Pub Date : 2023-01-03DOI: 10.1177/15344843221149309
Jaclyn K. Brandhorst, Cristin A. Compton, Keira Solon, Debaro Huyler, Craig M. McGill, Lydia Barnhart
As employee preferences change and organizations adapt and transform as a result of the Covid-19 pandemic, new research opportunities are present for HRD scholars interested in training and development, organizational behavior, job design, change management, the creation of healthy and productive workplaces, and more. In the face of new opportunities for research, we discuss the value of revisiting grounded theory methodology as a resource for generating theory in HRD contexts. As a methodology, grounded theory is a useful tool for exploring processes and building theory grounded in data. In this paper, we examine the potential of grounded theory to contribute meaningfully to the research and practice of HRD by discussing the historical development of grounded theory, the current state of grounded theory research in HRD, and the implications of grounded theory work on the future of HRD scholarship.
{"title":"What Can Grounded Theory do for Human Resource Development? An Approach for Post-Pandemic Research and Beyond","authors":"Jaclyn K. Brandhorst, Cristin A. Compton, Keira Solon, Debaro Huyler, Craig M. McGill, Lydia Barnhart","doi":"10.1177/15344843221149309","DOIUrl":"https://doi.org/10.1177/15344843221149309","url":null,"abstract":"As employee preferences change and organizations adapt and transform as a result of the Covid-19 pandemic, new research opportunities are present for HRD scholars interested in training and development, organizational behavior, job design, change management, the creation of healthy and productive workplaces, and more. In the face of new opportunities for research, we discuss the value of revisiting grounded theory methodology as a resource for generating theory in HRD contexts. As a methodology, grounded theory is a useful tool for exploring processes and building theory grounded in data. In this paper, we examine the potential of grounded theory to contribute meaningfully to the research and practice of HRD by discussing the historical development of grounded theory, the current state of grounded theory research in HRD, and the implications of grounded theory work on the future of HRD scholarship.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"22 1","pages":"180 - 203"},"PeriodicalIF":6.4,"publicationDate":"2023-01-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44312049","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 : 2022-12-20DOI: 10.1177/15344843221146358
Yonjoo Cho
Over time, qualitative methods have changed, sometimes rapidly, other times slowly. Qualitative research had to edge its way into academia and is still earning its place. Initially, ethnography was prioritized because in an era of quantitative inquiry, anthropology was shamelessly qualitative and led by describing ethnographic methods from the late 19th century. Over the decades, we expanded from ethnography to grounded theory— and both methods have since matured into several “styles” or types. Many methods have emerged and been popularized, for instance, phenomenology, focus groups, semi-structured interviews, digital methods, and now, mixed and multiple methods that incorporate some form of qualitative inquiry. We have seen disciplinary support for conversational analysis, discourse analysis, and narrative analysis. Some methods have held their own perspective, but in others, shifts have occurred. Participant observation is now incorporating photovoice and video data. We have moved from using perspectives of strangers that interpret the experiences of others from the outside, to centering on the use of self as data, as in autoethnography. As a result, we use participants as equal partners in research, as in community-based participatory research.
