Human Resource Development Perspective Research Articles

Adult Education in the Age of Artificial Intelligence: The Human Resource Development Perspective

Adult Education in the Age of Artificial Intelligence: The Human Resource Development Perspective

Developing AI literacy in HRD: competencies, approaches, and implications

ABSTRACT In recent years, the surge of interest in Artificial Intelligence (AI) technology has been notable across global academic and industrial spheres. Human Resource Development (HRD) scholars have paid considerable attention to its application. Recognizing the importance of preparing employees and organisations for the AI era, this paper explores the concept of AI literacy, focusing on the required competencies from an HRD perspective. Based on research on the Technology Acceptance Model (TAM) in the context of AI, we analysed AI-related competencies from four aspects: skills, relevance, values, and knowledge. Although the current literature on AI literacy contributes to a comprehensive understanding and highlights its importance across multiple domains, we identified some areas that lack attention and necessitate further research. The paper concludes by proposing directions for future research, accentuating the critical role of HRD in equipping the workforce with AI literacy to adeptly navigate the continually evolving technological landscape, and highlighting the need for scholars to engage in discussions about AI literacy on an international scale.

중소기업의 공유가치 창출(CSV) 활동과 기업의 사회적 지위 인식, 성장 마인드셋, GRIT 간의 구조적 관계

This study investigates the relationship between SMEs’ CSV (economic and social value) activities, recognizing corporate social status, growth mindset, GRIT (passion and persistence), and the mediating effect of the growth mindset. To this end, a questionnaire survey was conducted targeting employees of SMEs, and effective data from 333 participants were used with a response rate of 88.09%. Descriptive statistics and correlation analysis were performed on the collected data using SPSS and AMOS, and the structural equation model and mediation effect were verified. As a result of the study, First, CSV’s social value creation activities significantly positively affected the ‘recognizing corporate social status’. Second, ‘recognizing corporate social status’ had a significantly positive effect on ‘growth mindset’, but did not significantly affect ‘GRIT’. Third, ‘growth mindset’ significantly positively affected perseverance within GRIT, but did not affect ‘passion’. Fourth, ‘recognizing corporate social status’ significantly positively affected the ‘perseverance’ of GRIT through a ‘growth mindset’. This study is significant in that, based on the research results, it proposed a plan to improve employees' GRIT and 'growth mindset' from the perspective of human resource development in SMEs.

Stunting and the hope that must remain; regional and human resource development perspectives; inadequate policy problem identification process in the Tabagsel region of Indonesia.

Stunting and the hope that must remain; regional and human resource development perspectives; inadequate policy problem identification process in the Tabagsel region of Indonesia.

Integrative Literature Review on People Analytics and Implications From the Perspective of Human Resource Development

Although people analytics is a fast-emerging field with importance to HRD, HRD researchers still lack a comprehensive understanding of it. This study examines the current body of knowledge in people analytics through the lens of human resource (HR) development by performing an integrative literature review of 91 articles. This study identifies five categories of knowledge: (1) definitions and boundaries of terms, (2) building blocks of people analytics in organizations, (3) types of analytics, (4) ethical issues related to people analytics, and (5) applications of people analytics to the HRD field. This study makes theoretical and practical contributions to the field of HR development by exploring the current state of people analytics and people analytics’ application to HR development practice. It also enhances scholars’ understanding of people analytics within HR development boundaries and provides insights for future research. Finally, this study provides practical guidance for HR development practitioners seeking to leverage people analytics in their work.

People Analytics and Human Resource Development – Research Landscape and Future Needs Based on Bibliometrics and Scoping Review

This study provides a comprehensive examination of the current research landscape of People Analytics (PA) from Human Resource Development (HRD) perspectives. By leveraging the methodologies of bibliometrics and topic modeling, the paper aims to illuminate key trends and emerging themes. By conducting a comparative analysis of topics and grouped themes from topic modeling and clusters from bibliocoupling, the study reveals a convergence in research focuses. This convergence is particularly evident in areas such as workforce planning and management, data-informed decision-making, applying analytics to various HR functions, and emphasizing the ethical and societal implications of data analytics in HR. The paper also identifies gaps and future research needs for HRD research in the current PA landscape and discusses fertile grounds for future research.

