Pub Date : 2022-11-14DOI: 10.1108/ejtd-06-2022-0062
Szufang Chuang
Purpose Based on sociotechnical systems theory, social (human) and technological sub-systems in an organization should be taken in account when making strategic decisions and designed to fit the demands of the environment for organizational effectiveness. Yet there is very limited information in literature on whether employees are well equipped with indispensable (human) skills to prepare them combating challenges caused by advanced technology. The purpose of this study is to empirically investigate employees’ human skills that are critical for success in the Age of Robots and Artificial Intelligence from human resource development’s perspective. Design/methodology/approach A questionnaire was developed for the purpose of this exploratory study. A total of 422 US Midwest employees were surveyed on their human skills level that are critical for success in the Industry 4.0 transformation. Findings In general, the respondents could perform all the measured human skills (which can be categorized into social skillset and decision-making skillset) more than adequate but may vary by education level and gender. To strengthen one’s human skills, organizations may begin with facilitating employees on relationship building to create a support system and a strong sense of belonging, which will promote their social sensitivity and collaboration skill development, as well as decision-making skillset. Originality/value The findings of this study can be used for techno-structural interventions and employee development programs. This study highlights the importance of investigating human skills to cope with the changing nature of work and make upskilling more feasible and flexible for workers to be robot-proof.
{"title":"Indispensable skills for human employees in the age of robots and AI","authors":"Szufang Chuang","doi":"10.1108/ejtd-06-2022-0062","DOIUrl":"https://doi.org/10.1108/ejtd-06-2022-0062","url":null,"abstract":"\u0000Purpose\u0000Based on sociotechnical systems theory, social (human) and technological sub-systems in an organization should be taken in account when making strategic decisions and designed to fit the demands of the environment for organizational effectiveness. Yet there is very limited information in literature on whether employees are well equipped with indispensable (human) skills to prepare them combating challenges caused by advanced technology. The purpose of this study is to empirically investigate employees’ human skills that are critical for success in the Age of Robots and Artificial Intelligence from human resource development’s perspective.\u0000\u0000\u0000Design/methodology/approach\u0000A questionnaire was developed for the purpose of this exploratory study. A total of 422 US Midwest employees were surveyed on their human skills level that are critical for success in the Industry 4.0 transformation.\u0000\u0000\u0000Findings\u0000In general, the respondents could perform all the measured human skills (which can be categorized into social skillset and decision-making skillset) more than adequate but may vary by education level and gender. To strengthen one’s human skills, organizations may begin with facilitating employees on relationship building to create a support system and a strong sense of belonging, which will promote their social sensitivity and collaboration skill development, as well as decision-making skillset.\u0000\u0000\u0000Originality/value\u0000The findings of this study can be used for techno-structural interventions and employee development programs. This study highlights the importance of investigating human skills to cope with the changing nature of work and make upskilling more feasible and flexible for workers to be robot-proof.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"27 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82499566","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-11-03DOI: 10.1108/ejtd-08-2021-0123
Charlina Gozali, Susan J Paik
Purpose The present study aims to examine how a group of young leaders in Indonesia developed their leadership throughout their early and later years. In particular, the study examined focused motivation (“undeterred, intentional perseverance”), which is a common trait found in high-achieving individuals (Paik, 2013, p. 106). The study further investigated the nurturance of focused motivation through key support networks in home and school environments. Design/methodology/approach Using the productive giftedness model (Paik, 2013, 2015) as its theoretical framework, the study used a mixed-method design comprising a structured interview and survey. The final sample included 38 high-achieving Indonesian leaders. Findings Findings from the study demonstrate that focused motivation can be cultivated through a combination of opportunities, support and resources. More specifically, the home and school are integral in the development of characteristics contributing to focused motivation, such as resilience and mastery-orientation. In the study, positive characteristics and support networks of young leaders enabled them to overcome a variety of personal and professional challenges, including overcoming social barriers experienced by some of the leaders. Social implications Findings from the study can inform practice and policy efforts in creating nurturing home and school environments that will help children and young adults achieve their leadership potential, especially in developing countries where access to education and resources is often limited. Originality/value The study highlights the sociocultural context in Indonesia to discuss the opportunities and barriers in talent and leader development.
