Pub Date : 2022-12-06DOI: 10.1108/ejtd-04-2022-0052
Mohamed Mousa
Purpose Through addressing female academics in four public universities in Egypt, the author of this paper aims to answer the question: How do female academics cope with the career shock resulting from the spread of COVID-19? Design/methodology/approach The author used a qualitative research method through semi-structured interviews with 32 female academics from four public universities selected from among 26 public institutions of higher education in Egypt. Thematic analysis was subsequently used to determine the main ideas in the transcripts. Findings The findings assert that the following three strategies: heroism, cronyism and temporalism are used by female academics in the Egyptian context to cope with the career shocks they feel during the time of COVID-19. The findings assert that female academics try to reassert their professionalism in their academic duties and familial obligations even after the spread of COVID-19. Moreover, they tend to use forms of cronyism behaviour to alleviate the effect of the career shock, mostly via hypocritical phrases. Furthermore, the thought that COVID-19 is a temporary stage helps female academics to actively accept their challenging new work conditions. Originality/value This paper contributes by filling a gap in human resources management and higher education in which empirical studies on the career shock of female academics have been limited so far.
{"title":"Career shock of female academics during Covid-19: can the transactional stress model offer coping strategies?","authors":"Mohamed Mousa","doi":"10.1108/ejtd-04-2022-0052","DOIUrl":"https://doi.org/10.1108/ejtd-04-2022-0052","url":null,"abstract":"\u0000Purpose\u0000Through addressing female academics in four public universities in Egypt, the author of this paper aims to answer the question: How do female academics cope with the career shock resulting from the spread of COVID-19?\u0000\u0000\u0000Design/methodology/approach\u0000The author used a qualitative research method through semi-structured interviews with 32 female academics from four public universities selected from among 26 public institutions of higher education in Egypt. Thematic analysis was subsequently used to determine the main ideas in the transcripts.\u0000\u0000\u0000Findings\u0000The findings assert that the following three strategies: heroism, cronyism and temporalism are used by female academics in the Egyptian context to cope with the career shocks they feel during the time of COVID-19. The findings assert that female academics try to reassert their professionalism in their academic duties and familial obligations even after the spread of COVID-19. Moreover, they tend to use forms of cronyism behaviour to alleviate the effect of the career shock, mostly via hypocritical phrases. Furthermore, the thought that COVID-19 is a temporary stage helps female academics to actively accept their challenging new work conditions.\u0000\u0000\u0000Originality/value\u0000This paper contributes by filling a gap in human resources management and higher education in which empirical studies on the career shock of female academics have been limited so far.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74146031","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 : 2022-11-29DOI: 10.1108/ejtd-11-2022-204
R. Raman, A. Srivastava, Shailesh Rastogi, T. Garavan
{"title":"Guest editorial: Advancing a sustainability perspective on HRD in India: organizational and individual level perspectives","authors":"R. Raman, A. Srivastava, Shailesh Rastogi, T. Garavan","doi":"10.1108/ejtd-11-2022-204","DOIUrl":"https://doi.org/10.1108/ejtd-11-2022-204","url":null,"abstract":"","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73250430","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 : 2022-11-16DOI: 10.1108/ejtd-06-2022-0061
Fatima Fatima, P. Oba, M. Sony
Purpose The COVID-19 pandemic has rapidly accelerated a shift to remote working for previously office-based employees in South Africa, impacting employee outcomes such as well-being. The remote work trend is expected to continue even post the pandemic, necessitating for organizational understanding of the factors impacting employee well-being. Using the Job Demands–Resources model as the theoretical framework, this study aims to understand the role of job demands and resources as predictors of employee well-being in the pandemic context. Design/methodology/approach A self-administered online survey questionnaire was used to gather quantitative data about remote workers’ (n = 204) perceptions of specifically identified demands, resources and employee well-being. Descriptive statistics, Pearson’s correlation and moderated hierarchical regression were used to analyse the data. Findings This study found that job demands in the form of work–home conflict were associated with reduced employee well-being. Resources, namely, job autonomy, effective communication and social support were associated with increased employee well-being. Job autonomy was positively correlated to remote work frequency, and gender had a significant positive association to work–home conflict. Social support was found to moderate the relationship between work–home conflict and employee well-being. Findings suggest that organizations looking to enhance the well-being of their remote workforce should implement policies and practices that reduce the demands and increase the resources of their employees. The significant association of gender to work–home conflict suggests that greater interventions are required particularly for women. This study advances knowledge on the role of demands and resources as predictors of employee well-being of remote workforces during COVID-19 and beyond. Originality/value This paper provides insight on employee well-being during COVID-19 remote work. Further, the findings suggest that organizations looking to enhance the well-being of their remote workforce should implement policies and practices that reduce the demands and increase the resources of their employees. The significant association of gender to work–home conflict suggests that greater interventions are required particularly for women. To the best of the authors’ knowledge, this is the first study carried out to explore the employee well-being during COVID-19 pandemic and will be beneficial to stakeholders for understanding the factors impacting employee well-being.
