15th International Conference on Human Resource
Development Theory and Practice Across Europe
HRD: Reflecting Upon the Past, Shaping the Future
Dr. David McGuire
Conference Co-Chair
Dr. Thomas N. Garavan
Conference Co-Chair
Edinburgh Napier University Business School
Edinburgh, Scotland
4th – 6th June 2014
15th International Conference on Human Resource
Development Theory and Practice Across Europe
HRD: Reflecting Upon the Past, Shaping the Future
Dr. David McGuire
Conference Co-Chair
Dr. Thomas N. Garavan
Conference Co-Chair
Edinburgh Napier University Business School
Edinburgh, Scotland
4th – 6th June 2014
HRD: Reflecting Upon the Past, Shaping the Future
First Published in Scotland in 2014 by:
Edinburgh Napier University Business School,
219 Colinton Road,
Edinburgh, EH14 1DJ,
Scotland
© David McGuire, Thomas N. Garavan
© Edinburgh Napier University, AHRD & UFHRD
© Individual Contributors
All Rights Reserved. No reproduction, copy or transmission of this publication
may be made without written permission of the editors
A copy of this book is available from the British Library
Paperback: 978-1-908225-01-6
The content of this book and CD-Rom does not necessarily reflect the position of neither the
editors nor the editorial team, nor does it involve any responsibility on their part.
Welcome from the Conference Co-Chairs
Welcome to Edinburgh and the 15th International Conference on Human Resource
Development Research and Practice across Europe.
We are delighted to welcome you all to our conference and our scholarly community
focused on advancing the field of HRD through research. The theme of our conference this
year is: HRD: Reflecting upon the past, Shaping the Future. Our conference brings together
leading scholars and scholar-practitioners to discuss how the field of HRD has evolved and
to consider future development trajectories. We considered that it was appropriate at this
time to take stock and reflect upon our history, consider the lessons we have learned and
reflect on how we are positioned to meet the multitude of contemporary challenges that
will shape the future development of HRD.
HRD scholarship continues to thrive and make an impact within the wider field of HRM,
Education and Organisational Behaviour. The spectrum of specialised journals devoted to
the publication of research on HRD has resulted in a greater diversity of research topics,
theoretical perspectives and methodological approaches. It was until recently assumed that
the majority of research within the field of HRD was informed by a positivist paradigm,
however this is no longer the case. There is increasing evidence of the use of more diverse
methodological approaches.
This conference provides an opportunity to propose new concepts, paradigms, theories and
conceptual frameworks that represent the lifeblood of our field. They contribute to the
development of new research questions and different ways of looking at existing questions.
Increasingly the world within which HRD operates has become more complex and this
changed world is a source of new questions that HRD researchers are challenged to address.
These new challenges raise fundamental questions for example: What are the purposes of
HRD in this changing world? Who are the clients of HRD and who should HRD serve? What
are the most appropriate outcomes of HRD in this complex ever-changing world? The
papers included in this conference seek to address many of these and other questions.
Our conference theme “Reflecting upon the Past, Shaping the Future” invites us to do a
number of things:



To Re-Call: Bring to mind our knowledge and experiences of HRD and look at how
these drive our behaviours
To Re-Visit: Examine our conceptions of HRD and question the assumptions and
foundations underpinning these beliefs
To Re-Fresh: Discover new insights and perspectives on HRD to fit our 21st Century
world
for it is often in the process of relearning, that we bring forth new theories, models and
frameworks that will shape the future of HRD.
Our conference theme also reflects the host location of Edinburgh, a city that seamlessly
fuses the atmospheric and historical; cobbled streets of the Old Town with the modern
architecture of the New Town. It is a city stepped on both tradition and modernity. Our
conference is designed to foster opportunities for knowledge sharing, discussion, fellowship,
collaborative relationships and networking opportunities that are beneficial to the future
development of HRD. We encourage you to take advantage of the many different types of
sessions occurring over the three days and expand your understanding, build your networks
and most important of all enjoy yourself.
We would like to take this opportunity to thank everyone who has worked so hard to make
this conference a success. Many people including Stream Chairs, reviewers, symposia chairs,
and presenters made a significant contribution. We want to thank everyone for supporting
the conference through their time and energy.
This is an exciting to be part of the HRD community. Our field of study has a vibrant and
committed group of scholar and scholar-practitioners who will ensure the continued growth
of our field of study.
Thank you very much for attending our conference.
Dr. David McGuire
Prof. Thomas N. Garavan
Conference Co-Chairs
TABLE OF CONTENTS
Page
Keynote Speakers
1
Stream 1. Assessment, Measurement and Evaluation
3
Stream 2. Career Development and Diversity Issues
7
Stream 3. Creativity, Innovation and Sustainability
18
Stream 4. Critical, Social Justice and Ethical Issues in HRD
23
Stream 5. Employee Engagement
24
Stream 6. Global, Comparative & Cross Cultural Dimensions of
HRD
Stream 7. Knowledge Management and Learning Organisations
32
Stream 8. Leadership, Management and Talent Development
46
Stream 9. Organisational Change and Development
60
Stream 10. Performance issues in HRD
65
Stream 11. Scholarly Practitioner Research
69
Stream 12. Strategic HRD
71
Stream 13. Theory & Foundations of HRD
74
Stream 14. Vocational Education and Training
77
Stream 15. Virtual HRD, Technology & Distance Learning
81
Stream 16. Workplace Learning, Training & Development
86
Conference Posters
95
42
KEYNOTE SPEAKERS
Prof. Wendy E.A. Ruona, Dept. of Lifelong Education, Administration and Policy, University
of Georgia, USA
Title of Keynote: Exploring Human Resource Development: Ideology, Identity & Culture
Wendy E. A. Ruona is an Associate Professor of Human Resource Development (HRD) at the
University of Georgia (United States). Wendy’s work during the past 15 years has been
devoted to developing (1) aligned organisational systems that are poised to achieve
strategy, foster optimal organisational effectiveness, and be amazing places for employees
to work and (2) the leaders needed to enable that. The key areas that she’s worked in
include: strategic planning, alignment, and implementation in organisations, the system that
support performance, talent management, organisation development and change, and
building the HRD profession (foundations and what is required for strategic alignment and
contribution). A key aspect of her research has explored core beliefs underlying the field of
HRD, and that thread continues in her work concerned with the critical link between theory
and HRD practice. Wendy has published over 50 articles, chapters, and papers and received
numerous awards recognising her scholarship and service in HRD. Wendy served as the
Editor-in-Chief of Advances in Developing Human Resources (2004-2007) and has been
elected to the Board of Directors for the Academy of Human Resource Development four
times during 2000-current.
Professor Eugene Sadler-Smith, Surrey Business School, University of Surrey, UK
Title of Keynote: Problems and Potential in HRD Research: A Design Science Perspective
Eugene Sadler-Smith is Professor of Organisational Behaviour in the Surrey Business School,
University of Surrey, UK. He has a B.Sc. in geography from the University of Leeds and
became a university lecturer in 1994. Prior to this he worked in the HRD function of British
Gas plc. His Ph.D. (School of Education, University of Birmingham) was on cognitive
styles. His research interests centre currently on the role of intuitive cognition in
management and learning. His research has been published in peer-reviewed journals such
as The Academy of Management Executive, Academy of Management Learning and
Education (AMLE), British Journal of Psychology, Business Ethics Quarterly, Human Resource
Development International, Journal of Occupational & Organisational Psychology, Journal of
Organisational Behaviour, Management Learning, Organisation Studies, etc. He is the
author of a number of books including Inside Intuition (Routledge, 2008) and The Intuitive
Mind: Profiting from the power of your sixth sense(Wiley, 2010), he’s also joint Editor-inChief of Management Learning and on the advisory boards of a number of other journals
including AMLE, EJTD, HRDI and JME.
1
Prof. Jonathan Passmore, University of Evora, Portugal
Title of Keynote: Coaching Research: The Good, The Bad and the Ugly
Jonathan is a professor of psychology at the University of Evora, he holds five degrees and is
a chartered psychologist. He has published widely with some 50 peer reviewed papers, a
dozen books and twenty book chapters. He is the editor of the new Wiley Blackwell Series of
books on organisational psychology and of the Association for Coaching series of coaching
titles. He is a regular speaking at conferences across the world and has delivered over 100
conference papers at events from Harvard University to Jo’berg and Atlanta. He is the
associate editor for a number of journals. In addition to his academic work he is the
managing director of Embrion a psychology consulting company based in Scotland where his
clients include Burberry, IKEA, HSBC and Technip.
Hazel Mackenzie, Head of the National Leadership Unit, NHS Scotland
Title of Keynote: Leadership Development in the Scottish NHS: Dancing on the Shifting
Carpet
Hazel is an experienced coach, facilitator and developer with over 30 years of experience
working in health. She has held a number of academic, managerial and clinical posts both in
the UK and abroad. Her career has enabled the expression of her passion about supporting
individuals to live life fully and to contribute to their maximum potential. For the last 15
years Hazel’s career has focussed on working with partners to build leadership capability
and capacity in the NHS and across public services. Her work has ranged from supporting
individuals and teams to working with whole systems and policy makers. While Head of
Clinical Leadership at RCN Scotland, she established a range of leadership programmes
including the RCN Clinical Leadership Programme. With the support of two government
grants the programme was delivered across 80% of the Board areas in Scotland. In
November 2004, Hazel was seconded to the then Scottish Executive Health Department as
Programme Manager for Strategic Clinical Leadership. In this role she developed Delivering
the Future, now in its ninth year. External evaluation of this programme has highlighted its
significant contribution in preparing clinical leaders from across the clinical professions to
step up to national and regional roles. In April 2006 she became Interim Head of Leadership
focussing on the development and implementation of national leadership policy. In
September 2009 she moved to establish the National Leadership Unit based in NHS
Education for Scotland.
Hazel has published in a range of journals & textbooks, holds a great interest in areas of
research, education, practice & leadership and has been active on a number of national
committees. She holds a BSc and MSc from Edinburgh University and a Masters in Coaching
and Mentoring Practice from Oxford Brookes University. In her spare time Hazel has
provided respite foster care with Edinburgh City Council, completed two terms on the
Children’s panel and a was formally a trustee of the Omaleshe charity, supporting
vulnerable children in Namibia.
2
STREAM 1: ASSESSMENT MEASUREMENT AND EVALUATION
EFFECTIVE USE AND ASSESSMENT OF WEB-BASED COLLABORATIVE LEARNING
Lynne Booth, Michelle Blackburn, Simon Warwick
This paper discusses the group based assessment of a Level 4 (first year) undergraduate
module ’People Management’ within a BA (Hons) Business and Human Resource
Management (HRM) degree delivered at Sheffield Hallam University. The course includes a
placement year between levels 5 and 6 where students work in organisations in a range of
entry level roles. This is a module purposely developed following students feedback that
they were insufficiently prepared to apply for and secure specialist HR placement
opportunities. This paper evaluates the use of a Cloud-based wiki/portfolio tool (Google
Sites) to help students develop a range of employability skills and HR content knowledge. Of
specific consideration is the assessment design that enabled individual contribution to be
assessed and measured while students gain group working experience. The context, design,
delivery and evaluation of the learning and assessment strategy and its impact upon group
work strategies and grading are discussed. The paper identifies an approach that seems to
maximise the benefits of group work while clearly differentiating individual contribution,
often seen as a challenge. In addition this approach also seems to minimise student
concerns with social loafing. In conclusion recommendations are offered to academics
considering the use of learning technology to mitigate some of the challenges presented by
student group working.
PROPOSING THE USE OF Q-METHODOLOGY IN HRD RESEARCH AND PRACTICE
Jennifer Stanigar
The purpose of this doctoral submission is to: (a) explore the use of Q-methodology in
human resource development (HRD) research and practice through a limited review of the
literature, and (b) identify implications for considering the use of Q-methodology in HRD
research through a review of selected studies. Q-methodology is a research approach that is
increasingly being used in social science research to better understand viewpoints, beliefs,
and the subjective values of participants. A brief overview of the theoretical framework is
presented, along with references for further study. A literature review was conducted using
a keyword search of the four refereed journals published by the Academy of Human
Resource Development (AHRD). The journals searched were Advances in Developing Human
Resources, Human Resource Development International, Human Resource Development
Quarterly, and Human Resource Development Review. A second source searched for this
review includes 15 years of AHRD annual conference proceedings (2000-2014). The
keywords were Q-methodology, Q-method, and Q-sort. Findings from the search of both
sources returned one result for keyword ’Q-methodology’ and seven for keyword ’Q-sort’.
3
No empirical studies were found that used Q-methodology as a research paradigm. The
paper provides researchers with several implications to consider when contemplating the
use of Q-methodology for HRD research. It is an efficient and effective way to conduct
exploratory research, suitable for identifying clusters of viewpoints. This method allows
participants to reflect and collaborate in the interpretation of factors through the use of
post-sort surveys and participatory analysis approaches.
PLACING THE TRANSFER OF LEARNING AT THE HEART OF HRD PRACTICE
Vivienne Griggs, Dianne McLaren, Barbara Nixon, Joanna Smith
Training evaluation is a key area of Human Resource Development; however, measuring the
effectiveness of training and the transfer of learning from a training programme to the
workplace can be a challenging activity. This is even more problematic for a training
provider who does not have the continuous relationship or access to performance measures
of an in-house training department. This paper reports on the evaluation of a training
model, assessing the impact from introduction to completion of the cycle. There are three
partners in this research project: the training company, the client organisation and the
university researchers. Synaptic Change Ltd is a training consultancy delivering bespoke
training to organisations. Utilising a case study approach, this project reports on the
evaluation of their training model through its introduction at Connect Housing, a charitable
housing and support provider. This presents an interesting context for the study as
researchers have suggested the distinctive value led culture of the Voluntary Sector can
support a strong learning culture within the organisation. The project seeks to assess the
value of learning to the organisation derived from the introduction of the model. The paper
explores theoretical and empirical research concerning the evaluation of training and
discusses the context of the case study organisation. It then positions the methodology
employed and how data will be collected. As a working paper, the findings are not available
at this time but will be presented and discussed at the UFHRD conference.
RETURN ON INVESTMENT: CONTRARY TO POPULAR BELIEF, MOOC’S ARE NOT FREE
Marie Valentin, Fred Nafukho, Celestino Valentin Jr., Detra Johnson, John LeCounte
The primary purpose of this paper is to examine the financial implications of the providers
of MOOC’s and to examine how and where financial gains are being felt. The research
methods employed include a thorough review of literature published in refereed journals on
MOOCs. The findings of the review of literature have revealed the profitability potential for
platform providers, publishers, colleges and universities, as well as test taking centers.
Findings also reveal implications as to actual costs for student participants and benefits that
may be assumed from participating in learning through MOOCs.
4
DEVELOPMENT OF THEORETICAL-BASED MULTIDIMENSIONAL LEARNERS’ EVALUATION IN
THAI HIGHER EDUCATION: A CASE STUDY OF THE NATIONAL INSTITUTE OF DEVELOPMENT
ADMINISTRATION
Dawisa Sritanyarat, Chiraprapha Akaraborworn
The main purpose of this study was to develop theoretical based multidimensional learners’
evaluation in Thai higher education adopting the National Institute of Development
Administration (NIDA) as a case study. Data was collected by both qualitative and
quantitative methods from instructors, officers, and students of NIDA. Constructs were
developed by triangulating data from the systematic literature review, data from the
qualitative data collection, and the Likert-scale survey. Patterson’s (in Holton and Lowe,
2007,) criterion for evaluating theory was used to evaluate the conceptual framework. Then,
quantitative data was use of questionnaire to develop empirical indicators of the
framework. The quantitative analysis was exploratory factor analysis. Cronbach’s alpha
analysis was used to test internal reliability of the developed empirical indicators. This study
proposed the concept for multidimensional learners’ evaluation which can be validated and
adopted in higher education institutions to evaluate quality of teaching and learning, as well
as a set of evaluation constructs for human resource management and development of
higher institutions in Thailand.
MENTORING FOR EMPLOYABILITY: A THREE DIMENSIONAL EVALUATION FRAMEWORK
Julie Haddock-Millar, Chandana Sanyal, Chris Rigby
The purpose of this research is to develop an evaluation approach and specific tools that
effectively address the three dimensions of mentoring programmes: the mentoring
relationship, the programme and the impact on the organisation. The primary research
strategy is action research which is a process which ‘brings together action and reflection,
theory and practice, in participation with others, in the pursuit of practical solutions to
issues of pressing concern to people, and more generally the flourishing of individual
persons and their communities’. The project team facilitated the learning and development
of individuals, groups and organisations through the process of action and conscious
reflection as co-researchers in the action research project. The project team drew from
multiple methods, utilising a mixed method approach, facilitating structured, semistructured interviews, focus groups, questionnaires, appreciative inquiry and cases studies
providing both qualitative and quantitative data. The evaluation of the three mentoring
programmes has provided numerous points of learning, several of which have significant
implications for learning and development and HRD practitioners: the importance of an
evaluation strategy as a distinct, evolving and crucial process within a programme; the
importance of identifying and articulating concisely the strategic drivers for each partner;
the value of having a template protocol for processes, in this case The International
Standards for Mentoring Programmes in Employment (ISMPE), and sharing it!; and, the
5
importance of considering learning and development interventions through a mutli-lens
perspective: participants, programme and organisation.
MOOCS: CHARACTERISTICS, BENEFITS AND CHALLENGES
John LeCounte, Frederick Nafukho, Marie Valentin, Detra Johnson, Celestino Valentin
The primary purpose of this research paper is to examine the upsurge of interest in MOOCs
with a focus on the characteristics, benefits, and challenges of MOOCs. To achieve the
purpose of the research, relevant literature review is conducted. The findings of this paper
show that the main features of MOOCs include massive enrollment of students with the
highest course having 160,000, over 8.1 million students have taken MOOCs and the
numbers are growing. As illustrated in the paper, MOOCs encompass two distinct course
formats, which are cMOOCs and xMOOCs. cMOOCs and xMOOCs are significantly different
in their pedagogy style. cMOOCs are networked and distributed to operate on a single
website or with a centralised core of content. Participants are encouraged to take selfdirected measures in terms of meeting in locations to better organise themselves. In
contrast, xMOOCs are organised on a specifically designated platform. Students may
collaborate through strategic social media partnerships such as Facebook, Twitter and
LinkedIn. The social media partnerships have been found to offer competitive advantages in
terms of low-cost and tremendous visibility. However, the main platform is where primary
interaction takes place in discussion forums.
6
STREAM 2: CAREER DEVELOPMENT & DIVERSITY ISSUES
THE STRUCTURAL RELATIONS AMONG PROTEAN CAREER, BOUNDARYLESS CAREER, AND
OTHER RELATED VARIABLES
Yongho Park
This study aims to empirically investigate the effects of organisational learning climate and
self-directed learning ability on the new careers including protean career and boundaryless
career. Based on the previous studies, the effects of learning climate and self-directed
learning ability on the new career were proposed. Especially, the direct and indirect
influence of the independent variables (organisational learning climate and self-directed
learning ability) was included in the research model. The study results showed that all the
paths of the research model were statistically significant. Also, the study results showed that
the direct effects of the independent variables variables (organisational learning climate and
self-directed learning ability) were larger than indirect effects on the protean career and
boundaryless career. The implication and the suggestion for the future studies were
provided.
MANAGING GENDER DIVERSITY IN THE NATIONAL HEALTH SERVICE (NHS): AN
INVESTIGATION OF THE ROLE OF MENTORING AND SOCIAL CAPITAL
Saquifa Seraj, Mohamed Branine
Although gender diversity in the workforce in Britain is increasing but organisations are yet
to be successful in ensuring full integration of females in the workplace. Females are
underrepresented in senior managerial positions of organisations. This is true even for
organisations that are traditionally known to employ a large number of female employees.
This research was conducted in a Scottish NHS Board to examine the role of mentoring and
social capital in advancing the career of females from different ethnic backgrounds to senior
managerial positions. Considering the fact that ethnic diversity is rapidly increasing in
Britain, the research takes ethnicity into account along with gender. Data was collected
from the NHS Board through questionnaires and semi-structured interviews. The research
findings are based on the questionnaire responses received from 242 senior male and
female managers and 13 semi-structured interviews conducted with the senior male and
female managers across the NHS Board. This findings illustrate females are significantly
under-represented at the top managerial positions of the NHS Board which is in stark
contrast to their greater representation at the less senior levels of the hierarchy. Also,
females from non-white ethnic backgrounds are not at all represented in the top four salary
bands. In terms of career progression, it was found that male employees make better use of
mentoring and social capital to enhance their career progression. To the best of our
7
knowledge this is the only piece of work that explicitly investigates the role of mentoring
and social capital in managing gender diversity at the senior managerial positions in the
NHS.
A QUALITATIVE INQUIRY: PH.D. STUDENTS’ CAREER CHOICE
Melika Shirmohammadi, Jia Wang, Mina Beigi
The purpose of this study was to explore Ph.D. students’ perception of an academic career
and their intent to pursue or not pursue professoriate career path. We adopted an
exploratory generic qualitative research approach and conducted semi-structured, and in
depth face-to-face interviews with ten doctoral students of a large research university in
Southern US. To ensure the consistency of data collected from different participants, we
developed an interview protocol with five open-ended questions. All the interviews were
transcribed verbatim and analySed using constant comparative method. In this paper, an
initial analysis of the data is presented. Teaching was the most prominent attractor to
pursue an academic career among participants. Freedom inherited in academic work,
perceptive personal fit between with the job; desire to make a difference and influence
others were the next top motivators for the doctoral students. However, students who
chose to be faculty were concerned about the pay and salary level, work-family spillover,
detachment form practical field, and the tenure process. Factors that potentially hindered
students from pursuing an academic career were lack of interest in teaching and working
with students, family issues (especially the issue of having kids and relocation for female
participants), negative perceptions about work overload, and lack of faculty positions in the
job market. Findings have implications for university administrators focused on doctoral
student attraction and retention strategies. This study also has implications for HRD scholars
and practitioners; particularly those specialised in career development areas, who seek to
explore graduate student’s career choice.
STRATEGIES FOR CONTINUING PROFESSIONAL DEVELOPMENT AMONG NURSES IN
DIFFERENT CAREER STAGES: A BIOGRAPHICAL APPROACH
Inge Pool, Rob Poell, Marjolein Berings, Olle ten Cate
The body of knowledge on nurses’ continuing professional development (CPD) is growing.
However, little is known about nurses’ CPD strategies in different career stages. Life-span
psychology shows that work motives change with aging. In line with this, it might be
expected that also CPD motives and learning activities change with aging. This paper
presents explorative qualitative research conducted in the Netherlands involving 21
interviews with hospital nurses in three career stages. The interviews had a biographical
perspective, assuming that CPD motives are interwoven with someone’s life and life history.
Data were analysed using a vertical and a horizontal analysis process. The findings showed
that CPD motives, learning activities and intensity of CPD varied across the three career
8
stages. These differences appeared to be related to differences in work motives. Learning
biographies revealed also that changes in work are important triggers for learning in all
career stages. Irrespective of career stage, nurses differed in how much initiative they
showed to actively change their work. To comprehend nurses’ CPD strategies in different
career stages requires an understanding not just of their learning motives, but also of their
work motives. These understandings may help hospitals to better gear CPD approaches to
the needs of all age groups. This seems particularly relevant in the face of present
demographic changes in the nursing workforce.
DEVELOPING HE TUTORS WITHIN THE FE SECTOR: THE ROLE OF CPD, SCHOLARSHIP AND
RESEARCH WITHIN MIXED ECONOMY COLLEGES
Alan Johnston
There has been a plethora of literature regarding the differences between higher education
in Higher Education Institutions (HEIs) and Further Education Colleges (FECs), including the
benefits and drawbacks of the latter. One of the criticisms of the HE in FE model (Mixed
Economy) is the lack of opportunity for staff to undertake research and scholarly activity to
support the advancement of knowledge. This it concludes, prevents the student from having
a HE experience, and has often resulted in many colleges setting up University Centres to
enable this development of a HE Culture among staff and students. However many Colleges
have attempted to integrate the FE and HE aspects of the college and perhaps face a greater
challenge in creating this culture. This research will aim to identify what scholarly activity is
in the HE in FE sector, and even if it exists. Assuming the existence of this brand of scholarly
activity, does it differ from expected activity in a University environment, and if so, should
it? The focus of the research will be to review staff (HE in FE) understanding and
engagement with CPD, Scholarship and Research, and their perceptions of how it impacts on
their role. This information will then be collated to identify common practices to identify the
concept and compare it to University perspectives. The research will follow a multiple case
study design involving interviewing staff delivering on HE in FE provision.
PROMOTING DIVERSITY EDUCATION THROUGH AUTHENTIC LEARNING FOR BUSINESS
PROFESSIONALS
Stefanos Nachmias, Christine Mortimer, Brendan Paddison
Concerns about the appropriateness and effectiveness of diversity provision and training are
evident in the literature. Traditional training programmes are considered inappropriate in
providing diversity education within organisations due to the complexities of diversity as a
social construct and lack of understanding of the range of physical, cultural and
interpersonal differences among individuals. This paper argues that there is a need for a
progressive approach to diversity education. There is a need to bridge the gap between
rhetoric and reality through the integration of authentic education and training
9
programmes. Academic intervention can be adopted to ensure that diversity is
mainstreamed into the way in which individuals do their jobs in a highly diversity working
environment. This is achieved by adopting a post-modern reflexive research strategy which
enables the exploration of academic intervention as an approach to diversity education. The
study contributes that organisations should become more progressive with diversity
education aiming to reconstruct diversity education and deconstruct the meaning and
benefits of diversity management.
