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The Ten Research Questions: An Analytic Tool for Critiquing Empirical Studies and Teaching Research Rigor 十个研究问题:批判实证研究和教学研究严谨性的分析工具
IF 6.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2021-09-01 DOI: 10.1177/15344843211025182
T. Reio
One of the most onerous tasks for research neophytes like students is deciphering the often complex and technical empirical research article and determining its scientific merit. With limited research method knowledge and experience designing and conducting research, the neophyte is left with little to draw upon when trying to understand the findings, whether standards of rigor were met, and if replication and application may be warranted. In particular, this lack of understanding can contribute much to students’ negative attitudes, perceptions, beliefs, and conceptions about research. This state of affairs is unfortunate because each can lessen the likelihood of subsequent engagement with the research literature, often at the cost of poorer student well-being (Pyhaltö et al., 2012), less timely graduation and greater attrition (Meyer et al., 2005, 2007). Because higher education is increasingly costly, and the need for talented social science researchers (e.g., human resource development [HRD] researchers) has never been greater, we cannot afford to allow the curious, but inexperienced to languish unnecessarily in their research endeavors (Earley, 2014; Tashakkori & Teddlie, 2003). Thus, proposing that one must think and act like a researcher to be a researcher, we must find ways to help learners methodically analyze existing research and enter the “research conversation” with authors of empirical research in one’s discipline and beyond (Chatterjee-Padmanabhan et al., 2019). The purpose of this article, then, is to help learners enter the research conversation by presenting an analytic tool for
对于像学生这样的研究新手来说,最繁重的任务之一是解读往往复杂而技术性的实证研究文章,并确定其科学价值。由于有限的研究方法知识和设计和开展研究的经验,新手在试图理解研究结果时几乎没有什么可借鉴的,是否达到了严格的标准,以及是否可以保证复制和应用。特别是,这种理解的缺乏会在很大程度上导致学生对研究的消极态度、看法、信念和观念。这种情况是不幸的,因为每一种情况都会减少后续参与研究文献的可能性,往往以学生幸福感下降为代价(Pyhaltö等人,2012),不及时毕业和更大的流失率(Meyer等人,2005年,2007年)。由于高等教育的成本越来越高,对有才华的社会科学研究人员(如人力资源开发[HRD]研究人员)的需求从未像现在这样大,我们不能让那些好奇但缺乏经验的人在他们的研究努力中不必要地憔悴下去(Earley, 2014;Tashakkori & Teddlie, 2003)。因此,建议一个人必须像研究人员一样思考和行动,才能成为一名研究人员,我们必须找到方法来帮助学习者系统地分析现有的研究,并与本学科内外的实证研究作者进行“研究对话”(Chatterjee-Padmanabhan等人,2019)。因此,本文的目的是通过提供一个分析工具来帮助学习者进入研究对话
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引用次数: 4
Developing the Positive Identity of Minoritized Women Leaders in Higher Education: How can Multiple and Diverse Developers Help With Overcoming the Impostor Phenomenon? 在高等教育中培养未成年女性领导者的积极身份:多元化的发展者如何帮助克服冒名顶替现象?
IF 6.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2021-08-25 DOI: 10.1177/15344843211040732
A. M. Manongsong, Rajashi Ghosh
Minoritized women remain underrepresented in leadership positions, especially within higher education (HE). A key barrier to advancement for women of color is their susceptibility to impostor phenomenon (IP). A developmental network where the minoritized woman receives developmental support from multiple individuals is a potentially powerful intervention that can help them advance their careers, but there is a general lack of research on IP in the context of minoritized women’s leadership development and the role of developmental support, especially with regards to multiple diversified developmental relationships. Therefore, this paper integrates various literature streams (leader development for minoritized women in higher education, IP, mentoring) and offers a conceptual framework that utilizes a developmental network perspective. The propositions offered explain how multiple developers can help minoritized women address IP and develop positive leader identities, as well as how both parties can better anticipate and handle challenges related to diversified developmental relationships in HE.
