Pub Date : 2022-04-08DOI: 10.1177/15344843221088145
L. Perriton
Human Resource Development Review’s mission is no mystery. It exists to publish work that makes a theoretical contribution to the development of theory, the foundations of HRD and reviews of the relevant literature. The journal does not, however, publish work whose central focus is empirical findings, or empirical method and design. When the journal’s Editor, Yonjoo Cho, invited me to guest edit that part of the anniversary issue that would be devoted to papers on the history of human resource development, the extent to which potential contributors found it difficult to imagine how to write history without a central focus on empirical findings was not yet obvious. There was, however, a substantial number of potential authors who were interested in how they could contribute historical articles to HRDR. History, as defined by the aims of scope of the journal, is only one type of foundations of HRD that can be investigated. HRDR considers the concept of foundations to cover a wide range of possible contributions, that is, ‘papers that ... might address philosophies of HRD, historical foundations, definitions of the field, conceptual organization of the field, and ethical foundations’ (sagepub.com). The problem being – from an outsider perspective – that there does not seem to be much, if any, debate about what constitutes the history of HRD in the US.
{"title":"Guest Editorial – Historical Perspectives","authors":"L. Perriton","doi":"10.1177/15344843221088145","DOIUrl":"https://doi.org/10.1177/15344843221088145","url":null,"abstract":"Human Resource Development Review’s mission is no mystery. It exists to publish work that makes a theoretical contribution to the development of theory, the foundations of HRD and reviews of the relevant literature. The journal does not, however, publish work whose central focus is empirical findings, or empirical method and design. When the journal’s Editor, Yonjoo Cho, invited me to guest edit that part of the anniversary issue that would be devoted to papers on the history of human resource development, the extent to which potential contributors found it difficult to imagine how to write history without a central focus on empirical findings was not yet obvious. There was, however, a substantial number of potential authors who were interested in how they could contribute historical articles to HRDR. History, as defined by the aims of scope of the journal, is only one type of foundations of HRD that can be investigated. HRDR considers the concept of foundations to cover a wide range of possible contributions, that is, ‘papers that ... might address philosophies of HRD, historical foundations, definitions of the field, conceptual organization of the field, and ethical foundations’ (sagepub.com). The problem being – from an outsider perspective – that there does not seem to be much, if any, debate about what constitutes the history of HRD in the US.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"152 - 159"},"PeriodicalIF":6.4,"publicationDate":"2022-04-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46918225","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 : 2022-04-07DOI: 10.1177/15344843221074859
N. Thomas, Rupashree Baral, Oliver S. Crocco
Gamification integrates game components into contexts such as workplace learning and performance. A decade of research has shown that gamification is prevalent in various settings such as education, healthcare, and business. Recently, gamification has been applied and studied in interventions and contexts related to the field of human resource development (HRD). Given the emerging use of gamification in HRD, this paper undertakes a systematic literature review (SLR) to synthesize existing research on gamification in HRD. This paper identifies four areas where gamification has been studied in HRD: employee learning, task performance, employee wellness, and rising contexts. In addition, this SLR collects and organizes a series of future research directions and offers a set of potential research questions. These future research directions center around four areas of gamification for HRD: designing gamification, influencing factors, experiential outcomes, and sustaining gamification. Implications for HRD practice and research, as well as limitations, are discussed.