Expatriates cross-cultural adjustment at the time of COVID-19: a Conservation of Resources (COR) perspective

ABSTRACT The COVID-19 pandemic represents a potentially traumatic event with long-term consequences. From a human resource development (HRD) perspective, COVID-19 poses significant challenges, especially in the case of foreign workers. Although expatriation can be highly stressful, an adequate level of adjustment can promote an experience of growth and development. Drawing from the Conservation of Resources (COR) theory, this study investigates the relationship between COVID-19 related trauma and the level of cross-cultural adjustment (CCA) in a sample of 170 Italian short-term expatriates. Specifically, we hypothesise a moderated mediation model in which COVID-19-related posttraumatic stress is associated with a lower level of CCA both directly and indirectly through a deterioration in psychological health. Moreover, we investigate the influence of organisations by analysing the moderating role of perceived organisational support (POS). As expected, the results supported both the direct and mediation hypothesis, while the link between COVID-19 related trauma and psychological health and the indirect effect showed different shapes for varying levels of POS. These findings can hopefully offer useful insights for promoting psychological health and positive experiences.

공무원의 공공봉사동기가 직무만족과 조직시민행동에 미치는 영향

The purpose of this study is to examine the mediating effect of job satisfaction in the relationship between public service motivation and organizational citizenship behavior of public servants and to demonstrate the moderated mediation effect of job autonomy. To this end, a moderated mediation analysis was conducted with the data of the 「2021 Perception Survey on Public Life」announced by the Korea Institute of Public Administration to survey general public officials belonging to central administrative agencies and metropolitan governments. As a result of the study, first, it was confirmed that public service motivation had a positive effect on job satisfaction and organizational citizenship behavior. Second, job satisfaction was found to have a positive mediating effect between public service motivation and organizational citizenship behavior. Third, it was found that the mediating effect of job satisfaction between public service motivation and organizational citizenship behavior was moderated by job autonomy. Based on the research results, practical implications and future research suggestions to improve individuals’ affect and behaviors from the perspective of human resource development in the public sector were presented.

Finding triggers for training transfer: evidence from the National Human Resource Development Institute in Korea

IMPACT This article looks at public sector training from a human resource development (HRD) perspective. The authors discuss training to improve performance but also coaching trainees to transfer their expertise and training to others. Employees who transfer training were shown to be better performers. An HRD training programme that does not consider a trainee’s personal characteristics (for example capacity, motivation, interest, self-efficacy, and psychological state) cannot promote learning or transfer motivation. Practitioners who design HRD programmes for the public sector must consider individual differences and customized HRD programmes to facilitate knowledge transfer in the workplace.

Using the metaverse in training: lessons from real cases

PurposeThe purpose of this study is to explore the potential contribution of the metaverse to improve training and development as a function of human resource development (HRD) perspective. The authors explore the benefits and challenges of the metaverse and introduce cases of companies using the metaverse in training.Design/methodology/approachA narrative literature review was conducted to collect information on the metaverse in training. The authors reviewed peer- and non-peer-reviewed articles, book chapters, white papers, corporate websites and blogs and business magazines.FindingsA total of 75 articles were reviewed, including 14 cases, which were summarized to demonstrate how companies are applying metaverse technology in training contexts. For a more in-depth review, three cases were selected and summarized in terms of context, process and outcomes.Originality/valueThe metaverse is an emergent topic in HRD. It has the potential to revolutionize the functions of training and development through the combination of advanced technologies, including virtual reality, augmented reality and mixed reality. This article is the foundational attempt to provide a comprehensive summary of existing literature and case studies that highlight the potential of the metaverse in training within the context of HRD.

Fraud Behavior in Perspective Human Resource Development

Purpose: This study aims at finding out how the perspective of human resource development is in understanding and interpreting fraud behavior based on the informants' awareness of the state civil apparatus. Theoretical framework: Fraud behavior that will be investigated by researchers is fraud behavior which is the lowest or minor violation in the Human Resources and Human Resources Development Agency, but as a result that is not handled and resolved then the violation increases to moderate and high or severe which can threaten or provide opportunities for the country's civil apparatus likely to be dishonorably discharged. This means that prevention and opportunities to overcome them are not found holistically and comprehensively. For this reason, using the perspective of human resource development to be studied is expected to contribute, especially for the state civil apparatus to focus on developing themselves. Because when a person focuses on developing himself then cheating behavior will not be done because the concerned focus on developing himself because he already knows his potential. Design/methodology/approach: This research uses a phenomenological qualitative research method. Findings: The results of this study indicate that the perpetrators of fraud interpret fraud behavior as an expression of disappointment and dissatisfaction and consider this as something humanist under pressure because it is triggered by the dilemmatic conditions they face. In this case, the perspective of human resource development has three main components, namely the economic, psychological and system dimensions which are based on the ethics of human resource development as a complement to the three components. Research, Practical & Social implications: The researcher elaborates and adds the perspective of developing human resources with fraudulent behavior as an effort to prevent this fraudulent behavior from occurring. Originality/value: The researcher adds that integrity is an additional table leg as the implementation of fraudulent behavior.

