Human Resource Development Quarterly最新文献

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Exploring the combination of individual and organizational–environmental factors in the expression of radical and incremental creativity 探索个人与组织环境因素在激进和渐进式创造力表现中的结合

IF 3.3 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Human Resource Development Quarterly

Pub Date : 2024-05-12 DOI: 10.1002/hrdq.21531

Suk Jung, Ah Jeong Hong

Innovative products and services are key factors in corporate competitiveness, and the expression “employee creativity” is the top priority factor in leading corporate innovation. This study aims to investigate the differences between the predictive variables for the expression of radical and incremental creativity and the combinations of the predictive variables, which aid in the expression of two types of creativity. A research survey was conducted with 600 employees working in newspaper, broadcasting, and film businesses. The results were derived by conducting a fuzzy‐set qualitative comparative analysis (fs/QCA) on 513 useful samples. Using necessity and sufficiency analysis of a fs/QCA, the results indicate that the three personal factors—job expertise, creative process engagement, and work engagement—are commonly required for two types of creativity. Conversely, organizational–environmental factors, a risk‐taking climate, and external networking behavior are only predictive variables of radical creativity. This study's results provide insights regarding the personal and environmental resources that employees must secure to express radical and incremental creativity. Because a clear difference was found in the factors required for the expression of the two types of creativity, based on the results of this study, Human Resource Development(HRD) can devise an effective method to support the expression of the two types of differential creativity.

创新产品和服务是企业竞争力的关键因素，而 "员工创造力 "的表达则是引领企业创新的首要因素。本研究旨在探讨激进型创造力和渐进型创造力表达的预测变量之间的差异，以及有助于两种创造力表达的预测变量组合。我们对报业、广播业和电影业的 600 名员工进行了研究调查。通过对 513 个有用样本进行模糊集定性比较分析（fs/QCA）得出了结果。通过对 fs/QCA 进行必要性和充分性分析，结果表明，两种类型的创造力通常需要三个个人因素--工作专长、创造过程参与度和工作参与度。相反，组织环境因素、冒险氛围和外部网络行为只是激进创造力的预测变量。本研究的结果提供了有关员工为表达激进型和渐进型创造力而必须确保的个人和环境资源的见解。由于两种创造力的表现所需的因素存在明显差异，人力资源开发部门（HRD）可以根据本研究的结果设计出一种有效的方法来支持两种不同创造力的表现。

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引用次数: 0

Organizational socialization strategies and newcomers' identity development: A social identity perspective 组织社会化战略与新人的身份发展：社会认同视角

IF 3.3 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Human Resource Development Quarterly

Pub Date : 2024-04-18 DOI: 10.1002/hrdq.21527

Nadeem Ahmed Awan, Muhammad Abbas

Based on social identity theory, the current study investigated the effects of organizational socialization strategies on newcomers' team identity and organizational identity. The study also examined the mediating role of perceived social validation and the moderating role of person‐group fit. Using a time‐lagged (three‐wave) field survey, data were collected from 350 newcomers working in numerous organizations. The findings suggested that organizational socialization of newcomers was positively related to their perceived social validation (2 months later), which in turn was positively related to team identity and organizational identity (4 months later). Moreover, person‐group fit significantly moderated the relationship of social validation with team identity, such that the relationship was stronger when person‐group fit was high. The findings indicate that team identity and organizational identity can be developed among newcomers through the use of effective socialization strategies and social validation.

本研究以社会认同理论为基础，探讨了组织社会化策略对新人团队认同和组织认同的影响。研究还考察了感知到的社会验证的中介作用和人-组契合度的调节作用。研究采用时滞（三波）实地调查法，收集了在众多组织中工作的 350 名新人的数据。研究结果表明，新人的组织社会化与其感知到的社会认可（2 个月后）呈正相关，而感知到的社会认可又与团队认同和组织认同（4 个月后）呈正相关。此外，人-组契合度在很大程度上调节了社会认可与团队认同之间的关系，当人-组契合度高时，两者之间的关系就更紧密。研究结果表明，通过使用有效的社会化策略和社会验证，可以在新人中培养团队认同和组织认同。

引用次数: 0

Negative learning emotions and learning goal orientation in teams: HRD implications 团队中的消极学习情绪和学习目标导向：人力资源开发的影响

IF 3.3 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Human Resource Development Quarterly

