Pub Date : 2024-07-26DOI: 10.1177/15344843241269166
Russell P Warhurst, Kate Black
Population ageing in developed economies has prompted national level policies for extending working lives (EWL). However, these policies have typically failed to reduce age discrimination or premature workforce exit. Therefore, organisational policies for EWL are currently to the fore and human resource development (HRD) ‘activation’ policies are evaluated here. However, these policies are found to be of only limited effectiveness in ensuring social justice, equity, and inclusion in later-career and beyond. A Critical-HRD lens is adopted to show how the established HRD narrative of lifelong learning can inadvertently contribute to workers being disadvantaged in later-career. Social-constructionist identity theorising is developed to better understand later-career and to explain older-workers’ behaviour. The theorisation is then applied to discuss HRD interventions with potential for developing a positive sense-of-self among older-workers and retirees to thereby improve equity, inclusion, and social justice. Implications for HRD researchers and professionals and for HRD policy for EWLs are detailed.
{"title":"Theorising Later-Career as a Basis for Enhancing Inclusion and Extending Working Lives Through Human Resource Development","authors":"Russell P Warhurst, Kate Black","doi":"10.1177/15344843241269166","DOIUrl":"https://doi.org/10.1177/15344843241269166","url":null,"abstract":"Population ageing in developed economies has prompted national level policies for extending working lives (EWL). However, these policies have typically failed to reduce age discrimination or premature workforce exit. Therefore, organisational policies for EWL are currently to the fore and human resource development (HRD) ‘activation’ policies are evaluated here. However, these policies are found to be of only limited effectiveness in ensuring social justice, equity, and inclusion in later-career and beyond. A Critical-HRD lens is adopted to show how the established HRD narrative of lifelong learning can inadvertently contribute to workers being disadvantaged in later-career. Social-constructionist identity theorising is developed to better understand later-career and to explain older-workers’ behaviour. The theorisation is then applied to discuss HRD interventions with potential for developing a positive sense-of-self among older-workers and retirees to thereby improve equity, inclusion, and social justice. Implications for HRD researchers and professionals and for HRD policy for EWLs are detailed.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":null,"pages":null},"PeriodicalIF":6.4,"publicationDate":"2024-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141780753","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-07-20DOI: 10.1177/15344843241248881
Debaro Huyler, Craig M. McGill, Tonette S. Rocco
This structured literature review explores the alignment and potential synergies between human resource development (HRD) and social entrepreneurship within the United States. The study’s guiding questions investigated how social entrepreneurship is characterized in scholarly articles and where HRD research and practice intersect with social entrepreneurship. Based on literature from 2006 to 2021, this study found that social entrepreneurship lacks cognitive legitimacy and is framed as (a) pragmatically legitimate, (b) at both individual and organizational levels, and (c) as a virtuous practice. Building on system theory, the study suggests that social entrepreneurship organizations are adaptive systems, and HRD professionals can support organizational strategies by practicing various processes, including skill development, ethical training, and ensuring personnel alignment with the organization’s social mission. However, research on social entrepreneurship in HRD is rare. The central contribution of this paper is to conceptualize how HRD can contribute to the advancement of social entrepreneurship.
{"title":"Understanding Legitimacy and Social Entrepreneurship - A Structured Literature Review","authors":"Debaro Huyler, Craig M. McGill, Tonette S. Rocco","doi":"10.1177/15344843241248881","DOIUrl":"https://doi.org/10.1177/15344843241248881","url":null,"abstract":"This structured literature review explores the alignment and potential synergies between human resource development (HRD) and social entrepreneurship within the United States. The study’s guiding questions investigated how social entrepreneurship is characterized in scholarly articles and where HRD research and practice intersect with social entrepreneurship. Based on literature from 2006 to 2021, this study found that social entrepreneurship lacks cognitive legitimacy and is framed as (a) pragmatically legitimate, (b) at both individual and organizational levels, and (c) as a virtuous practice. Building on system theory, the study suggests that social entrepreneurship organizations are adaptive systems, and HRD professionals can support organizational strategies by practicing various processes, including skill development, ethical training, and ensuring personnel alignment with the organization’s social mission. However, research on social entrepreneurship in HRD is rare. The central contribution of this paper is to conceptualize how HRD can contribute to the advancement of social entrepreneurship.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":null,"pages":null},"PeriodicalIF":6.4,"publicationDate":"2024-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141740318","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-06-04DOI: 10.1177/15344843241258522
Luisa Reyes, María-Rita Blanco, M. Pinillos
Given the unpredictability and complexity of the business environment -due to the Fourth Industrial Revolution and augmented by the COVID-19 pandemic-, employees are required to continually learn new skills and ways of working. Even though 20 years have passed since the coining of the learning agility (LA) construct, only one literature review has explored it qualitatively. Through a co-word bibliometric analysis, complemented by a content analysis, this paper aims to identify the intellectual structure of the LA. Results show that the scientific production by research areas, journals, and studies that have contributed most to the field. Career variety was found as a central and underdeveloped theme while Talent Management was identified as potential emergent one. The important themes for structuring the field on LA were mostly examined from an individual level, as a process or as an outcome. Future research within the Human Resource Development field is suggested.
