Pub Date : 2022-09-17DOI: 10.1177/15344843221125837
K. P. Kuchinke, Yonjoo Cho, Oliver S. Crocco, Maria Cseh, Heeyoung Han, G. McLean
{"title":"Indigenous Research in HRD: Perspectives and a Call for Contributions","authors":"K. P. Kuchinke, Yonjoo Cho, Oliver S. Crocco, Maria Cseh, Heeyoung Han, G. McLean","doi":"10.1177/15344843221125837","DOIUrl":"https://doi.org/10.1177/15344843221125837","url":null,"abstract":"","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"374 - 390"},"PeriodicalIF":6.4,"publicationDate":"2022-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45942023","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 : 2022-07-01DOI: 10.1177/15344843221111425
Yonjoo Cho, Rajashi Ghosh
{"title":"Reflections on the Reviewer Development Workshop","authors":"Yonjoo Cho, Rajashi Ghosh","doi":"10.1177/15344843221111425","DOIUrl":"https://doi.org/10.1177/15344843221111425","url":null,"abstract":"","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"263 - 266"},"PeriodicalIF":6.4,"publicationDate":"2022-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42423495","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 : 2022-06-14DOI: 10.1177/15344843221106561
Chang‐kyu Kwon, Matthew Archer
Existing literature on disability inclusion in the workplace has done little to confront the structural inequalities facing people with disabilities and has instead focused on ideas of assimilation strategies. As a result, in HRD there is a conflation between disability research and research that is “critical.” The purpose of this conceptual article is to examine the persisting influence of ableism on the marginalization experiences of people with disabilities in organizations. Specifically, the present article conceptualizes the effects of ableism on the hiring, retention, and promotion of people with disabilities in organizations. The critical analysis of everyday work experiences of people with disabilities in ableist organizations as offered in this article calls for organizations to fundamentally rethink how they can better support this world’s largest minority group. Implications for HRD research and practice will be discussed.
{"title":"Conceptualizing the Marginalization Experiences of People with Disabilities in Organizations Using an Ableism Lens","authors":"Chang‐kyu Kwon, Matthew Archer","doi":"10.1177/15344843221106561","DOIUrl":"https://doi.org/10.1177/15344843221106561","url":null,"abstract":"Existing literature on disability inclusion in the workplace has done little to confront the structural inequalities facing people with disabilities and has instead focused on ideas of assimilation strategies. As a result, in HRD there is a conflation between disability research and research that is “critical.” The purpose of this conceptual article is to examine the persisting influence of ableism on the marginalization experiences of people with disabilities in organizations. Specifically, the present article conceptualizes the effects of ableism on the hiring, retention, and promotion of people with disabilities in organizations. The critical analysis of everyday work experiences of people with disabilities in ableist organizations as offered in this article calls for organizations to fundamentally rethink how they can better support this world’s largest minority group. Implications for HRD research and practice will be discussed.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"324 - 351"},"PeriodicalIF":6.4,"publicationDate":"2022-06-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41690013","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 : 2022-06-01DOI: 10.1177/15344843221106291
{"title":"Thanks to reviewers for the special issue on historical perspectives on HRD","authors":"","doi":"10.1177/15344843221106291","DOIUrl":"https://doi.org/10.1177/15344843221106291","url":null,"abstract":"","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"258 - 258"},"PeriodicalIF":6.4,"publicationDate":"2022-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47807371","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 : 2022-06-01DOI: 10.1177/15344843221089053
Yonjoo Cho
{"title":"Comparing Integrative and Systematic Literature Reviews","authors":"Yonjoo Cho","doi":"10.1177/15344843221089053","DOIUrl":"https://doi.org/10.1177/15344843221089053","url":null,"abstract":"","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"147 - 151"},"PeriodicalIF":6.4,"publicationDate":"2022-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46153969","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 : 2022-05-25DOI: 10.1177/15344843221093376
Soo Jeoung Han, Nani Hazard
Working in virtual teams has become more prevalent in some industries, especially following the coronavirus (COVID-19) pandemic. To address rapidly developing markets, businesses are implementing changes in leadership structures, work systems, and technology adoption. Human resource development (HRD) and virtual HRD (VHRD) practitioners and researchers must draw on best practices from previous research regarding virtual teams to help meet organizational needs and changes. Shared leadership is one of the emerging approaches showing promise in tackling complex challenges as it responds to problems by drawing on all members’ expertise rather than on the authority of a few. To understand shared leadership in virtual teams, we conducted a systematic literature review to identify how shared leadership is conceptualized and measured in virtual team research. We also synthesized the antecedents and outcomes of shared leadership in virtual teams. We presented practical remote work strategies and future research suggestions for HRD and VHRD.