Pub Date : 2024-04-18 DOI: 10.1002/hrdq.21526

Kuang‐Jung Chen, Chieh‐Peng Lin, Na‐Ting Liu, Pei‐Chun Chen

Utilizing insights from team regulation theory and social cognitive theory, this research conducted empirical testing through a field survey involving engineering teams. This research is significant as it inspires teams to effectively harness their learning capacity, thereby enhancing collective motivation for future success. The results showed (1) collective learning efficacy mediated the negative relationship between negative learning emotions and team performance, (2) collective learning efficacy mediated the positive relationship between learning goal orientation and team performance, and (3) relationship conflict moderated the relationship between negative learning emotions and collective learning efficacy. Team leaders can employ strategies to reignite team workers' enthusiasm for enhancing learning goal orientation and to redirect their focus away from negative emotional states. These efforts can lead to enhanced collective learning efficacy and overall performance.

本研究利用团队调节理论和社会认知理论的见解，通过一项涉及工程团队的实地调查进行了实证测试。这项研究的重要意义在于，它启发团队有效利用其学习能力，从而增强集体动力，促进未来的成功。结果表明：（1）集体学习效能感调节了消极学习情绪与团队绩效之间的负相关；（2）集体学习效能感调节了学习目标导向与团队绩效之间的正相关；（3）关系冲突调节了消极学习情绪与集体学习效能感之间的关系。团队领导者可以采取一些策略，重新点燃团队员工加强学习目标导向的热情，并将他们的注意力从消极情绪状态中转移出来。这些努力可以提高集体学习效能和整体绩效。

引用次数: 0

Developmental human resource and exploitative leadership interact to influence Employees' creative idea championing and application 发展型人力资源和开发型领导力相互作用，影响员工创意的倡导和应用

IF 4 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Human Resource Development Quarterly

Pub Date : 2024-04-12 DOI: 10.1002/hrdq.21525

Jie Huang, Yali Li, Chunyong Tang

Based on the human resource development (HRD) literature, this study considers HR system and leadership together, focusing on how to promote employees to champion and apply creative ideas. Based on multi-wave and multilevel field survey data of 252 Chinese employees nested in 42 groups, Study 1 found that developmental HR and exploitative leadership interact to influence creative idea championing and application via reciprocated obligation. The positive effects of developmental HR on creative idea championing and application were stronger and significant when exploitative leadership was lower (vs. higher), and reciprocated obligation mediated these effects. Study 2 replicated these findings with a scenario experimental design utilizing a sample of 186 MBA students from different companies. Our findings remind supervisors that they should not use exploitative leadership as it will reduce the positive effects of developmental HR, providing unique insights into HRD theory and practice.

在人力资源开发（HRD）文献的基础上，本研究将人力资源系统和领导力结合起来考虑，重点关注如何促进员工倡导和应用创意。基于对 252 名中国员工（嵌套在 42 个小组中）进行的多波次、多层次实地调查数据，研究 1 发现，发展型人力资源和剥削型领导通过互惠义务相互作用，影响创意想法的倡导和应用。当剥削型领导力较低时（与较高相比），发展型人力资源对创意想法的支持和应用的积极影响更强、更显著，而互惠义务则是这些影响的中介。研究 2 采用情景实验设计，以来自不同公司的 186 名 MBA 学生为样本，重复了上述研究结果。我们的研究结果提醒主管们不要使用剥削型领导，因为这会降低发展型人力资源的积极效果，同时也为人力资源开发理论和实践提供了独特的见解。

引用次数: 0

Origins of the human resource development quarterly 人力资源开发季刊的起源

IF 3.3 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Human Resource Development Quarterly

Pub Date : 2024-03-19 DOI: 10.1002/hrdq.21524

Richard A. Swanson

引用次数: 0

Information for Contributors 投稿须知

IF 3.3 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Human Resource Development Quarterly

Pub Date : 2024-03-19 DOI: 10.1002/hrdq.21477

引用次数: 0

The role of self‐regulatory abilities in predicting performance while teleworking: A cross‐sectional and a panel study during the COVID‐19 pandemic 自我调节能力在预测远程工作绩效中的作用：COVID-19大流行期间的横断面和小组研究

IF 3.3 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Human Resource Development Quarterly

Pub Date : 2024-03-12 DOI: 10.1002/hrdq.21523

Loredana Mihalca, Lucia Ratiu, Christoph Mengelkamp, Gabriela Brendea, Daniel Metz