Supervisors’ roles for newcomer adjustment: review of supervisors’ impact on newcomer organizational socialization outcomes

PurposeThis study aims to explore and classify the fragmentary findings of previous studies and improve understanding of the overall roles of supervisors in newcomer organizational socialization (NOS) and their relationships to NOS outcomes.Design/methodology/approachThe study chiefly involves undertaking a literature review, with an emphasis on the perspective of human resource development (HRD). A structured literature review was conducted to identify and select articles through the Web of Science database.FindingsFive important roles of supervisors during NOS – supporting training transfer, providing information, clarifying newcomers’ roles, facilitating sensemaking and providing feedback – were revealed from an examination of extant work. These roles markedly influence five different components of newcomers’ adjustment: task mastery, role clarification, organizational knowledge, social identification and social integration.Research limitations/implicationsAlthough the concept of NOS used in this paper did not include all meanings of organizational socialization, the findings proposed key areas that require further study to enhance the understanding of supervisors’ roles for NOS.Practical implicationsThe literature review suggests key efforts that supervisors should pursue to enhance the efficacy of newcomers’ adjustment. HRD professionals can use this information to design supervisor training programs aimed at enhancing supervisors’ knowledge and skills for successful NOS.Originality/valueStudies have reported that supervisors markedly impact NOS and ultimately a newcomer’s success or failure. Relatively little work, however, has investigated how supervisors’ roles in the NOS process can enhance newcomers’ successful NOS outcomes.

Research on the Development of College Students' Entrepreneurship Leadership

Under the background of "double innovation", college students are the mainstay of future economic development, and the research on college students' entrepreneurial leadership is of great value. This paper takes college students as the research object, and uses the partial least squares method to analyze the influencing factors of college students' entrepreneurial leadership. The empirical results show that the five levels of individual, school, government, society, and family have a direct impact on the entrepreneurial leadership of college students, and the impact paths are 0.562, 0.433, 0.375, 0.321, and 0.252, respectively, and the degree of impact shows a downward trend. In addition, colleges and governments have an indirect impact on college students' entrepreneurial leadership through individuals. Finally, based on the perspective of human resource development and empirical results, starting from the above five dimensions, through systematic training, career planning and other ways, the entrepreneurial leadership development model of "training-experience-simulation-practice-reflection" is constructed. This study helps to understand the influence mechanism of entrepreneurial leadership, and has high practical application value.

COVID-19 and Food Delivery Employees’ Workplace Safety

With the global pandemic of COVID-19 in recent years, food delivery employees’ workplace safety has been severely threatened and challenged. Thus, this study hopes to understand their real work safety and its impact. Based on the perspective of human resource development, broaden-and-build theory, and internal and external marketing activities, the study examines the relationships between safety leadership, safety training, employee well-being, service quality, and customer citizenship behavior. The results using three-wave and 498 valid employee-customer pairs (498 food delivery employees and 600 customers) from 2 food delivery companies in Taiwan showed that: (1) Safety leadership positively affects employee well-being; (2) Safety training positively affects employee well-being; (3) Employee well-being positively affects service quality; (4) Employee well-being positively affects customer citizenship behavior; (5) Employee well-being mediates the relationship between safety leadership and customer citizenship behavior, and (6) Safety training moderates the relationship between safety leadership and employee wellbeing. Research and managerial implications are discussed.

Hair Bias in the Workplace: A Critical Human Resource Development Perspective

The Problem Managers and other individuals in the workplace may have a bias, either conscious or unconscious, against Black women based on their appearance. Since slavery, Black people with lighter skin complexion and straighter hair have been given preferences and privileges not afforded Black people with darker skin or those with naturally kinky hair. This study brings this subtle form of discrimination to the attention of Human Resource Development professionals and sheds light on how such interactions may affect their learning, development, and performance. The Solution Using a critical Human Resource Development lens, we suggest that managers, organizational leaders, and decision-makers are educated to recognize and address hair bias. Leaders must ensure compliance with the CROWN Act and legislation that prohibits discrimination against natural and protective hairstyles. The Stakeholders Stakeholders include U. S. Human Resource Development professionals, hiring managers, recruiters, and leaders who are concerned with hiring and promoting diverse talent.

