Pub Date : 2023-10-25DOI: 10.1080/13678868.2023.2270889
Domitille Bonneton
{"title":"Talents as career capitalists: how talent management programs influence individual career paths","authors":"Domitille Bonneton","doi":"10.1080/13678868.2023.2270889","DOIUrl":"https://doi.org/10.1080/13678868.2023.2270889","url":null,"abstract":"","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":"55 3","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135170635","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 : 2023-10-20DOI: 10.1080/13678868.2023.2265235
Rajashi Ghosh, Stefanos Nachmias, David McGuire, Ague Mae Manongsong, Alene O’Malley
{"title":"Reflecting on human resource development international’s growth and impact at its 25th year juncture","authors":"Rajashi Ghosh, Stefanos Nachmias, David McGuire, Ague Mae Manongsong, Alene O’Malley","doi":"10.1080/13678868.2023.2265235","DOIUrl":"https://doi.org/10.1080/13678868.2023.2265235","url":null,"abstract":"","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":"18 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135665676","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 : 2023-10-13DOI: 10.1080/13678868.2023.2268488
Mingyan Han, Enhua Hu, Jingyou Zhao, Hongmei Shan
ABSTRACTPromoting a thriving and productive workforce is a core task for human resource development (HRD) researchers and practitioners. Drawing on the job demands-resources model, this study aims to provide a balanced view of how high performance work systems (HPWSs) influence employee performance through different aspects of employee well-being. Data were collected from 346 employees through a three-wave survey in China. Structural equation modelling was used to test the hypotheses. The results reveal that HPWSs positively predict employee performance through psychological empowerment and negatively predict employee performance through emotional exhaustion. Workplace friendship minimises the positive effect of HPWSs on emotional exhaustion and attenuates the indirect effect of HPWSs on employee performance via emotional exhaustion. This study challenges the prevailing idea that HPWSs can always improve employee performance. It informs HRD researchers and practitioners to dialectically assess the impact of HPWSs and include workplace friendship as an intervention measure to reduce the detrimental outcomes of HPWSs and better promote employee development.KEYWORDS: Hpwssemployee performancepsychological empowermentemotional exhaustionworkplace friendship Disclosure statementNo potential conflict of interest was reported by the author(s).Data availability statementThe data that support the findings of this study are available from the corresponding author upon reasonable request.Additional informationFundingThis work was supported by the National Natural Science Foundation of China (Grants 72032002, 71772087, 71872089, and 72272079), the Major Achievement Cultivation Project of Nanjing University of Aeronautics and Astronautics (Grant NC2022007), the Social Science Foundation of Nanjing University of Aeronautics and Astronautics (Grant NCNJ2022033), the Innovation Team ‘Research on Chinese Employment Relationship Management’ of Philosophy and Social Science Research in Colleges and Universities in Jiangsu Province of China, and the Nanjing University of Aeronautics and Astronautics Top 100 Teams ‘Employee Relations and Innovation Management in Digital Era’.