本研究旨在研究一群印度尼西亚的年轻领导人如何在他们的早期和后期发展他们的领导能力。特别是，该研究考察了集中动机(“不被吓倒的，有意识的坚持”)，这是高成就个体的共同特征(Paik, 2013, p. 106)。本研究进一步探讨了家庭和学校环境中关键支持网络对集中动机的培育作用。设计/方法/方法采用生产性天赋模型(Paik, 2013, 2015)作为理论框架，本研究采用混合方法设计，包括结构化访谈和调查。最后的样本包括38位成绩优异的印尼领导人。研究结果表明，集中的动机可以通过机会、支持和资源的结合来培养。更具体地说，家庭和学校在有助于集中动机的特征的发展中是不可或缺的，比如弹性和掌握导向。在研究中，青年领导者的积极特征和支持网络使他们能够克服各种个人和专业挑战，包括克服一些领导者经历的社会障碍。社会意义研究结果可以为实践和政策努力提供信息，以创造培育家庭和学校环境，帮助儿童和年轻人发挥他们的领导潜力，特别是在获得教育和资源往往有限的发展中国家。该研究强调了印尼的社会文化背景，讨论了人才和领导者发展的机会和障碍。
{"title":"Nurturing focused motivation: leadership development in Indonesia","authors":"Charlina Gozali, Susan J Paik","doi":"10.1108/ejtd-08-2021-0123","DOIUrl":"https://doi.org/10.1108/ejtd-08-2021-0123","url":null,"abstract":"\u0000Purpose\u0000The present study aims to examine how a group of young leaders in Indonesia developed their leadership throughout their early and later years. In particular, the study examined focused motivation (“undeterred, intentional perseverance”), which is a common trait found in high-achieving individuals (Paik, 2013, p. 106). The study further investigated the nurturance of focused motivation through key support networks in home and school environments.\u0000\u0000\u0000Design/methodology/approach\u0000Using the productive giftedness model (Paik, 2013, 2015) as its theoretical framework, the study used a mixed-method design comprising a structured interview and survey. The final sample included 38 high-achieving Indonesian leaders.\u0000\u0000\u0000Findings\u0000Findings from the study demonstrate that focused motivation can be cultivated through a combination of opportunities, support and resources. More specifically, the home and school are integral in the development of characteristics contributing to focused motivation, such as resilience and mastery-orientation. In the study, positive characteristics and support networks of young leaders enabled them to overcome a variety of personal and professional challenges, including overcoming social barriers experienced by some of the leaders.\u0000\u0000\u0000Social implications\u0000Findings from the study can inform practice and policy efforts in creating nurturing home and school environments that will help children and young adults achieve their leadership potential, especially in developing countries where access to education and resources is often limited.\u0000\u0000\u0000Originality/value\u0000The study highlights the sociocultural context in Indonesia to discuss the opportunities and barriers in talent and leader development.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"194 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-11-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75074932","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-25DOI: 10.1108/ejtd-05-2022-0057
Sohee Park, Sunyoung Park
Purpose The purpose of this study is to compare the perceptions of work values among different generational groups (Boomers, Generation 386, Generation X and Millennials) in the Korean Government sector. Design/methodology/approach Using a sample of 1,084 employees working in the Korean Government sector, this study compared generational differences in work values with seven dimensions: detail, aggressiveness, team orientation, outcome orientation, people orientation, innovation and organization orientation. Findings This study found that Millennials had the most significant differences in aggression, team-orientation, innovation and organization-focus, compared to Generation 386. Millennials were less aggressive and more team-oriented and innovative than Generation 386. Millennials also put less value on the organization compared to Generation X and Generation 386, indicating that Millennials are less willing than other generations to sacrifice their individual needs for the needs of the organization. Generation X had higher values in supportiveness, fairness and respect for individuals than Generation 386. Originality/value This study adds to the current literature by empirically examining how employees’ work values are influenced by the generational differences of the workers.
{"title":"Generational differences in work values in the Korean Government sector","authors":"Sohee Park, Sunyoung Park","doi":"10.1108/ejtd-05-2022-0057","DOIUrl":"https://doi.org/10.1108/ejtd-05-2022-0057","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to compare the perceptions of work values among different generational groups (Boomers, Generation 386, Generation X and Millennials) in the Korean Government sector.\u0000\u0000\u0000Design/methodology/approach\u0000Using a sample of 1,084 employees working in the Korean Government sector, this study compared generational differences in work values with seven dimensions: detail, aggressiveness, team orientation, outcome orientation, people orientation, innovation and organization orientation.\u0000\u0000\u0000Findings\u0000This study found that Millennials had the most significant differences in aggression, team-orientation, innovation and organization-focus, compared to Generation 386. Millennials were less aggressive and more team-oriented and innovative than Generation 386. Millennials also put less value on the organization compared to Generation X and Generation 386, indicating that Millennials are less willing than other generations to sacrifice their individual needs for the needs of the organization. Generation X had higher values in supportiveness, fairness and respect for individuals than Generation 386.\u0000\u0000\u0000Originality/value\u0000This study adds to the current literature by empirically examining how employees’ work values are influenced by the generational differences of the workers.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"19 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-10-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80190097","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-25DOI: 10.1108/ejtd-05-2021-0058
Michael Climek, Rachel Henry, S. Jeong
Purpose The purpose of this study is to synthesize the current turnover literature that has investigated the nonfinancial antecedents of turnover intention across generations. This paper provides an integrative and analytical review of prior empirical studies with two research questions: What nonfinancial factors influencing employee turnover have been empirically identified across different generations? and What generational commonalities and uniqueness exist among the turnover antecedents? Design/methodology/approach To identify nonfinancial antecedents of employee turnover, an integrative literature review that allows a systematic process of searching and selecting literature was conducted. While synthesizing the antecedents identified in the articles, the authors were able to categorize them at three different levels: individual, group and organizational Findings The authors discuss each antecedent according to three categories: individual, group and organizational levels. Based on the findings from the first research question, the authors further explore the commonalities and uniqueness among three generations (i.e. Millennials, Generation X and older workers). Originality/value This study found both generational commonalities and uniqueness in terms of turnover intention antecedents. Based on the findings of the study, the authors discuss how to facilitate these common factors across all generations as well as considering the factors unique to each generation. Differentiation within organizations regarding retention strategies should yield positive results for both employees and organizations.