{"title":"Special Issue on Qualitive Methods for Theory Building in HRD: Why Now?","authors":"Yonjoo Cho","doi":"10.1177/15344843221146358","DOIUrl":"https://doi.org/10.1177/15344843221146358","url":null,"abstract":"Over time, qualitative methods have changed, sometimes rapidly, other times slowly. Qualitative research had to edge its way into academia and is still earning its place. Initially, ethnography was prioritized because in an era of quantitative inquiry, anthropology was shamelessly qualitative and led by describing ethnographic methods from the late 19th century. Over the decades, we expanded from ethnography to grounded theory— and both methods have since matured into several “styles” or types. Many methods have emerged and been popularized, for instance, phenomenology, focus groups, semi-structured interviews, digital methods, and now, mixed and multiple methods that incorporate some form of qualitative inquiry. We have seen disciplinary support for conversational analysis, discourse analysis, and narrative analysis. Some methods have held their own perspective, but in others, shifts have occurred. Participant observation is now incorporating photovoice and video data. We have moved from using perspectives of strangers that interpret the experiences of others from the outside, to centering on the use of self as data, as in autoethnography. As a result, we use participants as equal partners in research, as in community-based participatory research.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"22 1","pages":"3 - 6"},"PeriodicalIF":6.4,"publicationDate":"2022-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45572798","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 : 2022-12-17DOI: 10.1177/15344843221146871
J. Lester
Since the start of the COVID-19 pandemic, social science researchers have had to identify new ways of conceptualizing and conducting research (Nind et al., 2021). This has been particularly true for qualitative researchers, as many have been required to rethink how to study meaning-making practices (e.g., Rahman et al., 2021; VindrolaPadros et al., 2020). This re-thinking has led many qualitative researchers to work with new and emerging digital tools to collect and analyze data, as well as engage with new forms of data in a range of digital spaces (Paulus & Lester, 2022). Some scholars have begun to write and think about how this historical moment might shape how we envision the very doing of qualitative research in the future, while recognizing that qualitative researchers have long been engaged with digital tools and in digital spaces (e.g., Fielding et al., 2008). Indeed, the idea of historical moments shaping methodology is not new to qualitative researchers, as all methodological practices arise at particular socio-political moments and are shaped by the conditions under which they are developed. As Morse (2020) noted:
自COVID-19大流行开始以来，社会科学研究人员不得不确定概念化和开展研究的新方法(Nind等人，2021年)。对于定性研究人员来说尤其如此，因为许多人被要求重新思考如何研究意义生成实践(例如，Rahman等人，2021;VindrolaPadros et al.， 2020)。这种重新思考导致许多定性研究人员使用新兴的数字工具来收集和分析数据，并在一系列数字空间中使用新形式的数据(Paulus & Lester, 2022)。一些学者已经开始撰写和思考这一历史时刻如何影响我们对未来定性研究的设想，同时认识到定性研究人员长期以来一直在使用数字工具和数字空间(例如，Fielding等人，2008)。事实上，历史时刻塑造方法论的想法对定性研究人员来说并不新鲜，因为所有的方法论实践都出现在特定的社会政治时刻，并受到它们发展的条件的影响。正如莫尔斯(2020)所指出的:
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Pub Date : 2022-12-13DOI: 10.1177/15344843221144668
P. O’Kane, Dana L. Ott, Anne D. Smith, T. Brown
Using literature reviews to identify new research avenues and provide novel theoretical insights is increasing, with the Systematic Literature Review (SLR) recently gaining greater attention from human resource development scholarship. Analyzing and making sense of literature can be insightful, but also daunting as it involves organizing and analyzing vast amounts of articles and data. Computer-Aided/Assisted Qualitative Data Analysis (CAQDAS) software can be used to support this process by organizing the literature to enable more fine-grained analysis, support analytical coding, explore patterns in the literature, and check for coding consistency. In this instructor’s corner we explain and illustrate some of the CAQDAS analysis actions that can support researchers with their SLRs.