摘要促进劳动力的繁荣和生产力是人力资源开发研究者和实践者的核心任务。利用工作需求-资源模型，本研究旨在提供高绩效工作系统(HPWSs)如何通过员工幸福感的不同方面影响员工绩效的平衡观点。通过三波调查，对346名中国员工进行了数据收集。采用结构方程模型对假设进行检验。结果显示，高绩效员工通过心理授权正向预测员工绩效，通过情绪耗竭负向预测员工绩效。职场友谊降低了高绩效员工对情绪耗竭的积极影响，减弱了高绩效员工通过情绪耗竭对员工绩效的间接影响。本研究挑战了hpss总能提高员工绩效的普遍观点。它提醒人力资源开发研究者和从业者辩证地评估HPWSs的影响，并将职场友谊作为一种干预措施，以减少HPWSs的有害后果，更好地促进员工发展。关键词:hpwss员工绩效心理赋权情绪耗尽职场友谊披露声明作者未报告潜在利益冲突数据可得性声明支持本研究结果的数据可根据通讯作者的合理要求获得。项目资助:国家自然科学基金项目(no . 72032002, no . 71772087, no . 71872089, no . 72272079)，南京航空航天大学重大成果培育项目(no . NC2022007)，南京航空航天大学社会科学基金项目(no . NCNJ2022033)，南京航空航天大学社会科学基金项目(no . NCNJ2022033);江苏省高校哲学社会科学研究创新团队“中国雇佣关系管理研究”、南京航空航天大学“数字时代员工关系与创新管理”百强团队。
{"title":"High performance work systems and employee performance: the roles of employee well-being and workplace friendship","authors":"Mingyan Han, Enhua Hu, Jingyou Zhao, Hongmei Shan","doi":"10.1080/13678868.2023.2268488","DOIUrl":"https://doi.org/10.1080/13678868.2023.2268488","url":null,"abstract":"ABSTRACTPromoting a thriving and productive workforce is a core task for human resource development (HRD) researchers and practitioners. Drawing on the job demands-resources model, this study aims to provide a balanced view of how high performance work systems (HPWSs) influence employee performance through different aspects of employee well-being. Data were collected from 346 employees through a three-wave survey in China. Structural equation modelling was used to test the hypotheses. The results reveal that HPWSs positively predict employee performance through psychological empowerment and negatively predict employee performance through emotional exhaustion. Workplace friendship minimises the positive effect of HPWSs on emotional exhaustion and attenuates the indirect effect of HPWSs on employee performance via emotional exhaustion. This study challenges the prevailing idea that HPWSs can always improve employee performance. It informs HRD researchers and practitioners to dialectically assess the impact of HPWSs and include workplace friendship as an intervention measure to reduce the detrimental outcomes of HPWSs and better promote employee development.KEYWORDS: Hpwssemployee performancepsychological empowermentemotional exhaustionworkplace friendship Disclosure statementNo potential conflict of interest was reported by the author(s).Data availability statementThe data that support the findings of this study are available from the corresponding author upon reasonable request.Additional informationFundingThis work was supported by the National Natural Science Foundation of China (Grants 72032002, 71772087, 71872089, and 72272079), the Major Achievement Cultivation Project of Nanjing University of Aeronautics and Astronautics (Grant NC2022007), the Social Science Foundation of Nanjing University of Aeronautics and Astronautics (Grant NCNJ2022033), the Innovation Team ‘Research on Chinese Employment Relationship Management’ of Philosophy and Social Science Research in Colleges and Universities in Jiangsu Province of China, and the Nanjing University of Aeronautics and Astronautics Top 100 Teams ‘Employee Relations and Innovation Management in Digital Era’.","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":"124 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135918079","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 : 2023-10-06DOI: 10.1080/13678868.2023.2260702
Wen Shan, Zhengkui Wang, Qingchao Zhao, Yan Chu
ABSTRACTRecruiting process serves as an important gateway context to fuel social disparity. Previous studies on social inequality focused on how independent competence valued in high-status contexts, aligns with dominant American cultural norms, while interdependent competence valued in low-status contexts, clashes with these norms. Scholarstheorised that individuals with higher status have more resources to afford independence than those with lower status. However, the reliance on Western samples may overlook the influence of cultural norms, leading to ineffective inclusive human resource development strategies. To explore how societal culture shapes competence models at different levels of status, we utilised big data analysis methods to examine job descriptions across occupational statuses and cultures. We analysed 150,708 online job descriptions posted in China and the U.S.A. on LinkedIn. Our research findings indicate that in the U.S.A, higher-status jobs place greater more emphasize independent competence, whereas in China, higher-status jobs require candidates to possess more interdependent competence. This suggests that culture, rather than material resources, shapes social stratification in the labour market. We discuss these findings’ implications, including the vital role of job descriptions in facilitating or hindering access to desired opportunities and upward social mobility across cultures and how HRD professionals can intervene in different cultural contexts.KEYWORDS: Cultureoccupational statusjob descriptiontext miningcompetence model Disclosure statementNo potential conflict of interest was reported by the author(s).Notes1. By the term working-class contexts, we refer to contexts in which most people have relatively low incomes or relatively low-status occupations. In contrast, by middle-class contexts, we refer to contexts in which most people have relatively high incomes, or relatively high-status occupations (Stephens, Townsend, and Dittmann Citation2019).2. By the term gateway institutions, we refer to the established organisations that can function as key access points to future work opportunities, valued life outcomes, and upward social mobility (Ridgeway and Fisk Citation2012).3. By the terms higher status groups and lower status groups, we mean people from groups deemed to have higher status and people from groups deemed to have lower status. To avoid wordiness, we will use higher status groups and lower status groups hereafter.
