomes apparent with multiple future directions for research.

Challenges of Implementing Western Talent Development Models in a Collectivist Organizational Culture

The Problem In Brazilian business organizations, talent development (TD) programs are often based on models borrowed from Western countries. However, there are significant cultural barriers to successful implementation of such transplanted models. Research on TD in Brazil is scarce, especially, research on adoption of imported models and frameworks. The Solution This article is based on a case study of TD practices of a large Brazilian steel company that has a long history of human resource development (HRD) and a unique organizational culture. Our study suggests that this Brazilian company’s TD system is based on a combination of several well-known North American models. However, the implementation of the TD system that is based on meritocratic principles does not fully align with an organizational culture characterized by high power distance, paternalism, collectivism, and the emphasis on personal relationships over merit. We suggest ways of addressing the identified misalignments and point out the necessity of tropicalizing the implementation of TD models, which implies embracing Brazilian cultural traits and contexts. The Stakeholders The main audience for this article includes executives, managers, and HRD professionals executing TD strategies in organizations from emerging market economies and/or in firms doing business in emerging markets. In addition, the article will be of interest to scholars specializing in international HRD and talent development.

Career transition as identity learning: an autoethnographic understanding of human resource development

ABSTRACTThis paper examines the phenomenon of career transitions in terms of learning using an autoethnographic story of our own career moves. In the contemporary world of globalized flexible employment, inter-organizational career moves are increasingly prevalent and the learning associated with such transitions needs to be better understood within human resource development (HRD). We show that the learning required in career transitions extends beyond the acquisition of new knowledge and the development of new skills to the appropriation of new identities. We overview identity theorizing and, adopting a social constructionist perspective, explain the concept of identity work to understand the nature of identity learning in career transitions. We then reflexively examine our autoethnographic methodology, proceed to tell the story of our career transitions, and then interpret this story in terms of identity learning. Conclusions are drawn showing how the learning associated with career transitions involves conscious and unconscious identity work to release an established way of being, cultivate a new and desired way of being, and to cope with the existential anxieties associated with transition. Significant implications for international HRD scholarship, policy, and practice are proposed.

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.

An integrative literature review on employee engagement in the field of human resource development: exploring where we are and where we should go

Numerous studies on employee engagement in the HRD (human resource development) field have contributed to the promotion of employee engagement in organizations, yet issues and challenges remain. The purpose of this study is to investigate how employee engagement has been discussed in four representative HRD journals: Human Resource Development Review (HRDR), Human Resource Development International (HRDI), Human Resource Development Quarterly (HRDQ), and Advances in Developing Human Resources (ADHR). We conduct a literature review based on Torraco’s (Hum Resour Dev Rev 4(3):356–367, 2005) framework, resulting in the selection of 24 articles for further review: 10 empirical articles and 14 conceptual articles. These articles are then classified, summarized, and synthesized by year of publication, research type and aim, and analysis of findings. Based on the results of the literature review, we analyze and identify the current state of employee engagement research in the HRD field and suggest implications for HRD scholars and practitioners.

Developing and validating a competence profile for Development Agents: an Ethiopian case study

ABSTRACTPurpose: Development Agents (DAs) are employed by agricultural departments to provide capacity development for farmers. In this contribution, the adjustment of a competence profile originally developed for the Province of Esfahan [Karbasioun, M., M. Mulder, and H. J. A. Biemans. 2007. ‘Towards a Job Competency Profile for Agricultural Extension Instructors: A Survey of Views of Experts.’ Human Resource Development International 10 (2): 137–151] is described for the context of the West Gojjam Zone in Ethiopia. This was necessary because 10 years' time has elapsed since the development of the profile, new insights in competence theory have emerged, and contextual variation needs to be taken into account.Design/methods/approach: Firstly, the competence profile of Karbasioun, Mulder, and Biemans. [2007. ‘Towards a Job Competency Profile for Agricultural Extension Instructors: A Survey of Views of Experts.’ Human Resource Development International 10 (2): 137–151] was adjusted through a line-by-line conceptual analysis. Secondly, the adjusted profile was validated by 12 experts in a workshop. Thirdly, this profile was thoroughly discussed by four focus groups of DAs, each composed of eight to nine persons. Transcripts of the validation by experts and discussion with DAs were analysed using content analysis. Finally, the profile was further backed up by literature and member checks (which are done by experts in the field).Findings: The study revealed validated competence profile for Development Agents (DAs) with 4 competence clusters and 15 underlying competencies for the Ethiopian context: knowledge on adult education, extension management, communication, and professional ethics, among others.Practical Implications: DAs' recruitment and selection, performance evaluation, and training programmes can be developed using this new competence profile.Theoretical Implications: This study confirms the context-bound, indivisible, interrelated, and developmental nature of competencies which refutes the behaviouristic-functionalistic conceptualization of them.Originality/value: This contribution is a contextual variation and update of the study of Karbasioun, Mulder, and Biemans. [2007. ‘Towards a Job Competency Profile for Agricultural Extension Instructors: A Survey of Views of Experts.’ Human Resource Development International 10 (2): 137–151] and shows that different contexts of investigating competencies uncover different results.