{"title":"Past, Present, and Future of Learning Agility: A Bibliometric and Content Analysis","authors":"Luisa Reyes, María-Rita Blanco, M. Pinillos","doi":"10.1177/15344843241258522","DOIUrl":"https://doi.org/10.1177/15344843241258522","url":null,"abstract":"Given the unpredictability and complexity of the business environment -due to the Fourth Industrial Revolution and augmented by the COVID-19 pandemic-, employees are required to continually learn new skills and ways of working. Even though 20 years have passed since the coining of the learning agility (LA) construct, only one literature review has explored it qualitatively. Through a co-word bibliometric analysis, complemented by a content analysis, this paper aims to identify the intellectual structure of the LA. Results show that the scientific production by research areas, journals, and studies that have contributed most to the field. Career variety was found as a central and underdeveloped theme while Talent Management was identified as potential emergent one. The important themes for structuring the field on LA were mostly examined from an individual level, as a process or as an outcome. Future research within the Human Resource Development field is suggested.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":null,"pages":null},"PeriodicalIF":6.4,"publicationDate":"2024-06-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141388200","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-28DOI: 10.1177/15344843241256156
Hyerim Cho, Alexandre Ardichvili
This integrative literature review aims to review, critique, and synthesize the existing literature on appreciative inquiry (AI) in three disciplines where the most significant number of AI-related articles could be found: healthcare, higher education, and management. We sought to identify critical insights, along with similarities and divergencies between the three fields. We identified diverse reasons for adopting AI methods and differing degrees to which researchers adhere to the 4D cycle. The reviewed literature suggests that AI yields positive effects across three levels (individual, group, and organization). Our results indicate that positive impacts from AI can be achieved even when not all steps of the 4D cycle are strictly followed. Furthermore, we discovered numerous innovative AI applications and multiple instances of using modified AI models. Based on our research findings, we proposed a systems model for understanding the AI process and offered implications for both HRD research and practice.
本综合文献综述旨在回顾、批判和归纳三个学科中关于赞赏式探究（AI）的现有文献，这三个学科中与 AI 相关的文章数量最多：医疗保健、高等教育和管理。我们试图找出这三个领域的关键见解以及异同点。我们发现了采用人工智能方法的不同原因，以及研究人员对 4D 循环的不同遵守程度。所查阅的文献表明，人工智能在三个层面（个人、群体和组织）产生了积极影响。我们的研究结果表明，即使没有严格遵守 4D 循环的所有步骤，人工智能也能产生积极影响。此外，我们还发现了许多创新的人工智能应用，以及使用修改后的人工智能模型的多个实例。基于我们的研究成果，我们提出了一个理解人工智能过程的系统模型，并为人力资源开发研究和实践提供了启示。
{"title":"Appreciative Inquiry: An Integrative Review of Studies in Three Disciplines","authors":"Hyerim Cho, Alexandre Ardichvili","doi":"10.1177/15344843241256156","DOIUrl":"https://doi.org/10.1177/15344843241256156","url":null,"abstract":"This integrative literature review aims to review, critique, and synthesize the existing literature on appreciative inquiry (AI) in three disciplines where the most significant number of AI-related articles could be found: healthcare, higher education, and management. We sought to identify critical insights, along with similarities and divergencies between the three fields. We identified diverse reasons for adopting AI methods and differing degrees to which researchers adhere to the 4D cycle. The reviewed literature suggests that AI yields positive effects across three levels (individual, group, and organization). Our results indicate that positive impacts from AI can be achieved even when not all steps of the 4D cycle are strictly followed. Furthermore, we discovered numerous innovative AI applications and multiple instances of using modified AI models. Based on our research findings, we proposed a systems model for understanding the AI process and offered implications for both HRD research and practice.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":null,"pages":null},"PeriodicalIF":6.4,"publicationDate":"2024-05-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141165930","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-27DOI: 10.1177/15344843241256155