少数族裔妇女在领导职位上的代表性仍然不足,特别是在高等教育领域。有色人种女性晋升的一个关键障碍是她们容易受到冒名顶替现象(IP)的影响。在一个发展网络中,少数族裔女性获得来自多个个体的发展支持,这是一种潜在的有力干预,可以帮助她们提升职业生涯,但在少数族裔女性领导力发展和发展支持作用的背景下,特别是在多元发展关系方面,普遍缺乏对知识产权的研究。因此,本文整合了各种文献流(高等教育中少数族裔女性的领导者发展、知识产权、指导),并提供了一个利用发展网络视角的概念框架。这些建议解释了多个开发者如何帮助少数族裔女性解决IP问题并培养积极的领导者身份,以及双方如何更好地预测和处理与高等教育中多元化发展关系相关的挑战。
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引用次数: 7
Everyone is Invited: Leveraging Bystander Intervention and Ally Development to Cultivate Social Justice in the Workplace 人人受邀:利用旁观者干预和盟友发展培养职场社会正义
IF 6.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2021-08-20 DOI: 10.1177/15344843211040734
J. Collins, Panpan Zhang, Stephanie Sisco
Recently, there have been calls to move the obligation and responsibility of social justice from the margins of the workplace to the center, building a more radical Human Resource Development (HRD). The purpose of this article was to leverage bystander intervention and ally development to discuss the cultivation of social justice in the workplace. One of the principle contributions of this article is its potential to situate the onus for social justice as the work of everyone in the workplace, and as a part of every practice, policy, and decision. We contend that bystander intervention and ally development are necessary tools to implement social justice initiatives that can address issues at both the interpersonal and systemic levels. Everyone is invited to participate in this work.
最近,有人呼吁将社会正义的义务和责任从工作场所的边缘转移到中心,建立一个更激进的人力资源开发(HRD)。本文的目的是利用旁观者的干预和盟友的发展来讨论工作场所社会正义的培养。这篇文章的主要贡献之一是,它有可能将社会正义的责任定位为工作场所每个人的工作,以及每一项实践、政策和决策的一部分。我们认为,旁观者干预和盟友发展是实施社会正义倡议的必要工具,这些倡议可以解决人际和系统层面的问题。每个人都被邀请参与这项工作。
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引用次数: 9
Structuring a Training-Oriented High Performance Work System: A Systematic Review on Frontline Employees in the Service Sector 构建以培训为导向的高绩效工作体系:对服务业一线员工的系统回顾
IF 6.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2021-06-11 DOI: 10.1177/15344843211024028
Maria Augusta Siqueira Mathias, Na Fu, O. Oliveira
Given the service sector’s inherent dynamism, organizations ultimately rely on their employees’ and managers’ knowledge, skills, and capabilities to complete tasks for their clients. However, the lack of pragmatic guidance for human resource development (HRD) professionals in the literature on a training-oriented high performance work system (HPWS) for frontline employees (FLE) justifies this study’s systemization of context-specific dimensions and implementation drivers. A systematic review in the period of 2008 to 2018 identified 185 potential articles, which, after a thorough content investigation, resulted in 90 papers that substantiated the proposal of 5 dimensions and 14 drivers for this particular HPWS. This paper’s main scientific contribution is the promotion of a better understanding of the conceptual work on the theme through a structured overview. The systemization of unprecedented dimensions and drivers of a training-oriented HPWS for FLE allows HRD professionals to efficiently plan their initiatives. It constitutes this article’s novelty and central applied contribution.
考虑到服务业固有的活力,组织最终依靠员工和管理者的知识、技能和能力来完成客户的任务。然而,在针对一线员工(FLE)的以培训为导向的高绩效工作系统(HPWS)的文献中,缺乏对人力资源开发(HRD)专业人员的实用指导,因此本研究将特定情境的维度和实施驱动因素系统化。2008年至2018年期间的一项系统审查确定了185篇潜在的文章,经过彻底的内容调查,产生了90篇论文,证实了这一特定HPWS的5个维度和14个驱动因素的建议。本文的主要科学贡献是通过结构化概述促进对主题概念性工作的更好理解。前所未有的面向培训的人力资源管理系统的系统化,使人力资源开发专业人员能够有效地规划他们的计划。这是本文的新颖性和核心应用贡献。
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引用次数: 3
A Model of Caring in Organizations for Human Resource Development 人力资源开发组织中的关怀模式
IF 6.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2021-06-11 DOI: 10.1177/15344843211024035
A. Saks
Although caring and an ethics of care have been part of the nursing and education literature for many years, it has seldom been the focus of research and models in the HRD literature which has tended to be dominated by masculine rationality and models that focus on performance. In this paper, I argue that caring represents an important positive attribute of organizations and that a model of caring provides an alternative to HRD models based on masculine rationality and a performance philosophy. Research on caring in nursing and education is reviewed along with calls for an ethic of care in HRD. This is followed by a review of research on caring in organizations which provides the basis for the development of a model of caring in organizations for HRD. The model demonstrates the relationships between caring from three sources or levels in an organization (the organization or business unit, management, and co-workers), a climate of care for employees, and positive employee outcomes. HRD care-enhancing interventions for developing caring in organizations are then discussed. The paper concludes with a consideration of the implications of a model of caring for HRD research and practice.