Scholars have argued that individual characteristics promoting self‐regulation such as self‐efficacy and self‐goal setting were crucial for employees to cope effectively with the challenges of teleworking during the early stages of the COVID‐19 pandemic. Yet, research simultaneously exploring these specific self‐regulatory abilities in relation to various performance dimensions is scarce. Thus, we examined whether self‐efficacy and self‐goal setting are related to proficiency, adaptivity, and proactivity while teleworking during the pandemic using a cross‐sectional design (Study 1) and tested the directionality of these relationships using a two‐wave cross‐lagged panel design (Study 2). The degree of telework was considered a moderator for these relationships in both studies. Study 1 (N = 830) findings indicated that both self‐efficacy and self‐goal setting were positively related to all performance dimensions and that the degree of telework moderated the regression of adaptivity on self‐efficacy to a small extent. Study 2 (N = 263) findings showed that self‐efficacy at Time 1 had a positive effect on self‐goal setting, proficiency, and adaptivity, measured at Time 2, whereas self‐goal setting at Time 1 did not predict significantly any of the performance dimensions at Time 2. We also found evidence that adaptivity positively influenced self‐efficacy over time. Our results provide important insights into the nature and directional relationships between self‐regulatory abilities and different performance dimensions while teleworking during the pandemic.

学者们认为，在 COVID-19 大流行的早期阶段，促进自我调节的个体特征（如自我效能和自我目标设定）对于员工有效应对远程工作的挑战至关重要。然而，同时探讨这些特定的自我调节能力与不同绩效维度之间关系的研究却很少。因此，我们采用横截面设计（研究 1）考察了自我效能感和自我目标设定是否与大流行期间远程工作的熟练程度、适应性和主动性相关，并采用两波交叉滞后面板设计（研究 2）检验了这些关系的方向性。在这两项研究中，远程工作的程度被认为是这些关系的调节因素。研究 1（N = 830）的结果表明，自我效能感和自我目标设定与所有绩效维度都呈正相关，而远程工作程度在很小程度上调节了适应性对自我效能感的回归。研究 2（N = 263）的结果显示，时间 1 的自我效能感对时间 2 的自我目标设定、熟练程度和适应性有积极影响，而时间 1 的自我目标设定对时间 2 的任何绩效维度都没有显著预测作用。我们还发现有证据表明，随着时间的推移，适应性会对自我效能产生积极影响。我们的研究结果为了解大流行病期间远程工作时自我调节能力与不同绩效维度之间的性质和方向关系提供了重要的启示。

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引用次数: 0

Celebrating 35 years of Human Resource Development Quarterly 庆祝《人力资源开发季刊》创刊 35 周年

IF 3.3 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Human Resource Development Quarterly

Pub Date : 2024-03-02 DOI: 10.1002/hrdq.21522

Toby Egan, Sewon Kim

引用次数: 0

Examining gender differences in the use of multidimensional forced-choice measures of personality in terms of test-taker reactions and test fairness 从受测者反应和测试公平性的角度考察使用多维强迫选择人格测量法的性别差异

IF 4 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Human Resource Development Quarterly

Pub Date : 2024-02-28 DOI: 10.1002/hrdq.21521

Steven Zhou, Philseok Lee, Shea Fyffe

Human resource (HR) practices have been focused on using assessments that are robust to faking and response biases associated with Likert-type scales. As an alternative, multidimensional forced-choice (MFC) measures have recently shown advances in reducing faking and response biases while retaining similar levels of validity to Likert-type measures. Although research evidence supports the effectiveness of MFC measures, fairness issues resulting from gender biases in the use of MFC measures have not yet been investigated in the literature. Given the importance of gender equity in HR development, it is vital that new assessments improve upon known gender biases in the historical use of Likert-type measures and do not lead to gender discrimination in HR practices. In this vein, our investigation focuses specifically on potential gender biases in the use of MFC measures for HR development. Specifically, our study examines differential test-taker reactions and differential prediction of self-assessed leadership ability between genders when using the MFC personality measure. In an experimental study with college students, we found no evidence of gender differences in test-taker reactions to MFC measures. In a second cross-sectional study with full-time employees, we found evidence of intercept differences, such that females were frequently underpredicted when using MFC personality measures to predict self-assessed leadership ability. Moreover, the pattern of differential prediction using MFC measures was similar to that of Likert-type measures. Implications for MFC personality measures in applied practice are discussed.