Identifying the relationship between abusive supervision and organizational members’ deviant behavior, in-role behavior and work–life balance

PurposeThe purpose of this study is to investigate the relationships among abusive supervision, in-role behavior, career commitment and work–life balance.Design/methodology/approachThe data were collected from 310 South Korean company employees using the survey method. To investigate the research hypotheses, structural equation modeling analysis was conducted.FindingsThis study found negative effects of abusive supervision on in-role behavior, career commitment and work–life balance. Career commitment and work–life balance has the positive influences on in-role behavior. These results support the research hypotheses.Research limitations/implicationsAlthough this study empirically confirmed the negative effects of abusive supervision on employees’ attitudes toward their careers, lives and working behavior, the influence of cultural aspects was not considered. This study found mediating effects of work–life balance and career commitment.Practical implicationsThis study points out that one leader with abusive supervision can negate all organizational efforts aimed at employees’ well-being because the influence of leaders on employees’ careers, lives and working behavior is very critical.Originality/valueThis paper provides a comprehensive understanding of the relationships between abusive supervision and other related variables from a human resource development perspective.

"업무 자율성과 조직목표 인식이 업무 스트레스에 미치는 영향: 유연근무제 및 재택근무 만족도의 조절효과"

Purpose This study aims to examine the effects of satisfaction with flexible working system and work from home on the relationship between job autonomy, organizational goals, and job stress. Methods We utilized 4,133 data from the Public Employee Perception Survey(2021) collected by the Korea Institute of Public Administration. Results We found that satisfaction with flexible working system moderated the relationship between the job autonomy and organizational goals, and job stress, but satisfaction with work from home only moderated the relationship between organizational goals and job stress. Conclusion Based on the findings, we discussed the theoretical and practical implications from the perspective of human resource development.

Human Resource Development Perspective in Analyzing the Strategic Environment: Case on Inspectorate Probolinggo Regency

The purpose of this study was to conduct a strategic environmental analysis at the Inspectorate of Probolinggo Regency, East Java to improve the competence of auditors. The human resource development perspective is used here as a theoretical basis to identify factors both internally and externally, to then be identified and mapped in the form of strengths, weaknesses, opportunities, and threats. The results of this study reveal a description of the competitive environment of the Probolinggo Regency Inspectorate, especially in developing its auditors. Internally, the inspectorate environment is considered to be still less competitive due to the main weakness that stands out, namely the low personal awareness in auditor competency development. But the main strength identified is the internal training methods for auditors that are synchronized both inside and outside the workplace. Externally, the inspectorate environment is considered competitive considering the main opportunities, namely the existence of external training and competency tests for auditors, besides that the organization faces a major threat, namely changes in the landscape and the basis of the audit process in an organization.

Best practices in evaluating work integration social enterprises for persons with intellectual disabilities: A scoping review

AbstractSocial enterprise is emerging as a promising means of creating flexible employment transitions for people with intellectual disabilities. It has been adopted as an option largely in response to the extended periods of work adjustment and ongoing supportive work environments typical for this population, as well as challenges in identifying suitable and satisfying job matches in the conventional labour market. Creation of meaningful and sustainable employment in social enterprises resides at the intersection of social programming and business management, such that developers must attend to employee needs from a human resource and skills development perspective, while equally attending to sound business management practices. This scoping review aimed to identify best practices for evaluating emerging work integration social enterprises using established program evaluation methods as a means of guiding and monitoring practice. Sixteen studies met study selection criteria, and while not directly addressing the issue of evaluation quality, revealed a number of principles and practices for consideration by evaluators. Implications for evaluation practice are highlighted.

이러닝 효과성과 종업원 생산성 관계에서 훈련 전이와 HRD 제도의 조절된 매개효과

The purpose of the study was to analyze the moderated mediating effects of training transfer and an HRD system on the relationship between effectiveness of e-learning and employee productivity. We utilized the 7th data of the Human Capital Corporate Panel (HCCP) and a total of 3,504 responses. The results are as follows: (1) there was no statistically significant relationship between the effectiveness of e-learning and the employees’ productivity; (2) training transfer mediated the relationship between the effectiveness of e-learning and the productivity of employees; (3) The HRD system moderated the relationship between the effectiveness of e-learning and training transfer; and (4) there were statistically significant moderated mediating effects of training transfer and the HRD system on the relationship between the effectiveness of e-learning and employee productivity. Based on the findings, we discussed theoretical and practical implications from the human resource development perspective.