{"title":"Shared Leadership in Virtual Teams at Work: Practical Strategies and Research Suggestions for Human Resource Development","authors":"Soo Jeoung Han, Nani Hazard","doi":"10.1177/15344843221093376","DOIUrl":"https://doi.org/10.1177/15344843221093376","url":null,"abstract":"Working in virtual teams has become more prevalent in some industries, especially following the coronavirus (COVID-19) pandemic. To address rapidly developing markets, businesses are implementing changes in leadership structures, work systems, and technology adoption. Human resource development (HRD) and virtual HRD (VHRD) practitioners and researchers must draw on best practices from previous research regarding virtual teams to help meet organizational needs and changes. Shared leadership is one of the emerging approaches showing promise in tackling complex challenges as it responds to problems by drawing on all members’ expertise rather than on the authority of a few. To understand shared leadership in virtual teams, we conducted a systematic literature review to identify how shared leadership is conceptualized and measured in virtual team research. We also synthesized the antecedents and outcomes of shared leadership in virtual teams. We presented practical remote work strategies and future research suggestions for HRD and VHRD.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"300 - 323"},"PeriodicalIF":6.4,"publicationDate":"2022-05-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48892969","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 : 2022-05-14DOI: 10.1177/15344843221098756
I. Smith, A. Griffiths
Subtle slights refer to a wide range of ambiguous negative interactions between people that may harm individual health, wellbeing and performance at work. This literature review aims to help human resource development practitioners and researchers understand the similarities and distinguishing features of disparate bodies of subtle slight research. A systematic review yielded 338 papers, the majority of which concerned three constructs: microaggressions, everyday discrimination and workplace incivilities. Meta-synthesis revealed that all three categories related to subtle, low-intensity interactions but differed in their descriptions of the type of perceived violation. The most common demographic factors under scrutiny were race or ethnicity, gender, sexual orientation, and age. We propose a framework that involves four dimensions common to all subtle slights: type of violation, intensity, duration and intent (VIDI). This framework may help future efforts to understand, monitor and address this issue of contemporary concern in the workplace.
{"title":"Microaggressions, Everyday Discrimination, Workplace Incivilities, and Other Subtle Slights at Work: A Meta-Synthesis","authors":"I. Smith, A. Griffiths","doi":"10.1177/15344843221098756","DOIUrl":"https://doi.org/10.1177/15344843221098756","url":null,"abstract":"Subtle slights refer to a wide range of ambiguous negative interactions between people that may harm individual health, wellbeing and performance at work. This literature review aims to help human resource development practitioners and researchers understand the similarities and distinguishing features of disparate bodies of subtle slight research. A systematic review yielded 338 papers, the majority of which concerned three constructs: microaggressions, everyday discrimination and workplace incivilities. Meta-synthesis revealed that all three categories related to subtle, low-intensity interactions but differed in their descriptions of the type of perceived violation. The most common demographic factors under scrutiny were race or ethnicity, gender, sexual orientation, and age. We propose a framework that involves four dimensions common to all subtle slights: type of violation, intensity, duration and intent (VIDI). This framework may help future efforts to understand, monitor and address this issue of contemporary concern in the workplace.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"275 - 299"},"PeriodicalIF":6.4,"publicationDate":"2022-05-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45432736","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 : 2022-04-24DOI: 10.1177/15344843221086189
K. Bartlett, Susan R. Madsen, Michael Valesano, Ying Feng
The dominant narrative on the history of training and development, especially in the United States, reflects entrenched gender bias with little acknowledgment of human resource development (HRD) designed for and delivered by women. The role of women’s organizations as forces for social change, advocates for gender equality, and providers of leadership development are significant areas of HRD history largely ignored in the literature. This historical study considers archival records on the former YWCA Asilomar Conference Grounds, near Monterey, California which was the first conference training facility owned by a women’s organization in the US. The study is focused on the years 1912–1951 when Asilomar hosted camps, conferences, meetings, and other events incorporating core elements of training, leadership development, and career coaching. The findings of substantial efforts directed to women’s leadership development and training are presented along with discussion on the influence of overlooked narratives related to the history of HRD on research and practice.