{"title":"Gamification for HRD: Systematic Review and Future Research Directions","authors":"N. Thomas, Rupashree Baral, Oliver S. Crocco","doi":"10.1177/15344843221074859","DOIUrl":"https://doi.org/10.1177/15344843221074859","url":null,"abstract":"Gamification integrates game components into contexts such as workplace learning and performance. A decade of research has shown that gamification is prevalent in various settings such as education, healthcare, and business. Recently, gamification has been applied and studied in interventions and contexts related to the field of human resource development (HRD). Given the emerging use of gamification in HRD, this paper undertakes a systematic literature review (SLR) to synthesize existing research on gamification in HRD. This paper identifies four areas where gamification has been studied in HRD: employee learning, task performance, employee wellness, and rising contexts. In addition, this SLR collects and organizes a series of future research directions and offers a set of potential research questions. These future research directions center around four areas of gamification for HRD: designing gamification, influencing factors, experiential outcomes, and sustaining gamification. Implications for HRD practice and research, as well as limitations, are discussed.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"198 - 224"},"PeriodicalIF":6.4,"publicationDate":"2022-04-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49093241","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 : 2022-04-07DOI: 10.1177/15344843221083192
R. Poell
Now thatHuman Resource Development Review has celebrated its 20 anniversary, the question almost naturally arises what the field it covers will look like in another decade. Obviously, the future is notoriously difficult to predict; however, I’d like to use this editorial to speculate about the directions that Human Resource Development (HRD) as a field of practice and scholarship might take. Which themes could dominate the HRD discipline in 2032? I will also elaborate in this editorial on one of the themes I expect to become even more salient within HRD than it already is: the role of employees and managers in organizing learning. As it happens, at the time of writing this piece on Christmas Eve of 2021, my colleague Joseph Kessels and I have just published a co-edited Dutch-language HRD handbook (Poell & Kessels, 2021), in which we also look ahead to the not-too-distant
《人力资源开发评论》(human Resource Development Review)已经庆祝了20周年，人们自然而然地会问，它所涵盖的领域在下一个十年将会是什么样子。显然，未来是出了名的难以预测;然而，我想用这篇社论来推测人力资源开发(HRD)作为一个实践和学术领域可能采取的方向。2032年，哪些主题将主导人力资源开发学科?我还将在这篇社论中详细阐述一个主题，我预计它将在人力资源开发中变得更加突出:员工和管理者在组织学习中的作用。碰巧的是，在2021年圣诞节前夕撰写这篇文章时，我和我的同事约瑟夫·凯塞尔斯(Joseph Kessels)刚刚出版了一本合编的荷兰语人力资源开发手册(Poell & Kessels, 2021)，其中我们也展望了不太遥远的未来
{"title":"Will Human Resource Development Become Too Important To Be Left to Human Resource Development Professionals? Employees and Managers as Strategic Human Resource Development Stakeholders","authors":"R. Poell","doi":"10.1177/15344843221083192","DOIUrl":"https://doi.org/10.1177/15344843221083192","url":null,"abstract":"Now thatHuman Resource Development Review has celebrated its 20 anniversary, the question almost naturally arises what the field it covers will look like in another decade. Obviously, the future is notoriously difficult to predict; however, I’d like to use this editorial to speculate about the directions that Human Resource Development (HRD) as a field of practice and scholarship might take. Which themes could dominate the HRD discipline in 2032? I will also elaborate in this editorial on one of the themes I expect to become even more salient within HRD than it already is: the role of employees and managers in organizing learning. As it happens, at the time of writing this piece on Christmas Eve of 2021, my colleague Joseph Kessels and I have just published a co-edited Dutch-language HRD handbook (Poell & Kessels, 2021), in which we also look ahead to the not-too-distant","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"267 - 274"},"PeriodicalIF":6.4,"publicationDate":"2022-04-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46706671","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 : 2022-03-24DOI: 10.1177/15344843221084703
Alexandre A. Ardichvili, B. Harmon
To promote human development and flourishing and the creation of just and sustainable workplaces, HRD professionals need a better understanding of the political and economic forces shaping organizational realities. We need new models, grounded in an updated understanding of the political economy of labor and workforce development. This essay offers a brief critique of the current models and discusses alternative ways of thinking about political and economic mechanisms that can promote human flourishing, equity, and sustainability. We offer suggestions for how HRD researchers and practitioners can use this new lens to develop interventions and advance scholarship.
{"title":"Toward A New Political Economy of Human Resource Development","authors":"Alexandre A. Ardichvili, B. Harmon","doi":"10.1177/15344843221084703","DOIUrl":"https://doi.org/10.1177/15344843221084703","url":null,"abstract":"To promote human development and flourishing and the creation of just and sustainable workplaces, HRD professionals need a better understanding of the political and economic forces shaping organizational realities. We need new models, grounded in an updated understanding of the political economy of labor and workforce development. This essay offers a brief critique of the current models and discusses alternative ways of thinking about political and economic mechanisms that can promote human flourishing, equity, and sustainability. We offer suggestions for how HRD researchers and practitioners can use this new lens to develop interventions and advance scholarship.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"352 - 366"},"PeriodicalIF":6.4,"publicationDate":"2022-03-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"65470590","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 : 2022-03-18DOI: 10.1177/15344843221078505
Jon M. Werner
Academic integrity is addressed, with a particular focus on the field of human resource development. Academic integrity can be connected to ideal values such as honesty, trust, fairness, respect, responsibility, and courage. Key sources pertaining to academic integrity are presented, along with “areas of concern” highlighted by recent research. Some of the available resources pertaining to academic integrity are listed, along with a final call to action, including a call to “integrous living.”