{"title":"Integrative literature review on employee turnover antecedents across different generations: commonalities and uniqueness","authors":"Michael Climek, Rachel Henry, S. Jeong","doi":"10.1108/ejtd-05-2021-0058","DOIUrl":"https://doi.org/10.1108/ejtd-05-2021-0058","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to synthesize the current turnover literature that has investigated the nonfinancial antecedents of turnover intention across generations. This paper provides an integrative and analytical review of prior empirical studies with two research questions: What nonfinancial factors influencing employee turnover have been empirically identified across different generations? and What generational commonalities and uniqueness exist among the turnover antecedents?\u0000\u0000\u0000Design/methodology/approach\u0000To identify nonfinancial antecedents of employee turnover, an integrative literature review that allows a systematic process of searching and selecting literature was conducted. While synthesizing the antecedents identified in the articles, the authors were able to categorize them at three different levels: individual, group and organizational\u0000\u0000\u0000Findings\u0000The authors discuss each antecedent according to three categories: individual, group and organizational levels. Based on the findings from the first research question, the authors further explore the commonalities and uniqueness among three generations (i.e. Millennials, Generation X and older workers).\u0000\u0000\u0000Originality/value\u0000This study found both generational commonalities and uniqueness in terms of turnover intention antecedents. Based on the findings of the study, the authors discuss how to facilitate these common factors across all generations as well as considering the factors unique to each generation. Differentiation within organizations regarding retention strategies should yield positive results for both employees and organizations.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"68 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-10-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90496369","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-25DOI: 10.1108/ejtd-04-2022-0040
V. Nassif, Márcia Maria Garçon
Purpose This paper aims to understand resilience in entrepreneurial behavior and the major adversities faced by women entrepreneurs and identify theoretical and empirical bases that support the use of the integrative approach as appropriate to studies of resilience in women entrepreneurs. Design/methodology/approach In this exploratory-theoretical study, the authors adopted a narrative review of the literature on Female Entrepreneurship, Business and Resilience. The databases researched were: Web of Science, Social Citation Index and Scopus, of which 52 were submitted to analysis through techniques of comparison and contrast between theory, classical studies and applied research. Findings The study illuminates the concept of resilience aligned with entrepreneurship and the major adversities of female entrepreneurship. It also indicates the competence of the integrative approach in investigating and analyzing resilience as a complex, functional and emotional phenomenon between women entrepreneurs and their business environment. Research limitations/implications This study indicates that the integrative approach can offer an explanatory device about the relationships between affectivity and cognition in the resilient behavior of women when encountering difficulties in the entrepreneurial process. It also indicates paths for future research that can empirically prove the degree of these constructs in the resilient behavior of women entrepreneurs, having the difficulties related to the gender stereotype as a point of interest. Practical implications The contribution to the managerial field is to alert women entrepreneurs about the need to understand the role of affectivity and cognition in facing adversity to strengthen their resilient behavior. Social implications The contribution to the managerial field is to alert women entrepreneurs about the need to understand the role of affectivity and cognition in facing adversity to strengthen their resilient behavior. Originality/value This study provides original evidence that cognitive and affective aspects influence women’s entrepreneurial behavior with the same degree of importance. Therefore, they must be investigated jointly. This discovery brings relevance to theoretical and empirical studies on this topic.