ADDRESSING BARRIERS TO EMPLOYMENT IN THE PUBLIC SECTOR: A DEVELOPMENTAL
DIVERSITY PROGRAMME
Julie Haddock-Millar, Chandana Sanyal, Chris Rigby
This paper reports on research into a project addressing career development and barriers
facing students from groups who are under-represented in certain employment sectors. This
paper is important because it highlights barriers and provides insights into the ways in which
mentoring can deliver real results in tackling diversity issues. It also highlights the
recognition by public sector institutions of the need to increase diversity to reflect the
society they serve. The paper also demonstrates how the professional practice of the
project team, in particular the authors of this paper, has been enhanced by Action Research.
The project trained recent graduate scheme entrants drawn from different parts of the
public sector as mentors and matched them with Middlesex University students. 126
participants were trained and 63 mentee-mentor partnerships created. The aim of the
research was to evaluate the extent to which the research project objectives had been met
and to assess the impact that working with a specific mentoring project methodology
impacted the practice of two members of the project team. Online surveys were used at
each stage supplemented by one-to-one interviews and Focus Groups at the summative
stage. Impact was sought in three domains: the individual mentee experience; the
organisational level, and the Project Team. Evidence of impact upon participants is
presented in three areas: raised awareness; enhanced skills, knowledge and understanding
and increased employability. Evidence of impact upon the practice of project team members
is also presented.
TAKING STOCK OF PROFESSIONAL LEARNING: PORTFOLIOS OF ACCUMULATED CAPITAL?
Margaret Mackay
HR practitioners engage in continuing professional development to increase skill and
knowledge competence for job satisfaction, expert status and employability. This study
examines to what extent practitioners perceive professional learning as a store of capital for
career use. The research is framed by the theoretical concepts of career and social capital
where intellectual assets and social networks operate as resources to influence job activity
and career progression. This economic view of learning experiences as accumulated stock is
10
reinforced by the UK’s Chartered Institute of Personnel and Development who encourage
members to ‘bank their development’ to compete in the labour market. An interpretivist
approach explores the meaning of retrospective learning portfolios with a purposive sample
of HR practitioners. Initial findings reveal diverse perceptions of whether learning operates
as capital in career advancement. A portfolio of learning illustrates professional
achievements, and builds self-confidence in the workplace context. Significantly, the
exercise of looking back on development opens up personal insights of enhanced capability.
The benefit of this research for HRD professionals is that taking stock of development can
invigorate motivation to carry on expanding skills and knowledge. For employers there is
strategic interest in harnessing individual talent development of collective value to the
organisation.
PERSONALITY, CREATIVE INCLINATIONS AND ALTERNATIVE SELVES INNFLUENCING
CAREER CHOICES
Sana Shah, Mihaela Stan
This paper focuses on self-selection into career paths by newly graduating students and
contributes to understanding early career choices in light of individuals’ identity and
fundamental traits. This study looks into the existence of an alternative self amongst
respondents in order to see whether an alternative self impacts an individual’s career path.
Respondents were asked to describe their alternative self (if they believed they had one)
and rate its importance. The study will also look at the relationship between personality
traits measured through the five-factor model (FFM), and how personality traits correlate
with measures relating to chosen specific career paths. Additionally, respondents’ creative
inclinations are taken into account in explaining career choices. With the responses
collected via a survey, we have data on 81 respondents of which 63% are female and 64%
are graduating with a degree in Management). The respondents come from two consecutive
cohorts that had taken an introductory course in Organisational Behaviour at a London
university during their first year. With their personality data collected at entry into their
undergraduate studies, and outcome data on their job market performance and choices
being collected upon completion of their degree, this study moves beyond correlation
evidence towards causal inferences about the impact of stable individual traits on career
choices.
CREATING SAFE, INCLUSIVE SPACES IN HIGHER EDUCATION FOR THE LGBTQIQ
COMMUNITY: LESSONS FROM THE SAFE ZONE TRAINING PROGRAMME
Shana Ryman
The purpose of this research project was to understand the motivations and experiences of
full-time university faculty members who voluntarily participated in a Safe Zone training
session. The Safe Zone program works to foster safe, inclusive spaces for the LGBTQIQ
11
community. In collaboration with the Safe Zone training staff a survey was designed and
administered to all Safe Zone Workshop attendees. Full-time professors responded to the
online survey regarding their experiences and reflections after the diversity training session.
Data was analysed to determine what motivated full-time professors to attend. The data
analysed suggests that full-time professors who knew a member of the LGBTQIQ community
were more likely to attend the Safe Zone workshops, demonstrating intrinsic motivation. A
closer look at the data indicates that attendees were primarily motivated to attend the
training session to receive a Safe Zone sticker, a symbolic representation of their support.
A SKILL RESOURCE FOR THE FUTURE – WHY SHOULD AGE BE AN ISSUE?
Linda Alker
The ageing of the workforce has been identified as a key policy challenge facing European
economies. Most EU countries will experience significant demographic change over the next
decades as population’s age. The increasing proportion of older workers (50-64) and the
decline in the proportion of cohorts of younger workers in the labour force is driving the
median age of European labour forces in an upwards direction. Within the EU15, it is
estimated that by 2025, the proportion of 50-64 year old workers will double in size
compared with workers under the age of 25. Current demographic trends, therefore, have
significant implications for organisations, which are faced with the prospect of managing an
ageing workforce. Older workers are becoming more prevalent in the workforce, there are
fewer new workers joining the labour force and older workers are continuing to retire early.
These changes to the labour force could lead to labour and skills shortages in the future and
have implications for the economy in terms of the age dependency ratio. At European and
national levels there is an increasing acknowledgement of the need to overcome
perceptions and stereotypes of the “ideal” workforce – commonly viewed as being made up
of the “prime-age” group of workers within the 25-49 year old age bracket. This paper
presents key outcomes from an evaluation of a European Social Funded project (ESF) aimed
at identifying improvements that could be made to support individuals and employers and
promote the benefits to both of continued engagement in the labour market. The project
known as Age-NC (Age No Concern) evolved from the identification of growing issues for the
50+ workers across the North West of England.
BANKERS RAISING BANKERS: A LOOK INTO A FAMILY CAREER LEGACY
Porscha Jackson
There is much to be said about familial influence on career decisions; however, little is
researched on the career selection of those that decide to follow in their parents’ or other
family members’ footsteps. Despite the years of research in this area, little and inconsistent
research has been done to understand familial influence on career choice and how this
influence effects individuals who choose the same career path as other members of their
12
family. Knowing the factors that contribute to the creation of family legacies can create a
more focused workforce and community in the 21st century. The purpose of this paper is to
understand the concept of family career legacy from the experience of a member of a family
involved in the banking industry. This paper conducts a basic qualitative research study
using purposive sampling. A semi-structured interview was conducted and an emerging
conceptual framework is introduced to explain the study’s findings. Through the
participant’s narrative, we understand the selection of a career path, sense of community,
and familial role models contributed to his desire to continue the family’s career legacy. His
story demonstrates there is an intergenerational bond that exists in families that is
comprised of the career-related values, identities, behaviours, customs, traditions, beliefs,
and a support exchange that can have an influence on the career decisions of future
generations.
A FEMINIST APPROACH TO THE MEANING OF WORK (MOW): AN ANALYSIS OF GLASS
CEILING EFFECT MISCONCEPTIONS
Jenny Saplis
A feminist review of literature strongly supports the argument that the Meaning of Work
(MOW) for women is still shaped by regulatory powers of gender that lead to Glass Ceiling
Effects. Three gender-based misconceptions were analysed: inadequate attitudes, workfamily choices, and inadequate leadership abilities. Women were found to be more modest
and bookish, which could be perceived as lack of confidence or self-esteem. Women are less
likely than they were in the past to leave a job and drop out of the labour force to raise a
family, and employees at all career stages report that they experience challenges or
conflicts as they attempt to fulfil the responsibilities of both home and work. Female leaders
have shown to be just as qualified and knowledgeable of the roles and expectations as men.
Only through the continued efforts of government legislation and organisational practices
towards a feminist agenda, can women and other marginalized groups finally secure rights
and opportunities equal to those of men in the workplace and in the home. To minimize
Glass Ceiling Effects, it is recommended that the need for flexible work arrangement (FWA)
programs be assessed, leadership development opportunities be offered, and diversity
training be implemented.
FEMINIST APPROACH TO MANAGING
CORPORATIONS IN HOST COUNTRIES
DIVERSITY
WITHIN
MULTINATIONAL
Loliya Agbani Akobo, Beverly Metcalfe
As a result of the expansion of multinational corporations to other locations including Sub
Saharan Africa, an evolving diversity strategic process flexible enough to accommodate
diverse workforce within these regions has been deemed necessary. This implication of
diversity practice within host countries has further led to the debate for the need to
13
understand socio-cultural structures and social categorisation within the host countries to
enhance diversity practice. In order to understand socio-cultural structures and social
categorisation within Africa, it is pertinent to examine the evolution and concept of
managing diversity from an African perspective, the feminist theoretical approach was
decided upon for this work to understand diversity practices within Shell and General
Electric (GE) Nigeria. This paper is part of a doctoral work in progress on ‘managing diversity
within Multinational Corporations in Nigeria’ and will add to current global knowledge on
the study and practice of diversity management from a host country’s perspective, using a
feminist approach. And it will recommend further, approaches to manage diversity within
the African region; specifically Nigeria.
EFFECTS OF HUMAN RESOURCE (HR) PRACTICES ON RETIREMENT TIMING INTENTION
AMONG GENERAL PRACTITIONERS (GPS) IN NHS ENGLAND.
Mohammad Seemab Zaman
The retirement of skilled staff is becoming a worrisome trend at different career stages in
most of the developed countries including UK. This situation together with the general trend
of increasing life expectancy is putting pressure on social security system and in managing
the health care of population. Trained human resource is the most important and valuable
factor in health care system besides capital and consumables to provide the health care
service. The health care provider is facing challenges in maintaining service performance
and managing the staff to work longer. Whole system of health care in NHS is based through
GP, which gives personal, primary and continuing care to individuals, families and a practice
population irrespective of age, sex and illness. According to the UK Medical Career Research
Group (UKMCRG) general practice in England is experiencing difficulty with recruitment and
retention, with reduced numbers choosing careers in general practice or entering principalships, and increases in less-than-full-time working, career breaks, early retirement and
locum employment. The purpose of the study is to analyse the effects of the HR practices on
general practitioner’s intention and behaviour towards retirement. The objective is to
measure attitude, subjective norms and behavioural control and GP’s perceived experience
towards HR practices. It will highlight the influence of HRD domain such as training and
development, career development, performance appraisal and work-life balance affecting
intention towards retirement.
BECOME YOUR OWN ’PROJECT’: LEARNING FROM WOMEN ELITE LEADERS’ REFLECTIONS
TO SHAPE WOMEN’S FUTURE CAREERS
Sharon Mavin, Jannine Williams, Patricia Bryans, Nicola Patterson
With the aim of reflecting on the past to shape women’s future careers, we explore women
elite leaders’ reflective learning on their career experiences. The research focuses on the UK
context where those who hold leader positions at the pinnacle of organisational hierarchies
14
remain largely men. Through a thematic analysis based on data from 81 qualitative semistructured interviews, we offer 6 emergent themes to encapsulate women elite leaders’ key
issues for women who want to progress in their careers: 1) To be or not to be a woman… 2)
Family matters 3) Becoming more authentic and building self-efficacy 4) Investing in your
development 5) Outstanding credibility but not the solid lieutenant and 6) Bravery counts.
We explore thematic resonance by interpreting accounts from a further 16 women elites
from the BBC Radio 4 Woman’s Hour ‘Power List’ 2013. We view leader careers as gendered
and draw upon doing gender well and differently against sex-category to conceptualize
‘woman as a project’ as our contribution. ‘Woman as a project’ provides an architecture for
instrumental personal organising of holistic [personal and career] lives and incorporates two
significant features: conscious awareness of doing gender well and differently against sexcategory, including gender aware positioning of self as a ‘woman leader’ or as a ‘leader’, and
instrumental personal organising. Through these features the project architecture integrates
as interlocking processes, the key issues and learning that women elites identify for women
motivated to progress in their careers as leaders.
INSTITUTIONAL THEORY AND DIVERSITY MANAGEMENT PRACTICES: THE CASE OF MNC
SUBSIDIARY IN SAUDI ARABIA
Hussain Alhejji, Thomas Garavan
In response to the demographic shifts in the workforce, many organisations around the
world have initiated diversity management policies and practices that value and respect all
employees regardless of their race, gender, ethnic origin, etc. Researchers and practitioners
increasingly can draw in a growing body of knowledge about diversity management
practices. However, the majority of diversity management researcher is focusing on the
Western cultural contexts, which originates from North America and therefore may have
limited applicability to a non-Western cultural contexts. There is also a little discussion on
how MNCs export their diversity management practices to its subsidiaries in most Arab
Middle East countries such as Saudi Arabia. Studies have indicated that some US MNCs
often flailed to transfer their diversity management practices because they adopt the local
concept of equality and diversity. The aim of this paper is to investigate how the national
and institutional forces influence the adoption and implementation of diversity
management practices in Saudi Arabia. We will draw on case study of large MNC in Saudi
Arabia and conduct in-depth interviews with key people. We focus only on those directly
involved in designing and implementing diversity management practices. This includes the
CEO, HR manager, L&D manager, corporate social responsibility manager and other lower
level managers. An institutional framework will be applying to help us understand two
complimentary questions: why do MNC adopt diversity management practices in Saudi
Arabia? Secondly, how do MNC design and implement diversity management practices
giving the fact that management practices often influence by various socio-cultural and
national institutions?
15
EXPLORING COMBAT VETERANS’ CAREER DEVELOPMENT
Sarah Minnis
Veterans whose military occupation specialty (MOS) has no civilian equivalent, such as
infantry, have limited options for post-military civilian work without retraining or education,
and they may choose to attend higher education as a way to develop additional skills and
knowledge to make them more competitive for the civilian workforce. This research sought
to understand what it is like to be a veteran transitioning through higher education as a
career development conduit to civilian employment upon graduation. Hermeneutic
phenomenology was engaged to understand the participants’ lifeworld and experience.
Participants were veterans of Operation Enduring Freedom and Operation Iraqi Freedom
with infantry MOSs pursuing higher education at a large southwestern university in the
United States. Participants described myriad changes impacting them personally and
professionally. Shifts of their personal and professional power impact their experiences
wind throughout the phenomenon as illustrated by their comments. Constructs that
emerged share common roots of power and have intertwining branches: new structures,
new systems, and new relationships that impact their career development. Feelings of fear
and hope about their career development and future civilian employment were found to be
part of the veterans’ career transition process and experiences.
PEDAGOGIES OF POWER: WOMEN LEADERS’ MEDIA REPRESENTATIONS AND THEIR
PEDAGOGICAL VALUE
Valerie Stead, Carole Elliott
This paper examines the pedagogic role played by the increasing media phenomenon of
‘power lists’ in informing and influencing women’s leadership development. Responding to
calls in critical HRD to attend to gender in the theorisation and practice of HRD, the paper
asks how do media representations of women leaders in power lists inform our
understandings of gendered power relations in women’s leadership development?; and how
can these understandings in turn inform pedagogic practices in the development of women
leaders? The paper’s contribution therefore extends understandings of HRD as social,
political and gendered by examining media representation of women leaders through the
phenomenon of power lists, and; highlights the pedagogic potential of power lists as
epistemic objects through which we can interrogate women’s leadership development.
Drawing on Bourdieu’s interrelated concepts of field, habitus and capital we interrogate
representations (visual and textual) of women’s leadership in the BBC’s How to be a
Powerful Woman website and films. This analysis illuminates the pedagogic potential of
power lists to reveal key issues regarding gendered power including: the simultaneous
visibility and invisibility of women; a deficit model prevalent in leadership development,
and; issues of second generation bias through the identification of women as a club of
‘super leaders’. We suggest how media power lists can be mobilised through critically
reflexive teaching practice as pedagogic tools to appraise the complexities of what it means
16
to be a woman in a leadership role, and as a means to situate women’s leadership in
relevant social and cultural contexts.
17
STREAM 3: CREATIVITY, INNOVATION & SUSTAINABILITY
IDEA TRANSFER ACROSS THE INTERSECTION OF CREATIVITY AND INNOVATION: A REVIEW
OF THE LITERATURE AND IMPLICATIONS FOR HRD
Alina Waite, Evie Chenhall Maxey
Creativity and innovation are compelling forces in the 21st century. Much time and energy
has been put forth to study creativity since the 1960s and understand cognition and
divergent thinking, in particular. Emphasis has also been directed towards discovering
strategies to make innovation happen by way of new product development, for example.
Yet we know comparably little about idea transfer, which is a serious shortcoming. An idea
cannot be influential or impactful until it is developed and put to use. For every idea that
gets adopted, many more fall to the wayside. The purpose of this literature review was to
examine the intersection of creativity and innovation and its relation to idea transfer. A
conceptual framework was developed according to creativity approaches using the “Four P”
model and types of new combinations for innovation and factors of idea transfer were
identified. The literature closely aligned creativity with idea generation so that organisations
can realize a sustainable flow of ideas but to the near exclusion of solution implementation.
And, it associated innovation with the fuzzy front-end of new product development. A
breakdown of idea generation, especially in relation to sourcing, screening, shaping, and
evaluating ideas, is warranted so that we better understand idea transfer to ensure
successful implementation of viable solutions.
BUDDHIST SUSTAINABLE DEVELOPMENT: SUFFICIENCY ECONOMY AS AN ALTERNATIVE
APPROACH
Kotchaworn Chuymanee, Gary McLean
The purpose of this study was to explore the sustainable development concept in Buddhism
and the alternative application of Buddhist sustainable development. A literature review of
sustainable development and Buddhist sustainable development was conducted in aspects
of economic, environment, and human development. In addition, to break through the
current paradigm that can not bring the expected results, one of the widest acceptance of
Buddhist sustainable development in practical ways, Case studies of sufficiency economy in
Thailand were explored at levels from the individual, community, and business levels.
Though the cases happened in Thailand, explicit results and real-world applicability
throughout the world are acknowledged. Finally, guidelines with implications for businesses
are provided.
18
ROLE OF INNOVATION SPEED ON PRODUCT SUCCESS: THE MODERATING EFFECTS OF
TECHNOLOGY UNCERTAINTY
Shabnam Hamdi
Time-based strategies are established based on speedy product development that leads to a
greater result from market. To overcome the ongoing uncertainties in the market, we could
add more knowledge to the literature on market strategies and new product success by
studying the relationship between innovation speed and product success under different
conditions of technology uncertainty. This research is a cross-sectional quantitative survey
research. A sampling frame of 101 biotech products was selected from small and medium
Malaysian biotechnology enterprises and a self-administrated questionnaire was adopted
from previous researches. Innovation speed is generally associated with new product
success and technology uncertainty moderates the direct effect. Our findings indicate that
new product development is of less importance under low technology uncertainty. Vice
versa under high technology uncertainty, speedy development of a new product allows it to
gain better results in the market. On the whole, with rapidly changing technology in the
market and the uncertainty of customer demand, being first mover in the market is
important to success of a new biotechnology product. The results could be generalised to
other industries. Based on the findings recommendations are forwarded to biotech
companies to develop and use the appropriate strategies.
DISCOVERING THE SOCIAL ENTREPRENEUR: OPPORTUNITY FOUND FOR HRD!
Jeanne Bailey, Gary McLean
Social entrepreneurship is an emerging field. The literature reflects varying perspectives on
the topic but offers little understanding on the experience of social entrepreneurship. Using
van Manen’s approach to structuring human science research, I used hermeneutic
phenomenology to answer the question, “What is it like to be a social entrepreneur?” A new
definition of the work of a social entrepreneur was developed to assist in screening. Eleven
social entrepreneurs participated in in-depth interviews sharing their thoughts, ideas, and
feelings about the experience of social entrepreneurship. The texts were transcribed,
analysed, the results verified with the participants, and needed adjustments made. Three
main theme categories were revealed: origins; living the life; and looking forward. Eight
themes and 13 subthemes included: (a) personal experience and impactful events as
preparation; awareness of community need, and need for change; self-knowledge;
tolerance for risk and change, and action orientation (b) integration of business and social
principles into structure; personal engagement; defining moments: demands and
complexities of the role; relationship aspects; dealing with uncertainty and interaction with
outside entities (c) leadership awareness; changing roles and sustainability. The insights
provide opportunity for practice enhancements in leadership development in social
entrepreneurship and new roles with philanthropy including the development of metrics on
effectiveness and sustainability. Practice implications include opportunity for new models of
community support, teaching of social entrepreneurship and greater involvement of HRD in
19
both practice and leadership. There is opportunity to expand on the definition of social
entrepreneurship.
FROM HRD TO GREEN HRD: IMPROVING EMPLOYEES’ ENVIRONMENTAL AWARENESS
Willy Jouontso, Mohamed Branine
The growing anxiety over the degradation of the planet’s ecosystem compels the necessity
for more comprehensive and reliable environmental management. Hence, awareness of
environmental issues from citizens and organisations of all nations has become more
important than ever before. This awareness has led to the development of an
environmental consciousness regarding the planet’s ecosystems problems, as well as actions
aimed at promoting environmental corrective actions to reverse the degradation process.
Whilst actions must be taken at an international and national level, it has become
paramount for sustainability advocates to engage organisations and citizens into
environmental management. Undeniably, numerous theories have found organisations as
the major contributors to environmental degradations. Moreover, it is long established that
a relationship exist between organisations’ results and HR practices. Therefore, it is believe
that awareness of environmental issues from organisations’ employees lead to the
development of an environmental consciousness regarding the planet’s ecosystems
problems. This in turn leads to actions aimed at promoting environmental corrective actions
to reverse the degradation process thus contributing to the low carbon society goal. It is
with such belief that this study attempts through the analysis of empirical data collected
through the use of questionnaires to (i) investigate environmental awareness in
organisations; (ii) to investigate the factors that influence environmental awareness and
behaviour among employees; and (iii) employees’ perception of their organisations’
environmental policies; hence (iv) giving HRD the means to achieve ‘HRD greening’. The
following findings are made: (i) managers are the most determinant factors for
organisations’ adoption of environmental policies, (ii) there is a lack of environmental
facilities in the UK studied organisations; (iii) there is a lack of environmental activities
within the studied organisations; (iv) sustainable organisations do not have a better
reputation among their employees; (v) most organisations rely on media to promote their
environmental policies; and (vi) employees’ educational level has a positive influence on
their environmental behaviours at personal level.
HRM PRACTICES IN INNOVATIVELY-ACTIVE COMPANIES: COMPARATIVE STUDY OF
RUSSIAN SMES
Victoria Tsybova, Elena Zavyalova
The paper presents the comparative study of HRM practices in Russian innovatively-active
companies and non-innovative firms. The paper is based on the results of empirical study
conducted in 2012. In recent investigations the human resources are highlighted as a crucial
20
factor for promoting innovative outcomes. Many researchers suggest that HRM has an
impact on organisation’s performance as well as on company’s innovative outcomes.
Nevertheless, peculiar HRM practices which help companies to foster innovative activity is
not still thoroughly investigated and accurately described. The authors suppose that the
relationship between HRM practices and innovation outcomes can be explained through the
created IWB. This paper formulates the theoretical approaches to the practical research of
IWB as a result of management activity and as a factor furthering the development of the
companies’ innovation activity and highlights the HRM practices which are employed in
innovatively-active companies. As a result of regression analysis the following HRM practices
are identified: formal job descriptions detailing the specific responsibilities, engagement in
problem solving and decision making process, etc. Data analysis also confirms existing
opinion that for managing an innovative activity, practices of motivation and stimulation are
less important, and practices of recruitment and development are more significant.
THE RELATIVE EFFECTS OF PERSONAL CSR AND ORGANISATIONAL CSR ON WORK-LIFE
SATISFACTION AND JOB SATISFACTION
Kalayanee Senasu, Busaya Virakul
This research investigates the relative effects of personal corporate social responsibility
(PCSR) and organisational corporate social responsibility (OCSR) on employee work-life
satisfaction and employee job satisfaction in Thai workplaces. The data were collected via
self-administered questionnaires completed by employees of six companies selected from
workplaces in different employment sectors in Thailand. The response rate was 73 percent.
All research hypotheses were tested by means of hierarchical regression analysis and
analysis of variance was used to verify some interesting issues relating to demographic
factors. The results reveal that PCSR and OCSR have a positive impact on both work-life
satisfaction and job satisfaction. Results also reveal a generally more important role played
by OCSR in both outcomes. Some managerial implications and recommendations are also
included based on our research findings.
THE STRUGGLE FOR PRODUCT DEVELOPMENT AND INNOVATION IN A FAMILY-OWNED
SME: A KNOWLEDGE TRANSFER PARTNERSHIP APPROACH
Mark D’Souza-Mathew, Robert Pickard, Howard Pickard, Jeff Gold
Product Development and Innovation (PDI) provide important possibilities for learning in
organisations. However, for many SMES, there evidence of low rates of PDI, relying mostly
on informal processes and incremental learning. The paper aims to consider how a familybased SME in West Yorkshire sought to make learning more generative by providing more
recognition for PDI. The literature suggests PDI represents a challenge to many SMEs where
there is a fear that resources could be wasted if PDI becomes too prominent. A situated
learning approach is considered in combination with the sociology of translation to follow a
21
Knowledge Transfer Partnership Associate as he sought to persuade others to work on the
activity of PDI. The paper shows how the fact of PDI is made real, through argument and
artefacts. Initially, adopting a ‘piggy-back’ strategy, through enrolment, a network of aligned
interests is constructed. At a crucial stage, generative learning becomes possible and PDI
becomes more stable and recognised.
22
STREAM 4: CRITICAL, SOCIAL JUSTICE AND ETHICAL ISSUES IN HRD
MINIMUM WAGE IN BANGLADESH’S READY-MADE GARMENT SECTOR: IMPACT OF
IMBALANCED RATES ON EMPLOYEE AND ORGANISATION DEVELOPMENT
Md. Abdus Salam, Gary McLean
The ready-made garment (RMG) industry has been Bangladesh’s key export industry and
one of the main job creation sectors for last three decades. Almost 80% of Bangladesh’s
export earnings come from the RMG sector and around four million people work there.