{"title":"Academic Integrity and Human Resource Development: Being and Doing","authors":"Jon M. Werner","doi":"10.1177/15344843221078505","DOIUrl":"https://doi.org/10.1177/15344843221078505","url":null,"abstract":"Academic integrity is addressed, with a particular focus on the field of human resource development. Academic integrity can be connected to ideal values such as honesty, trust, fairness, respect, responsibility, and courage. Key sources pertaining to academic integrity are presented, along with “areas of concern” highlighted by recent research. Some of the available resources pertaining to academic integrity are listed, along with a final call to action, including a call to “integrous living.”","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"249 - 257"},"PeriodicalIF":6.4,"publicationDate":"2022-03-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45448991","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 : 2022-02-15DOI: 10.1177/15344843221076292
J. Bohonos, ArCasia D. James‐Gallaway
Extant historical writings focused on Human Resource Development have generally centered white perspectives and have failed to substantively grapple with the historical experiences of racially minoritized people, leaving the field without an adequate foundation from which to address recent calls for racial inclusivity. This paper begins the process of addressing these concerns by analyzing autobiographical writings of Fredrick Douglass, a formerly enslaved African American. We situate this examination in both the broader historiography of U.S. enslavement and relevant HRD theory regarding race, diversity, and Black experiences in the workplace. The purpose of this paper is to initiate a discussion on the relevance of the institution of U.S. slavery to the history of HRD; we argue that studying formally enslaved people offers valuable lessons about resisting dehumanization in contemporary workplaces.
{"title":"Enslavement and the Foundations of Human Resource Development: Covert Learning, Consciousness Raising, and Resisting antiBlack Organizational Goals","authors":"J. Bohonos, ArCasia D. James‐Gallaway","doi":"10.1177/15344843221076292","DOIUrl":"https://doi.org/10.1177/15344843221076292","url":null,"abstract":"Extant historical writings focused on Human Resource Development have generally centered white perspectives and have failed to substantively grapple with the historical experiences of racially minoritized people, leaving the field without an adequate foundation from which to address recent calls for racial inclusivity. This paper begins the process of addressing these concerns by analyzing autobiographical writings of Fredrick Douglass, a formerly enslaved African American. We situate this examination in both the broader historiography of U.S. enslavement and relevant HRD theory regarding race, diversity, and Black experiences in the workplace. The purpose of this paper is to initiate a discussion on the relevance of the institution of U.S. slavery to the history of HRD; we argue that studying formally enslaved people offers valuable lessons about resisting dehumanization in contemporary workplaces.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"160 - 179"},"PeriodicalIF":6.4,"publicationDate":"2022-02-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46414107","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 : 2022-02-09DOI: 10.1177/15344843211068810
Sehoon Kim
Advancements in robotic technology have accelerated the adoption of collaborative robots in the workplace. The role of humans is not reduced, but robotic technology requires different high-level responsibilities in human–robot interaction (HRI). Based on a human-centered perspective, this literature review is to explore current knowledge on HRI through the lens of HRD and propose the roles of HRD in this realm. The review identifies HRD considerations that help implement effective HRI in three human-centered domains: human capabilities, collaboration configuration, and attributes related to contact. The eight HRD considerations include employees’ attitudes toward robots, their readiness for robot technology, communication with robots, human–robot team building, leading multiple robots, systemwide collaboration, safety interventions, and ethical issues. Theoretical implications, practical implications, and limitations are discussed. This paper contributes to HRD by introducing potential areas of multidisciplinary collaborations to help organizations implement robotic systems.
