Resource Development International Research Articles

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.

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

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

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.

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.

HRDI, colonization, and post-truth politics

ABSTRACTThe birth of Human Resource Development International (HRDI) is used to explore ideological colonialism, the privileged ‘best’, and the concretization of inequality. I argue that whilst ideas and cultures become hybridized, post-truth politics and agnotology lead to a world in which inequalities are accentuated. As our lives become increasingly complex and diverse, HRDI is ideally placed to facilitate the exploration of these issues.

The demise of inquiry-based HRD programmes in the UK: implications for the field

ABSTRACTWe have written this article both to honour a form of educational practice and to invite debate in the field of Human Resource Development (HRD). We begin with the observation that a number of postgraduate programmes in the UK whose pedagogies were characterized by inquiry-based, action-oriented experiential learning, which were thriving when Human Resource Development International (HRDI) was first developed, have now closed. These programmes enacted HRD as an approach to adult learning and teaching through educational practices mirroring the topics explored. As authors with some 40 or more years’ combined experience as staff on such programmes, we aim first to set on record the nature and significance of the pedagogical approaches involved, which participants often experienced as transformational. We then consider how the changing climate of UK higher education, reflected in mechanisms like the Research Excellence Framework, may have influenced the demise of such programmes. The paper reflects on the significance of the pedagogies, outlines potential implications of their demise for the practice and scholarship of HRD as a field internationally, and considers the role that HRDI, as a leading journal in the field, might play in addressing the paper’s concerns.

Contending claims to causality: a critical review of mediation research in HRD

Purpose The purpose of this paper is to conduct a critical review of the mediation studies published in the field of Human Resource Development (HRD) to discern if the study designs, the nature of data collection and the choice of statistical methods justify the causal claims made in those studies. Design/methodology/approach This paper conducts a critical review of published refereed articles that examined mediation in Human Resource Development Quarterly, Human Resource Development International, Advances in Developing Human Resources and European Journal of Training and Development. Mediation studies published in these journals from 2000 to 2015 were identified and coded. The four journals sampled were chosen to provide breadth of coverage of the different types of empirical studies published in the field of HRD. Findings The review findings imply that HRD scholars are not employing experimental or longitudinal designs in their studies when randomized experiments and longitudinal studies with at least three waves of data collection are regarded as the golden standards of causal research. Further, the findings indicate that sophisticated statistical modeling approaches like structural equation modeling are widely used to examine mediation in cross-sectional studies and most importantly, a large number of such studies do not acknowledge that cross-sectional data does not allow definite causal claims. Research limitations/implications Although the findings urge us to rethink the inferences of mediation effects reported over the past 15 years in the field of HRD, this study also serves as a guide in thinking about framing and testing causal mediation models in future HRD research and even argues for a paradigm shift from a positivist orientation to critical and postmodern perspectives that can accommodate mixed methods designs for mediation research in HRD. Originality/value This paper presents a critical review of the trends in examining mediation models in the HRD discipline, suggests best practices for researchers examining the causal process of mediation and directs readers to recent methodological articles that have discussed causal issues in mediation studies.

Using Soil Science to Remove Arsenic from Water in Asia: A Day in the Life of Matt Polizzotto

Using Soil Science to Remove Arsenic from Water in Asia: A Day in the Life of Matt Polizzotto

Exploring Virtual PLCs: Professional development for the busy practitioner.