However, despite strong economic growth and huge job creation, employment condition is
still backward for the workers of this sector. Recent massive accident attracted global
attention to sever health and safety risks as well as overall working condition, including
extreme low wage. They work for as little as $38 per month, whereas the living cost of
Bangladesh is much higher than that. But again as cheap labour is one of the main factors
behind the boost of this sector, too high wage may harm this industry severely. Hence, the
purposes of this study were threefold. First is to explore whether it might be possible to
determine a minimum wage acceptable to owners and workers. Second, we investigated the
impact of imbalance of payments, i.e., too low or too high a wage, on employee
development and organisational development. Finally, we explored the impact of the wage
rate on the social life of employees. This paper recommends a minimum basic salary for the
RMG sector after calculation of minimum wage for two major cities. This paper further
suggests some important steps for the financial and social well-being of the workers as well
as for the betterment of the organisations of this sector.
CREATING SAFE ZONES IN HIGHER EDUCATION FOR THE LGBTQIQ COMMUNITY: AN
ACTION RESEARCH PROJECT
Shana Ryman, Noorie Kelsey Brantmeier
The current study explores the motivations of full-time professors to voluntarily attend Safe
Zone workshops and to engage an action approach by partnering with Safe Zone staff in the
design of the study, reporting data findings back to study participants, and reporting data
back to the Safe Zone workshop staff. In collaboration with the Safe Zone training staff a
survey was designed and administered to all Safe Zone Workshop attendees. The findings
suggest that heterosexual allies are an essential part in shaping a safer and more inclusive
environment for the LGBTQIQ community. The Safe Zone volunteer program staff must take
further measures to reach a wider audience and offer additional training sessions. In
addition to the university’s support of the program in theory, the university must also
support the program in practice by building capacity through monetary support. Funding
could be used for the salary of a paid staff person, to expand programming opportunities,
and to increase outreach and engagement.
23
STREAM 5: EMPLOYEE ENGAGEMENT
24
ENGAGING EMPLOYEES IN TIMES OF UNCERTAINTY: THE DEVELOPMENT OF RESILIENCE IN
ORGANISATIONS
James McGinnis
In an effort to examine the principles of resilience development within the context of
leadership behaviours, both constructs were investigated through a literature review. From
this review, a central theme of positive psychology emerged and further queries were
conducted using key words “positive organisational psychology”. Resilience was further
explored as a teachable and learnable construct. Several studies suggested that resilience
training results in improved outcomes with one such program, the Comprehensive Soldier
Fitness (CSF) program utilised by the United States Army, emerging as one rooted in positive
psychology. Positive psychology was investigated as a foundation of organisational change
management and performance improvement and the complementary fields of positive
organisational scholarship (POS) and positive organisational behaviour (POB) emerged as
giving due acknowledgment to the impact of positivity in the workplace. Appreciative
Inquiry (AI), a methodology based upon POS and POB, incorporates POS and POB in a four
phase approach known as the 4D cycle as a means by which to implement organisational
change initiatives. Each phase of the 4D cycle was examined and then paired with an
analogous element of the CSF program revealing some striking overlaps, namely affirmative
dialogue, strength identification and envisioning of the ‘ideal’ as means of improving
performance. Admittedly a working paper, and acknowledging that the suggested linkages
are inferred, none-the-less, this literature begs the questions; What, if any, are the factors
directly linking AI to individual resilience? Do the positive affirmations of AI serve as
mitigating factors in individual resilience?
IN SEARCH OF THE CRITICAL IN THE CONCEPT OF ENGAGEMENT: IMPLICATIONS FOR HRD
PROFESSIONALS
Allan Ramdhony, Helen Francis
This paper elucidates the connections between the evolving concepts of Critical HRD (CHRD)
and engagement to consider their implications for HRD professionals. This is a conceptual
paper which draws on existing literature to advance theoretical understanding of both CHRD
and engagement. In drawing ‘a line of sight’ between CHRD and engagement the paper first
distils in ‘plain language’ the key tenets of CHRD, which are then used as an analytical lens
to cast a critical light on engagement and enable a context-sensitive, relational and dialogic
understanding of the phenomenon whilst augmenting its emancipatory potential. The
intersection between CHRD and engagement and evidence from recent research in that
area also throw up a set of critical roles and responsibilities for HRD professionals, leading to
the development of a conceptual framework that can guide critically-oriented lines of
inquiry into the process of engagement and inform the deployment of effective engagement
25
strategies. The originality of this paper lies in the fact that it offers a novel way of looking at
engagement in CHRD terms and provides a conceptual framework that robustly connects it
to the field of research and practice.
IS HRD A DRIVER FOR EMPLOYEE ENGAGEMENT? A CRITICAL LITERATURE REVIEW AND
QUALITATIVE STUDY IN THE UK HEALTH SECTOR
Claire Valentin
This study critically explores the contribution of HRD to employee engagement, based on a
review of literature and a small qualitative investigation in the health sector. It argues that
HRD processes and practices form a key part of practices claimed to facilitate engagement.
The empirical study took a social constructionist perspective to explore meanings and
purposes of the concept of employee engagement in a health service organisational
context, the drivers for and barriers to EE, and the role of formal and informal learning
opportunities in contributing to employee engagement. It incorporated semi-structured
interviews with HRD professionals, focus groups with medical and support staff, and
document analysis. The study found that the construct of EE was relevant to the health
service context, but needed to be contextualised. A range of drivers and barriers to EE were
identified. Staff broadly agreed that opportunities for learning and development could
enhance engagement, but that these could not be seen in isolation from other drivers and
barriers to employee engagement. A range of factors to support learning could be relevant
to employee engagement. Another notable finding was that of the locus of engagement,
which seemed stronger at the team and work group level than at the level of the overall
organisation. However, staff experience is contextual and individual, and EE is a complex
and multidimensional construct, which needs ongoing critique. The paper provides
theoretical insights and empirical evidence to explore the implications for HRD theory and
practice.
EMPLOYEE ENGAGEMENT & MEANINGFUL WORK IN ASIAN CONTEXT: A CULTURAL
PERSPECTIVE
Rubaba Nawrin
Employee Engagement generates the utmost attraction in the organisation by attributing to
numerous benefits of engaged workforce. Various researches have shown that engaged
employees can achieve significant financial gain for the organisation. After observing
different desired bottom up outcomes from the previous researches, researchers have
started to look up the causes or antecedents that make the employees engaged towards
their job. Although there are many antecedents, meaningful work considers one of the most
important contributors of employee engagement. Moreover, peoples’ behaviour, value,
priority, and action towards their goal vary according to different cultural context. Focusing
on this point of view, this study emphasises on finding out the determinants of meaningful
26
work in Asian context that influence employee engagement. Systemic literature review has
been done to conduct the research. In conceptual framework, cultural values act as a
mediator to identify the meaningful work determinants. From findings, it has been seen that
co-worker relation, work life balance, and relationship with the supervisors play significant
role as a determinant of meaningful work in the Asian context and eventually influence the
employee engagement level of the individuals.
‘GOING DOWN THE UP ESCALATOR’: ENGAGEMENT AND BURNOUT OF BRITISH
ACADEMICS IN HIGHER EDUCATION
Hazel Kershaw-Solomon, Crystal Zhang, Jeff Gold
This study focuses on academics engagement and burnout in British Universities. There is a
growing concern about academic staff and their performance in their roles and the effects it
is having on stress levels. As part of the government spending cuts in 2010, higher education
institutions in England had their teaching budgets cut by 40%. A rise in tuition fees to £9,000
also resulted in many institutions having to make teaching and support staff redundant.
These changes to the funding of Universities have had a major impact on the sector, forcing
Universities to compete in terms of teaching standards, research income and
professionalisation of academic staff through the implementation of the UK Professional
Standards Framework (UKPSF) and raising entry qualifications to Doctorate level. Academic
staff in British Universities have higher psychological distress when compared to academics
in other countries. This paper explores the relationship between the demands and resources
of the academic role and engagement and burnout. This review concludes by posing the
research question of what is the mix and interplay of job demands and job resources that
will engender engaged University academic staff in Britain.
”(ALWAYS) LOOK ON THE BRIGHT SIDE OF LIFE”: LIFE SATISFACTION AS AN ANTECEDENT
OF WORK ENGAGEMENT
Pedro Ferreira
Previous research on employee engagement has sought to understand the consequences,
but also the drivers of engaging people at work. The drivers of engagement have been
found mainly inside the organisation context. However, working life is not detached from
personal life, which has been demonstrated by research on work-life balance. The goal of
this research is to understand the relation between life satisfaction and work engagement,
namely if life satisfaction can function as an antecedent of work engagement. Additionally,
this research paper tries to understand if life satisfaction impacts differently on work
engagement dimensions, namely absorption, vigour and dedication, as defined by the
Utrecht Work Engagement Scale. Data was collected using a questionnaire with three
sections: the first section included socio-demographic questions; the second and third
sections included employee engagement and life satisfaction items, respectively. The results
27
confirmed the constructs and the regression model shows that life satisfaction is related
with employee engagement. Moreover, life satisfaction is also related with each of the
three dimensions of employee engagement. The main conclusion is that employee
engagement can be explained by external factors to the organisation, but that are an
integral part of employees’ lives. Being a psychological and emotional state, employee
engagement can be influenced by other aspects of employees’ lives besides their
organisational and job role.
SURVIVING DOWNSIZING IN FINANCIAL SERVICE INDUSTRY: EXPLORING IMPACTS ON
EMPLOYEE ENGAGEMENT AND PSYCHOLOGICAL CONTRACTS
Vivian Ikechukwu-Ifudu, Jan Myers
This paper focuses on the concept of the psychological contract and social exchange theory
to explore the experience of individuals who have undergone and survived organisational
change and downsizing and how it affects employee engagement. It considers cognitive and
emotional effects and the implications for continued organisational commitment,
engagement and performance. The paper also considers issues for future research. The aim
of the paper is to present initial contextual information related to the Nigerian banking
sector, which has undergone significant change and re-shaping due to a consolidation
process (2005-2006). While there is a growing literature that considers governance and
financial services in Nigeria, there is little that focuses on ‘the impact of financial distress in
the Nigerian banking industry’ in relation to ‘job satisfaction and perceived stress on the
psychological well-being of employees’. The paper is based on an initial literature review as
a precursor to empirical data collection and analysis. It is suggested that in order for
employees to provide quality services to the organisation, it is essential that the bank has an
engaged workforce. Elements of employee disengagement could prove to be challenging in
maintaining the employment relationship and will consequently hinder the success of the
business. The paper concludes that qualitative research based on the perceptions and
experiences of survivors is necessary in order to learn from the Nigerian bank consolidation.
This paper provides insights into the Nigerian context, aspects of impacts on employees’
psychological contract after downsizing, and an understanding of extra-role behaviour by
survivors.
RELATIONSHIP BETWEEN ORGANISATIONAL COMMITMENT AND THE WORK-FAMILY
INTERFACE
Sara Csillag, Csaba Kiss, Sandor Takacs, Roland Szilas
With a questionnaire based survey of 376 customer service employees we investigated how
organisational commitment profiles may relate to work satisfaction, intention to quit, and to
variables regarding work-family interface. We found eight distinct profiles and in our
analysis it turned out that among commitment components affective commitment plays a
28
very positive role, resulting in a favourable outcome for both employees and organisations.
Furthermore our findings suggest that the simultaneous effect of commitment components
is synergetic.
RECONCILING THE DEAL – A LOCAL AUTHORITY EMPLOYEE ENGAGEMENT STUDY DURING
AUSTERITY
Amanda Davis, Linda Alker, Andrew Rowe
This paper proposes a study to understand and evaluate how local authority (LA) line
managers foster employee engagement in austerity, and how employees experience such
intervention(s). The proposed study will consist of 4-6 qualitative case studies within 2-3
local authorities. Findings will be generalised to theory which will be improved by using the
multiple case study approach. The expected contribution to knowledge that this proposed
study aims to provide is to understand how employee engagement is fostered and
experienced, provide further support that SET is a theoretical basis for understanding
engagement, and demonstrate the importance of context.
WORKFORCE ENGAGEMENT IN TURBULENT TIMES: AN INVESTIGATION OF EXPERIENCES
OF ENGAGEMENT IN THE VOLUNTARY SECTOR
Katharine Venter
The research on which this paper is based sought to explore how changes in the funding
environment have impacted on organisations in the voluntary sector. This research project
is based on a series of case studies of organisations in the sector. This paper takes one of the
case studies from the wider project and uses this to explore the implications of these
changes for workforce engagement. The chosen case study is particularly interesting as an
example of an organisation facing significant downward pressure on employment relations
over which it has only limited control. The paper argues firstly, that exploring the issue of
workforce engagement amongst volunteer workers can be particularly fruitful as
engagement of this workforce raises distinct challenges for organisations. Secondly the
paper argues that some voluntary sector organisations appear to be having some success in
maintaining an engaged workforce despite downward pressure on employment relations.
However the current approach to competitive contracting by statutory bodies is placing an
almost unbearable burden on such organisations. In the case study organisation this has not
had a more damaging affect to date because of the belief of staff in the mission and goals of
the organisation. However, the employment conditions in which these individuals work are
not sustainable and there is a moral and ethical necessity to address these issues through
the structure of funding to the sector.
AN INVESTIGATION INTO EMPLOYEES’ RESPONSES TO ORGANISATIONAL CHANGES
INTRODUCED IN THE BANKING SECTOR OF GREECE: THE CASE OF PIRAEUS BANK GROUP
29
Eleni Aravopoulou, Mohamed Branine
Since 2009, when Greece entered into a new era-reality of a prolonged recession, its
economy has been struggling against bankruptcy in an uncertain political, economic and
social environment. Driven by the pressures of the International Monetary Fund (IMF) and
Greece’s European partners, a series of radical structural reforms have been introduced in
the country’s public and private sector. In this context, aiming to safeguard domestic
financial stability, the Greek banking and financial system has undergone a momentous
transformation, in which it experienced an important consolidation phase, and thus a series
of profound organisational changes have been implemented in Greek banks. The aim of this
paper is to examine EVLN (Exit, Voice, Loyalty, Neglect) behavioural responses towards four
types of organisational change (acquisitions, closure of branches, integration of information
systems and operations, and personnel downsizing) in one of the four systemic banks of
Greece: Piraeus Bank Group; and to investigate whether there are any individual differences
in employees’ responses with regard to their biographic features. Our statistical analysis
provides evidence that despite respondents’ dissatisfaction with personnel downsizing and
the closure of branches, their responses are positive. This can be attributed to the existence
of external factors which influence employees’ EVLN responses. Moreover, employees’
gender, educational background, as well as the bank in which they were working before
acquisitions, showed significant differences in terms of their EVLN responses. The
contribution of this paper is twofold. First, it provides the first evidence examining
employees’ EVLN behavioural responses towards four different types of organisational
change in the Greek banking sector. Second, the EVLN typology is used in order to study
actual behaviours and not individuals’ perceptions, intentions, dispositions or planned
responses to unspecified events.
DEVELOPING “EMO-METER” AS AN EMPLOYEE ENGAGEMENT DIAGNOSIS TOOL FOR
HOSPITAL ACCREDITATION IN THAILAND
Chiraprapha Tan Akaraborworn, Suthinee Rurkkhum, Jaruwan Yodrakang
Emo-meter was developed in this study as a research-based employee engagement
diagnosis tool to determine the key factors that affect staff engagement and satisfaction for
different staff groups and segments. This project was initiated by the Hospital Quality
Improvement and Accreditation Institute (HA) with the collaboration of Thai Health
Promotion Foundation and Personal Management Association of Thailand (PMAT) to
respond to one of the Hospital and Health Care Standard factors, HRF 5.1 Staff Engagement.
All necessary steps in developing the questionnaires were implemented. Respondents
working in 15 public hospitals were selected based on the different types of hospitals,
regions, and levels of hospital accreditation. For the pilot test, 359 subjects were tested by
Exploratory Factor Analysis (EFA) to develop the first draft of questionnaire. Confirmatory
Factor Analysis (CFA) was then used with 7,474 subjects to test whether the theoreticalbased factors in the Emo-meter are predetermined factors to determine the hospital
employee engagement. The results confirmed the appropriateness of the Emo-meter as an
30
organisational diagnosis tool to collect valid data. Conducting the diagnosis feedback to four
focus-groups of employees; doctors, nurses, medical support staff, and administration
support staff, is a critical step to establish a widely shared understanding if any change is
desired. Discussion and recommendations for future research and for practitioner are also
presented.
EMPLOYEES’ ENGAGEMENT IN HUMAN SERVICE ORGANISATIONS: THE ROLE OF LEADERMEMBER EXCHANGE AND ORGANISATIONAL JUSTICE
Daria Sarti
Research on organisational justice has increased significantly over recent decades. The
rationale for growing interest is that the perception of organisational justice—that is,
fairness of treatment—among workers has been related to a number of positive
organisational outcomes. However, further attention must be devoted to study the
mechanisms that could explain such interactions. The purpose of this paper is to
demonstrate the impact of organisational justice perception on employees’ engagement
and the moderating role played by the quality of leader-member exchange (LMX) in the
relationship
between
organisational
justice
perception
and
engagement.
In this article, social exchange theory is employed as a theoretical framework to investigate
the connection between organisational justice, LMX and engagement. By studying 314
workers of 12 human service organisations in Italy through a regression analysis, the present
paper shows that employees’ engagement is positively affected by organisational justice
perception. Furthermore, the LMX has a direct effect on employees’ engagement and a
moderating role in the relationship between organisational justice and work engagement.
WHO CARES? HEARING THEIR VOICE: EMPLOYEE ENGAGEMENT AND NURSES - EVIDENCE
FROM SCOTLAND AND AUSTRALIA
Rona Beattie, Frank Crossan
This paper builds on the on-going international study into nurses’ retention and
commitment led by Brunetto, Farr-Wharton and Shackleton. Given the unprecedented
levels and pace of change being experienced in global health services, including Australia
and Scotland, we argue that it is critical to maximise the engagement of key staff,
particularly nurses (the largest group of employees). Firstly, a brief policy and literature
review of employee engagement related to public policy, healthcare and nursing is
presented. Secondly, a quantitative and qualitative analysis, viewed through the lens of
employee engagement and practice, of empirical data collected in Scotland and Australia is
discussed. From our analysis we draw conclusions and develop recommendations for key
stakeholders: policy makers; senior health care and HR managers; and, the nursing
profession as a whole. The need to enhance our understanding of nurses’ engagement with
their employment could not be more critical than now; given the recent Francis Report into
31
care at the Mid-Staffordshire trust in the UK which criticized levels of care and compassion
shown by clinical staff, and revealed significant and systemic management weaknesses. This
report has sent reverberations around the world.
32
STREAM 6: GLOBAL, COMPARATIVE & CROSS CULTURAL DIMENSIONS
OF HRD
IS THERE AN ISLAMIC EPISTEMOLOGY? ROLE OF HRD
Md. Abdus Salam, Sanober Salman Shaikh, Gary McLean
Epistemology or knowledge of knowledge is a very old practice in the field of philosophy.
But today it is not confined only in the boundary of philosophical practice. Epistemology is
important for all kinds of research, from physical science to spirituality. Here our endeavour
was to find epistemology in Islam or Islam in epistemology, i.e., to find whether there is an
Islamic epistemology or is there any use of Islamic knowledge in epistemologies. Islam has
become an interesting topic in recent times all over the world, both for its positive and
negative image. On the one hand, Muslims are growing in numbers rapidly across Europe
and the Americas; on the other hand, a large percentage of terrorists are being labelled as
Islamist. Yet, Islamic knowledge has remained largely outside of mainstream research.
Hence, it has remained unknown to scholars outside of Islam. Therefore, our objective of
this study is threefold: first, to know about Islam, not from the myth, rather from the proper
documents; second, to search the origin and circulation of Islamic knowledge in order to
trace the epistemology in it; third, finding its worldly use, especially in the field of HROD.
This paper is based on a literature review of Islam, epistemology, and HROD. Mostly, the
Quran and Hadith have been used here for Islamic knowledge, while other sources also are
used to understand the Quran properly.
EXPLORING MIGRATION FROM ZIMBABWE TO THE UNITED STATES AND IMPLICATIONS
FOR ZIMBABWE’S NATIONAL HUMAN RESOURCE DEVELOPMENT
Charlene Mutamba, Julia Storberg-Walker
Paprock notes that in the developing parts of the world the aspect of national human
resource development (NHRD) is being given increasing emphasis. However, current
literature in HRD has scarcely covered sub-Saharan Africa and Zimbabwe in particular. The
purpose of this exploratory case study was to understand the work experiences of
Zimbabwean migrants. Understanding these experiences may help to illuminate the ‘brain
drain’ phenomenon and identify specific interventions NHRD in Zimbabwe can develop to
decrease this movement of human capital out of Zimbabwe. The case study explored the
career experiences of migrants from Zimbabwe working in the US. The research questions
this study answered was: What are the work experiences of Zimbabwe nationals in the
United States? A small sample of migrants who left Zimbabwe to work in the US was used to
answer the question. Although the phenomenon of brain drain is not new, this study is
significant in order to explore migration and to understand how NHRD policy can be
33
developed to offset the negative movement of workers out of countries like Zimbabwe and
others in the region.
SHAPING THE FUTURE OF A GLOBALISED WORLD: HRD, HIGHER EDUCATION, AND THE
EVERYDAY CROSS-CULTURAL INTERACTIONS OF INTERNATIONAL STUDENTS ON AN
AMERICAN CAMPUS
Joan Burkhardt, Elisabeth Bennett
The purpose of this paper is to report the findings from a qualitative study that sought to
understand how everyday cross-cultural interactions affected the adjustment of
undergraduate international students attending a private university in the northeastern
United States. This paper focuses on one of the study’s three research questions: How do
undergraduate international students describe the impact of university diversity initiatives
for promoting everyday cross-cultural interactions? Data were collected primarily through
interviews with nine international students and observations at “Eastern University.”
Students were purposively sampled to balance gender and world regions. Analysis used
constant comparison until findings emerged, which were member checked with study
participants. Findings show that the impact of university diversity initiatives for promoting
everyday cross-cultural interactions is described as creating an us/them divide, promoting
solidarity, and establishing a cultural presence. From these findings, two salient conclusions
were drawn. First, formal university events foster recognition of the campus diversity
international students help provide, but their impact on everyday cross-cultural interactions
is both positive and negative. Second, the mode by which undergraduate international
students are introduced to their U.S. campus affects their integration and future interaction
patterns. It is important for HRD professionals in a globalized world to understand and value
the everyday experiences that comprise cross-cultural interactions, recognising complexity
and authenticity. As HRD further develops its approach to national HRD, professionals
should focus on supporting quality education systems that embrace multiculturalism, social
responsibility, global leadership development, and resist dehumanising forces.
COMPARATIVE STUDIES: YOUTH UNEMPLOYMENT, EDUCATION AND TRAINING POLICIES
IN GERMANY, SOUTH KOREA, SPAIN AND THE UNITED STATES
Hae Na Kim
The purpose of this study was to compare the effectiveness of training and education
polices in reducing youth unemployment and provides insight into this global problem by
analyzing and comparing situations in Germany, South Korea, Spain and the United States.
This study is based on a recent literature review and analysis using web based and database
search. According to the statistics of OECD, Germany, South Korea and Spain and the United
States were chosen. Research questions are 1) what are the education and training policies
among selected countries to reduce youth unemployment? What are the characteristics of
34
these training policies? 2) How are these policies and training programs implemented to
reduce youth unemployment and to search for more effective training? Findings are workbased training help to reduce youth unemployment and youth training has been
emphasised to acquire more practical skills and to promote a transition into employment.
MANAGING CULTURALLY DIVERSE VIRTUAL TEAMS: A SYSTEMATIC LITERATURE REVIEW
Soo Jeoung Han, Michael Beyerlein
This study aims to identify factors that affect the processes and performance of culturally
diverse teams in a virtual environment. Globalisation of the economy has led to growth of
multinational corporations and international supply chains. The technology revolution has
enabled increased multiculturalism in the distributed workplace. Due to this trend, virtual
teamwork is one of the prospective areas to study and practice. In this paper, a systematic
review of the literature was conducted to identify previous empirical studies in virtual team
research from 1998 to 2013 focusing on culturally diverse virtual teams (CDVTs). We
reviewed findings focusing on the critical factors regarding processes and outcomes in
CDVTs. Based on this review, we suggest implications for HRD research and practices
regarding CDVTs.
IMPROVING THE PERSONNEL
INTERNATIONAL ACTIVITIES
FUNCTION
IN
POLISH
COMPANIES
DEVELOPING
Alicja Miś
The main purpose adopted for the conducted empirical research is to examine the solutions
in the field of human resources management at the strategic and operational level used in
Polish enterprises initiating and developing their activities on international markets, with
particular focus on changing tasks, organisational solutions and applied instruments in the
area in question. The study has adopted a hypothesis arguing that the level of
professionalism in human resources management increases along with the progressing
internationalisation of corporate activities in creating tasks, using of tools and structural
solutions of personnel function of these enterprises. Research questions are as follows: (1)
The extent to which the internationalisation of the organisation affects the way of
implementation of personnel functions (2) What is the structure of a personnel function of
the organisation that works on the international market (3) What are the key HR tasks and
activities of the international organisations in the areas of planning and recruitment of the
necessary human resources and the development and shaping of careers. The final effect of
the planned project will be diagnosing changes and development activities in the
professionally implemented personnel function of Polish companies taking account of the
subjective, structural, task and instrumental dimension. From the cognitive point of view,
practical solutions of management of expatriated employees will make it possible to build a
model of management of expatriates specific for Polish companies. From the utilitarian
35
point of view – the research will result in creation of a database of good practices of the
examined companies, which may become benchmarks for others – with similar size or from
a similar industry.
