Showing papers in "Human Resource Development Review in 2012"
TL;DR: In this paper, a framework of self-directed leadership development (SDLD) is proposed to advance conceptual understanding and practical applications for self-development approaches to development of leaders in organizations.
Abstract: This article presents and explores a framework of self-directed leadership development (SDLD) to advance conceptual understanding and practical applications for self-development approaches to development of leaders in organizations. Drawing on a diversified literature associated with experiential learning, emotion research, and social cognitive theories of change, the nature of self-development is explored. It is argued that underpinning effective self-development is the integrated operation of three metaskills—skills that are required for the development of other skills—relating to one’s ability to manage emotional reactions to feedback, to carry out effectively the practice of self-reflection, and to enact self-regulatory processes for development. The SDLD framework extends formal organization-based leadership-development practices and integrates multiple processes to aid leaders and human resource development (HRD) practitioners in the promotion and enactment of leadership self-development. The framew...
206 citations
TL;DR: The authors found that conversations about leadership that primarily consider dominant identity groups (e.g., white people, heterosexuals, men, the able-bodied, etc.) may be less productive than those that think about le...
Abstract: Conversations about leadership that primarily consider dominant identity groups (e.g., White people, heterosexuals, men, the able-bodied, etc.) may be less productive than those that think about le...
152 citations
TL;DR: In this article, the authors present an integrative taxonomy of task types and a set of team-level characteristics that have been carefully synthesized from the prior literature and explain how these tools can be used in conjunction to inform team-oriented HRD research and practice.
Abstract: Within team research, there is no shortage of literature classifying teams. However, the team taxonomic literature suffers from a few limitations. First, many taxonomies claim to classify teams into mutually exclusive classes, yet when examined closely, are not. Second, some of the most well-known taxonomies are descriptive of various tasks teams engage in, but not of the holistic team-level properties that define different types of teams. A clear understanding of both is necessary if human resource development (HRD) professionals are to develop and train different teams effectively. Therefore, the purpose of the current article is twofold: to present an integrative taxonomy of task types and a set of team-level characteristics that have been carefully synthesized from the prior literature and to explain how these tools can be used in conjunction to inform team-oriented HRD research and practice.
122 citations
TL;DR: In this article, the authors argue that improvisational theatre training creates a compelling experience of co-creation through interaction and, as such, can be used to build a distinctive kind of leadership skills.
Abstract: We argue that improvisational theatre training creates a compelling experience of co-creation through interaction and, as such, can be used to build a distinctive kind of leadership skills. Theories of leadership as relational, collaborative or shared are in pointed contrast to traditional notions of an individual "hero leader" who possesses the required answers, and whom others follow. Corresponding thinking on how to develop these newer forms has, to date, been relatively rare. In this article, we draw on recent research to identify three core principles for learning affiliative leadership. We then apply literature on improvisational theatre and its main skill areas to build a model of developing affiliative leadership, and illustrate the model through an improvisation workshop in which participants learn the skills and principles that it sets out. The model and workshop may serve as useful tools for those searching for methods to develop leadership in contemporary organizations.
61 citations
TL;DR: In this paper, the authors traced the evolution of NHRD strategies through an in-depth analysis of two emerging economies (India and China) and developed a model that provides an enriched perspective on the dynamic process of human resource development.
Abstract: National human resource development (NHRD) literature describes the importance of developing human resources at the national level and presents several models. These models are primarily concerned with the national contexts of developing and underdeveloped countries. In contrast, the NHRD models in the non-HRD literature focus primarily on developed countries. Both types of models describe NHRD strategies with little analytical attention to the larger societal context, which the authors argue has a deep influence on the trajectory of NHRD practices in developing countries. The authors traced the evolution of NHRD strategies through an in-depth analysis of two emerging economies—India and China. Through comparative analysis, this study identifies similarities and differences in the emergence of NHRD strategy and develops a model that provides an enriched perspective on the dynamic process of NHRD strategy development.
46 citations
TL;DR: The scale and reach of the recent global financial has created a fresh wave of interest in exploring more sustainable forms of management as discussed by the authors, and a central thrust behind this trend in the practice of mana...
Abstract: The scale and reach of the recent global financial has created a fresh wave of interest in exploring more sustainable forms of management. A central thrust behind this trend in the practice of mana...
45 citations
TL;DR: In this article, the authors outline how social network characteristics such as network density, multiplexity, cohesiveness, and homophily influence career advancement of individuals with a disability, and propose that human resource development professionals can engage in structured socialization programs, network audits, focused training, and the creation of an inclusive climate to ensure that social networks do not pose a deterrent to career advancement.