目的本文旨在了解创业行为中的弹性和女性企业家面临的主要逆境，并确定支持将综合方法应用于女性企业家弹性研究的理论和实证基础。在这项探索性理论研究中，作者对女性创业、商业和韧性的文献进行了叙述性回顾。研究的数据库有:Web of Science、Social Citation Index和Scopus，通过理论、经典研究和应用研究的比较和对比技术，对其中52个数据库进行了分析。研究结果阐明了韧性的概念与创业精神和女性创业的主要逆境相一致。它还表明综合方法在调查和分析弹性这一女性企业家与其商业环境之间复杂、功能和情感现象方面的能力。研究局限/启示本研究表明，整合方法可以为女性在创业过程中遇到困难时的弹性行为中情感与认知之间的关系提供解释工具。它还为未来的研究指明了道路，这些研究可以从经验上证明这些结构在女企业家弹性行为中的程度，并将与性别刻板印象相关的困难作为一个兴趣点。对管理领域的贡献是提醒女企业家需要了解情感和认知在面对逆境时的作用，以加强她们的弹性行为。对管理领域的贡献是提醒女企业家需要了解情感和认知在面对逆境时的作用，以加强她们的弹性行为。原创性/价值本研究提供了原创性证据，表明认知和情感方面对女性创业行为的影响程度相同。因此，他们必须共同调查。这一发现为这一主题的理论和实证研究带来了相关性。
{"title":"The integrative approach in the study of resilience in female entrepreneurship","authors":"V. Nassif, Márcia Maria Garçon","doi":"10.1108/ejtd-04-2022-0040","DOIUrl":"https://doi.org/10.1108/ejtd-04-2022-0040","url":null,"abstract":"\u0000Purpose\u0000This paper aims to understand resilience in entrepreneurial behavior and the major adversities faced by women entrepreneurs and identify theoretical and empirical bases that support the use of the integrative approach as appropriate to studies of resilience in women entrepreneurs.\u0000\u0000\u0000Design/methodology/approach\u0000In this exploratory-theoretical study, the authors adopted a narrative review of the literature on Female Entrepreneurship, Business and Resilience. The databases researched were: Web of Science, Social Citation Index and Scopus, of which 52 were submitted to analysis through techniques of comparison and contrast between theory, classical studies and applied research.\u0000\u0000\u0000Findings\u0000The study illuminates the concept of resilience aligned with entrepreneurship and the major adversities of female entrepreneurship. It also indicates the competence of the integrative approach in investigating and analyzing resilience as a complex, functional and emotional phenomenon between women entrepreneurs and their business environment.\u0000\u0000\u0000Research limitations/implications\u0000This study indicates that the integrative approach can offer an explanatory device about the relationships between affectivity and cognition in the resilient behavior of women when encountering difficulties in the entrepreneurial process. It also indicates paths for future research that can empirically prove the degree of these constructs in the resilient behavior of women entrepreneurs, having the difficulties related to the gender stereotype as a point of interest.\u0000\u0000\u0000Practical implications\u0000The contribution to the managerial field is to alert women entrepreneurs about the need to understand the role of affectivity and cognition in facing adversity to strengthen their resilient behavior.\u0000\u0000\u0000Social implications\u0000The contribution to the managerial field is to alert women entrepreneurs about the need to understand the role of affectivity and cognition in facing adversity to strengthen their resilient behavior.\u0000\u0000\u0000Originality/value\u0000This study provides original evidence that cognitive and affective aspects influence women’s entrepreneurial behavior with the same degree of importance. Therefore, they must be investigated jointly. This discovery brings relevance to theoretical and empirical studies on this topic.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"31 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-10-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73949877","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-19DOI: 10.1108/ejtd-05-2022-0059
J. Gold, Patricia Jolliffe, J. Stewart, C. Glaister, S. Halliday
Purpose The purpose of this paper is to argue that human resource development (HRD) needs to embrace and include futures and foresight learning (FFL) as a new addition to its field of theorising and practice. The question to consider is: How can FFL become a new feature of HRD? A key part of the authors’ argument is that the inclusion of FFL will enable HRD to add to the success of any organisation and make a vital contribution to the management of people at work. Design/methodology/approach This paper firstly considers some of the debates surrounding the meaning of HRD. The authors suggest that instability of the time serves to disturb any comforts that have been created in HRD and that there is a need to consider how there might be different futures for what we still call HRD in research, practice and praxis. This paper then considers how FFL might become one possibility for expanding the existing boundaries of HRD. The authors characterise futures and foresight as a learning process, which provides new but complementary features to what is already considered as HRD. This paper will show how FFL can lead to organisation's success and the way this can be achieved. Findings There is a wide variety of meanings of the term HRD; however, HRD is still cast as a “weakened profession” which has to play a subservient role to others in the workplace. Over the last 15 years, the expansion of the meaning of HRD has been seen as evidence of its evolving and emerging nature and development based on a co-creation with other disciplines. This creates a space for FFL, defined as an ongoing learning process to find predictable, probable, possible and/or a variety of long-term futures. FFL embraces three key processes of scanning, futuring and reconfiguring, all of which contain a high potential for participants and others to learn as they proceed, providing outcomes at each stage. FFL has been shown to enhance organisation performance and success and HRD interventions can play a key part in implementation. This represents a significant opportunity for the HRD profession to move from weakness towards strength. Research limitations/implications For HRD researchers, while FFL is not yet on its radar, the authors would argue that the uncertainties of the future require that more attention be given to what might lie ahead. Indeed, HRD researchers need to ask the question: What is the future of HRD research? In addition, if the authors’ call for FFL to be included in the practice of HRD, such practice will itself provide new pathways for HRD research. Further research questions might include: To what extent is FFL practiced in organisations and what role do HRD practitioners play in delivery? How does FFL impact on organisation behaviour and outcomes? What new products and services emerge from FFL? What new skills are required to deliver FFL? Can FFL enhance the status of HRD practitioners in the work place and its role in decision-making? and How can the HRD p