GLOBAL MIND-SET AND GLOBAL LEADERSHIP COMPETENCIES AS SHAPERS OF
ORGANISATIONAL LEARNING; EVIDENCE FROM GLOBALISERS’ NARRATIONS
Indra Dusoye
As globalisation unfolds, there is increasing internationalisation of business and
international mobility of labour. Globalisation as a concept refers to an increasing
worldwide interdependence, and involves integration of economies, countries, and peoples
worldwide. Global mind-set, global leaders, global teams, global livings are all new notions
that emerged from globalisation. As such global mind-set, global leadership and
organisational leadership become pressing facts for research. Similarly, this paper will be
focussing on how global mind-set leads to the development of global leadership
competencies and which in-turn impacts on organisation learning. The snowball technique
has been used to reach the participants. Qualitative interviews have been used to decipher
the realities of their working life concerning how global experiences are shaping their mindset, competencies and learning. The paper ends with the proposition of a framework and
proposes a series of gaps for further research by the end.
THE CULTURAL CONTEXT OF HRD IN NORTH AMERICA: AN EXPLORATORY STUDY OF US
AND CANADA
Lori Fancher, Saul Carliner, Carol Hansen
The purpose of this paper is to discuss the practice of human resource development (HRD)
from the North American perspective; the United States (US) and Canada. North America is
often compared to other regions of the world in terms of its shared economic development
and leadership in workforce development. With the advent of the North American Free
Treaty Act (NAFTA) trade increased significantly between the two countries, making their
proximity an economic as well as geographic benefit. In the years since the treaty went into
effect, many American and Canadian companies have expanded across their borders, some
successfully, some not. Two theoretical frames shape our discussion. First, we hold that HRD
is an occupational culture with a unique set of beliefs and assumptions about practice. We
begin with the evolution of the field as primarily an American concept that may not
represent the whole of North America. Secondly, we recognise that societal cultures
influence occupational cultures. Yet little research exists that explores the differences in
Human Resource Development between the two countries, whether collectively or
individually in the areas of training, career development and organisation development. To
fill this gap, we conducted exploratory study via archival data and ethnographic interviews
with practitioners that clearly revealed differences in models based on societal beliefs and
36
backgrounds. We found that within North America, three societal cultures exist,
Anglophone Canada, Francophone Canada and the United States, each framed by its own
history, laws, certification expectations, preparatory training and societal beliefs about HRD
ways of working.
HRD EDUCATORS’ VIEWS ON TEACHING AND LEARNING IN HRD: AN INTERNATIONAL
PERSPECTIVE
Yonjoo Cho, Aaron Zachmeier
The development of HRD practitioners and scholars in university-based courses and
programs is a significant but underexplored area of research. Because HRD is recognised as
an international field, HRD education deserves an international perspective. The purpose of
this study was to examine HRD education as an international phenomenon. An overview of
the research on HRD education is provided, and the results of a thematic analysis of
interviews with 40 HRD educators who teach in higher education institutions in North
America, Europe, and Asia at three annual HRD conferences in the U.S., U.K., and Taiwan are
presented in four broad categories: the nature of HRD, contextual differences, curriculum,
and teaching and learning.
A CROSS CULTURAL STUDY OF EMPLOYEE ATTITUDES TO TRUST IN MANAGEMENT IN
GHANA AND THE UK
Melanie Powell, Yvette Ferguson
Previous studies of the cultural factors affecting trust in line managers have focused on
Western organisations compared to Asian organisations. Differences in trust in line
managers have been strongly linked to differences in organisational performance. This
paper provides preliminary evidence on cross-country cultural differences in employee
assessment of their trust in line-managers by comparing evidence from Ghana and the UK.
The processes and factors explored in prior theory are presented in a summary model and
hypotheses identified and tested using data from an electronic questionnaire of employees
in two small University business schools. The results show evidence of significant differences
in the processes and factors affecting assessment of trust in line managers between African
(collectivist) and UK (individualist) cultures. Whilst the data are limited to attitude scales and
small samples within a case study context, they indicate HR practice may mediate the
impact of such cultural differences on trust in line managers and potentially on
organisational performance.
37
ORGANISATIONAL CULTURE IN CROSS-BORDER
CROSSVERGENCE, OR ACCULTURATION?
ACQUISITIONS:
CONVERGENCE,
Robin Rimmer Hurst
This paper examines the influence of organisational culture in the acculturation process of
cross-border acquisitions. Acculturation is defined as the process of developing a shared
organisational culture of two organisations during a cross-border acquisition. The results of
this analysis determined that convergence, or the adoption of Western business practices, is
the result of combining two organisations from different geographic and cultural regions.
Acculturation is enhanced by several factors, but does not appear to take place within the
five-year timeframe from acquisition to the timing of this study. Several implications for
Human Resource Development emerge through the findings. The acquisition of a 30-yearold, well established family-owned business in India by a relatively new, ten-year-old
American firm provides the focus for the research. A qualitative approach was used
incorporating on-site interviews and observations at locations in the United States and
India, and analysis of archival data and documentation. The findings of this study indicate
that, among other factors, an organisational culture focused on the training and
development of employees on the part of the acquiring organisation, as well as an
organisational culture which has the desire to learn and grow on the part of the acquired
organisation, are key factors to successful acculturation in cross-border acquisitions.
EMOTIONAL LABOUR IN THE CROSS-CULTURAL SETTING
Noormaya Salleh, Liyushiana
This paper seeks that cultural intelligence will influence the emotional labour performance,
and also related to job burnout as the emotional labour consequence. This paper develops 5
propositions that clarify how cultural intelligence will influence emotional labour, how the
different emotional labour strategy will give different effects to job burnout and how
demographic variable (age and gender) will moderate those constructs. This paper suggests
that exploring emotional labour based on cross cultural settings in Indonesia is a fruitful
research topic. This is the first paper to develop a theoretical model that includes cultural
intelligence as an antecedent and job burnout as consequence in eastern country,
Indonesia.
HELL AND HEAVEN IN THE LAND OF FIRE AND ICE: AN AUTOETHNOGRAPHIC EXPLORATION
OF ONE PROFESSOR’S EXPERIENCE AS FULBRIGHT SCHOLAR
Robin Grenier
Autoethnography calls on writing and research that display the “multiple layers of
consciousness connecting the personal to the cultural”. It is associated with the growing
38
acceptance of the use of the self in research and thus presents a context to examine the
novel experiences of a US Fulbright Scholar in Iceland. Through the reflexive examination of
journal entries, recordings, blogs, and class materials, I explore how living, teaching, and
researching in a new cultural has shaped my mental models and altered my long established
workplace heuristics. Initial discoveries focus on the power of language and communication
to shape cultural understanding and sense of self. In presenting this work I hope to be able
to contribute to the field of HRD with respect to furthering our understandings of sojourner
and expat experiences, as well as exploring how experiential learning shapes cultural
competence.
THE INFLUENCE OF CULTURAL INTELLIGENCE AND CROSS-CULTURAL ADJUSTMENT ON
THAI EXPATRIATES IN ASEAN COUNTRIES
Kanmanee Wanatishart
The era of globalisation business especially in 2015, ASEAN Countries as Asian Economy
Community (AEC) present the concept of free investment, free capital transfer, and free
movements among 10 countries. Multinational Corporations (MNCs) play the main role in
business firms. The effectiveness of expatriates and international assignments become
important source of organisations. Due to diversity of working abroad and changing of
globalisation, there has been growing interest in Cultural Intelligence (CQ) and CrossCultural Adjustment (CCA). This study aims to understand the relationship of Cultural
Intelligence and Cross-Cultural Adjustment of Thai Expatriates in ASEAN Countries and also
to increase understanding about how Thai expatriates interact with cross-cultural
environment while staying overseas. This study will use qualitative approach as an in-depth
interview to conduct data from Thai expatriates in ASEAN Countries who work in
Multinational Corporations (MNCs) in ASEAN Countries. Moreover, this study intends to
design a consulting model based upon the key findings, thereby providing an effective
application tool to assist Thai expatriates to enhance their cross-cultural expatriates
effectiveness.
PREDICTORS OF CAREER ASPIRATION OF MALAYSIAN RETURNEES FROM EUROPEAN AND
NON-EUROPEAN COUNTRIES
Maimunah Ismail, Noor Ainun Yeop Kamaruddin, Nordahlia Umar Baki, Roziah Mohd
Rasdi
This study aims to identify profiles and predictors of career aspiration of Malaysian
returnees from European and non-European countries. This study, involving 226 returnees,
was carried out in the industrialised areas of the Klang Valley, Johore Bharu and Penang, and
the state of Sabah. Four theories were applied in the analysis, namely the Push-Pull Theory,
the Human Capital Theory, the Social Cognitive Career Theory, and the Chaos Theory of
Careers. Personal and environmental factors within the major groups of push and pull
39
factors, as well as age and duration abroad served as the independent variables while career
aspiration was the dependent variable. Most returnees from Europe came back from the
United Kingdom while Australia, Saudi Arabia, Japan, Korea and the United States were the
host countries outside of Europe. Accounting and finance (20.9%) was the leading
professional sector for the European returnees, while medicine (18.9%) was the most
common work sector among non-European returnees. A regression analysis showed the
explanatory power of career aspiration for returnees from European countries was higher
(33.9%) than that of returnees from non-European countries (30.0%). Push political and pull
social factors were significant for the former group, whereas push social, pull personal and
pull family factors were for the latter. Implications of these findings to global HRD are
discussed.
HRD/HRM STRATEGY AND PRACTICES IN MNCS IN DEVELOPED AND DEVELOPING
COUNTRIES
Dmitry Kucherov, Elena Zavyalova
In our study we deal with the question: How could cultural features influence the choice of
HRM/HRD strategy and practices in MNCs in developed and developing countries? We
considered 6 theoretical approaches to HRM/HRD strategy formation and practices transfer
in MNCs. The analysis of 92 academic, scholarly articles generally about HRM/HRD issues in
MNCs and particularly in developed and developing countries allowed us to identify
HRM/HRD strategy formation and practices transfer features in MNCs in developed (the
USA, Germany, Japan) and developing (China, Russia) countries.
DEVELOPING CROSS-CULTURAL AWARENESS THROUGH FOREIGN IMMERSION
PROGRAMS: IMPLICATIONS OF UNIVERSITY STUDY ABROAD RESEARCH FOR EXPATRIATE
DEVELOPMENT
K. Peter Kuchinke, Alexandre Ardichvili, Karen Lokkesmoe
The development of cross-cultural competence has been described as a central concern for
universities and workplaces alike. In a globalised economy the job responsibilities of
university graduates in fields like business, engineering, agriculture, and education will likely
entail forming effective working relationships with individuals, groups, and institutions from
other cultural backgrounds. For working adults, the quality of interaction with colleagues,
customers, suppliers, and stakeholders from different cultures own has been shown to
determine the success or failure of projects, initiatives, contracts, and other business
interactions. Immersion for extended periods of time in the host culture is viewed as a
popular means to develop such competence. This paper presents findings of a research
project measuring the intercultural competence development of a group of 40 professional
US and Brazilian business and sustainable agriculture science students who participated in a
semester long study abroad experience. Using the well-established Intercultural
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Development Inventory (IDI) in a pre-post design, the study found low and uneven levels of
change in intercultural orientation. These findings challenge commonly held beliefs about
the effectiveness of immersion programs and suggests the need for targeted developmental
activities in addition to cross-cultural immersion for managers and professionals in
international business settings.
INTERNATIONAL STUDENTS ACADEMIC EXPERIENCES: A STUDY OF (PTDF) SCHOLARSHIP
RECIPIENTS AT A PRIVATE UNIVERSITY COLLEGE, MALAYSIA
Adekalu Samuel Olutokunbo, Ismi Arif Ismail, Turiman Suandi
The rate at which most organisations and institutions of learning offer scholarship and grant
to attract international students is becoming competitive among citizens of the developing
nations who seek to gain international education experience for better career opportunities
and educational development. At present, Malaysia is fast becoming an educational centre
for international students as the country has set a target by year 2020 to attract 200,000
international students from Africa, Asia and the Middle East and other continents of the
world (Chong & Amli, 2013). It then becomes imperative in this qualitative study to
investigate the readiness of the country in terms of the provisions in place for achieving this
laudable goal. It is with this intent that this study investigates the academic experience of
international students on scholarships in Malaysian Universities. An in-depth interview was
conducted among a group of international students in Malaysia with a particular focus on
Petroleum Technology Development Fund (PTDF) scholarship recipients studying at Linton
University College (LUC). The study revealed that, the scholars are generally satisfied and
able to cope with the classroom teaching as well as academic huddles at the College while
adapting to host challenges. They are able to comply with renewal of students’ visa
regulations in Malaysia. This study suggested among other things, an initiative such as
recommendations to improve international student academic experience studying in
Malaysian Universities with an effort to enhance their academic performance and career
opportunities, when the scholars returned to their respective countries.
HRD PROGRAMMES IN THE UK
Sally Sambrook, Jim Stewart
There is currently little knowledge or analysis of the state of HRD education in the UK. This
applies to the number of programmes offered by providers to educate, train and qualify
professional HRD practitioners as well as to the nature and content of programmes that are
offered. Thus there is a lack of base line data from which to assess the quantity as well as
the quality of vocational education and training (VET) for the HRD profession. This paper will
provide an overview of the number, level and form of HRD educational programmes in the
UK. The overview will encompass undergraduate, professional and masters level
programmes. Professional programmes in the UK are of two forms; those associated with
41
accreditation by the professional body; the Chartered Institute of Personnel and
Development (CIPD); and those not.
SERVANT LEADERSHIP AND ORGANISATIONAL CITIZENSHIP BEHAVIOUR: THE MALAYSIAN
PERSPECTIVES
Aznarahayu Ramli, Nasina Mat Desa, T. Ramayah
In the era of globalisation, organisations are seeking for better ways to maximize
employees’ work efforts and motivate them to their fullest potential. Servant leadership is
known to be a highly effective style of leadership for empowering follower as servant
leadership serve and care about their followers first before others. However, the empirical
researches on servant leadership are still limited especially in Malaysia. This paper
therefore, examines the relationship between servant leadership (empowerment, humility,
standing back, authenticity, forgiveness, courage, accountability and stewardship) and
employees’ organisational citizenship behaviour (conscientiousness, altruism,
sportsmanship, courtesy and civic virtue) among public servant in Malaysia. Survey is used in
this study and 200 set of questionnaires were randomly distributed to the employees
working with Malaysian public sectors. Data collected were analysed using SPSS version 20
and SmartPLS 2.0. Findings from the Partial Least Squares analysis revealed that servant
leadership were significantly related to organisational citizenship behaviour. This study
therefore, highlighted the importance of having the right leadership in fostering employees’
positive job behaviour. The limitation and direction for future research also were discussed.
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STREAM 7: KNOWLEDGE MANAGEMENT AND LEARNING
ORGANISATIONS
MANAGING KNOWLEDGE THROUGH HUMAN RESOURCE MANAGEMENT PRACTICES IN
SMES
Daria Sarti, Lucia Naldi
The purpose of this paper is to investigate the key role of human resource system (HRS) in
predicting innovation among Small and Medium Enterprises (SMEs) in an organisational
learning perspective. Particularly, the specific moderation effect of HRS on the relation
between the capability of firms to absorb knowledge and their innovation is here studied.
The hypothesis will be tested through a regression analysis on data collected through an on
line questionnaire administered to representatives of a sample of 3223 small and medium
sized firms in different industries in Italy. The analysis was carried out on a sample of
respondents of 126 SMEs. This paper puts in evidence that HRS affect SMEs innovation, also
it proves that there is a moderation effect of HRS on the relationship between absorptive
capacity and innovation. This paper aims at contributing to the research concerning the
development of human capital for innovation thorough HRS in small and medium firms
(SMEs). The paper will contribute to research on SMEs by addressing two major questions,
that are: does human resources systems enhance effectively innovation in SMEs? And,
further: does it have a key role in reinforcing the relation between absorptive capacity and
innovation? Results suggest that the implementation of HRS is critical for SMEs’ innovation
processes. The paper aims at contribute to the investigation on the importance for SMEs to
innovate through HRS. Results suggest that SMEs should pay more attention to HRS as a sort
of organisational investment able to develop the overall human capital and, in turn, affect in
a positive way the relation between the organisation ability to explore and exploit critical
external knowledge and its innovation achievement. Results could be useful giving some
point of reflection to SMEs management as well as to policy makers willing to implement
local policy for supporting SMEs development.
CAPACITY BUILDING OF COLLABORATION FOR KNOWLEDGE CREATION IN AN AREA-BASED
SUFFICIENCY RURAL DEVELOPMENT
Chartchai Na Chiangmai
This paper describes how collaboration for knowledge creation in an area-based sufficiency
rural development in Thailand works in coping with complex rural problems and needs.
Based on an extensive field observation in implementation of the Royal Initiatives Discovery
Institute’s projects in two provinces over the past two years, the writer contends that the
existing ideas of collaboration in community development based on a concept of top down
technology transfer is not helpful enough to appreciate the collaboration for the bottom-up
43
knowledge creation in an area-based sufficiency development. New sets of local knowledge
built up through development collaborative actions are described. Structural and
organisational constraints on collaborative actions to facilitate new local knowledge building
are discussed. The paper proposes a redesign of collaborative process to increase
information flow and enhance capacity of development collaborators in facilitation of the
bottom-up knowledge creation in an area-based sufficiency rural development. A social
learning process should be used to improve collaboration through a contextual based “link
and learn” collaborative process of knowledge creation. A training scheme to develop three
management competencies of collaborative teams is suggested.
ONE HUNDRED YEARS OF ‘SOCIAL CAPITAL’. HISTORICAL DEVELOPMENT AND
CONTRIBUTION TO COLLECTIVE KNOWLEDGE CREATION IN ORGANISATIONAL
INNOVATION
Corry Ehlen, Marcel van der Klink, Henny Boshuizen
For organisations and professionals it is important to innovate and improve their
performance. Often innovation does not have sustainable effects and faded away.
Understanding the complex processes of organisational innovation and personal learning,
and the ways to support innovation to be sustainable is becoming more and more
important. The concept of social capital proves to be a key concept in declaring innovation
in many domains. The main question of this research is: does the concept of social capital
provide valuable insights for professionals to improve innovation in their workplace and to
enhance personal capabilities? This research, a literature review on the social capital theory,
focuses on the domain of professional education, but has a broader scope. The paper
examines the potential of the concept for increasing our understanding of complex
innovations. After description of the concept of social capital in creating new knowledge,
and a historical retrospect, we compare the theory with four prevailing theories of
innovation. The model of social capital appears to better reveal hidden and intangible
dynamic processes in innovation. It offers too an interesting new framework for guiding
innovation. We conclude that the social capital perspective could become the power that
drives sustainable innovation.
SUPPORTING INTRINSIC MOTIVATION OF KNOWLEDGE WORKERS IN TEAMS. DISTRIBUTED
LEADERSHIP AND A CLIMATE FOR INFORMAL LEARNING AS SOCIAL CONDITIONS FOR
FACILITATING AUTONOMY, COMPETENCE AND RELATEDNESS SATISFACTION
Tim Hirschler, Stefan van Langevelde, Maaike Endedijk, Joseph Kessels
The importance of knowledge creation and its continuous application to work keeps rising.
Intrinsic motivation is an important contributor to this process, but studies exploring effects
of team level variables on intrinsic motivation are limited. The purpose of this study is to
explore effects of team level social conditions that may contribute to satisfaction of the
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basic motivational needs of autonomy, competence and relatedness. We expect that both
leadership distribution and a climate for informal learning are positive team level social
conditions that support workers’ intrinsic motivation. We conducted an explorative crosssectional study using data from 21 teams of an organisation for child and youth support in
the Netherlands. The basic psychological needs are measured with the W-BNS survey.
Leadership distribution is operationalised using a novel social network approach and an 8item scale measuring climate for informal learning is developed. Data were analyzed using
multilevel analysis. The main findings show that a learning climate for informal learning is
significantly tied to the satisfaction of the needs for autonomy and relatedness. Leadership
distribution shows no significant relationships. Due to a low between-group variance the
team level effects on competence could not be assessed. High explained variance at the
team level indicates that a multilevel approach should be considered when studying
satisfaction of the motivational needs.
ORGANISATIONAL LEARNING AND THE DOUBLE BIND: THE CASE OF THE MID
STAFFORDSHIRE NHS FOUNDATION TRUST
Paul Tosey, Mark Saunders, Carole Doherty, Dawn Langley
The question of how it is that organisations do, or do not, learn has engaged scholars ever
since the term `organisational learning’ was coined. It also has considerable practical
importance due to the frequency with which organisations are exhorted to learn from crises
or scandals. Prominent recent examples in the UK concern crises associated with
unsatisfactory patient care in the National Health Service (NHS). A discourse of learning
surrounds such crises, the implication of which is that learning, often formalised through
some form of inquiry, should enable interventions to be developed and implemented to
ensure that such failings do not reoccur. Despite this, experience suggests that such failings
do reoccur regularly, implying that the desired learning is seldom realised. The aim of this
paper is to conceptualise these issues within the field of Organisational Learning (OL) and,
specifically, to explore the potential for new insight to be provided by Bateson’s concept of
the double bind. Drawing on publically available secondary data, including inquiry reports
and news items, we use Bateson’s concept of the double bind as an interpretive framework
through which to illuminate the dynamics affecting OL in the longitudinal case of one UK
NHS organisation, the Mid Staffordshire NHS Foundation. The proposition we explore is that
this crisis can be understood as creating a double bind situation; and that this offers a
potential explanation for the failure to realise the desired OL.
45
“RESISTANCE IS FUTILE”: THE AFFORDANCES AND CONSTRAINTS OF POWER UPON
LEARNING IN A MULTI-AGENCY COMMUNITY-OF-PRACTICE
Kate Black
This empirical paper examines the learning of professionals-practitioners within the multiagency teams of a Children’s Services department. It develops new insights into how
learning is afforded and constrained through power dynamics operating within this context.
As collaboration increasingly becomes the norm across the sectors, this research typifies the
broader challenges facing contemporary organisations across developed economies.
Aligning with the socio-cultural perspective adopted, the research takes a qualitative and
largely inductive methodological approach. Data were generated through photo-elicitation
interviews. The data provide clear evidence that a new multi-agency community-of-practice
had developed. However, within this community there were clear asymmetries in power
relations. To some extent these mirrored the traditional professional hierarchies. However,
other professional-practitioner groups were also being afforded increased power. This was
both constraining and affording their learning, and that of others. The research presents
new insights into the realities of collaborative working: how power dynamics impact upon
the learning and co-creation of new practice-knowing. The use of visual methods has
offered new insights into these professional-practitioners’ lives that might have been left
unrevealed through conventional methods.
TURNOVER INTENTION FOR KNOWLEDGE WORKERS: THE EFFECTS OF CORE SELFEVALUATIONS, PROACTIVE PERSONALITY, PERCEIVED ORGANISATIONAL SUPPORT,
DEVELOPMENTAL FEEDBACK, AND JOB COMPLEXITY
Baek-Kyoo (Brian) Joo, Huh Jung Hahn, Shari Peterson
Despite extensive examination of the predictors for turnover and turnover intention, most
studies have focused on attitudinal and behavioural aspects of individual employees. Based
on the study of knowledge workers in a Korean conglomerate, we investigated the effects of
personal (i.e., core self-evaluations and proactive personality) and contextual factors (i.e.,
perceived organisational support, developmental feedback, and job complexity) on turnover
intention. All the factors, except for proactive personality, were significant. Knowledge
workers with higher core self-evaluations show lower level of turnover intention. Managers
and HR/OD professionals could play a pivotal role for retention of these knowledge workers
by building better practices for organisational culture, providing job redesign, and employee
developmental practices such as coaching and mentoring practices.
46
STREAM 8: LEADERSHIP, MANAGEMENT AND TALENT DEVELOPMENT
CONTEXTUAL FACTORS IMPACTING PUBLIC SECTOR LEADERSHIP
Alma McCarthy
The purpose of this paper is to shed light on contextual factors which impact on leadership
in a public sector context and draws on 862 qualitative comments gathered from 1200
completed surveys investigating leadership at senior levels in the Irish public sector context.
The findings reveal six key themes which emerge as public sector context factors impacting
on leadership. The first theme relates to conceptualisations of leadership in the public
sector context highlighting issues relating to definitions, interpretations and understanding
of leadership and 29% of responses relating to the context factors impacting on public
sector leadership were coded to this theme. The second most common contextual factor
affecting public sector leadership in the current study relates to constraints on autonomous
action and account for 20% of the comments. The third most common theme, accounting
for 17% of the comments, that emerged from the analysis relates to the interface between
the political system and public sector administration where respondents believe that the
political agenda has an overarching influence on the direction and practices of public
administrative organisations. The need to broaden awareness, knowledge and experience in
the public sector domain and the need to nurture grade relations where staff at lower
grades feel more valued accounted for 15% and 12% respectively of comments about
contextual leadership factors impacting effective public sector leadership. The need for
‘joined up’ or integrative public sector management was the final theme to emerge and
accounted for 7% of comments.
CONCEPTUALISING SUSTAINABLE LEADERSHIP
Laura Strachan, Janice McMillan, Norma D’Annunzio-Green, David McGuire
In recent times there has been a noticeable trend in the leadership literature towards
embracing person centred and resource based views of leadership. In this context many
commentators have identified the need for more long lasting approaches to leadership
practices. The literature encompassing the concept of Sustainable Leadership and
developing leaders sustainably are still in infancy. Nevertheless indications identify
leadership as a vital cog in achieving sustainable organisations. Arguably sustainable
leadership can allow a fast, resilient response which is competitive and appealing to all
stakeholders. Literature suggests organisations’ need to stop considering leadership as a
control function and instead focus on dialogue and the idea of mutual-interdependency
between leaders and their followers. Within leadership literature, stakeholder approaches;
discourses underlining the importance of relationship between leaders and followers; and
47
discussions about the need to develop reflexive and participative leadership models have
become prominent. Sustainable leadership embraces all of these new components. The
concept advocates organisations should shift emphasis from a traditional singular focus on
finances, to a view that organisations are contributors to wider environmental and social
influences. This paper explores the theoretical frameworks which surround sustainable
leadership and will synthesise and present commonly referenced facets of the concept
within the internal and external factors influencing sustainable leadership framework.