虽然关怀和关怀伦理多年来一直是护理和教育文献的一部分,但它很少成为人力资源开发文献中研究和模型的重点,这些文献往往被男性理性和关注绩效的模型所主导。在本文中,我认为关怀代表了组织的一个重要的积极属性,并且关怀模型提供了基于男性理性和绩效哲学的人力资源开发模型的替代方案。对护理和教育中的关怀研究进行了回顾,并呼吁在人力资源开发中建立关怀伦理。接下来是对组织关怀研究的回顾,这为人力资源开发组织关怀模型的发展提供了基础。该模型展示了组织中三个来源或层次(组织或业务单位、管理层和同事)、关心员工的氛围和积极的员工成果之间的关系。然后讨论了在组织中发展关怀的人力资源开发护理增强干预措施。最后,本文对人力资源开发研究与实践的关怀模式的意义进行了思考。
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引用次数: 3
Action Learning as a Human Resource Development Resource to Realize Collective Leadership 行动学习作为实现集体领导的人力资源开发资源
IF 6.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2021-06-10 DOI: 10.1177/15344843211022600
J. Raelin
Several months ago, I was pleased to speak at a conference on “Action Learning in a Changing World,” sponsored by the University Forum for Human Resource Development. In my presentation I featured action learning as a potential resource of human resource development for adopting collective leadership. I use the word potential because it is not necessarily the conventional purpose of action learning when adopted as a human resource development tool. It is primarily used as a form of workbased learning. However, its components can be aptly constituted for the former purpose; in fact, action learning may be one of the best HRD methods to prepare participants for collective leadership in the organization. Following the presentation, a number of questions were raised by the audience that were not fully addressed because of time limitations. Fortunately, Dr. Yonjoo Cho, HRDR’s Editor, has given me the opportunity of writing this editorial to elaborate on the issues raised at the conference as well as on other matters that can allow me to more fully explain my position that action learning can indeed be a human resource development resource to realize collective leadership.
几个月前,我很高兴在由大学人力资源开发论坛主办的“在不断变化的世界中进行行动学习”会议上发言。在我的演讲中,我将行动学习作为采用集体领导的人力资源开发的潜在资源。我之所以使用“潜力”一词,是因为当它被用作人力资源开发工具时,它不一定是行动学习的传统目的。它主要被用作一种基于工作的学习形式。然而,其组成部分可以适当地用于前一目的;事实上,行动学习可能是为参与者在组织中的集体领导做好准备的最佳人力资源开发方法之一。演讲结束后,听众提出了一些问题,但由于时间限制,这些问题没有得到充分解决。幸运的是,人权与发展报告的编辑Yonjoo Cho博士给了我写这篇社论的机会,让我详细阐述了会议上提出的问题以及其他问题,这些问题可以让我更充分地解释我的立场,即行动学习确实可以成为实现集体领导的人力资源开发资源。
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引用次数: 7
Why Do We Desk-Reject? 我们为什么拒收办公桌?
IF 6.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2021-06-10 DOI: 10.1177/15344843211020522
Yonjoo Cho
• • Theory development and conceptual articles include syntheses of existing bodies of theory, new theories, conceptual models, and taxonomies and typologies developed as foundations for theory. • • Theory-building research methods articles present methodologies for developing new HRD theory, critiquing theory, and conceptualizing the theoretical problem for research. • • Foundations of HRD articles address philosophies of HRD, historical foundations and definitions of the field, and ethical foundations. • • Integrative reviews of literature provide an integration of the current state of knowledge as a way of generating new knowledge or perspectives on the topic addressed by an integrative literature review.