{"title":"Working With Robots: Human Resource Development Considerations in Human–Robot Interaction","authors":"Sehoon Kim","doi":"10.1177/15344843211068810","DOIUrl":"https://doi.org/10.1177/15344843211068810","url":null,"abstract":"Advancements in robotic technology have accelerated the adoption of collaborative robots in the workplace. The role of humans is not reduced, but robotic technology requires different high-level responsibilities in human–robot interaction (HRI). Based on a human-centered perspective, this literature review is to explore current knowledge on HRI through the lens of HRD and propose the roles of HRD in this realm. The review identifies HRD considerations that help implement effective HRI in three human-centered domains: human capabilities, collaboration configuration, and attributes related to contact. The eight HRD considerations include employees’ attitudes toward robots, their readiness for robot technology, communication with robots, human–robot team building, leading multiple robots, systemwide collaboration, safety interventions, and ethical issues. Theoretical implications, practical implications, and limitations are discussed. This paper contributes to HRD by introducing potential areas of multidisciplinary collaborations to help organizations implement robotic systems.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"48 - 74"},"PeriodicalIF":6.4,"publicationDate":"2022-02-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43753061","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 : 2022-02-06DOI: 10.1177/15344843211068807
S. Yoon, Chungil Chae
In celebrating HRDR’s 20 years of publication, this study aims to shed light on research trends in the journal and future research needs by examining 10 years of publications from a structural perspective. We used three complementary computational methods to find major research trends and themes including keyword network analysis, topic modeling, and bibliographic coupling. This paper presents the findings on the research themes, structural coherence, and semantic relevance based on clusters formed by normalized distance measures. Connectivity, co-appearances, and citations are important forms of scholarly communication that represent the body of knowledge in the field. Our findings indicate that research topics greatly expanded beyond the early HRD research topics of learning and development to include various topics related to diversity, critical HRD, and equity issues in organizations and society. We also examined the author-institution-keywords affiliation network and the authors-collaboration network to suggest how scholars can collaborate more in the future.
{"title":"Research Topics and Collaboration in Human Resource Development Review 2012–2021: A Bibliometrics Approach","authors":"S. Yoon, Chungil Chae","doi":"10.1177/15344843211068807","DOIUrl":"https://doi.org/10.1177/15344843211068807","url":null,"abstract":"In celebrating HRDR’s 20 years of publication, this study aims to shed light on research trends in the journal and future research needs by examining 10 years of publications from a structural perspective. We used three complementary computational methods to find major research trends and themes including keyword network analysis, topic modeling, and bibliographic coupling. This paper presents the findings on the research themes, structural coherence, and semantic relevance based on clusters formed by normalized distance measures. Connectivity, co-appearances, and citations are important forms of scholarly communication that represent the body of knowledge in the field. Our findings indicate that research topics greatly expanded beyond the early HRD research topics of learning and development to include various topics related to diversity, critical HRD, and equity issues in organizations and society. We also examined the author-institution-keywords affiliation network and the authors-collaboration network to suggest how scholars can collaborate more in the future.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"24 - 47"},"PeriodicalIF":6.4,"publicationDate":"2022-02-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44947034","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 : 2022-02-04DOI: 10.1177/15344843211072356
Marilyn Y. Byrd, Torrence E. Sparkman
There are two dichotomous rationales for valuing diversity in organizational contexts: the business case and the social justice case. Arguments for the business case for diversity and the social justice case are both supported by valuing philosophies. However, lacking in either of these philosophies is a human relations component that recognizes the role of relationships in achieving the intended goals. In this article, we propose that reconciling the tensions between the business case and the social justice case is contingent upon adopting an organizational strategy that includes a human relations valuing philosophy. The organizational strategy suggested reaffirms a strategic role of human resource development.