Intervention research and its influence on nonintervention research in human resource development

PurposeThe purpose of this paper is to identify how intervention research weighed in nonintervention research in the field of human resource development (HRD) by examining the number, citation frequency and use of experimental studies in HRD academic journals.Design/methodology/approachA total of 2,700 articles published between 1990 and 2014 from Advances in Developing Human Resources (ADHR), European Journal of Training and Development (EJTD), Human Resource Development International (HRDI) and Human Resource Development Quarterly (HRDQ) were reviewed and analyzed to identify 91 experimental studies in the field.FindingsThe total citation frequency of the 91 articles was 1,100 (14 from ADHR, 222 from EJTD, 56 from HRDI and 808 from HRDQ). The authors reviewed the 1,100 subsequent studies that cited 91 experimental research studies and coded them to identify the research methods that each article adopted and to determine whether the studies used the citation to make causal statements. As a result, the authors found 459 causal statements from 1,100 citations. In particular, they identified the citation frequency of the causal statements used in nonintervention research to examine how often nonintervention studies used causal statements from intervention studies.Research limitations/implicationsThe results of the citation frequency could be different according to the search engines and timeframes. Books, technical reports, non-English studies, non-academic articles and inaccessible articles were not considered in this study. Theoretically, this study aimed to illuminate the magnitude of HRD experimental research conducted over 25 years and to what extent it influenced non-experimental studies. In addition, this study emphasized the importance of using the causal statements from experimental research to improve empirical validation in other studies.Practical implicationsWhen HRD practitioners need to identify alternative interventions to replace previous ones or to justify the use of specific interventions, they could consider causal statements from empirical studies as valid evidence. Further, HRD practitioners might collaborate with researchers to receive more direct and relevant information from experimental research.Originality/valueSignificantly, this study provides an integrative review of experimental research conducted in the field of HRD in terms of the number, citation frequency and proportion of using experimental research. An additional contribution is that it summarizes the research methods used in HRD studies over 25 years.

Overcoming the ethnocentric firm? – foreign fresh university graduate employment in Japan as a new international human resource development method

This article analyses a new and, by international comparison, distinct recruitment trend – the systematic hiring of foreign fresh university graduates (FFGs) into Japanese multinational enterprises’ (MNEs) operations in Japan. Our explorative research, which is based on interviews with HR managers and FFGs, offers three major findings related to international HR development methods. Firstly, the inpatriate literature has identified the roles of foreign (subsidiary) staff as knowledge conduits and boundary-spanners between headquarters and subsidiaries. While such objectives do not drive Japan’s FFG hiring trend, we find similar challenges in terms of the absorptive capacities of headquarters. Secondly, following a Varieties-of-Capitalism perspective, we argue that FFG hiring is an institutional answer to the particularities of Japan’s employment system. Aiming at internationalizing headquarters from within, it contributes to resolving the internationalization conundrum of Japanese MNEs, but rather than overcoming the existing ethnocentric HR model it accommodates this orientation. Thirdly, we advance the general HR literature by proposing a new framework that addresses the viability of international personnel development methods in dependence of the workforce diversity and distinctiveness of employment practices in headquarters. We locate FFG hiring, inpatriation and self-initiated assignments within this framework.