{"title":"Exploring employee well-being during the COVID-19 remote work: evidence from South Africa","authors":"Fatima Fatima, P. Oba, M. Sony","doi":"10.1108/ejtd-06-2022-0061","DOIUrl":"https://doi.org/10.1108/ejtd-06-2022-0061","url":null,"abstract":"Purpose\u0000The COVID-19 pandemic has rapidly accelerated a shift to remote working for previously office-based employees in South Africa, impacting employee outcomes such as well-being. The remote work trend is expected to continue even post the pandemic, necessitating for organizational understanding of the factors impacting employee well-being. Using the Job Demands–Resources model as the theoretical framework, this study aims to understand the role of job demands and resources as predictors of employee well-being in the pandemic context.\u0000\u0000\u0000Design/methodology/approach\u0000A self-administered online survey questionnaire was used to gather quantitative data about remote workers’ (n = 204) perceptions of specifically identified demands, resources and employee well-being. Descriptive statistics, Pearson’s correlation and moderated hierarchical regression were used to analyse the data.\u0000\u0000\u0000Findings\u0000This study found that job demands in the form of work–home conflict were associated with reduced employee well-being. Resources, namely, job autonomy, effective communication and social support were associated with increased employee well-being. Job autonomy was positively correlated to remote work frequency, and gender had a significant positive association to work–home conflict. Social support was found to moderate the relationship between work–home conflict and employee well-being. Findings suggest that organizations looking to enhance the well-being of their remote workforce should implement policies and practices that reduce the demands and increase the resources of their employees. The significant association of gender to work–home conflict suggests that greater interventions are required particularly for women. This study advances knowledge on the role of demands and resources as predictors of employee well-being of remote workforces during COVID-19 and beyond.\u0000\u0000\u0000Originality/value\u0000This paper provides insight on employee well-being during COVID-19 remote work. Further, the findings suggest that organizations looking to enhance the well-being of their remote workforce should implement policies and practices that reduce the demands and increase the resources of their employees. The significant association of gender to work–home conflict suggests that greater interventions are required particularly for women. To the best of the authors’ knowledge, this is the first study carried out to explore the employee well-being during COVID-19 pandemic and will be beneficial to stakeholders for understanding the factors impacting employee well-being.","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-11-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80180325","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 : 2022-11-15DOI: 10.1108/ejtd-07-2021-0106
Kenneth A. Reinert, Gelaye Debebe
Purpose This paper aims to examine the ethics of authentic talent development in socioeconomic context by considering a set of alternative ethical frameworks. It juxtaposes the ideals of civic virtue, which involve a concern for the common good, with the reality that socioeconomic deprivation and sociocultural practices severely constrain talent development opportunities and choice. Design/methodology/approach The paper draws on several frameworks complementary to the ideals of civic virtue – the basic goods approach, human capital theory, the capabilities approach and the ethic of care – to elucidate the barriers to talent development embodied in sociocultural context, as well as policy and institutional practices to overcoming these barriers. Findings While multiple ethical frameworks are necessary to fully capture the issues related to authentic talent development in socioeconomic context, a focus on the ethic of care and basic goods provision is an important starting point. There are also a few fundamental starting points for human resource development in responding to ethical concerns regarding authentic talent development. Originality/value While the prevailing approach to talent development is implicitly based on a logic of social identity ascription, this paper promotes an alternative approach based on the ethics of civic virtue. While the former is oriented to the support of social hierarchies based on identity, the latter is oriented to fostering both social and human well-being via choice and authentic talent development.
{"title":"The ethics of talent development: frameworks and identities","authors":"Kenneth A. Reinert, Gelaye Debebe","doi":"10.1108/ejtd-07-2021-0106","DOIUrl":"https://doi.org/10.1108/ejtd-07-2021-0106","url":null,"abstract":"\u0000Purpose\u0000This paper aims to examine the ethics of authentic talent development in socioeconomic context by considering a set of alternative ethical frameworks. It juxtaposes the ideals of civic virtue, which involve a concern for the common good, with the reality that socioeconomic deprivation and sociocultural practices severely constrain talent development opportunities and choice.\u0000\u0000\u0000Design/methodology/approach\u0000The paper draws on several frameworks complementary to the ideals of civic virtue – the basic goods approach, human capital theory, the capabilities approach and the ethic of care – to elucidate the barriers to talent development embodied in sociocultural context, as well as policy and institutional practices to overcoming these barriers.\u0000\u0000\u0000Findings\u0000While multiple ethical frameworks are necessary to fully capture the issues related to authentic talent development in socioeconomic context, a focus on the ethic of care and basic goods provision is an important starting point. There are also a few fundamental starting points for human resource development in responding to ethical concerns regarding authentic talent development.\u0000\u0000\u0000Originality/value\u0000While the prevailing approach to talent development is implicitly based on a logic of social identity ascription, this paper promotes an alternative approach based on the ethics of civic virtue. While the former is oriented to the support of social hierarchies based on identity, the latter is oriented to fostering both social and human well-being via choice and authentic talent development.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-11-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80411397","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 : 2022-11-14DOI: 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":null,"pages":null},"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":null,"pages":null},"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-05-2021-0058
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":null,"pages":null},"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-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":null,"pages":null},"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-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":null,"pages":null},"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":null,"pages":null},"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}
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