Journal•ISSN: 1534-4843
Human Resource Development Review
SAGE Publishing
About: Human Resource Development Review is an academic journal published by SAGE Publishing. The journal publishes majorly in the area(s): Human resources & Computer science. It has an ISSN identifier of 1534-4843. Over the lifetime, 508 publications have been published receiving 28390 citations. The journal is also known as: HRD & HRD review.
Topics: Human resources, Computer science, Organization development, Engineering, Conceptual framework
Papers published on a yearly basis
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TL;DR: The integrative literature review is a distinctive form of research that generates new knowledge about the topic reviewed as discussed by the authors. But little guidance is available on how to organize and write an integrative review.
Abstract: The integrative literature review is a distinctive form of research that generates new knowledge about the topic reviewed. Little guidance is available on how to write an integrative literature review. This article discusses how to organize and write an integrative literature review and cites examples of published integrative literature reviews that illustrate how this type of research has made substantive contributions to the knowledge base of human resource development.
1,930 citations
TL;DR: In this paper, the authors present a model that identifies factors that most significantly influence knowledge sharing at the most basic level, namely between individuals in organizations, based on a review of existing literature in this area.
Abstract: Knowledge is now being seen as the most important strategic resource in organizations, and the management of this knowledge is considered critical to organizational success. If organizations have to capitalize on the knowledge they possess, they have to understand how knowledge is created, shared, and used within the organization. Knowledge exists and is shared at different levels in organizations. This article examines knowledge sharing at the most basic level; namely, between individuals in organizations. Based on a review of existing literature in this area, this article presents a model that identifies factors that most significantly influence knowledge sharing at this level.
1,374 citations
TL;DR: In this paper, the authors provide an integrative and analytical review of factors impacting transfer of training, and synthesize the developing knowledge regarding the primary factors influencing transfer to identify variables with substantive support and to discern the most pressing gaps.
Abstract: Given the proliferation of training transfer studies in various disciplines, we provide an integrative and analytical review of factors impacting transfer of training. Relevant empirical research for transfer across the management, human resource development (HRD), training, adult learning, performance improvement, and psychology literatures is integrated into the review. We synthesize the developing knowledge regarding the primary factors influencing transfer—learner characteristics, intervention design and delivery, and work environment influences—to identify variables with substantive support and to discern the most pressing gaps. Ultimately, a critique of the state of the transfer literature is provided and targeted suggestions are outlined to guide future empirical and theoretical work in a meaningful direction.
1,156 citations
TL;DR: In this article, the authors present proactive and reactive human resource development (HRD) strategies for its development, including increasing psychological assets, decreasing risk factors, and facilitating processes that allow human resources to enhance their resilience.
Abstract: In these turbulent times, we propose the importance of developing the psychological capital dimension of resiliency. After providing the theoretical background and meaning of psychological capital in general and resiliency in particular, the authors present proactive and reactive human resource development (HRD) strategies for its development. The proactive HRD includes increasing psychological assets, decreasing risk factors, and facilitating processes that allow human resources to enhance their resilience. The reactive HRD largely draws from a broaden-and-build model of positive emotions and self-enhancement, external attribution, and hardiness. The article includes specific guidelines for HRD applications and an agenda for future needed research.
647 citations
TL;DR: The authors explored the development of employee engagement through a historical lens using an integrated literature review to define and situate the concept within the HRD field by systematically reviewing and organizing literature across various disciplines and fields of study.
Abstract: The term employee engagement has gained considerable popularity in the past 20 years yet it remains inconsistently defined and conceptualized. Although much has been written on the subject, little rigorous academic research has been done. This gap has resulted in a disjointed approach to understanding and developing strategies around employee engagement within organizations. This article explores the development of employee engagement through a historical lens using an integrated literature review to define and situate the concept within the HRD field by systematically reviewing and organizing literature across various disciplines and fields of study. Seminal works on the topic were identified and reviewed to gain an understanding of the topic’s development.A working definition is proposed and implications for theory, scholarship, and organizational practice are discussed.
645 citations