{"title":"Futures and foresight learning in HRD","authors":"J. Gold, Patricia Jolliffe, J. Stewart, C. Glaister, S. Halliday","doi":"10.1108/ejtd-05-2022-0059","DOIUrl":"https://doi.org/10.1108/ejtd-05-2022-0059","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to argue that human resource development (HRD) needs to embrace and include futures and foresight learning (FFL) as a new addition to its field of theorising and practice. The question to consider is: How can FFL become a new feature of HRD? A key part of the authors’ argument is that the inclusion of FFL will enable HRD to add to the success of any organisation and make a vital contribution to the management of people at work.\u0000\u0000\u0000Design/methodology/approach\u0000This paper firstly considers some of the debates surrounding the meaning of HRD. The authors suggest that instability of the time serves to disturb any comforts that have been created in HRD and that there is a need to consider how there might be different futures for what we still call HRD in research, practice and praxis. This paper then considers how FFL might become one possibility for expanding the existing boundaries of HRD. The authors characterise futures and foresight as a learning process, which provides new but complementary features to what is already considered as HRD. This paper will show how FFL can lead to organisation's success and the way this can be achieved.\u0000\u0000\u0000Findings\u0000There is a wide variety of meanings of the term HRD; however, HRD is still cast as a “weakened profession” which has to play a subservient role to others in the workplace. Over the last 15 years, the expansion of the meaning of HRD has been seen as evidence of its evolving and emerging nature and development based on a co-creation with other disciplines. This creates a space for FFL, defined as an ongoing learning process to find predictable, probable, possible and/or a variety of long-term futures. FFL embraces three key processes of scanning, futuring and reconfiguring, all of which contain a high potential for participants and others to learn as they proceed, providing outcomes at each stage. FFL has been shown to enhance organisation performance and success and HRD interventions can play a key part in implementation. This represents a significant opportunity for the HRD profession to move from weakness towards strength.\u0000\u0000\u0000Research limitations/implications\u0000For HRD researchers, while FFL is not yet on its radar, the authors would argue that the uncertainties of the future require that more attention be given to what might lie ahead. Indeed, HRD researchers need to ask the question: What is the future of HRD research? In addition, if the authors’ call for FFL to be included in the practice of HRD, such practice will itself provide new pathways for HRD research. Further research questions might include: To what extent is FFL practiced in organisations and what role do HRD practitioners play in delivery? How does FFL impact on organisation behaviour and outcomes? What new products and services emerge from FFL? What new skills are required to deliver FFL? Can FFL enhance the status of HRD practitioners in the work place and its role in decision-making? and How can the HRD p","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"22 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-10-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78004586","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-10DOI: 10.1108/ejtd-03-2022-0030
Madhuri Korlipara, Hardik Shah
Purpose The purpose of this study is to evaluate the effectiveness of a training program on nonviolent communication (NVC) and assess its impact, concerns and applicability to the context of work. This study also focuses on the factors that influence the retention and application of the skills acquired during the training after three months of completion of the program. Design/methodology/approach This study uses a qualitative approach. Purposive sampling was used, and 14 semi-structured interviews were conducted to study the impact of an NVC training program titled “Power of words”. Thematic analysis based on Kirkpatrick’s model of training evaluation was used to arrive at the findings. Findings NVC training was found to have created a sustainable shift in perspective and behaviour of the participants; however, the learning and application of the NVC skills were found to be dependent on individual and contextual factors. The role of the facilitator was found to be crucial in creating safe spaces that were essential for open sharing and effective practice. NVC was found to be easier to apply to contexts of personal relationships; however, in a work context, it holds immense scope to create both organisational- and employee-level outcomes. Research limitations/implications This study has implications for developing theory on NVC and its consequences to humanistic management and employee thriving. Practical implications This study has implications for developing theory on NVC and its consequences for humanistic management and employee thriving. This study has practical implications for humanising communication at work and also has implications for leaders, managers, coaches, counsellors, HR professionals and OD professionals, to improve employee or client experiences. This study also has implications for the potential community development. Social implications This study also has implications for the potential community development as a consequence of NVC training. Originality/value The research on the application of NVC training to context of work is very limited, and also, there is very limited research on both the effectiveness of online training and the retention and application of the learning after three months of completion of the program. This study fills these gaps.