Abstract: Although organizational social networks are known to influence career mobility, the specific direction of this influence is different for diverse employee groups. Diversity in organizational network research has been operationalized on various dimensions such as race and ethnicity, age, religion, education, occupation, and gender. Missing in this stream of research are application and implications of social networks as they influence career advancement of people with disabilities. The objective of this conceptual article is to outline how social network characteristics such as network density, multiplexity, cohesiveness, and homophily influence career advancement of individuals with a disability. The author concludes by proposing that human resource development professionals can engage in structured socialization programs, network audits, focused training, and the creation of an inclusive climate to ensure that social networks do not pose a deterrent to career advancement of minorities such as people with...
30 citations
TL;DR: The authors proposed an extended intervening process model (EIPM) from the perspective of how group processes underlie the linkage between diversity and performance, which predicts both positive and negative effects of diversity depending on the intervening roles of group processes and moderation effects of research contextual factors.
Abstract: The rapid on-going demographic shifts in workplaces present challenges to Human Resource Development (HRD) scholars and practitioners, creating a significant demand for diversity initiatives that help organizations harvest diversity. To address inconsistencies in diversity research results and limitations of current diversity intervening process theories, the authors propose an extended intervening process model (EIPM) from the perspective of how group processes underlie the linkage between diversity and performance. The model predicts both positive and negative effects of diversity depending on the intervening roles of group processes and moderation effects of research contextual factors. While extending the knowledge by incorporating three group processes simultaneously, this conceptualization can be regarded as the first theoretical framework that explains both positive and negative effects of diversity found in one study. Implications of the present framework for future research are discussed.
22 citations
TL;DR: In this paper, the authors provide a framework of contextual factors that affect help seeking expectancies and behaviors of people with disabilities, drawing on theories from disciplines such as social, cognitive, and educational psychology.
Abstract: The objective of this article is to provide a framework of contextual factors that affect help seeking expectancies and behaviors of people with disabilities. In particular, drawing on theories from disciplines such as social, cognitive, and educational psychology, I outline work unit norms (i.e., dependence, inclusion) and coworker perceptions (i.e., similarity, fairness) that influence help seeking expectancies and behaviors of people with disabilities. I discuss theoretical extensions of the framework in terms of attributes of the person with a disability, effects of time, and the notion of an inclusionary environment for people with disabilities. Finally, I discuss implications for human resource development professionals.
21 citations
TL;DR: In this paper, the authors explore some of the philosophical and theoretical foundations of the social realm related to human resource development (HRD) and provide a perspective for framing HRD research and practice from the view that social forces arbitrate the thoughts and behaviors of people.
Abstract: An important area of continuing development in human resource development (HRD) concerns the foundational theories that underpin research and practice in the field. This article explores some of the philosophical and theoretical foundations of the social realm related to HRD. As such, it provides a perspective for framing HRD research and practice from the view that social forces arbitrate the thoughts and behaviors of people. This perspective begins with philosophical questions on the nature of social science and continues with an overview of key concepts and theories drawn from sociology and social psychology. For some, social science is qualitatively different from natural science and therefore requires different methods for study, as well as different theoretical frames. The intent here is to offer a framework for approaching HRD from the perspective of the social realm.
18 citations
TL;DR: In this paper, a conceptual model of leadership in generative groups is presented, where the challenge for leaders is to balance (a) establishing shared goals with recognizing members' vested interests, (b) maintaining control with empowering members, (c) encouraging exploration with conceptualizing meaning, and (d) taking action with making time for reflection.
Abstract: This article presents a conceptual model of leadership in generative groups. Generative groups have diverse team members who are expected to develop innovative solutions to complex, unstructured problems. The challenge for leaders of generative groups is to balance (a) establishing shared goals with recognizing members’ vested interests, (b) maintaining control with empowering members, (c) encouraging exploration with conceptualizing meaning, and (d) taking action with making time for reflection. Propositions suggest how members’ metacognitive skills, member diversity, and electronic modes of interaction influence leadership strategies to maintain balance, develop elements of group-level social cognition, and produce generative outcomes. The article concludes with directions for research and practice.
TL;DR: In this paper, a response to the preceding article (Alagaraja & Wang, 2012) on developing a National Human Resource Development Strategy Model is presented, where the authors make significant contributions.
Abstract: This article is a response to the preceding article (Alagaraja & Wang, 2012) on developing a National Human Resource Development Strategy Model. While the article makes significant contributions to...