{"title":"Understanding Computer-Assisted Qualitative Data Analysis Software as a Tool to Enhance Systematic Literature Reviews in Human Resource Development","authors":"P. O’Kane, Dana L. Ott, Anne D. Smith, T. Brown","doi":"10.1177/15344843221144668","DOIUrl":"https://doi.org/10.1177/15344843221144668","url":null,"abstract":"Using literature reviews to identify new research avenues and provide novel theoretical insights is increasing, with the Systematic Literature Review (SLR) recently gaining greater attention from human resource development scholarship. Analyzing and making sense of literature can be insightful, but also daunting as it involves organizing and analyzing vast amounts of articles and data. Computer-Aided/Assisted Qualitative Data Analysis (CAQDAS) software can be used to support this process by organizing the literature to enable more fine-grained analysis, support analytical coding, explore patterns in the literature, and check for coding consistency. In this instructor’s corner we explain and illustrate some of the CAQDAS analysis actions that can support researchers with their SLRs.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"22 1","pages":"291 - 307"},"PeriodicalIF":6.4,"publicationDate":"2022-12-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48711153","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 : 2022-12-01DOI: 10.1177/15344843221130918
Greg G. Wang, D. Doty
Mainstream human resource development (HRD) views are based on assumptions derived from organizations and societies in the western open contexts. They are inadequate and misleading in explaining the causality and regularities of HRD practices in non-mainstream closed contexts, which account for majority countries according to the 2022 World Press Freedom Index. As the fourth study in a progressive multi-stage theorizing program, we theorize HRD as multi-level and multi-context practices to decode the causality and regularities from open to closed sociopolitical contexts. We adopt an emancipatory theoretical stance to derive law-like axioms and theorems of HRD with its corresponding host system (HIS) contexts. We do so through formal and theoretical language and abstraction. We provide illustrative cases at the organizational and national levels to demonstrate the applicability of our theorizing. We further discuss implications for HRD theory, research, and practice, as well as limitations and future research directions for continued theorizing.
{"title":"Theorizing Human Resource Development Practices in Extended Contexts","authors":"Greg G. Wang, D. Doty","doi":"10.1177/15344843221130918","DOIUrl":"https://doi.org/10.1177/15344843221130918","url":null,"abstract":"Mainstream human resource development (HRD) views are based on assumptions derived from organizations and societies in the western open contexts. They are inadequate and misleading in explaining the causality and regularities of HRD practices in non-mainstream closed contexts, which account for majority countries according to the 2022 World Press Freedom Index. As the fourth study in a progressive multi-stage theorizing program, we theorize HRD as multi-level and multi-context practices to decode the causality and regularities from open to closed sociopolitical contexts. We adopt an emancipatory theoretical stance to derive law-like axioms and theorems of HRD with its corresponding host system (HIS) contexts. We do so through formal and theoretical language and abstraction. We provide illustrative cases at the organizational and national levels to demonstrate the applicability of our theorizing. We further discuss implications for HRD theory, research, and practice, as well as limitations and future research directions for continued theorizing.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"410 - 441"},"PeriodicalIF":6.4,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42830208","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 : 2022-12-01DOI: 10.1177/15344843221127390
Darlene F. Russ-Eft
This reaction begins with three positive aspects of the article: (a) effects of cultural differences on HRD interventions; (b) shaping and skilling as separate HRD outcomes, and (c) unlearning or deskilling as HRD outcomes. In terms of critique, Wang and Doty emphasize open and closed systems but fail to provide clear definitions. Indeed, some aspects of closed systems appear in Western or more “open” societies. Another issue, reducing usability of this work, involves the mathematical formulations. An HRD practitioner and emerging scholar living in China adds some critique, suggesting that China may be better characterized as a semi-closed system. Further, based on experience, positive outcomes can result from closed shaping and negative skilling-in a closed host institution system (HIS). Nevertheless, the manuscript can hopefully lead to some new explorations in HRD research and theory and potentially practitioner use.
