The development of employee expertise is described as a strategic imperative for ever-changing organizations in a hyper-competitive economic environment. However, the lack of an adequate assessment tool for expertise has hindered empirical research. This paper conceptually and empirically develops the generalized expertise measure (GEM) and…

This study brings together findings from different research angles on informal feedback in the workplace. We explore the individual and joint influences of three contextual antecedents of seeking feedback: support for learning, psychological safety, and work pressure. Based on our survey of 138 employees from various organizations, hierarchical…

Organizational citizenship behaviors (OCBs) are voluntary contributions of employees not explicitly recognized by the formal reward system and are ultimately critical for sustaining organizational effectiveness (Organ, 1988). The current study aims to investigate the effects of values, work centrality, and organizational commitment on…

Mentoring as a form of strategic human resource management is an interesting addition to the HRD literature because it provides a mechanism of change for individual employees. Numerous studies have demonstrated the benefits of mentoring to both the employee and the firm; yet, a recent review of mentoring research argues that mentoring has less…

The positive core construct of psychological capital (or simply PsyCap), consisting of the psychological resources of hope, efficacy, resilience, and optimism, has recently been demonstrated to be open to human resource development (HRD) and performance management. The research stream on PsyCap has now grown to the point that a quantitative…

Organizational experts have long touted the importance of delivering negative performance feedback in a manner that enhances employee receptivity to feedback, yet the broader impacts of constructive feedback have received relatively little attention. The present investigation explored the impact of constructive, critical feedback on organizational…

Engagement as an area of increasing interest has been discussed in terms of a wide array of organizational policies, practices, and outcomes. This study focuses on a specific aspect of work engagement and its relationship with leadership practices and the outcome of knowledge creation. The mediating effect of employees' work engagement level was…

In today's global marketplace, it is critical that one develops and prepares employees for working across borders in a range of cultural contexts. The organization's ability to compete will be predicated on the ability of its people to lead, manage, negotiate, and resolve conflict with clients, colleagues, and business partners around the world.…

Studies have evaluated the outcomes of sexual harassment training, but considerably less research has focused on variables that influence sexual harassment training effectiveness. To address this need, we developed and tested a model of individual and contextual inhibitors of sexual harassment training motivation to learn. Survey data collected…

Contemporary literature lacks a comprehensive set of constructs that provides for understanding both the organizational and job factors that influence employee work passion. Through a detailed analysis of literature, this research identifies eight constructs that form the basis for the appraisal of an employee's work experience with the use of…

The workforce of the 21st century is dealing with rapid changes and increased competition across industries. Such changes place stress on management and workers alike, increasing the potential for workplace conflict and deviant workplace behaviors, including incivility. The importance of effective conflict management in the workplace has been…

Despite increasing investment in building, supporting, and managing communities of practice that meet the strategic business needs of the organization, the literature indicates that little is known about strategic communities of practice in organizational work settings. The purpose of this study was to investigate determinants and outcomes of…

Successful implementation of organizational changes greatly depends on committed employees. It is crucial for managers, leaders, and HRD professionals to understand the antecedents and outcomes of commitment to change. The purpose of this study is to investigate the relationships among expectation of change outcome at the individual level,…

Businesses, organizations, and government agencies have invested heavily in employee training. The American Society for Training and Development (ASTD) reports these costs as 2.15% of payroll (ASTD, 2008). A large amount of this investment is directed at improving employee knowledge and skills. Although most organizations are good at this, often a…

Four dimensions of a process model for the formulation of employee work passion, derived from Zigarmi, Nimon, Houson, Witt, and Diehl (2009), were tested in a field setting. A total of 447 employees completed questionnaires that assessed the internal elements of the model in a corporate work environment. Data from the measurements of work affect,…