{"title":"“Power of words”: impact, concerns and applications of nonviolent communication training","authors":"Madhuri Korlipara, Hardik Shah","doi":"10.1108/ejtd-03-2022-0030","DOIUrl":"https://doi.org/10.1108/ejtd-03-2022-0030","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to evaluate the effectiveness of a training program on nonviolent communication (NVC) and assess its impact, concerns and applicability to the context of work. This study also focuses on the factors that influence the retention and application of the skills acquired during the training after three months of completion of the program.\u0000\u0000\u0000Design/methodology/approach\u0000This study uses a qualitative approach. Purposive sampling was used, and 14 semi-structured interviews were conducted to study the impact of an NVC training program titled “Power of words”. Thematic analysis based on Kirkpatrick’s model of training evaluation was used to arrive at the findings.\u0000\u0000\u0000Findings\u0000NVC training was found to have created a sustainable shift in perspective and behaviour of the participants; however, the learning and application of the NVC skills were found to be dependent on individual and contextual factors. The role of the facilitator was found to be crucial in creating safe spaces that were essential for open sharing and effective practice. NVC was found to be easier to apply to contexts of personal relationships; however, in a work context, it holds immense scope to create both organisational- and employee-level outcomes.\u0000\u0000\u0000Research limitations/implications\u0000This study has implications for developing theory on NVC and its consequences to humanistic management and employee thriving.\u0000\u0000\u0000Practical implications\u0000This study has implications for developing theory on NVC and its consequences for humanistic management and employee thriving. This study has practical implications for humanising communication at work and also has implications for leaders, managers, coaches, counsellors, HR professionals and OD professionals, to improve employee or client experiences. This study also has implications for the potential community development.\u0000\u0000\u0000Social implications\u0000This study also has implications for the potential community development as a consequence of NVC training.\u0000\u0000\u0000Originality/value\u0000The research on the application of NVC training to context of work is very limited, and also, there is very limited research on both the effectiveness of online training and the retention and application of the learning after three months of completion of the program. This study fills these gaps.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"3 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-10-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77865115","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-06DOI: 10.1108/ejtd-04-2022-0049
Yonjoo Cho, Jieun You, Yuyeon Choi, Jiyoung Ha, Yoon Hee Kim, Jinsook Kim, S. Kang, Seunghee Lee, Romee Lee, Terri Kim
Purpose The purpose of this qualitative study is to explore how highly educated women respond to career chance events in a Korean context where traditional cultural values and male-dominated organizational culture coexist. Design/methodology/approach The authors conducted 50 semi-structured interviews with highly educated women operationalized as women with doctoral degrees in and out of Korea. The authors used a collaborative research process with a team of ten Korean-born researchers who have built consensus on research themes through discussions on the collection and analysis of a large data set, thus reducing the researcher bias issue inherent in qualitative research. Findings In an analysis of the interview data collected, the authors report on three themes: before obtaining a doctoral degree, during and after their doctoral study and responses (coping strategies) to chance events in their careers. Highly educated women’s pursuing a doctoral degree was a way to maintain work–life balance in Korea where women are expected to take a primary caregiver role. After obtaining a doctoral degree, participants struggled with limited job opportunities in the male-dominated higher education. Women’s unplanned and unexpected chance events are intertwined with the male-dominated culture in Korea, and career interruptions as such a chance event, whether voluntary or involuntary, happened largely due to family reasons. In this context, highly educated women responded to chance events largely at individual and family levels and articulated the need for support at organizational and government levels. Research limitations/implications The study findings confirm the literature that women’s careers are limited by traditional family roles in non-Western countries where strong patriarchal culture is prevalent. Particularly, women’s career interruptions surfaced as a critical chance event that either disrupts or delays their careers largely because of family issues. Future research is called for to identify both individual and contextual factors that influence women’s decisions on voluntary and involuntary career interruptions as their responses to chance events. Practical implications Based on highly educated women’s coping strategies largely at individual and family levels, we suggest national human resource development policies put in place not to lose out on the opportunity to develop highly educated women with doctoral degrees as a quality workforce for a nation’s sustainable economic growth. Additionally, organizations need to be aligned with the government policies and programs for the provision of developmental programs for women in the workplace, beginning with highly educated women’s career planning, while creating organizational culture to promote gender equality as a long-term goal. Originality/value The participants’ voluntary career breaks helped them care for their children, be involved in their children’s education, reflect on work–life