No AccessPerspectives on School-Based IssuesArticle1 Jun 2013Exploring Virtual PLCs: Professional development for the busy practitioner. Kerry J. Davis Kerry J. Davis Google Scholar More articles by this author https://doi.org/10.1044/sbi14.2.28 SectionsAboutFull TextPDF ToolsAdd to favoritesDownload CitationTrack Citations ShareFacebookTwitterLinked In As speech-language pathologists remain in short supply in many geographical regions, virtual learning communities may be one way for clinicians to support each other professionally. Participating in social networking sites such as Twitter and Facebook may support meaningful professional development and enhance collegiality. In this article, I discuss the theoretical framework related to professional learning communities and communities of practice, and how technology can support professional development. I outline suggestions for administrators and practitioners who want to use technology to enhance collaboration opportunities and strengthen district-wide professional development programming. References Barth, R. (2002). The culture builder.Educational Leadership, 59(8): 6–11. Google Scholar Barton, E., Moore, H., & Squires, J. (2012). Preparing speech-language pathologists to work in early childhood.Topics in Early Childhood Special Education, 32(1), 4–13. Google Scholar Belland, B. (2009). Using the theory of habitus to move beyond the study of barriers to technology integration.Computers & Education, 52, 353–364. doi:10.1016/j.compedu.2008.09.004 Google Scholar Bennett, S., Matton, K., & Kervin, L. (2008). The ―digital natives‖ debate: A critical review of the evidence.British Journal of Educational Technology, 39, 775–786. doi:10.1111/j.1467-8535.2007.00793.x Google Scholar Blankenship, S., & Rouna, W. (2007, Feb 28-Mar 4). Professional learning communities and communities of practice: A comparison of models, literature review.Paper presented at the Academy of Human Resource Development International Research Conference in The Americas (Indianapolis, IN, 2007). Retrieved from http://www.eric.ed.gov/ERICWebPortal/search/detailmini.jsp?_nfpb=true&_&ERICExtSearch_SearchValue_0=ED504776&ERICExtSearch_SearchType_0=no&accno=ED504776 Google Scholar Davis, K. (2012). Learning in 140 characters: Teachers' perceptions of Twitter for professional development.(Doctoral Dissertation). Retrieved from http://proquest.umi.com/pqdlink?did=2827839191&Fmt=7&clientI d=79356&RQT=309&VName=PQD Google Scholar DuFour, R., & Eaker, R. (2010). Revisiting professional learning communities at work: New insights for improving schools.Bloomington, IN: Solution. Google Scholar Edgar, D., & Rosa-Lugo, L. (2007). The critical shortage of speech-language pathologists in the public school setting: Features of the work environment that affect recruitment and retention.Language, Speech, and Hearing Services in Schools, 38(1), 31–46. LinkGoogle Scholar Espuny, C., González, J., Lleixá, M., & Gisbert, M. (2011). University students' attitudes towards and expectations of the educational use of social networks.In The Impact of Social Networks on Teaching and Learning.‖ Revista de Universidad y Sociedad del Conocimiento (RUSC), 8(1), 186–199. Retrieved from http://rusc.uoc.edu/ojs/index.php/rusc/article/view/v8n1-espuny-gonzalez-lleixa-gisbert/v8n1-espuny-gonzalez-lleixa-gisbert-eng Google Scholar Lave, J., & Wenger, E. (1991). Situated learning: Legitimate peripheral participation. New York, NY: Cambridge University Press. CrossrefGoogle Scholar Lenhart, A., Purcell, K., Smith, A., & Zickuhr, K. (2010). Social media and mobile Internet use among teens and young adults.Retrieved from http://pewresearch.org/ Google Scholar Lord, G., & Lomicka, L. (2007). Foreign language teacher preparation and asynchronous CMC: Promoting reflective teaching.Journal of Technology & Teacher Education, 15, 513–532. Retrieved from http://www.aace.org/pubs/jtate/ Google Scholar Mawhinney, L. (2008). Laugh so you don't cry: Teachers combating isolation in schools through humor and social support.Ethnography and Education, 3(2), 195–209. doi:10.1080/17457820802062466 Google Scholar Morewood, A. L., Ankrum, J. W., & Bean, R. M. (2010). Teachers' perceptions of the influence of professional development on their knowledge of content, pedagogy, and curriculum.College Reading Association Yearbook, 31, 201–219. Retrieved from http://www.aleronline.org/ Google Scholar Schmucki, L., & Sivin-Kachala, J. (2010). Final report: School principals and social networking in education: practices, policies, and realities in 2010.Retrieved from http://www.edweb.net/fimages/op/PrincipalsandSocialNetworkingReport.pdf Google Scholar Siemens, G. (2005). Connectivism: A learning theory for the digital age.International Journal of Instructional Technology & Distance Learning, 2(1). Retrieved from http://www.itdl.org/ Google Scholar Tagg, J. (2007). Double-loop learning in higher education.Change Magazine, 39(4), 36–41. Retrieved from http://www.changemag.org/ Google Scholar Wei, R. C., Darling-Hammond, L., & Adamson, F. (2010). Professional development in the United States: Trends and challenges. Dallas, TX. National Staff Development Council. Retrieved from http://www.learningforward.org/stateproflearning.cfm Google Scholar Wei, R. C., Darling-Hammond, L., Andree, A., Richardson, N., & Orphanos, S. (2009). Professional learning in the learning profession: A status report on teacher development in the United States and abroad (Technical Report).Dallas, TX: National Staff Development Council. Retrieved from http://www.nsdc.org/news/NSDCstudytechnicalreport2009.pdf Google Scholar Wenger, E. (2004, January/February). Knowledge management as a doughnut: Shaping your knowledge strategy through communities of practice.Ivey Business Journal, 1–8. Retrieved from http://www.iveybusinessjournal.com/ Google Scholar Wenger, E. (2006). Communities of practice: A brief introduction.Retrieved from http://www.ewenger.com/theory/communities_of_practice_intro.htm Google Scholar Wenger, E., McDermott, R., & Snyder, W. (2002). Cultivating communities of practice.Boston, MA: Harvard Business School Press. Google Scholar Wenger, E., White, N., & Smith, J. (2009). Digital habitats: Stewarding technology for communities.Portland, OR: CPSquare. Google Scholar Additional Resources FiguresReferencesRelatedDetails Volume 14Issue 2June 2013Pages: 28-32 Get Permissions Add to your Mendeley library History Published in issue: Jun 1, 2013 Metrics Downloaded 31 times Topicsasha-topicsleader-topicsasha-article-typesasha-sigsCopyright & PermissionsCopyright © 2013 American Speech-Language-Hearing AssociationLoading ...