UNDERSTANDING AUTHENTIC LEADERSHIP THEORY FROM A HRD PERSPECTIVE: STEPS
TOWARD DEVELOPING AUTHENTIC LEADERSHIP DEVELOPMENT PROGRAMS
Kristina Natt och Dag, Julia Storberg-Walker
Leadership is an important area of HRD. Leadership is furthermore a vast field besides a
lucrative million-dollar business and the link between theory and practice is often missed.
Scholars suggest traditional leadership theories do not equip leaders in the 21st century
organisation and call for a paradigmatic shift. In line with this, scholars further suggest there
is a need for more ethical driven and holistic leadership approaches. Authentic Leadership
Development has emerged and could be a promising theory to meet the needs of leaders
today. However, the question is if authentic leadership can be taught, as it evolves mainly
around deep knowledge of self, which may seem insufficient in the context of challenges
leaders face. This conceptual paper explores the relevance of authentic leadership
development in the HRD-field and suggest that the distinction in this approach lies in the
understanding of the inner process and journey of self-discovery that the individual must be
ready for if authentic leadership is to become the powerful driver of organisational
performance based on positive aspects such as hope, efficacy, optimism and resilience that
it in theory could. This is a first step towards exploring that end.
COLLABORATIVE ACTION COACHING FOR LEADERS, TRANSFERRING AND SUSTAINING
LEARNING THROUGH COACHING: A POST DOCTORAL RESEARCH STUDY
Janice Cook
A post doctoral research study exploring the transferability of the Collaborative Action
Coaching for Leaders model through collaborative action research. The coaching model
originates from a longitudinal doctoral study researching the author’s own coaching practice
through collaborative action research. As a professional coaching practitioner committed to
evidence-based practice, the author was keen to conduct further research to explore the
model’s transferability to other independent, external, one-to-one, stand alone coaches of
leaders. The University of Hertfordshire has provided a small grant and three coaches have
been recruited to research their own coaching practice using the model in order to explore
transferability. Each of the three coaches has recruited one or two leaders to coach and
participate as collaborative action researchers. The study consists of two action research
48
cycles, with the leaders being coached in the first cycle (a focus on transfer of learning) and
the leaders not being coached in the second cycle (a focus on sustainability of learning). This
study will make a helpful contribution for commissioning organisations who are seeking a
greater clarity on their return on investment, as well as for professional practitioners who
are keen to find an evidence-based coaching model. The research will be concluded in the
summer of 2014, with initial findings available for this conference.
PERCEPTIONS OF HIGH ADVANCEMENT POTENTIAL AMONG MANAGERS IN EUROPEAN
COUNTRIES
Joseph Wohkittel, Louis Quast, Chu-Ting Chung, Bruce Center
Research focusing on advancement potential and promotion decisions is relatively sparse.
Previous studies have attributed this void to organisations’ reluctance to share information
about their selection practices for fear of litigation. However, multisource feedback data
that included supervisors’ predictions of advancement potential (which is more accessible
than employee selection data) can be used to examine discrete behaviours associated with
those predictions across contexts. Past research has noted that in the United States,
behaviours associated with advancement potential differ somewhat for men and women
and that differences exist among Asian countries. The present study extends this line of
research to include samples from France, Germany, Sweden, and the United Kingdom.
Limited results from additional European countries are also presented.
STEPPING IN, STEPPING BACK – METAPHORS OF LEADERSHIP
Heather Cairns-Lee, Paul Tosey
This working paper reports on the results of a longitudinal inductive study that seeks to elicit
and explore the naturally occurring metaphors and implicit leadership theories (ILT) used by
30 leaders of international business to describe their own leadership and the implications
for their development. This research aims to understand the subjective nature of leadership
and builds upon the work of scholars who have located the development of leadership in its
personalisation. The proposition of this research is that when those in leadership roles
reveal, explore and connect with their inner metaphorical landscapes they access greater
understanding of their construction of leadership, greater self-awareness about their
internal frames and external actions. The research adopts a novel method using Clean
Language, a process to facilitate exploration of the inner world, notable for its fidelity to the
client’s metaphorical landscape, to elicit and explore metaphors. This is combined with
drawings to depict the metaphorical landscapes and ILT to enhance self-awareness.
Preliminary results suggest leaders gain insights about their leadership and development. It
seems the exploration enables leaders to get in touch with their authentic models of
leadership through bringing into awareness and making visible the ways in which they think
about their craft. This research seeks to understand what leaders can learn about their own
49
leadership when they turn their attention inward to articulate and explore their own models
of leadership held in implicit leadership theories and naturally occurring metaphors.
A STUDY OF IMPLICIT LEADERSHIP THEORIES AMONG BUSINESS & MANAGEMENT
UNDERGRADUATE STUDENTS
Ryan James Curtis, Sue Williams, Mark Loon
This qualitative study explores the subjective experience of being led by investigating the
impact of their Implicit Leadership Theories (ILTs) on followers’ cognitive processes,
affective responses and behavioural intentions towards leadership-claimants. The study
explores how such responses influence the quality of hierarchical work-place relationships
using a framework based on Leader-Member Exchange (LMX) Theory. The research uses
focus groups to elicit descriptions of ILTs held by forty final year undergraduate Business
and Management students. The data was then analysed using an abductive process
permitting an interpretative understanding of the meanings participants attach to their past
experiences and future expectations. This research addresses a perceived gap by making a
theoretical contribution to knowledge and understanding in this field, focusing on how
emotional responses affect their behaviour, how this impacts on organisational outcomes,
and what the implications are for HRD practitioners. The findings support previous research
into the content and structure of ILTs but extend these by examining the impact of affect on
workplace behaviour. Findings demonstrate that where follower ILT needs are met then
positive outcomes ensued for participants, their superiors, and their organisations.
Conversely, where follower ILT needs are not matched, various negative effects emerged
ranging from poor performance and impaired well-being, to withdrawal behaviour and
outright rebellion. The research findings suggest dynamic reciprocal links amongst
outcomes, behaviours, and LMX, and demonstrate an alignment of cognitive, emotional and
behavioural responses that correspond to either high-LMX or low-LMX relationships, with
major impacts on job satisfaction, commitment and well-being.
TECHNOLOGY LEADERSHIP: HOW THE NATURE OF LEADERSHIP EDUCATION IS CHANGING
Andrew Hurt, Daniel Lybrook, Jenny Daugherty
This working paper presents the idea of context or discipline specific leadership. It argues
that the nature of leadership instruction in higher education has changed to be more
context driven and discipline specific. Several examples of discipline specific leadership
instruction are provided. Further, the authors highlight how the nature of leadership
instruction has changed at Purdue University. They describe their ongoing efforts to
transform a general leadership program into a discipline specific program focused within the
area of technology leadership. Highlights of the newly developed technology leadership
program and a discussion on the nature of discipline specific leadership are provided.
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SETTING THE EXAMPLE: A LEADERSHIP STUDY IN A CULTURALLY DIVERSE HOSPITALITY
ORGANISATION ASPIRING TO BECOME HUMANE
Danielle Dimitrov
The first empirical case study in the fields of HRD and hospitality management to explore
the way employees from different national cultures, in a US-based full-service hotel,
perceive their workplace to be a humane organisation (HO), was conducted in 2009. More
specifically, the example set by leadership in the studied hospitality organisation is a focus
of the present descriptive manuscript. The research goal is to find out what expectations
hospitality employees from different national cultures have from their leadership in order to
perceive their workplace as humane. The importance of HRD concepts, such as the HO, for
the academic study and practical development of leadership in organisations is significant
through the effects leadership has on employee satisfaction and engagement at the
workplace. The exploratory research mentioned above, employed a single embedded case
study with 17 management, supervisory, and professional line-level employees, selected via
purposeful convenience sampling. One-on-one interviews, written reflections, and
observations of the social and physical aspects of the participants’ workplace were
conducted. The Human Resource policies and programs of the studied hotel, as well as the
documentation describing the organisational structure, the leadership values, the
leadership’s community involvement, and its communication with employees, were also
outlined. There were more similarities than differences found among employees from I and
C national cultures in terms of their perceptions of how leadership should model behaviour
in a humane organisation. Overall, the initial characteristics of an HO, among which the
need for caring leadership were supported. The case study also led to the formation of two
new HO characteristics. One of them is suggested here as the main focus of leadership in
organisations: being cognizant and understanding of individuals as human beings, not just as
employees. The research of more diverse workforce in different counties, economic sectors,
and organisational cultures, under various research methodologies, and in the context of
recent and classical leadership theories, is presently recommended. Such research will
establish further weather the expectations I and C employees hold of their leadership would
make a difference for the sustenance of an HO.
TALENT SELECTION: COMMUNITY SERVICE AND SOCIAL CHANGE BEHAVIOURS AND THEIR
EFFECTS ON LEADERSHIP EFFICACY
Alina Waite, Stephen McCaskey, Barbara Eversole, Susan Gubelman, Denise Collins
Organisations are purposeful in how they select talent as a means of competitive advantage.
External recruiting can help organisations meet the demands of an increasingly diverse,
educated and contingent workforce. Higher education plays an important role that goes
beyond educating students and offers employers a source of future talent who by
graduation have already demonstrated leadership capabilities. This study explored
community service and social change behaviours and their effects on leadership efficacy.
51
Performing community service as part of a campus organisation and on one’s own and
acting for the common good signified emerging leaders among college students. HRD
professionals would benefit by using these criteria while screening students’ resumes and
application materials as part of a comprehensive strategy to identify high potential
candidates capable of leading in the workplace.
LEADERSHIP DEVELOPMENT: ACTION LEARNING, AUSTERITY AND CHANGE IN THE PUBLIC
SECTOR. WHAT HAVE WE LEARNED?
Mary Hartog, Chris Rigby, Dorian Wilson
In this paper we examine our findings from an evaluation of a leadership development
programme for local government managers in a UK Children and Families department. The
programme is conducted in the context of austerity measures in other words, budget cuts,
service re-organisation and redundancies. (This study is sponsored by a UFHRD research
grant). Central to the design of this programme is the inclusion of action learning. We begin
by reflecting on relevant HRD literature to identify issues pertinent to the practice of action
learning in leadership development in the public sector. Our evaluation explores three areas
of questions: the interplay of the cuts with the programme, the experience of the
participants of the programme, specifically action learning, and the impact – value added by
the programme. We present and then discuss our findings and consider what they tell us
about the value of this intervention. Our findings reveal that learning and development in
the context of austerity in the public sector colour the learning experience and presents
participants with significant personal and emotional demands that need to be supported
and contained in the action learning process, by competent facilitation that will help them
navigate the politics of organisational life. We discuss what is different about how we now
think about action learning for leadership development as a result of doing this work.
Finally, we consider what lessons we and others may learned for the facilitation of
leadership development – action learning (HRD) practice from our study in this public
service context.
SINKING, SWIMMING AND THRASHING ABOUT IN THE DEEP END – THE IMPACT OF
UNIVERSITY HRD PRACTICES ON THE ROLE OF THE FIRST-LINE MANAGER-ACADEMIC IN UK
BUSINESS SCHOOLS.
Ceridwyn Bessant, Sharon Mavin
The paper suggests that university HRD practices do not adequately prepare or support firstline manager-academics (FLMAs) in UK business schools for their role and that HRD
practices need to be better aligned and responsive to the needs of FLMAS as the role
becomes increasingly demanding and important. The paper presents research data from
three linked quantitative questionnaire surveys of Deans of UK business schools, FLMAs and
University HR Directors exploring the role of the FLMA. Responses from each group are
52
considered by reference to extant research into the impact and effectiveness of HRM
practices on manager-academics in UK Higher Education. The results show that the ‘key
critical’ FLMA role is poorly defined at institutional levels, under-resourced and inadequately
supported, with leadership, management and talent development practices inconsistent,
variable and contextually influenced. Expectations and responsibilities relating to ‘devolved
HR’, such as line management, performance management, leading and managing teams and
developing others are key concerns. HRD practice recommendations emerge linked to: role
definition; career alignment; appointment processes; skills development and experience
requirements; performance management and cultural resistance. No specific research has
been undertaken in the context of the FLMA role before, and the use of three research
groups provides multiple perspectives and should be of specific policy and practice value to
HR Directors, Deans and FLMAs as well as the wider research community. The paper
contributes to understanding of the impact of HRD practices on the FLMA role within UK
business schools and by implication on other academic disciplines.
LINKING LEADERSHIP BEHAVIOUR TO ETHICAL AND PERFORMANCE OUTCOMES: THE
LEADERSHIP DEVELOPMENT MODEL
Mirja Fowler, Jan-Willem Strijbos, Dieter Frey, Robert Wood
To operationalise ethical and performance-related leadership behaviour for developmental
purposes, we extended and refined Frey’s framework of twelve “ethically-oriented
leadership principles” into the “Leadership Development Model (LDM)”. The LDM builds on
existing leadership theories, particularly transactional, transformational, authentic and
ethical leadership. A developmental model of ethical leadership must identify behaviours
that lead followers to judge leaders as ethical and that are instrumental across a range of
leadership outcomes. As the LDM is based on ethical-humanistic principles (such as
respectful treatment of others) and seeks to predict performance outcomes of followers
and teams, our aim is to find out if a leader is perceived as ethical and successful when he or
she shows the behaviour described in the model. We explore the consequential validity of
the LDM and expand our previous validation analysis. In an international study participants
(n = 136) were asked to rate their line manager on the degree to which the line manager
displays the LDM behaviours as well as indicate how ethical and successful they view this
line manager. After controlling for different organisational contexts and the personal
relationship between the leader and the subordinate using the LMX, leaders whose
behaviours were consistent with the practice principles of the LDM were rated higher on
outcomes, such as mutual trust, respect and performance by their subordinates.
Additionally, using the LMX, the discriminant validity of the LDM measure was established.
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DEVELOPING FUTURE LEADERS FOR A REPUTABLE UNIVERSITY
Maryam Hassanzadeh, Abu Daud Silong, Anusuiya Subramaniam, Shabnam Hamdi
Going to the future Malaysia will intensify its efforts to become a developed nation by 2020.
To achieve this Malaysia has to become a higher income nation. Transforming the nation
from middle to higher income will require the country to be powered by the k-economy.
This means the country will need new talents. Developing the required human capital and
talents will require Malaysia to build reputable universities that are included in world class
universities that are ranked in the top 100 in the world. Effective leadership is one of the
critical factors of success in any universities. Universities’ reputation directly reflects the
capabilities of the leadership. For the past hundred years effective leadership can be
attributed to three traditional theories that include traits, behavioural and situational
theories. Looking into the future we need to look into new leadership ideas that reflect the
current challenges and needs. These future leaders must possess international experiences.
A reputable university knows that investing in future leaders is critical in sustaining growth
and success over the long term. So many reputable universities in the world have
introduced leadership intervention programs to develop their future leaders. This paper
attempts to explore university leadership effectiveness: How can future university leader
become more effective leader? It will utilise the review of literature, secondary data and
some initial data collected from experiences of top a top educational leader. Evidences from
the discussion indicate that university needs to develop global leader in order to build and
lead a reputable universities.
INCLUSIVE TALENT MANAGEMENT: MODEL BUILDING AND THEORETICAL UNDERPINNING
Stephen Swailes, Yvonne Downs
This paper explores the concept of inclusive talent management. By examining what
‘inclusive’ could mean in relation to talent, the paper proposes a definition of inclusive
talent management which is subsequently located in the traditions of positive psychology
and the Capability Approach. A four-part typology of talent management strategies is
suggested which offers greater conceptual clarity to researchers working in this field. The
practical implications of inclusive talent management are considered.
THE IMPACT OF TALENT MANAGEMENT PROGRAM ON THE PERFORMANCE OF LEADERS –
THE CASE OF WESTERN REGION MUNICIPALITY, UNITED ARAB EMIRATES
Eman Abouabid-Alla, Patricia Harrison, Scott Foster
The aim of this research was to investigate the impact of talent management programs on
the performance of individuals who are deemed to be ‘talents’ at Western Region
Municipality (WRM), a strategic public organisation, based in the Middle-East. The research
54
adopted a mixed methods approach, involving talents and their leaders, to explore the
extent to which TM (Talent Management) programs influence performance assessment. Six
interviews were conducted with senior members of staff including the HRD department and
a total of seventy-one questionnaires of an estimated population of 100 were collected
online via SurveyMonkey.com, with the final analysis using SPSS. Although UAE-nationals
form only 33% of the country population (Statistics Centre Abu-Dhabi 2013), and there is a
severe shortage among the skills of national workers, the government imposes a strict
‘Nationalisation Scheme’ policy aimed at raising the rates of employment of UAE-nationals
and limiting leadership positions to UAE-national citizens only. Despite the finding that most
of the respondents felt that they “acquired competencies required for position” and felt
ready for their next post they did not feel that the training allowance was sufficient.
Moreover, and possibly of greater concern, was the discrepancy in the perception of the
trainee and their manager. The manager did not share the same confidence in terms of the
readiness of the trainee for career progression. Nevertheless, this study overall found that
the training programme did have a positive effect on talent’s performance.
BECOMING MORE SELF AWARE – A JOURNEY OF AUTHENTIC LEADER DEVELOPMENT
Jane Turner, Sharon Mavin
Historically, extant leadership research has focused upon the identification and
measurement of leadership attributes; the ‘what’. However, a largely positivist approach
overlooks the personal processes of leader development and is considered insufficient to
inform future leader development. Increasing contextual demands imply that now more
than ever, there is a pressing need to support leaders in their development of selfawareness; removing the focus from what they do to who they are. The aim of this research
is to reveal and understand better ‘what went on’ for leaders during their engagement in an
authentic leader development process, experienced through executive coaching (ALD), to
enable the creation of a more personal leader development process. A hermeneutic
phenomenological approach was followed involving semi-structured interviews with 15 UK
senior leaders. Through Interpretative Phenomenological Analysis (IPA), we surfaced and
interpreted hidden meanings and assumptions surrounding leaders’ experiences which
resulted in a deeper appreciation of ‘how’ leaders become more self-aware and the creation
of an integrated ALD process. We discuss here a key stage of this process named
‘Excavation’; a turning inwardly, exploring within, which led to the unearthing and revealing
of ‘things’ for leaders and greater self awareness. ‘Excavation’ offers an empirical
contribution beyond the boundaries of self-reflection, introspection and self-referring,
outlined in the extant literature. Thus we advance understandings of ‘how’ leaders become
more self-aware; argue the need to reframe self-awareness as key to leader development
and offer greater insights to executive education and executive coaching thus informing
leader development practice.
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GENERIC BEHAVIOURAL CRITERIA OF PERCEIVED MANAGERIAL AND LEADERSHIP
EFFECTIVENESS WITHIN GERMAN PRIVATE SECTOR COMPANIES
Robert G. Hamlin, Taran Patel, Regina H. Mulder, Tina Braden
Using Flanagan’s critical incident technique, concrete examples of effective and ineffective
managerial behaviour (critical incidents-CIs) were collected from managers and nonmanagerial employees within a private sector company in Germany. The critical incidents
(CIs) were content analyzed using open, axial, and selective coding to identify a smaller
number of behavioural categories. These were interpreted and behavioural statements
(BSs) devised to describe in essence the meaning held in common to all of their respective
constituent CIs. The two deduced sets of effective and ineffective BSs were compared and
contrasted against equivalent findings from two previous replication studies carried out
within the German private sector in other parts of Germany. High degrees of sameness,
similarity, and congruence of meaning were identified between the respective sets of BSs
obtained from the three cases. This has led to the identification of 27 emergent generic
behavioural criteria of perceived managerial and leadership effectiveness relevant to
German public sector companies. The limitations of the study and implications for future
HRD research and practice are discussed.
HR PROFESSIONALS’ MENTAL MODELS OF MIDDLE MANAGERS: IMPLICATIONS FOR THE
HR BUSINESS PARTNER RELATIONSHIP
Valerie Anderson
This paper examines the implicit assumptions (prototypes) Human Resources (HR)
professionals hold about middle managers and considers how these affect the HR Business
Partner relationship. A social constructivist approach is adopted. The prototypes are elicited
through an innovative pictorial analysis of participant produced drawings generated by 37
HR professionals representing six nationalities and 32 different organisations. The HR
professionals’ prototype elicited in this study suggests a mental image of middle managers
as over-burdened; not in control; emotionally challenged; isolated; uncommunicative;
strategically ineffective and lacking in people management capabilities. Although the HR
business partner model offers the promise of higher visibility of HRD ‘value added’
contributions this paper shows how HR prototypicality in relation to middle managers
inhibits the development of constructive business partner relationships and outcomes.
80 YEARS ON AND THE `GREAT MEN` ARE STILL WITH US
Alex Tymon
Cunningham asks: `At the end of the first decade of the twenty-first century have we
cracked the problem of leadership development? ` This paper argues not, on the basis of
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implicit leadership theory (ILT). A disconnect between the content of leader(ship) education
and the realities of organisational and social practice is explored. Data presented shows that
despite the wealth of academic literature and overt statements about the adoption of new
paradigm leader(ship), in reality, traits theory remains the norm in practice – the `great
men` are still with us. Thus leaders learn about followership dominated theories and
organisations proclaim this is what they seek, but in practice, traditional views abound and
are embedded in recruitment, training and appraisal practices. Using a visual research
method, data was collected, coded and analysed from 150 groups of university students and
business executives. Results indicate that: gender stereotypes are common in leader
prototypes with `think leader think male` being the norm and little importance is attached
to followers, thus contradicting new paradigm approaches. The enduring traits of: charisma;
vigour; self-confidence; strength, intelligence; tyranny; masculinity; and attractiveness still
prevail. The leader-follower relationship is unequal; and heroic models of the `romance of
leadership` (RoL) are frequent. The innovative research technique presents an alternative
for both researchers and educators in leader(ship) which stimulates debate about training
and education content. It may also provide a useful stimulus for organisations to reassess
their leader selection, appraisal and development practices.
FRONTIER WORKERS IN LUXEMBOURG – A TALENT MANAGEMENT PERSPECTIVE
Eva Wuellner
The paper examines the role of frontier workers in Luxembourg under a talent management
(TM) perspective. Building on Social Exchange Theory (SET), the study analyses TM initiatives
on micro level (individual, employee=frontier worker), meso level (organisational,
employer), and macro level (society, institutional environment in Luxembourg). The
empirical study is based on an underlying practical issue originating in the necessity to
employ frontier workers to fill the gap of talent supply in Luxembourg. It is relevant for
practitioners as well as academic research in International Human Resources Development
and global talent management. The study aims at finding out what motivates people to be
frontier workers in Luxembourg and what are the important features of frontier working,
identifying key issues when managing frontier workers, and making recommendations for
HR departments in organisations that employ frontier workers and for existing or future
frontier workers. A qualitative, practical, applied research approach was adopted using
semi-structured, cross-sectional interviews with two groups of participants, HR Managers
and frontier workers. Thematic analysis revealed four main themes: (1) Role of individualorganisational-societal relationships and interactions within TM in Luxembourg, (2) Impact
of institutional environment in Luxembourg on TM practices, (3) Influence of extrinsic and
intrinsic factors upon frontier working in Luxembourg and (4) Must-haves for successful TM
in Luxembourg. The findings indicate that frontier working in Luxembourg viewed from a
talent management perspective can act as role model for applied Social Exchange Theory.
57
ON EXECUTIVES STRATEGIC CHOICES AND DECISION MAKING PROCESS: DOES THE
MENTAL MODEL MATTER?
Flavio Bressan
Researchers have long been attempting to understand the concepts of strategic choice and
decision. This issue may be approached through the executive’s mental model, the
characteristic models of perceiving, processing and using gathered information. The
relationship between executive’s mental model and strategic choices and decisions is done
theoretically by examining the mental model under Temperament proposition. The authors
conclude that the executive’s mental model – operational or strategic – may explain their
strategic choices and decisions. The understanding of the executive’s mental model can
prevent biases in the strategic analysis of the business environment and promote a best
strategic choices and decisions.
‘I WOULD RECOMMEND IT TO ANYONE!’ TRANSFERRING LEADERSHIP DEVELOPMENT AND
EVALUATING FOR IMPACT AT SKIPTON BUILDING SOCIETY
Francesca Hall, Beverley Petrossian, Tim Spackman, Jeff Gold
The paper considers the evaluation of leadership programmes in Skipton Building Society.
Recognising the difficulties associated with achieving a measurable return on investment,
the programmes were designed to ensure that evaluation served a variety of purposes
including how learning could be transferred to the workplace. An impact assessment,
completed 5 months after the end of the programmes, shows strong impact is continuing,
high recommendation for others to undertake the programmes and many examples of
ongoing transfer. The programmes have shifted the culture in support of development.
EFFECTS OF COACHING SUPERVISION AND MENTORING SUPERVISION ON TALENT
DEVELOPMENT AMONG TRAINEE DOCTORS IN PUBLIC HOSPITALS, MALAYSIA
Anusuiya Subramaniam, Abu Daud Silong, Ismi Arif Ismail, Jegak Ak Uli, Maryam
Hassanzadeh
Effective talent development approach requires strong supervision. Despite the degree to
which talent development is being supported in practitioner publications, however, it is
uncertain to what extent these views are being regarded as important, especially in a
healthcare environment. Throughout the whole of the ‘history’ of organisational studies,
scholars have incorporated traditional training, education and development’ and/or
contemporary human resource development (HRD) processes, including coaching and
mentoring – as part of their organisational development intervention strategies,
Nevertheless, the impact of supervisory styles (i.e., coaching supervision and mentoring
supervision) on talent development in the healthcare environment, especially among public
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hospital trainee doctors is still unexplained in literature. Thus, this study analyses to what
extent supervisory styles can enhance the level of talent development among public
hospital trainee doctors in Malaysia. A survey questionnaire was administered to the
individual trainee doctors who are undergoing housemanship training at public hospitals in
the Klang Valley, Malaysia. The results of this study were derived from developing a final
model with a good fit from the initial model using SPSS Version 20.0 and Structural equation
modelling (SEM) using Analysis of Moment Structures (AMOS) 20.0. The results of this study
indicate that coaching supervision as well as mentoring supervision has a positive
relationship with talent development. Furthermore, it was found that the influence of
coaching supervision on trainee doctors is major compared to the influence of mentoring
supervision on talent development.
