Lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees create formal and informal groups within workplaces to provide social support and to seek organizational change at their places of employment. I present a case study of a coalition of these groups working together to attain domestic partner benefits within a large three-campus…

Scenario planning is often used by organizations to think about future uncertainties. However, what it does in terms of changing perceptions is difficult to assess and quantify. To address this need, this article builds on previous studies documenting the effectiveness of scenario planning. Specifically, this article contributes to the data on…

Given the stresses associated with today's demanding workplaces, work/life (w/l) initiatives continue to grow in importance as an organizational development (OD) intervention. In a period of increasing accountability, it is important for scholars and practitioners to demonstrate how OD interventions, like w/l initiatives, can be used as a…

For nearly three decades, the quality management philosophy known as Six Sigma has brought competitive advantage to organizations implementing it. The typical approach, however, has been to have leaders from operations, engineering, quality, and marketing manage this strategic initiative. Human resource's role has been to default to the…

This article presents a new model, generated through applied theory-building research methods, that helps human resource development (HRD) practitioners evaluate the return on investment (ROI) of organization development (OD) interventions. This model, called organization development human-capital accounting system (ODHCAS), identifies…

Research indicates that numerous variables impact a leader's effectiveness. In this study, the authors explore leadership effectiveness in driving change and innovation, along with the precursory skills necessary to do so. The findings confirm previously identified low rates of organizational success with change and point to skill deficiencies as…

This article reports on development and validation of an instrument for use in human capital approaches for organizational planning. The article describes use of a team of subject matter experts in developing a measure of human capital planning, and use of exploratory factor analysis techniques to validate the resulting instrument. These data were…

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…

Organizational learning (OL) is about how individuals collect, absorb, and transform information into organizational memory and knowledge. This case study explored how six high-technology firms in Taiwan chose OL as an organization development intervention strategy. Issues included how best to implement OL; how individuals, teams, and…

Ongoing learning may be one of the few sustainable competitive advantages for organizations. Historically, research efforts and organizational resources have been primarily directed toward understanding and enhancing learning in formal settings, as in classroom training. Yet most learning at work occurs through more informal means. This research…

Self-directed learning has been seen as an individual learning strategy focused on personal growth. A literature review indicates that it has interdependent and collective aspects that are consistent with those of learning organizations, making self-directed learning an effective human resource development strategy. (Contains 17 references.) (SK)

Reviews existing definitions and proposes a unifying definition of human resource development: the study and practice of increasing the learning capacity of individuals, groups, collectives, and organizations through development and application of learning-based interventions for the purpose of optimizing human and organizational growth and…

Leader/member exchange theory is proposed as an alternate approach to the study of organizational leadership. Recent research supports the theory but additional development work is needed. The theory seeks to explain how leader/member relationships develop and the behavioral components of leadership relations. Contains 74 references. (Author/JOW)

Presents findings of organizational learning literature that could substantiate claims of learning organization proponents. Examines four learning processes and their contribution to performance-based learning management: knowledge acquisition, information distribution, information interpretation, and organizational memory. (SK)

Performance appraisals have traditionally been directed at individuals, serving either an administrative or developmental purpose. They may serve a role definition purpose as well. This study sought to identify and more broadly define the purposes of performance appraisals to include this role definition purpose. Furthermore, this study examined…