{"title":"Theorizing Human Resource Development Practices in Extended Contexts: Invited Reaction 1","authors":"Darlene F. Russ-Eft","doi":"10.1177/15344843221127390","DOIUrl":"https://doi.org/10.1177/15344843221127390","url":null,"abstract":"This reaction begins with three positive aspects of the article: (a) effects of cultural differences on HRD interventions; (b) shaping and skilling as separate HRD outcomes, and (c) unlearning or deskilling as HRD outcomes. In terms of critique, Wang and Doty emphasize open and closed systems but fail to provide clear definitions. Indeed, some aspects of closed systems appear in Western or more “open” societies. Another issue, reducing usability of this work, involves the mathematical formulations. An HRD practitioner and emerging scholar living in China adds some critique, suggesting that China may be better characterized as a semi-closed system. Further, based on experience, positive outcomes can result from closed shaping and negative skilling-in a closed host institution system (HIS). Nevertheless, the manuscript can hopefully lead to some new explorations in HRD research and theory and potentially practitioner use.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"442 - 447"},"PeriodicalIF":6.4,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"65470630","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 : 2022-11-27DOI: 10.1177/15344843221142106
J. Zarestky
Qualitative research can be used to accomplish a variety of purposes for HRD scholarship, particularly when researchers wish to deeply understand the perspectives and experiences of individuals or groups of people. Given the infinite variety of research aims, there are necessarily multiple approaches to qualitative research. Because many qualitative research methods employ similar data collection strategies, such as interviews and observations, and outputs may appear similar (e.g. a collection of interrelated themes), the important differences among qualitative approaches can become muddy or lost. Making choices about approach, building an appropriate, corresponding design, and describing methods is an ongoing challenge for qualitative researchers in HRD and beyond. This article provides an accessible overview and comparison of select qualitative approaches in HRD, both traditional and emerging, to clarify decision-making in research design, guide methodological alignment, and explore the distinct contribution each approach can make for developing theory and practice in HRD.
{"title":"Navigating Multiple Approaches to Qualitative Research in HRD","authors":"J. Zarestky","doi":"10.1177/15344843221142106","DOIUrl":"https://doi.org/10.1177/15344843221142106","url":null,"abstract":"Qualitative research can be used to accomplish a variety of purposes for HRD scholarship, particularly when researchers wish to deeply understand the perspectives and experiences of individuals or groups of people. Given the infinite variety of research aims, there are necessarily multiple approaches to qualitative research. Because many qualitative research methods employ similar data collection strategies, such as interviews and observations, and outputs may appear similar (e.g. a collection of interrelated themes), the important differences among qualitative approaches can become muddy or lost. Making choices about approach, building an appropriate, corresponding design, and describing methods is an ongoing challenge for qualitative researchers in HRD and beyond. This article provides an accessible overview and comparison of select qualitative approaches in HRD, both traditional and emerging, to clarify decision-making in research design, guide methodological alignment, and explore the distinct contribution each approach can make for developing theory and practice in HRD.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"22 1","pages":"126 - 138"},"PeriodicalIF":6.4,"publicationDate":"2022-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41359688","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 : 2022-11-24DOI: 10.1177/15344843221141515
T. Rocco, Maria S. Plakhotnik, Craig M. McGill, Debaro Huyler, J. Collins
This article describes how to develop, conduct, and write a structured literature review (SLR) and cites examples of published SLR to illustrate different perspectives on the process and contributions to the literature. We first discuss how the SLR differs from other types of reviews (i.e., integrative literature review, meta-analysis, and scoping review). Second, the process of writing an SLR is discussed across common manuscript components: (1) the research problem, (2) conceptual or theoretical framework, (3) method, (4) findings and discussion, and (5) implications. Finally, we offer implications for how the SLR can be effectively leveraged in human resource development.
{"title":"Conducting and Writing a Structured Literature Review in Human Resource Development","authors":"T. Rocco, Maria S. Plakhotnik, Craig M. McGill, Debaro Huyler, J. Collins","doi":"10.1177/15344843221141515","DOIUrl":"https://doi.org/10.1177/15344843221141515","url":null,"abstract":"This article describes how to develop, conduct, and write a structured literature review (SLR) and cites examples of published SLR to illustrate different perspectives on the process and contributions to the literature. We first discuss how the SLR differs from other types of reviews (i.e., integrative literature review, meta-analysis, and scoping review). Second, the process of writing an SLR is discussed across common manuscript components: (1) the research problem, (2) conceptual or theoretical framework, (3) method, (4) findings and discussion, and (5) implications. Finally, we offer implications for how the SLR can be effectively leveraged in human resource development.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"22 1","pages":"104 - 125"},"PeriodicalIF":6.4,"publicationDate":"2022-11-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43960885","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 : 2022-11-14DOI: 10.1177/15344843221138889
Jessica Nina Lester, M. O’Reilly, C. Steele
To date, the study of how health and wellbeing are actualized in organizations and how an organization’s interactional practices shape an environment that is potentially harmful to health is understudied. Much of the research around this topic has centered on personality and individual differences, as well as health and safety or ergonomics. Little understanding exists of how interactional practices might serve to prioritize health and wellbeing. In this paper, we introduce discursive psychology (DP) – a qualitative approach to studying talk and text that focuses on examining what is accomplished through people’s interactional practices. We provide an overview of DP and discuss its underlying assumptions, analytic process, and quality measures. To illustrate the application of DP to HRD, we include data extracts that highlight the impact of question design. To conclude, we point to how DP might afford HRD scholars opportunities to generate new theoretical understandings about organizational practices.