FOLLOWER UPWARD INFLUENCE TACTICS – KEY FINDINGS FROM THE LITERATURE
Najla Alshenaifi, Nicholas Clarke
Limited information is available on how people at work influence their superiors, referred to
as ”upward influence” which is the behaviour directed to establish a favourable impact on
someone higher in the hierarchy. The objectives of this paper are: to synthesis findings from
a review of the empirical literature on upward influence tactics. Especially that last and only
upward influence tactics review was in 2002, which is over a decade ago. Since then a
number of empirical works have been published. Therefore, it seems timely to undertake a
further review. At the same time, there has been increasing interest in leadership as a
relational phenomenon, particularly LMX theory, which has generated increased interest in
followership. In doing the review we attempt to derive an empirically-based framework for
understanding the upward influence tactics. We reviewed the literature of empirical studies
published between 1980 and 2013. We organise our findings to highlight key insights from
research to date in the areas of influence tactic typologies and measures, influence tactic
and objectives/goals, the outcomes of influence tactics and factors that appear to moderate
influence tactics including culture, leadership style, and gender. Our chief finding is that
although upward influence tactics can have an impact producing positive outcomes for
followers, the results from many studies are often inconclusive. Our paper concludes with
some key practical implications for the employees, managers, and researchers on which
influence tactics appear most effective and how they may be employed to build good
working relationships.
MANAGERIAL COACHING: MOVING THE RESEARCH AGENDA FORWARD
Rona Beattie, Toby Egan, Andrea Ellinger, Marcia Hagen, Robert Hamlin, Sewon Kim
Managerial coaching has grown exponentially over the past 10 years. Whilst welcome, this
growth should not be viewed as unproblematic. A major weaknesses of managerial coaching
is the lack of empirical evidence demonstrating coaching’s impact, or not, on individual
59
and/or organisational learning and performance. Amidst the absence of evidence,
organisations, managers and employees have been presented normative and idealized
notions about coaching. Such optimistic framing of managerial coaching may underplay the
challenges managers and coachees encounter, resulting in unhelpful learning experiences.
Additionally, unlike executive coaching, commonly a discrete role, line managers (at all
levels) have a number of roles to play. Concurrently, some managers may welcome
opportunities to support their employees’ learning and development; however, others may
view it as a ‘training burden,’ or may lack the competence to undertake this key HRD
activity. The purpose of this paper is to provide an integrated review of the literature on
managerial coaching based predominantly on empirical studies, distinguishing it from other
literature reviews on managerial coaching. These studies have been mainly conducted by
the authors themselves, independently and collectively and include cases across sectors, in
several national contexts. Also studies are presented from various epistemological
perspectives including inductive, deductive and abductive. Based upon this review, an
integrated model has been developed to inform HRD professionals tasked with developing
managers’ coaching capability and managers wishing to enhance their managerial coaching
practice.
DEVELOPING THE LEADERS OF LEADERSHIP DEVELOPMENT: AN EMPIRICAL STUDY OF
HOW BUSINESS SCHOOL DEANS LEARN TO LEAD AT TIMES OF CHANGE
Rona Beattie, Paul Iles, John Wilson, John Peters
This international study examines the actions and behaviours of Business School Deans,
when leading change, particularly structural change, within their schools. The decision to
focus on Deans of Business Schools is due to the significance of business schools for the
sustainability of their universities. Whilst influential Vinten warns about their potential
complacency stressing that business schools need to ensure their mission meets the needs
of stakeholders now and in the future; a key role for their leaders– the Dean. This paper
contributes to the understanding of leadership and change management in a sector much
neglected by the academy; our own and the leadership development of our leaders in
particular. The study explores four key areas. Firstly, it explores biographical and
environmental data that may be influencing deans’ decisions. The latter being drivers of and
barriers to change, and considers whether internal or external factors have more influence
on driving change. Secondly, building on change management and leadership theory the
survey explores the strategies deans have adopted to manage change and the leadership
paradigm adopted e.g. autocratic or distributed. Thirdly, we examine the outcomes of these
strategies, admittedly from their self-perception. Finally, and the primary focus of this
paper, we identify the most efficacious content and forms of leadership development for
deans and then identify their ongoing development needs to facilitate their management of
the considerable change and leadership challenges facing the global Higher Education
market today.
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STREAM 9: ORGANISATIONAL CHANGE AND DEVELOPMENT
RETHINKING MERGERS AND ACQUISITIONS: WHAT HAVE WE LEARNED FROM THE PAST
WITH IMPLICATIONS FOR THAILAND?
Tharinee Suratpipit, Gary N McLean
Mergers and acquisitions (M&As) are widely used as a strategy for business expansion.
While many organisations have achieved their intended objectives, several have failed.
Nevertheless, the demand for growth does not seem to diminish the interest in M&As. This
paper focuses on an extensive literature review to explore the key drivers that impact M&As
success; and the roles of HR in Thailand to support business to increase M&As success. The
results show that culture is often cited as one of the important factors that determine the
success or failure of M&As, and HR can design proper intervention in the acculturation
process to bridge the cultural gap. A well-planned communication strategy to deal with
challenges in different stages of M&As can help to reduce anxiety and remove uncertainty.
Structured change management plan that aligned with new direction can help decreasing
failure rate of M&As, and last, HR in Thailand can learn from the past and advance their
roles from business supporter to business partners and be involved in designing M&A game
plans from the beginning. Finally, future research to understand other key components that
can impact success or failure of M&As in Thailand is recommended so that HR can design an
intervention plan to help companies in Thailand achieve M&A synergy.
FACULTY WORK-FAMILY INTERSECTION: A SYSTEMATIC LITERATURE REVIEW
Mina Beigi, Jia Wang, Melika Shirmohammadi
The purpose of this paper is to review the literature on faculty work-family intersection
systematically. One hundred articles with a focus on work-family issues of full-time fouryear university faculty were retrieved from two rounds of search in five academic databases.
The articles are critically analysed based on the following criteria: the journal quality,
discipline, country, research paradigm/type of the study, guiding theory, variables under
focus, sample, data collection, data analysis, and work-family intersection measure. Initial
analysis of the literature using 58 articles is presented in this paper. The critical evaluation
of previous research has implications for both HRD scholars and practitioners. This review
contributes to the understanding of work-family literature, which enables human resource
developers to identify appropriate strategies for improving work conditions for faculty and
assists faculty in addressing work-family related challenges. Researchers may use the gaps
identified in the literature to guide future research endeavours.
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FACULTY DEVELOPMENT IN A THAI PRIVATE UNIVERSITY: HRD IN HIGHER EDUCATION
Iratrachar Amornpipat, Gary N. McLean
This study reports the findings from a case study with the purpose of facilitating the design
of an effective faculty development programme in response to the challenge of fiscal
constraints due to current economic crises and the demand from the authorities for
Thailand to become the regional education hub for South East Asia. Thus, Thai private
universities have to develop strategic plans to respond. This case study was conducted in a
Thai private institutional context with an attempt to investigate the meaning of faculty
development within the Thai context. This research also examined the needs and obstacles
affecting faculty members in developing themselves. A semi-structured interview was the
method to provide an insightful understanding of the current Thai private higher education
climate. The 14 participants indicated that Thai faculty regarded faculty development as a
process designed to enhance their teaching and learning skills. The greatest needs reported
were time and motivation. Other needs were available resources, changes in human
resources policies, and training opportunities. Obstacles in developing the faculty were the
university’s leadership styles, organisational culture, and insufficient support from
administrative staff.
ORGANISATIONAL SUPPORT TO SENIOR TEACHERS IN ESTONIAN VOCATIONAL SCHOOLS
Piret Tamme
The current paper concentrates on the organisational preconditions as one influencer of the
professional development of senior teachers in vocational schools in Estonia. The results are
based on 22 semi-structured interviews which were implemented among Estonian teachers
(between the age 60 – 72) in vocational education. The results indicate that senior teachers
in Estonian vocational schools are active and motivated and in suitable environment they
would like to continue their work even after their retirement period. After the age of 65
they prefer working at part time and are more interested in placement coordination and not
so much in teaching. They respect managers (usually much younger than they are), but they
do not have confidence in managers abilities. And they are worried about their health.
Senior teachers, when not pressed by much new changes on them can be a valuable
resource at schools for quite a long time.
NEW FLAVOURS OF CROSS-SECTOR SOCIAL PARTNERSHIPS, NEW OPPORTUNITIES FOR
HRD PROFESSIONALS
Joe Follman
The purpose of this working paper, which is taken from a developing dissertation study, is to
examine multiple cases of co-coordinated volunteer programs as an expansion of existing
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interorganisational and cross-sector partnerships (CSSPs) between National Park Service
(NPS) sites and nonprofit organisation partners. The partnerships represent a new
phenomenon, and are in some ways a reversal of government-nonprofit partnerships
because the nonprofits actually provide funds to the NPS. These evolving CSSPs present
challenges and opportunities for organisations and HRD professionals. As organisations
bridge sectors to develop the requisite variety to manage and thrive in turbulent
environments, HRD professionals must make concomitant adjustments. CSSPs are
illuminated by multiple bodies of theory, to include interorganisational relations (IOR),
strategic human resource management (SHRM), structuration, and new institutionalism
theories. Some of these theories are not well-represented in the HRD literature, and so it is
incumbent on HRD scholars to understand them and this phenomenon; doing so is equally if
not more important for HRD scholar-practitioners who work in organisations that may soon
have these types of partnership. The study has the potential to apply and extend IOR, CSSP,
SHRM, and neo-institutionalism theories in a new context, and can help HRD practitioners
better support their organisations undergoing such changes.
A VOYAGE OF DISCOVERY: IS IT A JOURNEY WORTH TAKING? USING PSYCHOMETRIC
TOOLS: CONSEQUENCES AND REPERCUSSIONS.
Bridget Freer, Jean Kellie
This paper presents preliminary findings on the consequences and repercussions of using
personality preference models as an organisational development tool. The research focuses
on the proprietary model Insights Discovery®. The intension is not however to validate or
test the instrument or even to see if it ‘works’ in a technical sense. Rather, the aim is to
uncover the post-intervention consequences, be they advantageous or adverse to the
individual and/or the organisation. The work presented is part of ongoing research and aims
to raise awareness of issues that have previously been ignored or gone unnoticed. Interim
findings, gathered from qualitative research, underline the complexities and dangers of
utilising this model in organisational learning and change initiatives. Research to date has
indicated that organisational learning may not be an automatic outcome simply because
individual learning has occurred. Psychometric profiling has the potential to be damaging to
both the individual and the organisation. The ‘fallout’ can ‘make or break’ a career and more
detailed research into the ethical issues that lie behind the model needs to be undertaken.
The findings will be of interest particularly to those who instigate the model within
organisations and to practitioners who deliver it. The outcomes will inform and guide
practice, assessing the expected outcomes of using Insights Discovery. It will also allow more
accurate predictions to be made regarding the conditions necessary for personal and
organisational objectives to be achieved.
63
AN ASSESSMENT OF WORK-LIFE BALANCE PRACTICES OF INSURANCE EMPLOYEES:
EVIDENCE FROM INDIAN INSURANCE COMPANIES
S.C. Das
The paper is focused to assess the existing work-life balance initiatives between the life and
general insurance companies and to study the influence of work-life balance practices on
employee’s retention. The survey has been carried out in life and general Insurance
companies in Kolkata, India with sixteen statements of WLB practices among 300 employees
of managerial and supervisory cadre. Mean, Standard deviation, Mann-Whitney U-Test have
been performed in order to know the variation in WLB practices in between life and general
insurance companies and Ordinal Regression Analysis (PLUM) is applied to measure the
impact of work-life initiatives on employees’ retention. The study found that the mean
satisfaction/agreement score of life insurance employees is greater than general insurance
employees for the eleven variables. The Mann Whitney U-test indicates that, the response
of life insurance employees varies from general insurance employees for nature of work,
work overload and training & development. The Pseudo R2 values (e.g. Nagelkerke = 50.8%;
Cox and Snell= 42.8% and McFadden=30.2%) shows that sixteen variables of WLB initiatives
explains a relatively higher proportion of the variation in employees retention. Further, the
Wald test of significance traced four variables which found statistically significant at 5%
level. The outcome of OD is employee engagement perspectives arise based on the notion
that work–life initiatives reduce stress, and increase personal and team resilience. This
enables employees to cope with growing pressures from fast-paced environmental change
in ways that are sustainable for their well-being and enhance the organisation’s
performance.
A THEORETICAL REVIEW OF INNOVATION MODELS IN HIGHER EDUCATION AND HRD
IMPLICATIONS
Kenneth Bartlett, Thomas Jandris
The conference theme of “Reflecting on the past, shaping the future” seems as equally
appropriate to describe the current situation confronting higher education as it is for human
resource development (HRD). Indeed, the degree of change confronting higher education
and the need for colleges and universities to increase innovation in response has arguably
become an international phenomenon (Cole, 2009) which has significant implications for
HRD. Descriptions of the application of innovation theory in colleges and universities has
been detailed, although, the specific role of HRD within innovation efforts in higher
education is largely overlooked. This paper addresses this important gap in the existing
literature. This paper provides an integrative review of literature of the dominant theories
and models of innovation as applied to higher education. The focus then shifts to a
discussion of the potential role of HRD in the innovation process within the higher education
context with summary and description of existing research reports and case studies.
Suggestions for the application of rigorous theory building methods are made to develop
models and theories that explicitly link HRD within the innovation process as it is
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increasingly applied to address the challenges experienced by higher education institutions
in Europe, North America, and many other countries.
ETHICS EMBEDDED INTO CORPORATE CULTURE: A HOLISTIC AND MULTI-DIMENSIONAL
GOVERNANCE MODEL IN THAILAND
Supawan Thanapatcharoen
The purpose of this paper is to translate the holistic and multi-dimensional governance
model developed by Young and Thyil into activities at all levels for organisations to
operationalize the ethical framework as part of their corporate culture. The author intends
to develop these translated activities that can be used as the reinforcing governance
(cultural and ethical) indicators (RGI) which are to help set, plan, implement, govern and
evaluate the ethical practices of organisations until they become culture from within. The
methodology consists of literature reviews and analysis from secondary documents related
to elements in this paper. The holistic and multi-dimensional governance model was
developed in the Australian context which targets the integrative approach of micro-level
factors (firm specific) working together with macro-level factors (external environments).
However, the macro-level factors in Thailand are different; hence the author looks at the
way to strengthen the micro-level factors from within as a way to establish the fundamental
platform to strengthen the ethical essence in the corporate culture. Therefore, the findings
present two facets i.e. i) activities translated based on the micro-level factors (firm specific)
and ii) a multi-dimensional reinforcing governance as conceptual framework for
organisations in Thailand that intend to embed ethical essence in their corporate culture. To
support sustainability, future empirical studies should be conducted to verify the
applicability of the translated activities and the model in organisations in Thailand to
strengthen the sustainable development in the business sector.
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STREAM 10: PERFORMANCE ISSUES IN HRD
MENTAL TOUGHNESS, STUDENT DEVELOPMENT AND RETENTION
Patricia Harrison
A concept termed Mental Toughness, despite originally being developed with elite athletes
is now being utilised in a wider context. Following critical examination of mental toughness
and suggested benefits, LJMU decided to conduct a pilot with level 4 students on the BA
Human Resource Management (HRM) programme. The purpose of this study is to evaluate
the benefit of utilising the MTQ48 and mental toughness interventions with students. It is
valuable to not only meet the higher expectations of students since the increase in fees, but
also to aid student retention as they provide a significant overall financial benefit to a
university. It is agreed that mental toughness research is in its infancy in the field of
education. Nevertheless, the findings have generally been encouraging. Although at the
early stages, overall, there appears to have been a benefit in relation to student retention
and performance. One additional initial finding of the study, in line with other research, is
that there appears to be gender differences, with females demonstrating lower levels of
overall mental toughness. This is particularly important to practice as the students will be
entering a profession that is highly dominated by females who do not gain the same high
levels of career progression of males. In addition, the study uncovered a higher than
anticipated level of anxiety in the student group, albeit something that is recognised as an
issue for many young people. The research provides the opportunity to evaluate the use of
mental toughness as an effective intervention to help improve student experience,
academic performance and retention.
MOTIVATION AND LEADER-MEMBER EXCHANGE THEORIES APPLIED TO THE GENERAL
AUTHORITY OF CIVIL AVIATION IN SAUDI ARABIA AND THEIR EFFECT ON EMPLOYEES’ JOB
PERFORMANCE
Saggaf Alaidarous, Denise Thursfield, Steve Armstrong
This conceptual article applies contemporary motivation theories, to measure and explain
the effect of motivation on employees’ job performance, via Leader Member Exchange
(LMX) as a mediator. The General Authority of Civil Aviation (GACA) in Saudi Arabia is the
organisation of concern in this study. The aim is to provide insights about GACA’s motivation
programme and the factors that would improve the motivation system and Human
Resource Development (HRD), which would reflect profoundly on employees’ performance,
the ultimate goal for all working parties. The significance of this study emerges from the fact
that few studies have discussed Human Resource Management (HRM), and HRD,
particularly motivation and its effect on job performance in the Middle East, particularly
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Saudi Arabia. Hence it will fill a gap in knowledge, as a need has been declared for research
to focus on how intrinsic and extrinsic motivation can enhance employee performance at
different levels in organisations. This article addresses questions about GACA’s motivation
system, its contribution to better work performance, and how it might be improved. It
draws upon existing literature about motivation theories, i.e. Herzberg’s motivatorshygiene, Adams’ equity theories and previous writings on motivation and job performance
to synthesise the conceptual framework and propose hypotheses. A positivist research
philosophy was appropriate for this research implemented with a deductive approach, via a
survey strategy, using a self-administrated questionnaire to obtain employees’ opinions on
the factors investigated. Testing of the proposed relationships among the constructs
provides better understanding of the significance of the constructs’ correlations and factors
that influence employees’ performance.
‘ONCE MORE THROUGH THE LOOKING GLASS’: PRACTITIONERS’ PERSPECTIVES ON
PERFORMANCE APPRAISAL PRACTICES
Martin McCracken, Travor Brown
Performance appraisal scholarship has a rich and deep history. In a seminal work, Thorndike
offered four criteria to assess the effectiveness of performance appraisal systems: validity,
reliability, freedom from bias, and practicality. Some sixty years later, we see a strong
movement towards evidence-based practices in the field, which emphasise the importance
of practitioners grounding their performance appraisal practices in evidence, namely
techniques that are valid and reliable. Despite the long history concerning the importance
of practicality in performance appraisals, the broader literature has been repeatedly
criticized for the lack of focus on this area. In fact, much of the body of research on
performance appraisal has focused on Thorndike’s criteria of validity, reliability, and
freedom from bias. This focus on the psychometrics of performance appraisal, and the
usage of quantitative research methods, may well reflect the heavy emphasis of industrialorganisational (I/O) psychology in the discipline. Much of the performance appraisal field
has traditionally been, and remains, grounded in I/O psychology literature and methods.
While that grounding has served the field well in terms of developing rigorous performance
appraisal techniques, it has unfortunately meant that practitioners’ perspectives and voices
have been largely absent in the literature. Given this backdrop, the purpose of the present
study was to conduct semi-structured, qualitative interviews with HRD practitioners to
understand their perspectives on current performance appraisal practices. More specifically,
the one hour interviews examined areas such as performance appraisal format, use of
technology, choice of raters, linkage to corporate strategy, succession planning, goal setting,
etc.
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EXPLOITING OPPORTUNITIES FOR KNOWLEDGE SHARING DURING A LEADERSHIP
DEVELOPMENT PROGRAMME
Bejan David Analoui, Paul Hannon, Louisa Huxtable-Thomas, Tanya McDermott
LEAD Wales is an entrepreneurial learning programme aimed specifically at ‘extant
entrepreneurs’ and provides a unique research opportunity for observing in practice the
theories and concepts of the emergent discipline of entrepreneurial learning. While
recognition of the importance of social interaction for entrepreneurial learning is gaining
ground there is little evidence examining the manner in which extant entrepreneurs exploit
knowledge sharing opportunities. Within this research article we seek to address this gap by
presenting an empirical examination of the manner in which extant entrepreneurs exploit
opportunities for knowledge sharing while enrolled on the LEAD Wales programme. We
present a mixed-methods post-hoc analysis of three primary data sources including exit
questionnaires following completion of the programme (n=131), focus group interviews
(n=27) and non-participant observation of elements of the programme. We adopt the
discipline of Knowledge Management as a conceptual lens, and advance a distinction
between structured opportunities for knowledge sharing – those that occur as part of
pedagogic activities (for example, an action learning set) and unstructured opportunities –
those that arise spontaneously, within or outside the pedagogic context. The key findings
are that while both structured and unstructured opportunities were valued and led to the
effective transfer of learning, the structured opportunities for knowledge sharing caused
consternation and difficulty for even those participants who valued the unstructured
opportunities. To account for this discrepancy a number of propositions are advanced and
opportunities for future research explored. The paper concludes with recommendations for
practitioners.
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STREAM 11: SCHOLARLY PRACTITIONER RESEARCH
STRIVING TO PRACTISE WHAT WE PREACH: ACADEMICS REFLECTING ON TEACHING
REFLECTIVE PRACTICE
Aileen Lawless, Rick Holden, Vivienne Griggs, Jan Rae
That reflection is part of the HRD academics’ continuing professional development is a
powerful rhetoric. But to what extent are we guilty of hypocrisy? Inspired by the title and
theme of the conference ‘HRD: Reflecting upon the Past, Shaping the Future’ this paper
seeks to make a critically reflective statement on our own practice as HRD academics
teaching and researching reflective practice. Researching ‘practising what we preach’, in the
context of reflective practice, raises difficult questions but offers the potential for valuable
insight into the HRD academics’ professional practice.
WHY EMPLOYEE ENGAGEMENT WITHIN AN ORGANISATIONAL CHANGE SCENARIO NEEDS
COMMUNICATION TO UNDERPIN IT
Lorna McCallum
There is a growing body of evidence which demonstrates that highly engaged, organisations
can out-perform and recover far quicker from the effects of transformational change than
their disengaged counterparts. Yet, more than 20 years after the term employee
engagement was first coined, this ideal is still rarely achieved – why? The reasons can be
numerous and varied. For the HRD goal of enhancing learning to be realised, the author
would wholeheartedly encourage practitioners and academics to subscribe to the benefits
that effective, managed communication brings to the vital role of employee engagement
within a transformational change scenario. In early 2012, the author was invited to conduct
an independent and objective ‘health-check’ of a public sector organisation’s approach to
communication and employee engagement as part of a recent major restructuring exercise.
Triangulation was considered an appropriate research methodology, mainly for its ability to
strengthen the justified concerns of basing a project on a single case study organisation with
the aim of developing converging lines of qualitative and quantitative inquiry. This approach
is in line with similar studies. In conclusion, the findings demonstrated that without
effective, managed communication, employee engagement can occur but it is more likely to
be of the transactional, surface-level, short-term nature rather than the transformational
type which allows long-term, deep and sustained change based on mutually beneficial,
trusting relationships to be supported and nurtured.
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BUILDING THE CO-CREATION WHEEL: WHICH MECHANISMS IN COLLABORATIVE
KNOWLEDGE PRODUCTIVITY ARE LEADING?
Corry Ehlen, Marcel van der Klink, Henny Boshuizen
The purpose of this paper is to contribute to the literature and practice on innovation and
HRD by evaluating a multifaceted four-segment model of social mechanisms in co-creation
processes, the ‘Co-Creation Wheel’, and by investigating positive activities of actors and
HRD in co-creation. The model is evaluated by consulting 14 experts, scholars and
practitioners, in the fields of innovation practice, consultancy and research, with use of
semi-structured interviews and a questionnaire. They were asked about confirmation,
relevance, completion, and activities of actors. Findings support the importance of the four
dimensions and 12 factors of the ‘Co-Creation Wheel’. All dimensions, – construction,
relation-emotion, expertise and action-, appeared necessary; the action- and relationemotion dimensions are found most important, the social dynamic between the twelve
influencing factors is responsible for sustainable production. It is found that social capital,
the quality of the relations between all levels, is an important condition for successful cocreation. Co-creating is co-learning and co-developing, team leader and team members are
main actors, shared leadership is desirable. The Co-Creation Wheel is found an inspiring
reflection instrument or practitioners. Researchers perceived this Wheel as a new
combination of existing theories with the lens of social capital. The findings questioned the
role of HRD in co-creation: is Human Resource Development changing in Social Resource
Development?
THE CHANGING NATURE OF WORK IN THE UK POST 2008 – THE BABY CEILING THROUGH
THE LIVED EXPERIENCES OF FEMALE EMPLOYEES
Diane Keeble-Ramsay, Ross Kemble, Cheryl Lovett
New proposals announced by the UK government extend flexible working rights to all
employees. ‘Keep in touch’ days during maternity leave are promoted as a method to assure
the inclusion of female employees and assist their career development as a reasonable
adjustment in their return to work. Yet there is limited discussion in terms of HRD initiatives
which might embrace any gaps in current provisions. The previously recognised ‘glass
ceiling’ constraints to women’s careers have improved, yet despite changes in legislation, a
newer issue of a ‘baby or nappy ceiling’ emerges. The purpose of the paper is to report
autoethnographic accounts of women in a large organisation, in terms of their perceptions
of their return from maternity leave, and any changes in their working practices and insights
of change, post 2008, given potential for links to the changing economic landscape.