Adrienne Taylor, Lauren Gerken, Jeremy W. Bohonos
This paper explores historical ableism in the United States workforce from the close of the Civil War to the end of World War II. It discusses the issues people with disabilities (PWD), including disabled veterans, faced when entering or returning to the workforce, along with the policy and practical shifts that occurred to mitigate such issues. We approach this discussion with a critical and intersectional lens, situating the shift within critical disability studies and framing analyses within historically relevant medical, economic, and social modes of disability. We aim to inform Human Resource Development (HRD) scholars, practitioners, and educators about PWD’s often underrepresented histories in various workplaces and training programs by demonstrating the impacts of the models and workplace ableism. The paper concludes with a discussion of how the legacies of historical policies and practices continue to shape professional and continuing education for many PWD.
{"title":"Disability and Employment in the United States, 1880–1955: Implications for Human Resource Development Practice and Research","authors":"Adrienne Taylor, Lauren Gerken, Jeremy W. Bohonos","doi":"10.1177/15344843241256155","DOIUrl":"https://doi.org/10.1177/15344843241256155","url":null,"abstract":"This paper explores historical ableism in the United States workforce from the close of the Civil War to the end of World War II. It discusses the issues people with disabilities (PWD), including disabled veterans, faced when entering or returning to the workforce, along with the policy and practical shifts that occurred to mitigate such issues. We approach this discussion with a critical and intersectional lens, situating the shift within critical disability studies and framing analyses within historically relevant medical, economic, and social modes of disability. We aim to inform Human Resource Development (HRD) scholars, practitioners, and educators about PWD’s often underrepresented histories in various workplaces and training programs by demonstrating the impacts of the models and workplace ableism. The paper concludes with a discussion of how the legacies of historical policies and practices continue to shape professional and continuing education for many PWD.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":null,"pages":null},"PeriodicalIF":6.4,"publicationDate":"2024-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141166042","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-21DOI: 10.1177/15344843241249219
Sreelekshmi Chandran, V. Vijayalakshmi, Marina Fiedler
The belief that a life of passion is a life well-lived serves as a perpetual motivator to pursue work aligned with one’s passion. Both work and family are essential life domains in many people’s lives, and they often interconnect, impacting each other. In the workplace, passion is a highly desired but under-researched employee characteristic, offering benefits like positive emotions and improved performance but also carrying risks, such as inflexibility. Drawing on job demands-resources theory and conservation of resources theory, our inquiry offers an integrative conceptual framework that combines insights from positive psychology, organizational behavior, and human resource development (HRD) literature. This framework enhances our understanding of how work passion connects to the work-family interface, considering the roles of psychological capital and self-regulation failure in interactions beyond work. Our study includes implications for HRD practitioners motivated to promote change initiatives and an agenda for future research for HRD scholars.