{"title":"Promoting the Value of Discursive Psychology for the Field of Human Resource Development: A Pedagogical Guide for Qualitative Researchers","authors":"Jessica Nina Lester, M. O’Reilly, C. Steele","doi":"10.1177/15344843221138889","DOIUrl":"https://doi.org/10.1177/15344843221138889","url":null,"abstract":"To date, the study of how health and wellbeing are actualized in organizations and how an organization’s interactional practices shape an environment that is potentially harmful to health is understudied. Much of the research around this topic has centered on personality and individual differences, as well as health and safety or ergonomics. Little understanding exists of how interactional practices might serve to prioritize health and wellbeing. In this paper, we introduce discursive psychology (DP) – a qualitative approach to studying talk and text that focuses on examining what is accomplished through people’s interactional practices. We provide an overview of DP and discuss its underlying assumptions, analytic process, and quality measures. To illustrate the application of DP to HRD, we include data extracts that highlight the impact of question design. To conclude, we point to how DP might afford HRD scholars opportunities to generate new theoretical understandings about organizational practices.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"22 1","pages":"229 - 250"},"PeriodicalIF":6.4,"publicationDate":"2022-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44602399","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 : 2022-11-10DOI: 10.1177/15344843221139352
K. P. Kuchinke
This article discusses the philosophical foundations of phenomenology and their relevance for research. A return to the foundations is warranted because of the popularity of phenomenology as a methodological choice in Human Resource Development (HRD). At the same time, there is concern that the groundbreaking philosophical premises of phenomenology are being lost in favor of functionalist misapplications of the method. Phenomenology offers a powerful critique of positivism and provides a way of inquiring into central qualities of human beings and of being human in this world. It focuses on core dimensions of lived experience beneath the surface of everyday life and proposes an approach to deeper understanding and insight. As a research method, phenomenology is grounded in profound and complex philosophical thought. Researchers adopting phenomenology are well advised to move beyond method-focused textbooks and engage with the movement’s primary literature, especially the writing of its founders, Edmund Husserl and Martin Heidegger.
{"title":"Phenomenology and Human Resource Development: Philosophical Foundations and Implication for Research","authors":"K. P. Kuchinke","doi":"10.1177/15344843221139352","DOIUrl":"https://doi.org/10.1177/15344843221139352","url":null,"abstract":"This article discusses the philosophical foundations of phenomenology and their relevance for research. A return to the foundations is warranted because of the popularity of phenomenology as a methodological choice in Human Resource Development (HRD). At the same time, there is concern that the groundbreaking philosophical premises of phenomenology are being lost in favor of functionalist misapplications of the method. Phenomenology offers a powerful critique of positivism and provides a way of inquiring into central qualities of human beings and of being human in this world. It focuses on core dimensions of lived experience beneath the surface of everyday life and proposes an approach to deeper understanding and insight. As a research method, phenomenology is grounded in profound and complex philosophical thought. Researchers adopting phenomenology are well advised to move beyond method-focused textbooks and engage with the movement’s primary literature, especially the writing of its founders, Edmund Husserl and Martin Heidegger.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"22 1","pages":"36 - 58"},"PeriodicalIF":6.4,"publicationDate":"2022-11-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45793195","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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