Autoethnographic accounts progress a debate of HRD through the consideration of the
current lived experiences given their viewings of power and voice. The findings engage with
the differing needs of individuals, in terms of their perceptions of barriers to their careers,
which the impact career advancement.
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STREAM 12: STRATEGIC HRD
‘SERVING MULTIPLE MASTERS’: EXPLORING HRD IN THE CONTEXT OF THIRD SECTOR
PARTNERSHIPS FOR PUBLIC SERVICE DELIVERY
Denise Currie, Martin McCracken
Organisations in the Non-Profit and Voluntary (NPV) sector increasingly face challenging and
uncertain times with an increasing shift from public grant funding towards contract funding.
As a result many of these changes employees in such organisations have often found
themselves working more closely under contract with colleagues in public sector
organisations in order to provide public services. Using a multiple case study methodology
and in-depth interviewing of a range of stakeholders form two large Northern Irish based
Non Profit Organisations in the social care sector, the purpose of this research was to
investigate HRD and people management issues and how a turbulent environment can
affect how organisations approach HRD strategy and implementation. The research
identifies the importance placed upon NPOs adopting HRD strategies and addressing the
development of unique and specialised skills in order to claw back power within the
relationships they serve with statutory funding bodies. However this research also notes
that the manner in which HRD and its associated issues are considered within NPOs can
have an impact on the loyalty and commitment of the workforce which serves them. What
is of concern is that the context for the delivery of public services under contract is putting
increasing strain on NPOs and this has been felt markedly by their respective workforces,
and unless strong values-led leadership and managerial practice is in place in NPOs, the
voluntary-centred ethos of those who work in the sector may be significantly damaged.
STRATEGIC HUMAN CAPITAL MANAGEMENT: USING BLUE OCEAN STRATEGY TO
ASSIMILATE DISABLED WORKERS INTO DISTRIBUTION CENTERS
Alexander Ellinger, Andrea Ellinger, Gregory Herrin
Concerns about retention issues and the future shortage of qualified logistics workers in the
logistics industry, particularly within warehousing and distribution centers (DCs), in the near
future has prompted some organisations to attract and assimilate disabled workers into
their workforces. This strategic human capital management approach is consistent with blue
ocean strategy which proposes that firms look beyond traditional labour markets and tap
into new ones. Yet, the extant strategic human resource development (HRD) literature has
mainly focused on the challenges of integrating older workers and minorities than on the
assimilation of disabled workers. Therefore, this proposed research study will examine legal
and operational issues, best practices, beneficial outcomes and strategic HRD implications
associated with the blue ocean strategy of assimilating disabled workers into DCs. This
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proposed research study will address current calls in the HRD literature for opening new
vistas about how to integrate disability issues into HRD education.
ORGANISATIONAL STRATEGIC LEARNING CAPABILITY: EXPLORING THE DIMENSIONS
Hanna Moon, Wendy Ruona, Tom Valentine
How to build and enhance the strategic learning capability of an organisation becomes
crucial to both research and practice. This study was designed to conceptualize strategic
learning capability by translating and interpreting the related literature to develop empirical
dimensions that could be tested and used in a survey instrument. The resulting survey
instrument included fifty-nine items that were developed through a review of the literature,
a brainstorming session of HRD practitioners, and communications with experts in the field
and committee members. Based on responses on a five-point performance scale, strategic
learning capability items were identified and prioritized, and seven dimensions were
discovered: (1) External Focus, (2) Strategic Dialogue, (3) Strategic Engagement, (4)
Customer-Centric Strategy, (5) Disciplined Imagination, (6) Experiential Learning, and (7)
Reflective Responsiveness.
ORGANISATIONAL LEARNING TO STRATEGIC LEARNING FOR ORGANISATIONS
Hanna Moon, Chan Lee
The notion of strategic learning grounded in organisational learning is introduced. The
paradigm of organisational learning and the way in which it supports strategic learning have
been illustrated based on Meyer’s environmental jolts’ framework. Organisational learning
provides a firm foundation to develop and elaborate the concept of strategic learning that
can help organisations gain competitive advantage and adaptive capability.
THE ENDLESS RACE-TO-THE-TOP: NATIONAL STRATEGIC HUMAN CAPITAL MANAGEMENT
John Wilson
This paper attempts to demonstrate the progression of strategic human resource
development to strategic human capital management through an historic consideration of
UK interventions in training and development linked to an international race-to-the-top. A
content analysis of departmental annual reports from 1839-2010 was used to identify the
interventions used to enhance individual, organisational and national performance. 1726
distinct items were identified from the content analysis representing: distinct skills;
education and training institutions; qualification bodies; labour market assessment; and
other labour market interventions. The term ‘race-to-the-top’ was found not to be just a
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recent economic imperative but has existed for centuries. The research described in this
paper is the first to take an historical perspective of the Shumpeterian notion of continuous
change and how this is reflected historically in UK education and training initiatives.
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STREAM 13: THEORY AND FOUNDATIONS OF HRD
ORGANISATIONAL SCHIZOPHRENIA: CONCEPT, SCOPE AND DIMENSIONS
Elizabeth Real de Oliveira
The main purpose of this research paper is to understand and define the concept, scope and
dimensions of organisational schizophrenia. This concept is argued to be of valuable
importance for the field of human resources. A definition of organisational schizophrenia is
presented both by addressing existing literature and also from applying a qualitative
exploratory approach using focus group discussion and interviews. The main conclusions of
this research are that organisational schizophrenia is an important concept that should be
further clarified and studied. From the focus group there is some agreement that the
analogy is very useful for understanding some phenomena within the organisational
behaviour realm. Actually, organisational schizophrenia is more than just a metaphor, since
its understanding can result in practical implications, such as identifying symptoms and the
application of corrective actions.
DISCOURSES IN HRD: COMPLEXITY, CONTINUITY AND CONTRADICTIONS
Jean Kellie, Brian Milsom
This paper explores the discursive practice of HRD and the role of the HRD practitioner. The
role of the HRD practitioner is circumscribed by the organisational context and the extent to
which policy and practice are accorded strategic commitment and priority. This functionalist
view of the role of the HRD practitioner can be complemented or even challenged by a
rather more constructivist one in which practitioners can be seen as actively involved in the
discursive construction of meaning and values pertaining to the HRD arena, both for
themselves and for those organisational members who participate in HRD interventions.
This exploratory working paper is based on an interpretative research process involving 20
HRD professionals with the purpose of uncovering contradictory discourses of HRD with
which professionals engage to both advance the ‘cause’ of HRD with different sets of
stakeholders and to rationalize the role of HRD to both organisational members and
themselves. The key findings are that this is a complex and multilayered process, influenced
by organisational settings, personal values and perceptions of the role.
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VALUES IN ACTION; A REVIEW, A CASE AND A RESEARCH AGENDA
Stephen Gibb, Calvin Burns
Organisation values are a well established feature of many organisations. The main
theoretical focus for values work has been through Person-Organisation (P-O) fit theory. We
believe that it is necessary to study Values in Action (VIA) more broadly, not solely to frame
and enable an analysis of P-O fit. There are two key questions about VIA that are asked and
explored in this paper. First, why is there apparently a greater and more prominent focus on
values, and subsequently VIA, in work organisations? Second, what are the research agenda
and challenges of mapping and measuring VIA in work organisations? The latter question is
explored here both by presenting a case study of a practical investigation into VIA in a
hospital, and by considering the literature on the methods available for studying
organisation values. The evolution to prominence of VIA can be explained as part of the
evolution of management control in changing work organisations, designed to sustain
traditional relations in employment. Alternatively the evolution to prominence of VIA may
be understood as embodying the opposite, a change and a shift to heterarchical rather than
hierarchical relations, principles and modes of organisation. The methodological challenges
of measuring VIA in work organisations are also split between those who advocate the
adoption of standard factor analysis and on the other hand those who advocate an
appreciative inquiry approach.
A QUESTION OF IDENTITY: THE MEANINGS OF IDENTITY AND THE SIGNIFICANCE OF
IDENTITY AS A THEORETICAL FOUNDATION FOR HRD
Russell Warhurst
Although the concept of identity has received considerable attention in the management
and organisation studies literatures in recent years, the potential of identity for
understanding the efficacy of HRD interventions has not been well researched. The purpose
of this paper is therefore to critically examine definitions of identity and to develop an
understanding of identity with the potential for enhancing HRD. In particular, a social
constructivist understanding of the concept of identity is developed based around the
narration and discursive construction of the self through interaction with others. An in
depth qualitative, photo-elicitation interview research study is detailed in which managers’
stories of being a manager were generated. The stories of a sub-sample of managers who
proved to have a higher than average proclivity for personal learning and for enabling the
learning of others are analysed through the lens of identity using a range of narrative
analysis techniques. The findings of the study have enabled the development of a model of
four facets of identity with potential influence on managers’ proclivity for learning. Several
implications of an understanding identity for HRD policy and practice are clearly established.
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HRD RESEARCH: WHERE ARE WE NOW? AN EVALUATION OF THE UFHRD’S RESEARCH
HONORARIUM
Rick Holden, Sue Shaw
The UKs research assessment process continues to divide opinion and the discipline of HRD
is no exception. Indeed there may be more consensuses here that it is an unreliable and
unhelpful measure of the status and well-being of HRD research, given the newness of the
discipline, than elsewhere. In the absence of an alternative, credible measure debate about
HRD research is fuelled by anecdote, opinion and conjecture. This paper seeks to provide a
current update on the status and well-being of HRD research. It does so through an
evaluation of the UFHRD’s Research Honorarium, an established vehicle to facilitate and
support HRD research. Although research supported by and through the Honorarium is
characterised as ‘cottage industry’ there is much to celebrate. It provides a springboard to
HRD research, adds noticeably to HRD research outputs and helps sustain a HRD research
agenda. However, questions remain about its strategic impact upon HRD research and its
long term effect in establishing a strong and credible research identity. Nonetheless, whilst
inevitably a somewhat limited evaluation of the status and well-being of HRD, the paper
offers a useful, empirically based, perspective upon which to advance the debate.
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STREAM 14: VOCATIONAL EDUCATION AND TRAINING
“Intrapreneurship”- Behaviour at Commercial Workplaces – Analyses of Project Reports
Susanne Weber, Michaela Wiethe-Körprich, Sandra Trost, Frank Achtenhagen
Rapid changes in social and economic life claim for new and other so-called 21st Century
Skills. Especially, intrapreneurship behaviour is seen as such decisive ability. Therefore, this
skill became explicitly part of the codified curriculum for German commercial
apprenticeships. After 10 years of implementation, we ask whether the apprenticeship
system succeeded in developing “intrapreneurship” behaviour at the workplace running an
ex post document analysis of final exam papers of a full cohort of “industrial clerks”
(N=205). We categorized the exam papers according to different degrees of
“intrapreneurial” behaviour. The results show that it is possible to create intrapreneurial
activities at the workplace. On the basis of our data we will create “best-practice” examples
to support the development of this decisive 21st Century Skill.
THE ROLE OF HRD AND VET AND THE HR MARKET IN ONE OF THE EMERGING BRICS: THE
CASE OF INDIA.
Eduardo Tomé, Apoorva Goyal
The paper aims at analyzing the role of HRD and VET, and also the current state of the HR
market in the emerging Indian economy. Therefore the research questions are: How may we
define the HR market in India? To what extent and how as HRD investments in India
contributed to recent India’s economic development? What were the investments and what
were the returns? Who invested and who obtained the returns? Is India really different from
other countries? To achieve that goal we use a model of the HR national market which we
already used in previous papers. Specifically we divide the analysis in four broad stages: a)
stocks, investments and outcomes; b) supply, demand, price and quantity; c) needs; d)
private and public forces. We conclude that the HR market was strongly developed in the
last years, even if needs are immense, stocks are low and investments grow every years.
Supply is increasing but demand should be higher in order to transform India in a developed
country. The outcomes are already very palpable, socially and economically. Governance is a
major problem, and the international flows have a mixed significance. We believe this study
offers some guidelines to improve the HR market and to increase HRD in India. We also
believe that a deeper and very detailed study on all the States of India could be made,
following this paper. Also we believe the paper is original because it analyzes the HR market
and HRD with a new and interesting conceptual model. Also the analysis could be replicated
for the other BRICS. And major developed countries forming something like an Atlas of HRD.
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THE RHETORIC AND THE REALITY OF THE UNION LEARNING REPRESENTATIVE (ULR) ROLE
Alison Hollinrake
The aim of this paper is to share the findings from primary research, conducted in the
North-West region of England, that identified that there is a contradiction between the
rhetorical descriptor of Union Learning Representative (ULR) activity as defined in the TUC’s
ULR role descriptor and the reality of ULR activity as identified by the various respondents
(ULRs and other principal stakeholders to the initiative). The paper provides an overview of
relevant literature related to the ULR initiative as a response to UK national vocational
education and training (NVET) policy and to workplace learning. A summary is provided of
the methods used to gather and analyse the primary data. The discussion then compares
the findings from the primary research to similar facilitators and inhibitors identified from
the literature review related to workplace learning activity. In conclusion it is suggested that
these findings can help inform principal stakeholders’ expectations of the ULR initiative and
point a way forward for the role of the ULR.
EMOTIONAL LABOUR TRAINING IN INDONESIA’S VOCATIONAL SCHOOLS
Noormaya Salleh, Liyushiana
In Indonesia, vocational education is expected to become a hero to combat youth
unemployment. In fact, today vocational education faces the blame of this unemployment
issue, due to negligence of vocational school in eliminating the gap between the needs of
industry with competencies taught in school. Industry requires prospective employees with
emotion management skills. When customers are always right in the industry, employees
are requested to be humble, patient and dedicated to displaying a positive expression
(emotional labour). Therefore the vocational school should involve the significant role to
educate their graduates to possess the skills of emotional labour. This paper examined how
emotional labour training fits the current Indonesia’s curriculum for vocational school. Then
this paper also aims to obtain the appropriate methods and content to conduct training on
emotional labour. This report was carried out by the method of interviews with 9 qualified
educators from various vocational schools. The results demonstrate that training on
emotional labour is consistent with the concept of affective skills which listed in all
curriculum of vocational school. The appropriate training method is a combination of
lecturing, role play, group projects, guest lecturing and video displays. While there is a
demand of flexible content, but the training must be lead to the conceptualisation of
emotional labour, how to deal with this issue, the positive and negative impact of emotional
labour and the role of emotional labour in the industry.
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THE COLLEGE-TO-CAREER TRANSITION: EARLY CAREER ADJUSTMENT OF FIRST YEAR
NURSES
Marijke Thamm Kehrhahn, Wendy L. Peterson
Public media has consistently sounded the alarm concerning nurse shortages. One
contributor to the nursing shortage is poor retention of new nurses entering the workforce.
Many studies of newly-licensed nurse retention focused on why new nurses leave or intend
to leave the field, but few studies have focused on successful newcomer adjustment. Using
Nicholson’s model of work-role transitions as a framework, the authors reviewed the
current literature on the college-to-career transition of graduate nurses, highlighting the key
experiences of new nurses transitioning from the role of student to that of staff nurse. In
addition, we reviewed the literature for evidence of effective transition interventions and
coping strategies at each stage of Nicholson’s transition model. Our findings indicated that
little empirical research has tested the effectiveness of transition interventions in terms of
graduate nurse adjustment and retention and few studies provide insight into the selfregulated cognitive, affective, and behavioural strategies used by graduate nurses who
manage the transition successfully. This working paper provides the rationale for a
developing study of the coping strategies used by first –year nurses to navigate the collegeto-career transition.
ARE THEY FIT FOR PURPOSE? EXPLORING MANAGERS’ EXPERIENCES OF UK HR
GRADUATES & EMPLOYABILITY IMPLICATIONS: A PILOT STUDY
Emma Mullen
This purpose of this research is to expand upon existing understandings of graduate
employability through exploring the experiences and perceptions of key informants; in this
case, those actually responsible for managing/supervising graduates at work. The context of
this research is focused on Human Resources (HR) graduates; a discipline which has seen
little qualitative inquiry across the Higher Education (HE), employability, HR and career
development literature, and which is currently dominated by skills-led approaches. This
paper shall provide an overview of the key findings from a pilot study of five semi-structured
interviews, conducted with individuals who have direct experience of managing HR
graduates working in HR roles in the UK. Exploring key informant experiences and
perceptions in particular is aimed at providing a platform for understanding individual
constructs and sense-making around terms such as ‘graduate employability’ and ‘skills’, but
also to work towards developing a broader picture of HR graduate employability outside of
skill sets. Ultimately, a re-conceptualisation of graduate employability in the context of HR
graduates will act as a contribution to knowledge. Initial findings from the pilot are framed
around a set of emerging themes; the influence of managers’ own contextual background;
the influence of the organisational context; the challenge-driven experiences of managers; a
move away from skills-led HR graduate employability; and (lack of) CIPD impact. These initial
findings will be explored further as part of the next steps of this doctoral research.
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INTEGRATING EXPERIENTIAL HRIS TRAINING INTO UNDERGRADUATE CURRICULA FOR THE
DEVELOPMENT OF HR PROFESSIONALS
Sharon O’Sullivan, Vasudeva Upadhya, Umar Ruhi
North American HR practitioners are concerned that the way in which human resource
information systems (HRIS) training is imparted by universities is inadequately experiential
to serve the real-world technological and decision-making obligations of future HR
professionals. This paper begins by exploring the manner in which four undergraduate HR
programs use training design principles (specifically, high fidelity and space training) to
promote the positive transfer of future HR professionals’ HRIS knowledge and behavioural
competencies from the classroom to the work context. It then incorporate literature on the
adoption of information systems to identify the challenges to more theoretically sound
integration of experiential HRIS training into HR business education. It proposes a two-part
model to illustrate these challenges, guide future research, and inform practice.
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STREAM 15: VIRTUAL HRD, TECHNOLOGY AND DISTANCE LEARNING
INFLUENCE OF QUALITY OF INTERPERSONAL INTERACTION ON LEARNER’S CRITICAL
THINKING DISPOSITION IN BLENDED LEARNING ENVIRONMENT IN MALAYSIA
Sedigheh Jafarian, Maimunah Ismail, Zoharah Omar, Azizan Asmuni
Critical thinking disposition (CTD) refers to learner’s set of positive motivation, attitude, and
habits of mind to think critically. Studies have shown meaningful relationships between
interpersonal interactions and critical thinking disposition (CTD) in distance education
contexts. Nevertheless, there is a knowledge gap in terms of the relationships among three
dimensions of the quality of interpersonal interactions, viz. learner-learner, learnerinstructor, and learner-content interactions with the learner’s critical thinking disposition
CTD in a blended learning environment in Malaysian context. Using CTD and Community of
Inquiry (COI) models this study examines the relationship between the quality of and CTD in
a blended learning environment of a distance education provider in Malaysia. The study
data were based on survey questionnaires completed by 270 undergraduate students of the
Center of Distance Education of Universiti Putra Malaysia. The data were analyzed using the
Structural Equation Modeling (SEM). The results revealed that there were significant
relationships among the three dimensions of the quality of interpersonal interaction, and
also they had significant influence on the learner’s CTD. The findings of this study would be
useful for distance education practitioners such as instructional designers and educators
when designing and implementing an interactive blended learning environment in the
distance education contexts. Implications for HRD are discussed.
TECHNOLOGY DEVELOPMENT: LEARNING FROM PROJECT FAILURES
Rochell McWhorter, Elisabeth Bennett
It is estimated that over half of companies had a technology project fail in the past year
costing the company in productivity, capital, and employee morale. This working paper
explores cases involving technology project failures that underscore the need for
Technology Development as an area of expertise for Human Resource Development (HRD)
professionals. This paper defines Technology Development within the context of Virtual HRD
and utilises a case study research approach of technology project failures to extrapolate
content relevant to developing expertise in Technology Development in HRD. Implications of
this research include the implementation of Technology Development as a core practice in
HRD alongside Training and Development, Organisation Development and Career
Development. Also, this working paper discusses the need for HRD scholars and scholarpractitioners to consider integrating Technology Development into courses of study at the
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higher education and professional development levels that have potential for advancing the
field of HRD.
VISUAL LITERACY AND INSTRUCTIONAL IMAGES FOR AN INCREASINGLY GLOBAL
AUDIENCE
Diane Wilcox, Jane Thall, Annika Wilcox
This paper explores and analyses the current state of research on the use of graphics for
learning in multicultural environments. To date, the research is mixed on whether culture
affects the way individuals interpret graphics that have been designed for a universal
audience. Historically, the issue of culture in images has been presented as a continuum
where one group of researchers argues that culture determines how individuals process
visual information. The other camp, on the contrary, conjectures that visual language is
universal and is made more so by the widespread availability of the Internet and other
digital technologies. The authors provide an overview of the literature on intercultural visual
literacy and the factors that affect how individuals of a particular culture may interpret
images. In addition, the paper presents a discussion of the theories that inform the use of
graphics in learning and attempts to explain how the brain processes visual information.
Following the theoretical framework, the authors present a discussion of the kinds of
images that may be used in instruction and provide a cursory review of the literature.
Finally, the researchers propose to conduct a study that would investigate the effect of
culture on international students’ perceptions of instructional images that are either 1)
culture specific, or 2) designed for a universal audience.
THE POPULAR FACE OF HRD: THE YOUTUBE VERSUS THE ACADEMIC PERSPECTIVES
Diane Chapman, Jennifer Stanigar
This paper presents the findings of an exploratory study conducted to compare the
traditional topic areas of HRD found in foundational HRD textbooks with the media
perspective of HRD represented by videos on the popular online video-sharing site,
YouTube. This work was inspired by an article by previous research which found that
omission of the popular (non-peer reviewed) HRD media perspective is a gap in the research
that can be minimized through research using social media sites. The research design used
for this study combined keyword search techniques with content analysis. Using a codebook
created from the foundational HRD literature, the authors applied a systematic approach
that involved a priori coding and inductive coding for themes emerging from the raw data.
This resulted in the addition of 11 codes: personal development, current issues, talent
management,
organisational
culture,
human
resource
management,
knowledge/skills/attitudes (KSA), collaboration, ADDIE model, cultural sensitivity,
educational degree programs, and workplace practices. Implications include suggestions for
additions to foundational HRD topics and the potential for the HRD associations, scholars,
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and practitioners to shape the HRD content in YouTube. It is expected that the findings will
contribute to a conversation about how to frame the branding of the field and profession of
HRD in social media.
TRANSFORMATIVE LEARNING IN THE ONLINE LEARNING ENVIRONMENT: A LITERATURE
REVIEW
Porscha Jackson, Misha Chakraborty
The purpose of this paper was to establish the role of transformative learning in online
learning environment. In doing so, we looked at a collage of articles in the fields of Human
Resource Development, Business, Management, and Psychology. The authors performed a
thorough research on transformative learning in the context of the online class
environment. To generate as many relevant publications as possible, we performed manual
search and online search through various databases. The results of this paper revealed that
transformative learning can play significant role in the virtual class environment. This paper
also identified certain factors that help adult learners change their mindset by challenging
their present notions in a safe learning environment. Considering factors like encouraging
dialogue/communication, creating a sense of learning community, encouraging critical
thinking, and promoting use of new technology can help learners change their mindset by
challenging
their
present
notions
in
a
safe
learning
environment.
The paper is limited since it is based on review of literature. Quantitative and qualitative
research studies focusing on the role of transformative learning in the context of online
class environment is needed. Hence, empirical studies need to be performed to support the
ideas generated in this paper. There are limited studies that focus on role of transformative
learning theory in online class environment. The factors identified in this paper, if practiced
effectively, can help create an engaging and encouraging learning experience for the
learners and the instructor.
COSTS, BENEFITS, AND PARTICIPATION IN ONLINE KNOWLEDGE SHARING IN
COMMUNITIES OF PRACTICE
Jane Ostrander, Darlene Russ-Eft
Faculty members changing their practice of teaching have reported benefits to participating
in peer support within communities of practice (CoP) that offer an online knowledge sharing
space. However, motivating members to participate in knowledge sharing and generating
sufficient member commitment to sustain that sharing has proven difficult to accomplish.
This study therefore addressed the question “How do cost and benefit factors relate to and
predict participation in online knowledge sharing in communities of practice meant to
support efforts to improve instruction?” A model of knowledge sharing as an individual cost
and benefit analysis decision influenced by context was applied to online knowledge sharing
within CoPs supporting faculty innovation. A total of 174 registrants to the National Science
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Foundation Advanced Technological Education Program’s 2011 Principal Investigator’s
Conference (24.4% of the 712 invited) started and 153 (21.5%) completed the survey. The
hypotheses were assessed with Multiple Regressions. Participation in online knowledge
sharing was increased among contributors who identified knowledge self efficacy (adjusted
Beta = .18, p = .047) and enjoyment in helping others (adjusted Beta = .24, p = .011) with
participation as compared to those who did not. Reciprocity and generalized trust did not
moderate the influence of pro sharing norms and participation effort on the respondent’s
participation. These findings suggest research is needed to identify other benefits to
participation. Understanding what motivates participation may aid managers of CoPs
supporting faculty innovation to improve participant support so as to more effectively
increase and sustain participation.
MOOC GLOBAL DIGITAL DIVIDE: REALITY OR MYTH?
Celestino Valentin, Fredrick Nafukho, Detra Johnson, Marie Valentin, John LeCounte
The purpose of this research paper is to help address the question of global digital divide
and provide the readers with scholarly information to help them reach their own
conclusions, and answer to the question, “Is there really a MOOC global digital divide gap or
is it just a myth?”. The method used included a critical review of the literature and a nontraditional open approach to research which includes utilisation of websites, blogs, MOOCs
website articles, peer reviewed scholarly journals, books and platform website information.