摘要招聘过程是社会差异的重要入口。先前关于社会不平等的研究关注的是，在高地位背景下，独立能力的价值如何与美国主流文化规范保持一致，而在低地位背景下，相互依赖能力的价值如何与这些规范相冲突。学者们的理论是，地位高的人比地位低的人有更多的资源来负担独立。然而，对西方样本的依赖可能忽略了文化规范的影响，导致包容性人力资源开发战略无效。为了探索社会文化如何塑造不同地位水平的能力模型，我们利用大数据分析方法来研究不同职业地位和文化的职位描述。我们分析了在中国和美国领英上发布的150,708个在线职位描述。我们的研究结果表明，在美国，职位较高的职位更强调独立能力，而在中国，职位较高的职位要求应聘者拥有更多的相互依赖能力。这表明，文化，而不是物质资源，塑造了劳动力市场的社会分层。我们讨论了这些发现的含义，包括职位描述在促进或阻碍获得理想机会和跨文化向上社会流动方面的重要作用，以及人力资源开发专业人员如何在不同的文化背景下进行干预。关键词:文化、职业状况、职位描述、文本挖掘能力模型披露声明作者未报告潜在的利益冲突。我们所说的“工人阶级环境”指的是大多数人收入相对较低或职业地位相对较低的环境。相比之下，在中产阶级背景下，我们指的是大多数人收入相对较高或职业地位相对较高的背景(Stephens, Townsend, and Dittmann citation, 2019)。通过术语“门户机构”，我们指的是可以作为未来工作机会、有价值的生活成果和向上社会流动的关键入口的已建立的组织(Ridgeway和Fisk citation, 2012)。所谓地位较高的群体和地位较低的群体，我们指的是地位较高的群体和地位较低的群体的人。为了避免啰嗦，我们将使用更高的地位群体和更低的地位群体。
{"title":"Different cultures, different gateways: culture shapes stratified job descriptions on LinkedIn","authors":"Wen Shan, Zhengkui Wang, Qingchao Zhao, Yan Chu","doi":"10.1080/13678868.2023.2260702","DOIUrl":"https://doi.org/10.1080/13678868.2023.2260702","url":null,"abstract":"ABSTRACTRecruiting process serves as an important gateway context to fuel social disparity. Previous studies on social inequality focused on how independent competence valued in high-status contexts, aligns with dominant American cultural norms, while interdependent competence valued in low-status contexts, clashes with these norms. Scholarstheorised that individuals with higher status have more resources to afford independence than those with lower status. However, the reliance on Western samples may overlook the influence of cultural norms, leading to ineffective inclusive human resource development strategies. To explore how societal culture shapes competence models at different levels of status, we utilised big data analysis methods to examine job descriptions across occupational statuses and cultures. We analysed 150,708 online job descriptions posted in China and the U.S.A. on LinkedIn. Our research findings indicate that in the U.S.A, higher-status jobs place greater more emphasize independent competence, whereas in China, higher-status jobs require candidates to possess more interdependent competence. This suggests that culture, rather than material resources, shapes social stratification in the labour market. We discuss these findings’ implications, including the vital role of job descriptions in facilitating or hindering access to desired opportunities and upward social mobility across cultures and how HRD professionals can intervene in different cultural contexts.KEYWORDS: Cultureoccupational statusjob descriptiontext miningcompetence model Disclosure statementNo potential conflict of interest was reported by the author(s).Notes1. By the term working-class contexts, we refer to contexts in which most people have relatively low incomes or relatively low-status occupations. In contrast, by middle-class contexts, we refer to contexts in which most people have relatively high incomes, or relatively high-status occupations (Stephens, Townsend, and Dittmann Citation2019).2. By the term gateway institutions, we refer to the established organisations that can function as key access points to future work opportunities, valued life outcomes, and upward social mobility (Ridgeway and Fisk Citation2012).3. By the terms higher status groups and lower status groups, we mean people from groups deemed to have higher status and people from groups deemed to have lower status. To avoid wordiness, we will use higher status groups and lower status groups hereafter.","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135347069","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 : 2023-10-04DOI: 10.1080/13678868.2023.2263673
Koustab Ghosh