{"title":"Career chance events of highly educated women with doctoral degrees in South Korea","authors":"Yonjoo Cho, Jieun You, Yuyeon Choi, Jiyoung Ha, Yoon Hee Kim, Jinsook Kim, S. Kang, Seunghee Lee, Romee Lee, Terri Kim","doi":"10.1108/ejtd-04-2022-0049","DOIUrl":"https://doi.org/10.1108/ejtd-04-2022-0049","url":null,"abstract":"\u0000Purpose\u0000The purpose of this qualitative study is to explore how highly educated women respond to career chance events in a Korean context where traditional cultural values and male-dominated organizational culture coexist.\u0000\u0000\u0000Design/methodology/approach\u0000The authors conducted 50 semi-structured interviews with highly educated women operationalized as women with doctoral degrees in and out of Korea. The authors used a collaborative research process with a team of ten Korean-born researchers who have built consensus on research themes through discussions on the collection and analysis of a large data set, thus reducing the researcher bias issue inherent in qualitative research.\u0000\u0000\u0000Findings\u0000In an analysis of the interview data collected, the authors report on three themes: before obtaining a doctoral degree, during and after their doctoral study and responses (coping strategies) to chance events in their careers. Highly educated women’s pursuing a doctoral degree was a way to maintain work–life balance in Korea where women are expected to take a primary caregiver role. After obtaining a doctoral degree, participants struggled with limited job opportunities in the male-dominated higher education. Women’s unplanned and unexpected chance events are intertwined with the male-dominated culture in Korea, and career interruptions as such a chance event, whether voluntary or involuntary, happened largely due to family reasons. In this context, highly educated women responded to chance events largely at individual and family levels and articulated the need for support at organizational and government levels.\u0000\u0000\u0000Research limitations/implications\u0000The study findings confirm the literature that women’s careers are limited by traditional family roles in non-Western countries where strong patriarchal culture is prevalent. Particularly, women’s career interruptions surfaced as a critical chance event that either disrupts or delays their careers largely because of family issues. Future research is called for to identify both individual and contextual factors that influence women’s decisions on voluntary and involuntary career interruptions as their responses to chance events.\u0000\u0000\u0000Practical implications\u0000Based on highly educated women’s coping strategies largely at individual and family levels, we suggest national human resource development policies put in place not to lose out on the opportunity to develop highly educated women with doctoral degrees as a quality workforce for a nation’s sustainable economic growth. Additionally, organizations need to be aligned with the government policies and programs for the provision of developmental programs for women in the workplace, beginning with highly educated women’s career planning, while creating organizational culture to promote gender equality as a long-term goal.\u0000\u0000\u0000Originality/value\u0000The participants’ voluntary career breaks helped them care for their children, be involved in their children’s education, reflect on work–life","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"42 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-10-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74270011","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-05DOI: 10.1108/ejtd-03-2022-0023
Shubhi Gupta, G. Pathak
Purpose However, while the benefits of adopting virtual work structures have been extensively discussed, ethical considerations have been largely ignored in the existing literature. To fill this gap, this study aims to investigate the key ethical issues associated with virtual workplaces. It also aimed to examine the various preventive measures that could be considered for effectively managing such challenges. Design/methodology/approach The study adopted an inductive research approach using qualitative methodology. Data was collected by executing the technique of dual moderator focus group discussion. By using the purposive sampling technique, the sample comprised 24 software professionals from emerging economies such as India. All sessions were transcribed, and the data were analysed using the content analysis method. Findings The study reports some interesting results related to various ethical issues and the preventive measures to handle such issues in virtual workplaces. The themes that emerged related to ethical issues have been categorised into three broad categories, i.e. People, Technology and Culture. In contrast, preventive measures have been reported in both contexts, i.e. pre-preventive and post-preventive measures. Furthermore, few recommendations have been made to improve virtual work experiences for remote work professionals. The identified themes and categories were classified and arranged in “Network View”, a feature embedded in Atlas.ti7 software, to analyse the conceptual relationships. Practical implications The findings may help managers regarding various ethical issues in virtual work settings. It may also provide an insight to the managers about the benefits of adopting preventive measures for handling ethical dilemmas in virtual workplaces in an emerging economy like India. Originality/value The study may be seen as one of the earliest attempts to consider the lingering debate on ethics in virtual workplaces. The findings of the study have implications for further theoretical research on the topic.