{"title":"How Passion for Work Shapes Work-Family Interactions: A Conceptual Framework Exploring the Roles of Psychological Capital and Self-Regulation Failure","authors":"Sreelekshmi Chandran, V. Vijayalakshmi, Marina Fiedler","doi":"10.1177/15344843241249219","DOIUrl":"https://doi.org/10.1177/15344843241249219","url":null,"abstract":"The belief that a life of passion is a life well-lived serves as a perpetual motivator to pursue work aligned with one’s passion. Both work and family are essential life domains in many people’s lives, and they often interconnect, impacting each other. In the workplace, passion is a highly desired but under-researched employee characteristic, offering benefits like positive emotions and improved performance but also carrying risks, such as inflexibility. Drawing on job demands-resources theory and conservation of resources theory, our inquiry offers an integrative conceptual framework that combines insights from positive psychology, organizational behavior, and human resource development (HRD) literature. This framework enhances our understanding of how work passion connects to the work-family interface, considering the roles of psychological capital and self-regulation failure in interactions beyond work. Our study includes implications for HRD practitioners motivated to promote change initiatives and an agenda for future research for HRD scholars.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":null,"pages":null},"PeriodicalIF":6.4,"publicationDate":"2024-05-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141115104","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-20DOI: 10.1177/15344843241255410
Jennifer Jihae Park, Yujin Kim, Heeyoung Han
Using various types of research methods yields breadth and depth in knowledge creation. Replying to calls for more research employing diverse research methods, this study examines research method trends, rigor, and emerging research methods within the field of human resource development (HRD). We created a research method coding scheme to capture the rigor of empirical research among empirical articles published in three specifically selected HRD journals from 2016–2023. Out of 488 selected studies, quantitative ( n = 269) and qualitative ( n = 185) methodologies were dominantly used in empirical studies with only 7.0% being mixed methods research ( n = 34). The study findings provide implications and reflections on (1) the current status of published scholarly research; and (2) the research practices in the field. To move the field of HRD forward as a mature, effective, and evolving discipline, it is imperative to incorporate multiple approaches, including interdisciplinary investigation of emerging research methods, and development of clear guidelines for the rigor of research methods.
{"title":"The Landscape of Research Method Rigor in the Field of Human Resource Development: An Analysis of Empirical Research from 2016 to 2023","authors":"Jennifer Jihae Park, Yujin Kim, Heeyoung Han","doi":"10.1177/15344843241255410","DOIUrl":"https://doi.org/10.1177/15344843241255410","url":null,"abstract":"Using various types of research methods yields breadth and depth in knowledge creation. Replying to calls for more research employing diverse research methods, this study examines research method trends, rigor, and emerging research methods within the field of human resource development (HRD). We created a research method coding scheme to capture the rigor of empirical research among empirical articles published in three specifically selected HRD journals from 2016–2023. Out of 488 selected studies, quantitative ( n = 269) and qualitative ( n = 185) methodologies were dominantly used in empirical studies with only 7.0% being mixed methods research ( n = 34). The study findings provide implications and reflections on (1) the current status of published scholarly research; and (2) the research practices in the field. To move the field of HRD forward as a mature, effective, and evolving discipline, it is imperative to incorporate multiple approaches, including interdisciplinary investigation of emerging research methods, and development of clear guidelines for the rigor of research methods.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":null,"pages":null},"PeriodicalIF":6.4,"publicationDate":"2024-05-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141122924","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-02DOI: 10.1177/15344843241249772
Joseph A. Raelin
In this article the author uses the lens of leadership-as-practice (L-A-P) to analyze the concerns of the worker in the contemporary workplace and proposes both new insights and potential remediations through a post-humanistic leadership centered on practice. L-A-P is designed to probe underneath the accepted or “natural” human resource practices to uncover the power dynamics in the workplace that have led to challenges to the worker in the form of burnout, lack of autonomy, and detachment. After introducing the practice approach to the workplace, the paper interrogates the potential value of leadership being viewed as a collaborative agency constituting changes in the trajectory of prefigured work practices that can have affirmative consequences via its ethical and critical approach to human resource development.