ABSTRACTContemporary careers have paved the way for protean careerists. As protean careerists, freelancers are viewed as a new breed of workforce who build their careers independent of any organisational affiliation and thus, hold full responsibility for managing and developing their own career. In this paper, we theoretically elucidate the relationship between the freelancer’s career meta-competencies, perceived employability and career success. We propose a conceptual model of these relationships, along with deciphering the moderating role of occupational embeddedness and individual career stage. Our paper builds on the new career theories through offering a more holistic model of career success for freelancers that showcases the relevance of career identity and adaptability as significant for both subjective and objective career success. The paper also highlights several practical implications for freelancers that act as a guide for their survival and advancement in their protean career path.KEYWORDS: Career meta-competenciescareer successprotean careeristsfreelancers Disclosure statementNo potential conflict of interest was reported by the author.
{"title":"Freelancers as protean careerists: why and how career meta-competencies lead to career success","authors":"Koustab Ghosh","doi":"10.1080/13678868.2023.2263673","DOIUrl":"https://doi.org/10.1080/13678868.2023.2263673","url":null,"abstract":"ABSTRACTContemporary careers have paved the way for protean careerists. As protean careerists, freelancers are viewed as a new breed of workforce who build their careers independent of any organisational affiliation and thus, hold full responsibility for managing and developing their own career. In this paper, we theoretically elucidate the relationship between the freelancer’s career meta-competencies, perceived employability and career success. We propose a conceptual model of these relationships, along with deciphering the moderating role of occupational embeddedness and individual career stage. Our paper builds on the new career theories through offering a more holistic model of career success for freelancers that showcases the relevance of career identity and adaptability as significant for both subjective and objective career success. The paper also highlights several practical implications for freelancers that act as a guide for their survival and advancement in their protean career path.KEYWORDS: Career meta-competenciescareer successprotean careeristsfreelancers Disclosure statementNo potential conflict of interest was reported by the author.","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":"75 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135591931","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 : 2023-09-19DOI: 10.1080/13678868.2023.2249624
Jihye Oh, Jia Wang, Seung Won Yoon
ABSTRACTAs the workplace is calling for more collaboration and teamwork, social capital has become increasingly popular in the human resource development (HRD) and management fields. In this article, we systematically reviewed social capital research in South Korea by focusing on the definitional and methodological issues as well as the impact of social capital, as documented in 57 empirical studies analysed. Our findings showed that social capital researchers have witnessed an upsurge of interest in social capital in Korea since the 2010s. In addition, we mapped out the nomological network of social capital research by incorporating all prior empirical evidence. Finally, we identified the lack of indigenous conceptualisations of social capital and methodological limitations in previous research. We proposed that utilising social network analysis and diversifying research approaches would provide additional insights that will advance current social capital and HRD literatures.KEYWORDS: social capitalsocial networka systematic review Disclosure statementNo potential conflict of interest was reported by the authors.