{"title":"Ethical issues in virtual workplaces: evidence from an emerging economy","authors":"Shubhi Gupta, G. Pathak","doi":"10.1108/ejtd-03-2022-0023","DOIUrl":"https://doi.org/10.1108/ejtd-03-2022-0023","url":null,"abstract":"\u0000Purpose\u0000However, while the benefits of adopting virtual work structures have been extensively discussed, ethical considerations have been largely ignored in the existing literature. To fill this gap, this study aims to investigate the key ethical issues associated with virtual workplaces. It also aimed to examine the various preventive measures that could be considered for effectively managing such challenges.\u0000\u0000\u0000Design/methodology/approach\u0000The study adopted an inductive research approach using qualitative methodology. Data was collected by executing the technique of dual moderator focus group discussion. By using the purposive sampling technique, the sample comprised 24 software professionals from emerging economies such as India. All sessions were transcribed, and the data were analysed using the content analysis method.\u0000\u0000\u0000Findings\u0000The study reports some interesting results related to various ethical issues and the preventive measures to handle such issues in virtual workplaces. The themes that emerged related to ethical issues have been categorised into three broad categories, i.e. People, Technology and Culture. In contrast, preventive measures have been reported in both contexts, i.e. pre-preventive and post-preventive measures. Furthermore, few recommendations have been made to improve virtual work experiences for remote work professionals. The identified themes and categories were classified and arranged in “Network View”, a feature embedded in Atlas.ti7 software, to analyse the conceptual relationships.\u0000\u0000\u0000Practical implications\u0000The findings may help managers regarding various ethical issues in virtual work settings. It may also provide an insight to the managers about the benefits of adopting preventive measures for handling ethical dilemmas in virtual workplaces in an emerging economy like India.\u0000\u0000\u0000Originality/value\u0000The study may be seen as one of the earliest attempts to consider the lingering debate on ethics in virtual workplaces. The findings of the study have implications for further theoretical research on the topic.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"31 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-10-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84842229","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-05DOI: 10.1108/ejtd-07-2021-0115
Divya Purohit, Rachita M. Jayswal
Purpose With changing employment conditions, technological advancement, frequent manpower reduction and global competition, the relevance of the protean and boundaryless career concepts is increasing. With this, the country’s culture plays a pivotal role in career choice. The purpose of this paper is to develop and validate protean and boundaryless career scales for college passing out students and in the Indian context. The protean career scale was measured by self-directed and values-driven dimensions, while the boundaryless career scale was measured by boundaryless mindset and organizational mobility preference. Design/methodology/approach The first step involved defining construct and determining face validity. The data collected via questionnaire from India’s final year engineering students were subjected to exploratory factor analysis and confirmatory factor analysis in the second and third steps, respectively. Finally, the nomological validity was tested by establishing the relationship between factors influencing career choice and newly developed protean and boundaryless career. Findings The result suggested using a two-factor model with a protean career (combining self-directed and values-driven items) and a boundaryless career as a separate construct for college passing out students. Research limitations/implications The developed scale has nine items that can be used to conduct surveys at the time of campus hiring by academic scholars, HR managers, and practitioners who are working on the identification, development and management of human talent as a part of any human resource management system. Originality/value To the best of the authors’ knowledge, this is the first approach to developing the protean and boundaryless career scale for college passing out students and in the Indian context which can be replicable for South Asian countries.
{"title":"Developing and validating protean and boundaryless career scale for college passing out students","authors":"Divya Purohit, Rachita M. Jayswal","doi":"10.1108/ejtd-07-2021-0115","DOIUrl":"https://doi.org/10.1108/ejtd-07-2021-0115","url":null,"abstract":"\u0000Purpose\u0000With changing employment conditions, technological advancement, frequent manpower reduction and global competition, the relevance of the protean and boundaryless career concepts is increasing. With this, the country’s culture plays a pivotal role in career choice. The purpose of this paper is to develop and validate protean and boundaryless career scales for college passing out students and in the Indian context. The protean career scale was measured by self-directed and values-driven dimensions, while the boundaryless career scale was measured by boundaryless mindset and organizational mobility preference.\u0000\u0000\u0000Design/methodology/approach\u0000The first step involved defining construct and determining face validity. The data collected via questionnaire from India’s final year engineering students were subjected to exploratory factor analysis and confirmatory factor analysis in the second and third steps, respectively. Finally, the nomological validity was tested by establishing the relationship between factors influencing career choice and newly developed protean and boundaryless career.\u0000\u0000\u0000Findings\u0000The result suggested using a two-factor model with a protean career (combining self-directed and values-driven items) and a boundaryless career as a separate construct for college passing out students.\u0000\u0000\u0000Research limitations/implications\u0000The developed scale has nine items that can be used to conduct surveys at the time of campus hiring by academic scholars, HR managers, and practitioners who are working on the identification, development and management of human talent as a part of any human resource management system.\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, this is the first approach to developing the protean and boundaryless career scale for college passing out students and in the Indian context which can be replicable for South Asian countries.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"78 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2022-10-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78044355","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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