TL;DR: This article developed an NHRD strategy model building process through cross case country comparisons of China and the US, which was later criticised by McLean. But they did not elaborate on their analysis of McLean's reaction and critique of their original article.
Abstract: We offer our reflections on McLean’s reaction and critique of our original article in which we developed an NHRD strategy model building process through cross case country comparisons of China and ...
TL;DR: In this paper, a formal language approach for human resource development (HRD) theory building is proposed, and a theoretical framework for comparative HRD (CHRD) within the form o...
Abstract: This article advocates a formal language approach for human resource development (HRD) theory building. To this end, it develops a theoretical framework for comparative HRD (CHRD) within the form o...
TL;DR: In this article, the authors explore opportunities for assessing and advancing Human Resource Development (HRD) research through an integrative literature review of scientometric theories and methods and discuss three major implications for engaging HRD scholars in evaluating and assessing HRD research and scholarly communications for the quality control and self-regulation of research.
Abstract: We explore opportunities for assessing and advancing Human Resource Development (HRD) research through an integrative literature review of scientometric theories and methods. Known as the “science of science,” scientometrics is concerned with the quantitative study of scholarly communications, disciplinary structure and assessment and measurement of research impact. The integrative review of scientometric literature showed importance in evaluating HRD research and publications, including citation analysis, citing behavior analysis, and Social Science Citation Index (SSCI) journal quality control process. We discuss three major implications for engaging HRD scholars in evaluating and assessing HRD research and scholarly communications for the quality control and self-regulation of HRD research.
TL;DR: As the use of workplace knowledge economies increases and emerging motivational state variables such as employee engagement become more widely used, current frameworks of leadership are undergoing as mentioned in this paper, and current frameworks are undergoing
Abstract: As the use of workplace knowledge economies increases and emerging motivational-state variables such as employee engagement become more widely used, current frameworks of leadership are undergoing
TL;DR: In this paper, the authors address an important, yet often underattended to, aspect of the strategy development process: fostering the use of strategic learning practices in the simultaneous practice of develo...
Abstract: This article addresses an important, yet often underattended to, aspect of the strategy development process: fostering the use of strategic learning practices in the simultaneous practice of develo...
TL;DR: In this article, the authors propose reverse mentoring as a social exchange tool, which will leverage the expertise of both generations, that is, Boomers and Millennials, respectively, by being perceptive of their different needs, value systems, and work demands.
Abstract: The aging of the workforce and the concurrent advent of the Millennials represent a major demographic and sociological phenomenon that can have dominant implications for organizations, as a whole. This presents a situation, where the Boomers and Millennials will be working together for the next decade or so. In the wake of mass scale retrenchments and economic upheaval, this is creating a greater urgency for HRD professionals to focus more attention on not only retaining this amalgamated workforce but also on keeping them actively engaged. Therefore, the purpose of this article is to propose reverse mentoring as a social exchange tool, which will leverage the expertise of both generations, that is, Boomers and Millennials, respectively, by being perceptive of their different needs, value systems, and work demands. We conclude by emphasizing different outcomes of reverse mentoring program for Boomers and Millennials and identify areas for future research.
TL;DR: Role salience is a reflection of the importance and value that people attribute to the roles central to their lives and identities as mentioned in this paper, and one pivotal aspect of role saliency is individual responsibilitie.
Abstract: Role salience is a reflection of the importance and value that people attribute to the roles central to their lives and identities. One pivotal aspect of role salience is individual responsibilitie...
TL;DR: In this paper, the historical development of the term "human resource development" (HRD) within the United Kingdom has been investigated, and the authors argue that HRD has been introduced and employed extensively by academics but not widely used by the general public.
Abstract: We construct the historical development of the term “human resource development” (HRD) within the United Kingdom. We argue that HRD has been introduced and employed extensively by academics but not...
TL;DR: This article explored the existing literature on LGBT issues in HRD and adult education through a systemic review to determine what research exists and what future directions are necessary, and revealed a small core of research related to these issues.
Abstract: Issues related to human resource development (HRD) and lesbian, gay, bisexual, and transgender (LGBT) people such as workplace inclusion, employee affinity groups, and LGBT-specific diversity initiatives are being addressed in organizations more often now than ever before. This article explores the existing literature on LGBT issues in HRD and adult education through a systemic review to determine what research exists and what future directions are necessary. This review revealed a small core of research related to these issues. Existing work is mainly conceptual, and there is a lack of quantitative work. Topics of focus are related to organizational change and diversity efforts, with very little research on HR policy, career development, and workplace education. Key findings include that HR professionals have primarily served in a reactive role, rather than leading on these issues.