Competencies represent an important and popular topic in human resource development. Despite this popularity, a divide exists between practitioner approaches to developmental competency measures and the empirical scrutiny of such approaches. However, the scarce empirical studies on competency measures have begun to bridge this gap. In the present…

Advanced educational attainment can "grow" a career. But acquiring a doctoral qualification adds study to existing work and family responsibilities, especially for women. This phenomenological research explores the experiences of eight Thai working mothers enrolled in the initial stage of part-time doctoral programs in Thailand. A…

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 conservation-of-resources theory provided the theoretical underpinning for the relationship among HR practices perceived by employees, emotional exhaustion, and work outcomes (job satisfaction and job performance). To fully understand the underlying mechanism of the relationship, the study examined (1) the main and interactive effects of HR…

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…

Review of human resource development in Britain since World War II finds that cohesion of view and approach among varied stakeholders has occurred during three periods: postwar structuralism, free-market entrepreneurialism, and new Labour resocialization. At other periods, stakeholders sought different objectives and had different visions for the…

Using a contingency framework, three stages in the evolution of human resource development (HRD) in the National Health Service were identified: tell (training enacted within the classical management paradigm); sell (a competence approach to development for all employees); and gel (strategic HRD linked to corporate goals and future needs).…

Successful business training by foreigners in Russia must consider the contemporary climate for training and human resource management; characteristics of the Russian audience; and cultural issues in the use of simulation, hard versus soft content, and working with a translator. (SK)

An interpretive study of two practitioners on construction sites uses postmodern and critical perspectives as counterpoints. The study investigated why informal learning is a current focus in human resource development, how informal learning is defined, and contested notions of industrial relations and training. (SK)

Bolman and Deal use Gorbachev as an example of leadership as a process of mutual influence that produces collective action, a combination of core values and elastic strategies, complex thinking, and multiple perspectives. Kouzes responds that leaders are wave makers as well as wave takers. (SK)

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:…

Action learning is the primary influence on British human resource development (HRD). However, action learning does not readily acknowledge that individual identity is shaped by events outside the organization as much as within it. Thus it does not view human beings as human "becomings," a view that supports HRD as a strategic process…

Usable responses from 106 of 199 Dutch human resources practitioners in industry, transportation, and banking revealed significant differences in human resource policymaking and strategic choices among these sectors. Better interaction between policymakers and human resource departments is needed to align personnel practices with company needs.…

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…

Opportunities for training and development are paramount in decisions regarding employee career choices. Despite the importance, many research studies on job satisfaction do not address satisfaction with workplace training as an element of overall job satisfaction, and many job satisfaction survey instruments do not include a "satisfaction…