••理论发展和概念性文章包括对现有理论体系、新理论、概念模型以及作为理论基础的分类法和类型学的综合。••理论构建研究方法文章提供了开发新的人力资源开发理论、批评理论和概念化研究理论问题的方法。••HRD的基础文章涉及HRD的哲学,历史基础和领域的定义,以及伦理基础。••综合文献综述提供了对当前知识状态的整合,作为对综合文献综述所讨论的主题产生新知识或新观点的一种方式。
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引用次数: 3
Contesting “Authenticity” in Authentic Leadership through a Mad Studies Lens 从疯狂的研究视角看真实领导力中的“真实性”
IF 6.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2021-06-02 DOI: 10.1177/15344843211020571
Greg Procknow, T. Rocco
A Mad Studies/social model of mental distress lens was used to critique authentic leadership. We deconstructed the dilemma of authenticity and leadership by exploring how authentic leadership (dis)allows the inclusion of people with mental illness. We found that their minds are treated as disruptive and rarely ever read as authentic. For followers to view “mentally ill” leaders as authentic requires candidness, disability disclosure, and emulating norms typical to their ingroup membership. We conclude this paper by challenging HRD to rethink its stance on disruptive leadership as symptomatic of mental illness. Employees with mental health marginality can develop an authentic identity in the workplace through authenticity building experiences such as connecting mad leaders to peer-support training, offering specialized leadership development, and co-producing a mental health awareness curriculum that challenges unhealthy workplace discourses that stigmatize mad leaders and workers.
精神痛苦的疯狂研究/社会模型镜头被用来批评真实的领导。我们通过探索真实的领导(dis)如何允许有精神疾病的人参与进来,解构了真实性和领导力的困境。我们发现他们的思想被认为是破坏性的,很少被视为真实的。对于追随者来说,将“精神疾病”领导者视为真实的领导者需要坦诚,残疾披露,并模仿他们内部成员的典型规范。我们通过挑战HRD重新思考其对破坏性领导作为精神疾病症状的立场来结束本文。精神健康边缘化的员工可以通过真实性建设经验在工作场所建立真实的身份,例如将疯狂的领导者与同伴支持培训联系起来,提供专门的领导力发展,以及共同制作精神健康意识课程,挑战对疯狂的领导者和员工进行污名化的不健康工作场所话语。
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引用次数: 1
History Matters in Theorizing HRD 人力资源开发理论化中的历史问题
IF 6.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2021-06-01 DOI: 10.1177/15344843211002124
Yonjoo Cho
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引用次数: 2
Becoming a Leader: Emergence of Leadership Style and Identity 成为一个领导者:领导风格和身份的出现
IF 6.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2021-04-15 DOI: 10.1177/15344843211009632
M. London, Gary D. Sherman
This conceptual paper presents a model for understanding how new leaders’ styles of leadership emerge and self-identity changes. New leaders’ interpersonal orientation, power motivation, and regulatory focus along with organizational expectations are predicted to influence their beliefs about how to exert power and their motivation to lead (MTL). New leaders’ power beliefs, MTL, and perceptions of situational needs affect their engaging in transactional and transformational behaviors. This is the emergence of leadership style and the development of identity as a leader. Over time, new leaders’ behaviors, outcomes, and identity formation alter their power beliefs and MTL. This model suggests directions for human resource development research and practice supporting new leader development and building a culture of leadership consistent with the organization’s expectations.
这篇概念性论文提出了一个模型来理解新领导者的领导风格是如何出现的以及自我认同是如何变化的。预测新领导者的人际取向、权力动机、监管重点以及组织期望会影响他们对如何行使权力的信念和领导动机(MTL)。新领导者的权力信念、MTL和对情境需求的感知会影响他们参与交易和转型行为。这是领导风格的出现和领导者身份的发展。随着时间的推移,新领导人的行为、结果和身份形成会改变他们的权力信念和MTL。该模型为人力资源开发研究和实践提供了方向,支持新领导者的发展,并建立符合组织期望的领导文化。
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引用次数: 3
期刊
Human Resource Development Review
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