人力资源（HR）实践一直侧重于使用能够抵御与李克特量表相关的作假和反应偏差的测评方法。作为一种替代方法，多维强迫选择（MFC）测量方法最近在减少作假和反应偏差方面取得了进展，同时还保持了与李克特量表相似的有效性水平。尽管研究证据支持 MFC 测量的有效性，但文献中尚未对使用 MFC 测量时因性别偏见而产生的公平性问题进行研究。鉴于性别公平在人力资源发展中的重要性，新的评估方法必须改进历来使用的李克特测量法中已知的性别偏见，并且不会导致人力资源实践中的性别歧视。因此，我们的调查特别关注在使用 MFC 测评进行人力资源开发时可能存在的性别偏见。具体来说，我们的研究考察了在使用MFC人格测量时，不同性别的受测者对自我评估的领导能力的不同反应和不同预测。在一项针对大学生的实验研究中，我们没有发现受测者对MFC测量反应存在性别差异的证据。在第二项以全职员工为对象的横截面研究中，我们发现了截距差异的证据，即当使用MFC人格测量来预测自我评估的领导能力时，女性经常被低估。此外，使用MFC测量法预测的差异模式与李克特测量法类似。本文讨论了MFC人格测量在应用实践中的意义。

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引用次数: 0

The new meaning of retirement for bridge employees: Situating bridge employment through the lens of the Kaleidoscope Career Model 桥梁雇员退休的新含义：从 "万花筒职业模型 "的视角审视桥梁就业

IF 3.3 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Human Resource Development Quarterly

Pub Date : 2024-01-07 DOI: 10.1002/hrdq.21520

Bishakha Mazumdar, Amy M. Warren, Travor C. Brown

Retirees re-entering the workforce, popularly termed as bridge employment, is a phenomenon that is anticipated to increase in the coming years. Though research establishes that these employees have unique aspirations and work motives (see Mazumdar et al., 2020), primary research on how the retirement transition and bridge employment shape each other is scarce. This is troubling because a better understanding of the aspirations and motives of potential employees is an important step in designing suitable employee development strategies. To fill this gap in the literature, our paper explores the significance of retirement for those retirees who engage in bridge employment. We also explore whether bridge employment is unique from pre-retirement employment. We interviewed 26 bridge employees and analyzed their narrations using the thematic analysis method. We utilized the Kaleidoscope Career Model by Mainiero and Sullivan (2005) to contextualize our analysis. Our study reveals that bridge employees uniquely reconstruct the meaning of retirement as a frontier between “prioritizing the obligations” and “prioritizing self.” Our findings also demonstrate how this view allows retirees to prioritize self-directed goals during bridge employment. Our paper enriches the human resource development literature on careers and retirement by examining it from the vantage point of bridge employees. We shed light on how re-framing the narratives of retirement helps distinguish between bridge employment and pre-retirement employment for retirees. Better understanding this distinction can help lay the foundation for crafting suitable employee development programs for improved motivation and retention.

退休人员重新就业，俗称 "过渡性就业"，这一现象预计在未来几年会有所增加。虽然研究证实这些员工有独特的愿望和工作动机（见 Mazumdar 等人，2020 年），但有关退休过渡和过渡性就业如何相互影响的初步研究却很少。这一点令人担忧，因为更好地了解潜在员工的愿望和动机是设计合适的员工发展战略的重要一步。为了填补这一文献空白，我们的论文探讨了退休对那些从事过渡性就业的退休人员的意义。我们还探讨了过桥就业是否有别于退休前就业。我们采访了 26 名过桥就业者，并采用主题分析法对他们的叙述进行了分析。我们采用了 Mainiero 和 Sullivan（2005 年）的万花筒职业模型来进行分析。我们的研究显示，桥梁员工以独特的方式重新构建了退休的意义，即 "优先考虑义务 "与 "优先考虑自我 "之间的边界。我们的研究结果还证明了这种观点如何使退休人员在过桥就业期间优先考虑自我目标。我们的论文从桥梁雇员的视角出发，丰富了有关职业和退休的人力资源开发文献。我们阐明了重新构建退休叙事如何有助于区分退休人员的过渡性就业和退休前就业。更好地理解这种区别有助于为制定合适的员工发展计划奠定基础，从而提高员工的积极性和留用率。

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