Findings include total number of MOOC users, platform providers, countries involved, and
addressing three fundamental research questions and key findings related to human
resource development.
THE ORIGINS OF MOOCS: THE BEGINNING OF THE REVOLUTION OF ALL AT ONCE-NESS
Detra Johnson, Fredrick Nafukho, John LeCounte, Celestino Valentin, Marie Valentin
The purpose of this paper is to explore massive open online courses (MOOCs) as a research
initiative for the sustainable practice to extend access to postsecondary credentials through
innovative pedagogical platforms. Specifically, this paper seeks to examine the origins and
future implications of massive production and distribution of distance and online learning
that creates an “all-at-once-ness” of shared knowledge. The paper adopted the literature
review approach. The authors performed a thorough search to find empirical studies,
scholarly journal articles and integrative literature selections from scholarly blogs, open
reports, press releases, white paper, trade journals and research papers that serve as the
foundation for the research of this relatively new phenomenon. The search focused on the
origins and future implications of massive open online courses at colleges and universities.
Findings from this research study will provide relevant research on MOOCs and the
implementation of such models, which will require universities to adapt inevitable
comprehensive and strategic transformation. This paper highlights this emergent field of
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eLearning and distance learning to help to facilitate the notion that knowledge can be
distributed across multiple networks of connection so that educational experiences are
distributed across and transcend learning structures, networks and instructional
applications through a state of all-at-once-ness. This exploratory research assumes that
there are only a limited or non-existent studies and a lack of theoretical foundations in the
MOOC research area.
REFLECTING “ON” AND “IN” VIRTUAL HUMAN RESOURCE DEVELOPMENT
Elizabeth Bennett, Robin Grenier
Looking back upon the past two decades in the field of Human Resource Development
(HRD), it is hard to find any area of practice, learning, work, and research that has not been
touched by technology. The coincidental rise of knowledge society offers both paradox and
promise as work and learning adopt virtual facets, such as virtual organisations that cross
international cultures and boundaries. Much has been written about different forms of
knowledge, particularly explicit and tacit knowledge, and how the forms are embedded in
web technology that forms the backbone of many organisations. Practice, however, has
moved far beyond the backbone, and technology now facilitates informal interaction
important for social bonding, knowledge creation and sharing, innovative processes, and
day-to-day work. Within the backdrop of change in the field, Virtual Human Resource
Development (VHRD) has a risen as a new area of inquiry that represents a paradigm shift
for the field. In this paradigm shift, HRD professionals need new skills as they adopt the
identity of designers of environments. Given the reach of technology, some have called for
technology development to be added as a fourth pillar of HRD, in addition to training, career
development, and organisation development, and HRD’s role in technology development
would be to optimize learning capacity through technology, including fostering learning and
reflection. The purpose of this submission is to reflect upon the rise of VHRD, and to explore
the role of reflection for learning in VHRD. The submission provides an overview of VHRD,
and then explores the connection between VHRD and reflection for learning. Finally, the
abstract discusses implications for the field.
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STREAM 16: WORKPLACE LEARNING, TRAINING AND DEVELOPMENT
IMPACT OF ONLINE EMPLOYEE TRAINING ON OPERATIONAL RISK MANAGEMENT
Adetola Adekunle
The term operational risk management has in recent years gained attention in business and
academic circles alike due to several major operational risk-related incidents in the last
decade leading to the failures of several blue-chip organisations and even countries. Typical
examples of such operational risk related incidents includes collapse of Barings Bank in
1995; Enron in 2001; Madoff scandal in the United States; the 2008 global recession and the
case of miss sold PPI by top UK financial organisations to their customers. Needless to say it
is therefore important to ensure measures are taken to control recurrence of similar
episodes in the future. This study focuses on determining the impact of online technique of
training using the online LMS training in Bank Q (a global financial organisation) on
operational risk management. With a sample size of 150 questionnaires and 3 interviews, a
simple correlation analysis was conducted to determine the relationship between
knowledge application and increase in job performance; knowledge application and increase
in operational risk reduction; as well as between increase in performance and increase in
operational risk reduction. Results revealed using the Kirkpatrick training evaluation model
shows that there exists strong positive correlation between these variables, suggesting that
online employee training does improve operational risk management. There is also a good
overall perception of online training among employees in Bank Q. It was however found that
the role of the tradition classroom training cannot be completely replaced by techniques of
online training, as it was argued that some knowledge cannot be effectively transferred via
online training.
EXPLORING REFLECTION AS A MULTI-DIMENSIONAL CONSTRUCT: IMPLICATIONS FOR HRD
THEORY AND PRACTICE
Fiona Duncan, Sandra Watson, Allan Ramdhony
Reflection and reflective practice are coming of age as organisations and higher education
institutions seek to find new and innovative ways to develop learning processes that
balance the needs of learners and contemporary organisations. This paper seeks to analyse
the dimensions of reflective practice from a process perspective to identify the key
elements and debates involved and review the implications of this multi-dimensional
concept for HRD theory and practice. Drawing on a critical realist perspective, this
conceptual paper was designed to identify the key authors, debates and controversies that
inform current understanding of the concepts of reflection, reflective practice, critical
reflection, reflexivity, and professionalism. This research takes a process perspective to
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provide a comprehensive overview of the key dimensions, debates and controversies
surrounding the concept of reflection. The complex and contested nature of reflection has
tended to lead to polarised definitions and debates that fail to recognise the value and need
for different perspectives. Whilst there is some limited agreement about the nature and
subject matter involved in reflection, there are also divergent views about the different
dimensions that may be incorporated the design of the reflective process. A dialogic
framework is presented to integrate the multiple dimensions of reflection in order to
stimulate discussion and debate around how reflective practice is defined and designed
within a wide range of HRD and organisational contexts. This research will be of interest to
academics, HRD practitioners and line managers who are involved in the design and
development of reflective learning.
THE DESIGN CHALLENGE: ENGAGING EXPERT PROFESSIONALS IN WORKPLACE LEARNING
Amina Gilyard
Expert professionals are often an organisation’s most valuable resource as they have the
ability to grasp problems and solutions intuitively. As such, they face increasing pressure to
stay abreast of the latest developments in their field and not rely solely on already acquired
expertise. This pressure, coupled with demands of everyday work, can create barriers to
expert professionals’ engagement in continuous workplace learning. Engaging expert
professionals in workplace learning requires different strategies than supporting novices,
yet there is a dearth of research on this topic. This paper will discuss key factors that
influence experts’ engagement in workplace learning, ways to stimulate experts’
engagement in workplace learning and present recommendations for HRD research and
practice. The information presented in this doctoral working paper is derived from a
literature search yielding a combination of empirical studies, literature reviews and scholarly
analyses of existing theoretical concepts. Search terms included workplace learning,
professional education, expert learning, employee engagement, organisational learning,
nontraditional learning, engaged learning and successful learning environments. The
databases Google Scholar, EBSCO, SAGE Journals, Wiley Online Library and JSTOR were used
to collect sources.
THE WAY INTO THE PROFESSION: MEDICAL STUDENTS’ EXPERIENCES DURING THEIR
CLERKSHIP
Russell Korte, Heeyoung Han, Nicole Roberts
Medical education is a blend of classroom instruction and practical experience. Typically
students study the scientific knowledge of medicine in classroom settings for two years and
then enter hospitals and clinics to observe and participate in the practice of medicine. The
purpose of this study was to understand how medical students become socialized into the
profession through their third year clerkship experience. In their third year of medical school
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they participate in a rotation program that gives them experience in several different
medical specialties working with real patients and medical professionals. Through these
experiences they expect to develop their skills in diagnostic thinking, patient care, and to
understand the nature of the health care profession. This was an ethnographic study that
followed 12 medical students over the course of a year through their clerkship experiences
documenting what they learned and how they learned. Though students developed greater
confidence in navigating the health care environment and became more comfortable
interacting with patients, they reported that they did not learn as much as they expected
about diagnostic thinking and medical procedures. The social dynamics of the learning
situations had a huge influence on their learning. The learning situations were governed by
contextual and social factors largely unexpected by the students.
ORGANISATIONAL LEADERSHIP, HRD AND EMPLOYEE AND CUSTOMER OUTCOMES: THE
CASE OF THE U.S. HEALTHCARE SECTOR
Mesut Akdere, Toby Egan
Although long argued as a critical element for organisational success, few studies have
demonstrated overt alignment between leadership behaviour and Human Resource
Development (HRD) practices. Employee and customer outcomes related to such alignment
have been even more uncommon in HRD-related literature. The purpose of the exploratory
study, reported herein, was to examine the role effective managerial practices on employee
perceptions of support for organisational human resource development. Study participants
included 922 employees and 652 customers/patients from 40 health care organisations in
the United States. Study findings supported that effective leadership practices align with
HRD and lead to positive employee and customer outcomes.
LEARNING FROM THE PAST, LOOKING INTO THE FUTURE: THE RECIPROCAL RELATIONSHIP
BETWEEN SELF-DIRECTED LEARNING AND EMPLOYEE ENGAGEMENT
Teresa Hollingsworth
The purpose of this doctoral literature review working paper is to explore the relationship
between employee engagement and employee self-directed learning (SDL) in organisations.
Employee engagement is a holistic construct for studying employees’ involvement of their
“full self” in their work, encompassing cognitive, emotional, and behavioural aspects. Selfdirected learning, a form of informal learning, is one way employees improve confidence in
their abilities, taking control of the planning, carrying out and evaluation of their learning to
acquire new knowledge and skills needed to accomplish assigned work. Like employee
engagement, self-directed learning involves both individual and organisational factors. The
following research questions guided this literature review study: What is the relationship
between employee engagement and employee SDL? What organisational factors influence
both employee engagement and SDL? What personal characteristics of employees impact
both employee engagement and SDL? The paper concludes with a discussion of common
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elements of employee engagement and self-directed learning and implications for HRD
research and practice.
USING METAPHORS TO CAPTURE THE CONTEXT OF INFORMAL WORKPLACE LEARNING
Andrea Ellinger, Maria Cseh, Mary Lynn Lunn, Anne Lackritz
Metaphors have been widely used in many disciplines such as management, marketing,
psychology, information systems, psychotherapy, human resource development,
organisation development and change. Research acknowledges that the creation of
metaphor uses the power of words to create an image that facilitates a common
understanding among members of an organisation. Yet, despite the use of metaphor within
the field of HRD to characterize and describe the field as well as organisation development
and change initiatives, limited attention has been given to exploring the use of metaphors
within the context of informal learning. Since informal learning is one of the most prevalent
forms of learning constituting 70-90% of the learning that occurs in organisations, better
understanding how employees conceive of their environments as contexts for their informal
learning and facilitation of others’ learning will enable researchers and practitioners to
appreciate the importance of context as it influences informal learning. This working paper
abstract will overview 24 metaphors articulated by learners and learning facilitators in a
previously conducted study and will engage in a more nuanced analysis of these metaphors.
WORKING SELF CONCEPTS: THE IMPACT OF WORK BASED LEARNING ON SELF-IDENTITY
AMONGST SENIOR HRM/HRD PRACTITIONERS
Ryan James Curtis, Lynn Nichol, Sue Williams
This paper explores the experiences of senior HRM/D managers and strategic line managers
who have engaged with a Work Based Learning (WBL) programme, and builds on earlier
work which explored the professional identity of HR/HRD practitioners. The paper seeks to
understand the personal impact of this combination of work place yet externally derived
learning process on self-identity since this will have lessons for the learners, for the
organisation, and for providers of such programmes. The basis of this qualitative,
interpretive, paper is a series of one-to-one semi-structured interviews with senior
practitioners from across the public, private and not-for-profit spectrum. Analysis and
interpretation are guided equally by themes arising from the data and by a priori knowledge
of existing theoretical frameworks. The concepts of self-identity operate at multiple levels,
referred to as the Individual, Interpersonal and Collective levels of our ‘Working Self
Concept (WSC)’. Their model demonstrated how successful leadership processes occur
indirectly through follower self-identities, and this current research adapts that model to
argue that the WBL process similarly needs to align with participants’ self-identity in order
to ensure success. There is evidence of positive impacts on self-views at all levels with
affective and behavioural changes that enhanced performance as a result of engagement in
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WBL. Increased confidence in their own value to their respective organisations, and
improved belief in the legitimacy of their accumulated knowledge skills and experience
enabled them to further contribute to organisational goals.
ANTECEDENTS AND OUTCOMES OF COMPETENCE DEVELOPMENT IN ORGANISATIONS: A
SYSTEMATIC LITERATURE REVIEW
Nienke Woldman, Piety Runhaar, Renate Wesselink, Martin Mulder
Assuming that employee performance is the key to organisational success, many
organisations nowadays focus on stimulating employees to participate in competence
development (CD) activities to improve their competences and, subsequently, their
performances. Also in the scientific literature, increasingly, studies are conducted on
employees’ CD in organisational settings, its outcomes and antecedents. However, we
observed that this literature on CD is spread over a wide range of research domains –
related to various professions or functions that are subject of study. The present systematic
literature review aimed at collecting research about antecedents and outcomes of CD
published in different research domains and to provide suggestions for future research. To
gather data, one search string was put in three databases (Scopus, Web of Science and
ERIC), together resulting in 909 unique empirical studies. Via different phases of analysis,
this selection was narrowed down towards 30 publications spread over different relations
presented in our conceptual model. We observed that the heterogeneous character of the
publications was even larger than expected, and we elaborated on trends recognised in the
publications in general, and within each category in a narrative way. We concluded that no
single study focused on both antecedents and outcomes of CD, with outcomes specifically
referring to performances of employees via their competences. The research domain of
antecedents and outcomes of CD is in its infancy and we propose for future research to
focus on studying multiple CD-activities and its effects on multiple outcomes in terms of
competences and performances.
DEVELOPING REFLECTIVE PRACTICE IN MANAGERS: EXPLORING THE CONTRIBUTION OF
MANAGEMENT TRAINING
Ruth Leggett
This study explores the contribution of management training to the development of
reflective practice in managers. Through a thematic analysis of 24 qualitative semi
structured interviews, the author offers four emergent themes that highlight participants’
experiences from attending the programme: 1) Noticing, thinking about and questioning
what I do 2) Being more self- aware and confident 3) Being more flexible and doing things
differently 4) Valuing collaborative working. Literature reviewed highlights that the first
three themes are associated with reflective practice behaviour and the study demonstrates
that participants note an increase in their engagement in these activities. The learning
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methods employed on the programme are discussed and the analysis demonstrates that
participants attribute the change in their levels of reflective practice to their engagement in
specific learning interventions such as action learning and collaborative working on real
work projects. The study adds to the body of knowledge on the ways in which managers can
be supported in their development of reflective practice, specifically the enhancing learning
through strengthening the link between the learning experience and the reflective activity
that follows it, providing a collaborative environment with support from other professionals
and the notion of learning conversations, all of which were present in the training
programme. The implication for HRD professionals is that if there is a desire to encourage
reflective practice in managers as an outcome of development initiatives, consideration
should be given to ‘designing-in’ these components into a programme from the outset.
IT’S NEVER TOO LATE TO LEARN: LATER-CAREER LEARNING AS THE FINAL FRONTIER FOR
HRD
Russell Warhurst, Kate Black
This empirical paper presents new insights into the extent and sources of later-career
learning. Middle-managers are taken as an exemplifying group for studying workplace latercareer learning as the roles requires both the implementation and initiation of change. The
research takes a qualitative and largely inductive methodological approach. Data were
generated through visual elicitation techniques deployed in advance of interviews. The data
illustrate the diverse and complex factors that afford the learning of later-career middlemanagers. Of significance is the distinction between their formal learning, and lessrecognised informal learning episodes. This informal learning was attributable to social
interactions with colleagues, and their teams, and day-to-day work challenges. Significantly,
certain of the findings challenge established assumptions held, that later-career workers
have a limited motivation to learn as they count down to retirement.
That this paper reports only a pilot analysis of six participants is acknowledged. Analysis of
the full data set will be important in extending the current inquiry. Nonetheless, significant,
counter-intuitive conclusions are established with important implications for HRD policy and
practice. This research presents new insights into what are recognised gaps in the existing
empirical literatures of learning for later-career workers. The use of visual methods has
offered insights that conventional methods would have missed. HRD policy and professional
practice needs to move rapidly to reach this final frontier of learning and development and
ensure that later-career workers become a true asset for their organisations and economies.
IMPROVING THE TEACHING OF REFLECTIVE PRACTICE FOR HR PROFESSIONALS
Vivienne Griggs, Jan Rae, Rick Holden, Aileen Lawless
Despite a strong discourse promulgating the individual benefits and organisational value of
reflective activity within management education, there is a lack of empirical data to show
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that teaching managers reflective processes, in an academic context, has long term and
definitive benefits to a majority of learners. Our recent research endeavours sought to
engage key participants in a discourse about issues and engagement with reflective practice
in order to better understand the different perspectives. As arguably the most influential
stakeholder group in determining teaching strategy for reflective practice, our focus here is
on ‘faculty’, namely those responsible for managing and teaching reflective practice on
professional CIPD accredited HRM programmes. The aim is to generate an enhanced
understanding of the tensions of teaching reflective practice to HRM students, in order to
better support the transfer of this learning to the workplace and everyday practice. The
investigation involved 3 stages: an analysis of the approach of three institutions; a workshop
with 48 participants at the CIPD Centres Conference 2013; and 25 explorative open-ended
questionnaires. The findings raise questions about the requisite outcomes and expectations
of different stakeholders in the teaching of reflective practice. One common theme
throughout the analysis is an acknowledgement of the challenges involved in engaging and
assessing a diverse range of students in an equitable and ethical way. Finally, the paper
raises a number of important questions for future research in this area.
REFLECTION AS A FACILITATOR OF EDUCATORS’ INNOVATIVE WORK BEHAVIOUR
Gerhard Messmann, Regina Mulder
The aim of this study was to investigate the role of reflection as a preparatory mechanism
for employees’ engagement in innovative work behaviour (IWB). This issue was explored in
a study with 67 school educators at the highest level of German secondary education.
Specifically, we investigated whether educators who reflected on work tasks, the social
context, and their work performance were more engaged in the exploration of
opportunities for innovation as well as the generation, promotion, and realisation of
innovative ideas. By applying path modelling, we found that work-related reflection
facilitated all dimensions of IWB: Educators’ IWB most strongly depended on their
performance-related reflection. In addition, reflecting on work tasks and the social context
affected educators’ IWB indirectly by benefitting their performance-related reflection. As a
consequence, reflection should be worshipped as resource for innovation and professional
development as well as a vital component of work routines, organisational cultures, and job
training.
THE BEHAVIOURAL EDGE OF SUBJECTIVE EXPERTISE: GROUNDS FOR HRD RESEARCH
Marie-Line Germain
Recent research about expert influence indicates that to exert influence, leaders must
balance competence with warmth. This assertion strengthens the current yet somewhat
embryonic importance of organisational psychology in the human resource development
realm. In 1993, research made personality traits one of their five conditions of expertise
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along with knowledge, cognitive skills, task characteristics, and decision strategies.
Additionally, it is believed that expertise is based on knowledge, skills, and talent. Germain’s
Generalized Expertise Measure further supports that the human expertise construct is
composed of objective items, such as evidence of educational attainment and evidence of
formal training, and subjective items ranging from personal drive, extraversion, to selfconfidence. Research on influence also suggests that prioritizing warmth is judged before
competence and that people pick up faster on it then they do pick up on competence. helps
people connect with those around them, demonstrating that they are heard, understood,
and can be trusted. When we feel confident and calm, we project authenticity and warmth.
Essentially, before people decide what they think of your message, they decide what they
think about you. Based on the premise that part of the expertise construct is behaviourallycentred, this paper examines whether it is the behaviour that is or is not expert. A random
sample of 307 U.S. workers from various organisations across industries is used to identify
specific subjective, personality traits exerted by people perceived as experts by others.
Implications for talent recruiters and managers are presented. They include suggested
personality assessment tools, job candidate selection criteria, behaviourally-centred and
self-developmental training initiatives.
PARTICIPATION IN TRAINING AND DEVELOPMENT ACTIVITIES IN SMES
Ronan Carbery, Thomas Garavan
HRD practices in small to medium enterprises (SMEs) tends to be very different from that of
larger organisations. The discussion around HRD is often focused on large organisations
however. In the European Union, over 23 million SMEs provide around 75 million jobs and
represent 99% of all enterprises. In 2003, the EU defined an SME as one that employs less
than 250 employees. As part of this definition, a micro company has less than 10
employees, a small company has less than 50 employees, and a medium sized company has
less than 250. HRD in SMEs is hindered due to financial resources resulting in a shortage of
management skills and provision of training. A lot of SMEs often don’t recognise the value
of HRD. SME strategy tends to be indicative of the personality of the owner-manager and
research has found that the intentions of owner-managers are generally not expressed in
formal polciies or plans. This unstructured approach to planning and strategy
implementation is a significant barrier to HRD. This study looks at the determinants of
employee participation in formal and informal training and development activities in SMEs
in Ireland. The determinants include a multiplicity of individual, dispositional, and
organisational factors. A model of participation in training and development in SMEs is
tested with a sample of 432 SME employees. The study makes an important contribution to
both the literature on participation in training and development and individual careers
within SMEs by advancing our understanding of the concept of HRD in SMEs. In addition,
the research has combined a detailed theoretical research design with rigorous statistical
analysis with a view to highlighting practical implications for organisations and individuals.
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TRAINING AND ORGANISATIONAL LEVEL OUTCOMES – A SYSTEMATIC LITERATURE
REVIEW
Valerie Shanahan, Thomas N. Garavan, Ronan Carbery
Training is considered to be a fundamental component of any human resource management
(HRM) function in an organisation. It contributes to the cultivation and development of
human knowledge, skills, behaviours and attitudes. Although research on training and
development is something that is not new to organisation literature, it remains an area that
is weak in terms of theoretical underpinnings; it is methodologically difficult to measure;
and it provides a very complex argument at the organisational level of its value creation. In
this paper we conducted a systematic literature review (SLR) of 91 studies of training that
measured for it’s relationship with organisational level outcomes. We explored the context
of the training in these conditions, the methodological designs of the studies and the HRM,
organisational and financial outcomes reported. We identify a number of important
theoretical and methodological gaps in the current literature and make recommendations
for both research and practice.
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CONFERENCE POSTERS
CULTURAL INFLUENCES ON LEARNING TECHNOLOGIES IN HRD: AN AUTO-ETHNOGRAPHIC
BRICOLAGE FROM THE HEALTHCARE INDUSTRY
Suji Iyer, Agatha Ekeh, Jamie Leitch
This poster presentation will present a bricolage of auto-ethnographic stories of three
culturally distinct HRD professionals working in the healthcare industry. The purpose of the
poster is to articulate cultural contexts experienced in learning within healthcare and
describe the observed cultural beliefs and attitudes that influence adult learning. As noted
by Bunch “understanding the cultural beliefs and assumptions about the function and the
profession is crucial to developing new strategies for elevating training and ultimately,
HRD”. The technological age adds yet another dimension to the culture in which HRD
operates. This presents a unique challenge as the responsibility to determine the best use of
technology in training rests on HRD practitioners. Thus, this poster will review literature on
unique cultural aspects that influence technology-driven learning, situate this review within
the context of the healthcare industry, offer auto-ethnographic reflections of HRD
professionals as case examples of the triology of culture/technology/healthcare, and
present recommendations to leverage these cultural aspects to develop organisational
learning culture.
FROM SOMEONE WHO HAS BEEN THERE: INFORMATION SEEKING IN FACULTY
MENTORING
Rebecca Follman
For tenure-track faculty, mentoring can be an important source of information needed for
success in their new career and institution. Although information behaviour is central to the
mentoring relationship, mentoring has not yet been examined through an information
behaviour lens. This study sought to fill this gap by investigating mentees’ perceptions
regarding how they and their mentors share information, what motivates them to seek
information, what barriers exist to their information seeking, and what they believe
contributes to a successful mentoring relationship. Data were collected using a Web survey
and follow-up interviews, both of which explored the mentoring experiences of tenure-track
faculty at an eastern United States university. Study findings suggest that the information
seeking of mentees is akin to browsing in a document collection, that mentees’ information
needs are fluid and highly contextualized, and that there are affective barriers to
information seeking within the context of the mentoring relationship. The implications for
practice are related to the administrator’s roles in addressing those barriers and creating a
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culture in which information seeking is facilitated and personal relationships are fostered.
Such a culture should involve training for both mentor and mentee, as well as a framework
for the mentoring relationship that specifies its parameters.
THE BOLOGNA PROCESS IN PORTUGAL AND POLAND: A COMPARATIVE STUDY
Eduardo Tomé, Katarzyna Susabowska
We analyse the consequences of the introduction of the EU directed Bologna Process in
Portuguese and Polish Universities. Specifically he study how has the Bologna Process
impacted in the employment situations of Portugal and Poland. We use available official
data on the implementation of the Bologna Process in Poland and Portugal. We conclude
that a two tier division between “Good Students” and “Bad Students” exists. The first have
good employment prospects, and relatively good wages, and they conjugate a professional
experience with the Masters or the PhD degree; the second have poor employment
prospects and low salaries and rely only on the first degree and further working experience.
The study is important because it shows a new aspect of the troubled life of European
young workers at the beginning of the 21st century. This is also the papers’ main originality.
VIRTUAL SCENARIO PLANNING
Rochell McWhorter, Susan Lynham
Both Scenario Planning (SP) and Virtual Human Resource Development (Virtual HRD) are
well documented areas of inquiry in the scholarship of HRD. This poster illustrates the
coalescence of these two areas of inquiry and offers a new construct, Virtual Scenario
Planning (VSP). This new construct may offer new opportunities for HRD professionals
including the inclusion of a more diverse stakeholders and an increased number of
participants at a distance made possible by sophisticated video conferencing platforms now
available and many currently utilised in organisations by virtual teams. This poster will
review the current literature on SP and Virtual HRD and provide areas of discussion around
this new construct.
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