{"title":"Examining the Contemporary Worker and the Workplace From a Leadership-as-Practice Perspective: A HRD Opportunity","authors":"Joseph A. Raelin","doi":"10.1177/15344843241249772","DOIUrl":"https://doi.org/10.1177/15344843241249772","url":null,"abstract":"In this article the author uses the lens of leadership-as-practice (L-A-P) to analyze the concerns of the worker in the contemporary workplace and proposes both new insights and potential remediations through a post-humanistic leadership centered on practice. L-A-P is designed to probe underneath the accepted or “natural” human resource practices to uncover the power dynamics in the workplace that have led to challenges to the worker in the form of burnout, lack of autonomy, and detachment. After introducing the practice approach to the workplace, the paper interrogates the potential value of leadership being viewed as a collaborative agency constituting changes in the trajectory of prefigured work practices that can have affirmative consequences via its ethical and critical approach to human resource development.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":null,"pages":null},"PeriodicalIF":6.4,"publicationDate":"2024-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140832553","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-04-16DOI: 10.1177/15344843241247242
Jin Lee
This article addresses the challenges faced by HRD researchers in selecting a qualitative approach, particularly Grounded Theory Method (GTM), which is underrepresented in the field. The author discusses the epistemological foundations of the four major GTM versions and outlines the six essential elements. The article emphasizes GTM’s flexible yet structured nature and explains differences among Glaserian, Straussian, Charmazian, and Clarkean methods. It also summarizes common GTM features like concurrent data collection, constant comparison, theoretical sampling, phased coding, memoing, and theoretical saturation. The article concludes by providing suggestions to promote GTM’s adoption and popularization. In essence, this article offers guidelines to assist HRD researchers, especially newcomers or those with limited qualitative research experience, in understanding and effectively using GTM.
{"title":"Understanding the Epistemic Diversity and Essential Components of the Grounded Theory Method: Empowering Human Resource Development Researchers","authors":"Jin Lee","doi":"10.1177/15344843241247242","DOIUrl":"https://doi.org/10.1177/15344843241247242","url":null,"abstract":"This article addresses the challenges faced by HRD researchers in selecting a qualitative approach, particularly Grounded Theory Method (GTM), which is underrepresented in the field. The author discusses the epistemological foundations of the four major GTM versions and outlines the six essential elements. The article emphasizes GTM’s flexible yet structured nature and explains differences among Glaserian, Straussian, Charmazian, and Clarkean methods. It also summarizes common GTM features like concurrent data collection, constant comparison, theoretical sampling, phased coding, memoing, and theoretical saturation. The article concludes by providing suggestions to promote GTM’s adoption and popularization. In essence, this article offers guidelines to assist HRD researchers, especially newcomers or those with limited qualitative research experience, in understanding and effectively using GTM.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":null,"pages":null},"PeriodicalIF":6.4,"publicationDate":"2024-04-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140613399","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-14DOI: 10.1177/15344843241239723
Andreas Wallo, Daniel Lundqvist, Alan Coetzer
Recent societal challenges highlight the importance of learning in organizations. Nurturing employee learning requires leaders who prioritize learning-oriented leadership. While many studies have used qualitative methods to study how this leadership is performed in daily work, there have been no previous attempts to synthesize this body of research. This paper presents a framework based on a review of 38 qualitative papers on how leaders facilitate workplace learning. The framework identifies two elements of leadership: direct leadership behaviors, which involve supporting, educating, making demands, and role modelling, and indirect leadership behaviors, which facilitate learning through building a learning climate, influencing work organization, freeing up resources for learning, and encouraging knowledge dissemination. The review finds that situational factors shape learning-oriented leadership, and that this leadership involves the deployment of activities located on a planned-spontaneous continuum to facilitate learning. Longitudinal studies across professional groups and contexts will deepen our understanding of this concept.
{"title":"Learning-Oriented Leadership in Organizations: An Integrative Review of Qualitative Studies","authors":"Andreas Wallo, Daniel Lundqvist, Alan Coetzer","doi":"10.1177/15344843241239723","DOIUrl":"https://doi.org/10.1177/15344843241239723","url":null,"abstract":"Recent societal challenges highlight the importance of learning in organizations. Nurturing employee learning requires leaders who prioritize learning-oriented leadership. While many studies have used qualitative methods to study how this leadership is performed in daily work, there have been no previous attempts to synthesize this body of research. This paper presents a framework based on a review of 38 qualitative papers on how leaders facilitate workplace learning. The framework identifies two elements of leadership: direct leadership behaviors, which involve supporting, educating, making demands, and role modelling, and indirect leadership behaviors, which facilitate learning through building a learning climate, influencing work organization, freeing up resources for learning, and encouraging knowledge dissemination. The review finds that situational factors shape learning-oriented leadership, and that this leadership involves the deployment of activities located on a planned-spontaneous continuum to facilitate learning. Longitudinal studies across professional groups and contexts will deepen our understanding of this concept.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":null,"pages":null},"PeriodicalIF":6.4,"publicationDate":"2024-03-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140152663","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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