{"title":"Employees’ social capital in South Korea: A systematic review and implications for HRD research and practice","authors":"Jihye Oh, Jia Wang, Seung Won Yoon","doi":"10.1080/13678868.2023.2249624","DOIUrl":"https://doi.org/10.1080/13678868.2023.2249624","url":null,"abstract":"ABSTRACTAs the workplace is calling for more collaboration and teamwork, social capital has become increasingly popular in the human resource development (HRD) and management fields. In this article, we systematically reviewed social capital research in South Korea by focusing on the definitional and methodological issues as well as the impact of social capital, as documented in 57 empirical studies analysed. Our findings showed that social capital researchers have witnessed an upsurge of interest in social capital in Korea since the 2010s. In addition, we mapped out the nomological network of social capital research by incorporating all prior empirical evidence. Finally, we identified the lack of indigenous conceptualisations of social capital and methodological limitations in previous research. We proposed that utilising social network analysis and diversifying research approaches would provide additional insights that will advance current social capital and HRD literatures.KEYWORDS: social capitalsocial networka systematic review Disclosure statementNo potential conflict of interest was reported by the authors.","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":"94 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135059145","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 : 2023-09-04DOI: 10.1080/13678868.2023.2253703
Georgia Libera Finstad, Angelo Panno, Gabriele Giorgi
{"title":"Expatriates cross-cultural adjustment at the time of COVID-19: a Conservation of Resources (COR) perspective","authors":"Georgia Libera Finstad, Angelo Panno, Gabriele Giorgi","doi":"10.1080/13678868.2023.2253703","DOIUrl":"https://doi.org/10.1080/13678868.2023.2253703","url":null,"abstract":"","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":"1 1","pages":""},"PeriodicalIF":6.3,"publicationDate":"2023-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42058815","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 : 2023-08-29DOI: 10.1080/13678868.2023.2244711
H. Lundgren, J. Stewart, S. Kah, Jenni Jones, R. Poell, R. Hamlin, Ellen Scully-Russ
{"title":"Mind the gap – a comparative analysis of (in-)congruences in HRD role perception","authors":"H. Lundgren, J. Stewart, S. Kah, Jenni Jones, R. Poell, R. Hamlin, Ellen Scully-Russ","doi":"10.1080/13678868.2023.2244711","DOIUrl":"https://doi.org/10.1080/13678868.2023.2244711","url":null,"abstract":"","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":" ","pages":""},"PeriodicalIF":6.3,"publicationDate":"2023-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42062988","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 : 2023-08-13DOI: 10.1080/13678868.2023.2244705
Simona Margheritti, E. Picco, A. Gragnano, G. Dell’aversana, M. Miglioretti
{"title":"How to promote teleworkers’ job satisfaction? the Telework Quality Model and its application in small, medium, and large companies","authors":"Simona Margheritti, E. Picco, A. Gragnano, G. Dell’aversana, M. Miglioretti","doi":"10.1080/13678868.2023.2244705","DOIUrl":"https://doi.org/10.1080/13678868.2023.2244705","url":null,"abstract":"","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":" ","pages":""},"PeriodicalIF":6.3,"publicationDate":"2023-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48600203","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 : 2023-08-04DOI: 10.1080/13678868.2023.2244712
Ana Junça Silva
{"title":"Where is the missing piece of the work-family conflict? The work-[pet]family conflict","authors":"Ana Junça Silva","doi":"10.1080/13678868.2023.2244712","DOIUrl":"https://doi.org/10.1080/13678868.2023.2244712","url":null,"abstract":"","PeriodicalId":47369,"journal":{"name":"HUMAN RESOURCE DEVELOPMENT INTERNATIONAL","volume":" ","pages":""},"PeriodicalIF":6.3,"publicationDate":"2023-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47263589","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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