{"title":"Reconciling the Business Case and the Social Justice Case for Diversity: A Model of Human Relations","authors":"Marilyn Y. Byrd, Torrence E. Sparkman","doi":"10.1177/15344843211072356","DOIUrl":"https://doi.org/10.1177/15344843211072356","url":null,"abstract":"There are two dichotomous rationales for valuing diversity in organizational contexts: the business case and the social justice case. Arguments for the business case for diversity and the social justice case are both supported by valuing philosophies. However, lacking in either of these philosophies is a human relations component that recognizes the role of relationships in achieving the intended goals. In this article, we propose that reconciling the tensions between the business case and the social justice case is contingent upon adopting an organizational strategy that includes a human relations valuing philosophy. The organizational strategy suggested reaffirms a strategic role of human resource development.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"75 - 100"},"PeriodicalIF":6.4,"publicationDate":"2022-02-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43778035","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 : 2022-02-04DOI: 10.1177/15344843211070745
Yonjoo Cho, T. Reio, Jamie L. Callahan, J. Storberg-Walker, Jia Wang
The mission of Human Resource Development Review (HRDR) is “to be the catalyst for creating more robust theory in HRD and related fields” (Holton, 2002, p. 6) and aims to accomplish its mission by publishing four basic types of articles: theory and conceptual articles, theory building research method articles, foundations of HRD articles, and integrative literature reviews (Cho, 2021a). Over the past two decades,HRDR has had seven editors (see Table 1). Although the founding editor Elwood F. Holton III and the second editor Richard J. Torraco are not around due to their retirement, we deeply appreciate their genuine efforts to establish HRDR in 2002, at a time when theory building in HRD was unheard of and untried. When they see HRDR’s current state of becoming the premier journal for theory building in HRD, they must be happy to see our two decades of growth. In celebrating HRDR’s 20 years of publication, as Editor-in-Chief (EIC), I have asked four active, former Editors to speak to what they have been most proud of regarding HRDR and the wishes they might have for HRDR’s future. Based on four former editors’ reflections on HRDR’s achievements and their wishes for the future, I am going to discuss some of the challenges we face and provide suggestions we are working on to open the door for the next decade of publication.
《人力资源开发评论》(Human Resource Development Review, HRDR)的使命是“成为在人力资源开发和相关领域创造更强大理论的催化剂”(Holton, 2002, p. 6)，并旨在通过发表四种基本类型的文章来完成其使命:理论和概念文章、理论构建研究方法文章、人力资源开发基础文章和综合文献综述(Cho, 2021a)。在过去的二十年里，《人权报告》有过七位编辑(见表1)。虽然创始编辑埃尔伍德·f·霍尔顿三世和第二任编辑理查德·j·托拉科因退休而不在，但我们非常感谢他们在2002年为建立《人权报告》所做的真正努力，当时人力资源研究的理论建立还闻所未闻，也没有尝试过。当他们看到《HRDR》目前成为人力资源管理领域理论构建的首要期刊时，他们一定很高兴看到我们20年来的发展。在庆祝《人权报告》出版20周年之际，作为《人权报告》的总编辑，我邀请了四位现任的前任编辑谈谈他们对《人权报告》最自豪的事情，以及他们对《人权报告》未来的期望。根据四位前任编辑对《人权报告》成就的反思和他们对未来的期望，我将讨论我们面临的一些挑战，并提出我们正在努力为下一个十年的出版打开大门的建议。
{"title":"Celebrating Human Resource Development Review’s 20 Years of Growth","authors":"Yonjoo Cho, T. Reio, Jamie L. Callahan, J. Storberg-Walker, Jia Wang","doi":"10.1177/15344843211070745","DOIUrl":"https://doi.org/10.1177/15344843211070745","url":null,"abstract":"The mission of Human Resource Development Review (HRDR) is “to be the catalyst for creating more robust theory in HRD and related fields” (Holton, 2002, p. 6) and aims to accomplish its mission by publishing four basic types of articles: theory and conceptual articles, theory building research method articles, foundations of HRD articles, and integrative literature reviews (Cho, 2021a). Over the past two decades,HRDR has had seven editors (see Table 1). Although the founding editor Elwood F. Holton III and the second editor Richard J. Torraco are not around due to their retirement, we deeply appreciate their genuine efforts to establish HRDR in 2002, at a time when theory building in HRD was unheard of and untried. When they see HRDR’s current state of becoming the premier journal for theory building in HRD, they must be happy to see our two decades of growth. In celebrating HRDR’s 20 years of publication, as Editor-in-Chief (EIC), I have asked four active, former Editors to speak to what they have been most proud of regarding HRDR and the wishes they might have for HRDR’s future. Based on four former editors’ reflections on HRDR’s achievements and their wishes for the future, I am going to discuss some of the challenges we face and provide suggestions we are working on to open the door for the next decade of publication.","PeriodicalId":51474,"journal":{"name":"Human Resource Development Review","volume":"21 1","pages":"3 - 14"},"PeriodicalIF":6.4,"publicationDate":"2022-02-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48975997","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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