The meta-analysis authored by Avey, Reichard, Luthans, and Mhatre addresses a particular construct, psychological capital (PsyCap), that is unlikely to be known among most Human Resource Development (HRD) scholars. Nevertheless, upon closer scrutiny, it is possible that their work provides HRD scholars with numerous ideas for future research and…

Executive coaching is a booming, but understudied, HRD-related practice. Given the limited number of available studies that have been deployed with rigor and systematic methods, the study by Nieminen et al. adds to our understanding of the impact of executive coaching and multisource feedback on leadership development. Explored in the context of a…

This article presents a brief diversity audit of three major U.S. corporations, who share some interesting common traits. The attractive diversity delineations posted on these company's Web sites will be reviewed, followed by their issues with the same topic in the past few decades. This threefold audit is followed by two important observations…

Social capital has been receiving increasing attention in HRD research. However, the sources of social capital have received inadequate attention. Little has been done to reveal how people obtain their social capital in the workplace. This study investigated the effects of employees' altruistic citizenship behavior and job involvement on their…

Although the extant mentoring literature describes the post-hire benefits of mentoring programs, less is known about how mentoring programs affect pre-hire perceptions of organizations--perceptions that may have subsequent implications for the success of mentoring programs and other HRD practices. To explore this issue, we used a policy-capturing…

The primary purpose of this study was to identify competencies needed by current human resource development (HRD) master's degree graduate students in Korea. The study used a quantitative method, the Delphi technique, in combination with a qualitative method consisting of a series of in-depth interviews. The Delphi technique was conducted using a…

The primary purpose of this research was to assess the effect of learning organization culture on the linkage between interpersonal trust and organizational commitment. The study sample was obtained from employees of two major Korean conglomerates. Online questionnaires were completed by 321 respondents. Structural equation modeling (SEM) was used…

Although the importance of diversity in organizations is widely recognized, diversity training is under attack. Drawing from self-efficacy theory and research, we developed a questionnaire to measure one's efficacy of successfully coping with widely recognized diversity initiatives. Then we conducted a study examining the effect of…

This descriptive exploratory study sought to assess the values priorities of individuals and groups across various HRD occupational specialties. Findings showed that, in general, respondents felt the most important guides to the practice of HRD should be those emphasizing performance-related outcomes. However, results also showed meaningful…

This research assesses how the direct effects of career satisfaction and job satisfaction on turnover intentions and the indirect effects through organizational commitment differ between Taiwanese and U.S. hospital employees. Using data collected from 179 Taiwanese and 144 U.S. hospital employees, the test results find the following differences:…

HRD evaluation models are recommended for use by organizations to improve decisions made about HRD interventions. However, the organizational decision-making literature has been virtually ignored by evaluation researchers. In this article, we review the organizational decision-making literature and critically review HRD evaluation research through…

This phenomenological study explores critical issues related to participation in human resource development (HRD) interventions. Specifically focusing on master of business administration (M.B.A.) training programs in China, we conducted in-depth individual interviews with twelve middle-level managers to understand their perceptions and experience…

Coaching has received considerable attention in recent years as the responsibility for employees' learning and development has been increasingly devolved to line managers. Yet there exists little published empirical research that measures specific coaching behaviors of line managers or examines the linkages between line managers' coaching behavior…

Informal workplace trainers help employees learn what they need to know and do in order to get their job done. Little is known about the actions of informal workplace trainers, who may be colleagues or supervisors. This study provides an empirical basis for actions undertaken by informal workplace trainers. A total of 350 Australian enterprises…

Various researchers have recently challenged "contingent" models of managerial and leadership effectiveness, arguing that logic suggesting the universality of manager and supervisory leader behaviors is compelling, although there is sparse empirical evidence to support this view. A comparative study of the findings from three previous…