Personal perspective

PurposeThe purpose of this paper is to share a personal perspective on the 2012 Academy of Human Resource Development (AHRD) International Research Conference in the Americas held in Denver, Colorado. It explores the author's reflection on her experiences attending AHRD conference sessions related to companies based in India.Design/methodology/approachThe author's reflection was based on participant observations from a constructionist perspective.FindingsThis paper argued that attending AHRD conference sessions related to South Asia enhanced the author's worldview.Originality/valueThis paper offers the personal perspective of an American doctoral student based on her observations as an attendee of AHRD conference sessions focused on business issues in South Asia.

Influence of household practices on the performance of clay pot water filters in rural Cambodia

Currently, only 41% of Cambodians have access to safe drinking water. To combat this issue, Resource Development International Cambodia (RDIC) has been promoting and developing affordable clay pot water filters to be sold across the country. Although the filters have excellent bacterial removal capabilities, researchers have identified that the contamination of water storage containers through improper household practices is an important issue that needs to be addressed. Twelve Cambodian households were selected to investigate the causes of contamination in plastic water storage containers used in clay pot filtration. Some of the findings of the study include: (1) improper maintenance and cleaning practices may cause an increase in bacterial counts (HPCs, TC and Escherichia coli) in treated water storage receptacles and (2) common causes of container contamination were improper cleaning, moving of the filter, placing the filter element on the ground, putting dirty hands inside the plastic container, and drying the container using a dirty cloth.

Taking a look at National Human Resource Development (NHRD): Interviews with Gary Mclean and Susan Lynham

The 2006 Academy of Human Resource Development (AHRD) International Research Conference featured a one-day pre-conference titled, ‘National HRD in Social Development and in Facilitating the UN Mill...

The development of the field of HRD: a Delphi study

PurposeThe study explored the views of leading human resource development (HRD) academics regarding five main issues: the disciplinary bases of HRD, the historical milestones in HRD, the constituent components of HRD, the leading contributions in terms of journal articles and books to the development of HRD and the future of HRD.Design/methodology/approachA Delphi methodology was adopted. The views of editorial board members of the four main HRD journals (Human Resource Development Quarterly, Human Resource Development International, Advances in Developing Human Resources, Human Resource Development Review) and of the Board of Directors of the Academy of Human Resource Development were sought.FindingsAdult learning, systems theory and psychology were identified as the disciplinary bases of HRD. Works by Knowles, Nadler and McLagan were viewed as the leading contributions to the field. Adjusting to changes in work patterns and how work is organized was identified as a key trend influencing the field. Issues of professionalisation and balancing the needs of employees, organizations and society were identified as the key challenges facing the field.Originality/valueExamines key trends and challenges facing HRD.

How a research conference created new learning: a case study

Purpose – The study presents preliminary findings from research begun at the 2005 Academy of Human Resource Development International Research Conference held in Estes Park, CO, USA. The qualitative case study captures what new learning occurred as a result of the conference and how the new learning at the conference occurred.Design/methodology/approach – The qualitative case study used conceptual foundations grounded within critical theory and focused on learning organizations, communities of practice (CoP), and knowledge generation.Findings – Participant reactions documented on approximately 1,000 data forms were categorized for this preliminary study as critical perspectives on HRD where typically underrepresented voices critiqued the conference, CoP as relationships between theory and practice where participants reported that theory to practice was a rich research topic, and learning organizations where results indicated that the academy benefits through conferences in terms of creating a learning org...

Looking back on the leeds conference: Reflections from three US delegates in King Arthur's court

This non-refereed contribution to Human Resource Development International represents the reflections of three US delegates who attended the 6th International Conference on HRD Research and Practice across Europe in Leeds, England, in May 2005. We begin by providing an overview of the conference programme, examine the conference theme as reflected in the scholarship presented at the conference and share our impressions of the conference atmosphere. We conclude with some final thoughts.

The utility of clinical diagnostic reasoning in performance analysis

(2004). The utility of clinical diagnostic reasoning in performance analysis. Human Resource Development International: Vol. 7, No. 4, pp. 553-559.