{"title":"Asilomar: A Historical Study of the Role of the YWCA in Women’s Leadership Development as an Absent Narrative in the History of HRD","authors":"K. Bartlett, Susan R. Madsen, Michael Valesano, Ying Feng","doi":"10.1177/15344843221086189","DOIUrl":"https://doi.org/10.1177/15344843221086189","url":null,"abstract":"The dominant narrative on the history of training and development, especially in the United States, reflects entrenched gender bias with little acknowledgment of human resource development (HRD) designed for and delivered by women. The role of women’s organizations as forces for social change, advocates for gender equality, and providers of leadership development are significant areas of HRD history largely ignored in the literature. This historical study considers archival records on the former YWCA Asilomar Conference Grounds, near Monterey, California which was the first conference training facility owned by a women’s organization in the US. The study is focused on the years 1912–1951 when Asilomar hosted camps, conferences, meetings, and other events incorporating core elements of training, leadership development, and career coaching. The findings of substantial efforts directed to women’s leadership development and training are presented along with discussion on the influence of overlooked narratives related to the history of HRD on research and practice.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"180 - 197"},"PeriodicalIF":6.4,"publicationDate":"2022-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41998044","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 : 2022-04-21DOI: 10.1177/15344843221083190
O. Tkachenko, Oliver S. Crocco, L. Nguyen, Victoria Jonathan
With the growing influence of intergovernmental organizations such as the European Union and the Association of Southeast Asian Nations (ASEAN), the scope and complexity of human resource development (HRD) activities have expanded. Informed by an institutional theory perspective, we examined the evolution of HRD as well as HRD-related programs in ASEAN to illuminate the mechanisms and conditions shaping HRD in ASEAN. Our primary sources were archival data from ASEAN from 1967–2021 and relevant publications of international development agencies that feature HRD-related activities in the region. Our analysis suggests that the establishment of an intergovernmental organization (i.e., ASEAN), with its continuing efforts towards economic cooperation and community building among its member states, was central to the emergence and development of Regional HRD in Southeast Asia. This inquiry advances understanding of the role of intergovernmental institutions in influencing HRD activities. The study also showcases the critical role of HRD in furthering common interests around economic and socio-cultural initiatives in ASEAN.
{"title":"Regional Human Resource Development in ASEAN: An Institutional Theory Perspective","authors":"O. Tkachenko, Oliver S. Crocco, L. Nguyen, Victoria Jonathan","doi":"10.1177/15344843221083190","DOIUrl":"https://doi.org/10.1177/15344843221083190","url":null,"abstract":"With the growing influence of intergovernmental organizations such as the European Union and the Association of Southeast Asian Nations (ASEAN), the scope and complexity of human resource development (HRD) activities have expanded. Informed by an institutional theory perspective, we examined the evolution of HRD as well as HRD-related programs in ASEAN to illuminate the mechanisms and conditions shaping HRD in ASEAN. Our primary sources were archival data from ASEAN from 1967–2021 and relevant publications of international development agencies that feature HRD-related activities in the region. Our analysis suggests that the establishment of an intergovernmental organization (i.e., ASEAN), with its continuing efforts towards economic cooperation and community building among its member states, was central to the emergence and development of Regional HRD in Southeast Asia. This inquiry advances understanding of the role of intergovernmental institutions in influencing HRD activities. The study also showcases the critical role of HRD in furthering common interests around economic and socio-cultural initiatives in ASEAN.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"225 - 248"},"PeriodicalIF":6.4,"publicationDate":"2022-04-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49125235","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 : 2022-04-17DOI: 10.1177/15344843221087775
{"title":"Corrigendum to Conducting Community Based Participatory Action Research","authors":"","doi":"10.1177/15344843221087775","DOIUrl":"https://doi.org/10.1177/15344843221087775","url":null,"abstract":"","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"1 1","pages":""},"PeriodicalIF":6.4,"publicationDate":"2022-04-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41955410","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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