Creativity and Human Resource Development Joo, Baek-Kyoo (Brian); McLean, Gary N.; Yang, Baiyin
Human resource development review,
12/2013, Letnik:
12, Številka:
4
Journal Article
Recenzirano
A focus on creativity has increased in the last two decades due to the turbulent changes in the business environment, the fierce competition in the global market, and the knowledge-based economy that ...has made jobs more complex and mobile. This article discusses the history and transition of creativity research based on three perspectives of creativity: personal characteristics, contextual perspectives, and integrative perspectives. This article also reviews the extant empirical studies that have been published from 2001 to 2012. Furthermore, to stimulate more rigorous creativity research in human resource development (HRD), this article provides a conceptual framework integrating personal factors and contextual factors such as organizational, social/group, and job contexts. Finally, theoretical implications and recommendations for future creativity research in HRD are discussed.
Purpose: The purpose of this paper is to investigate the experiences of first-generation college graduates in the USA, as they transitioned from higher education into employment in the private ...sector. First-generation college graduates are from families in which neither parent had a bachelor's degree. Design/methodology/approach: This paper used phenomenology to gain an understanding of the transition experiences of first-generation college graduates employed within the corporate sector. Findings: First-generation status influences the experiences of students beyond college and limits their awareness of and access to graduate employment. Lack of college education in the family affects the graduates' career decision-making, familiarity with corporate culture and expectations, preparedness for the corporate sector and restricted access to people with the ability to ease their entry into the sector. These translate into transition outcomes such as starting at entry-level positions not requiring a college degree, delayed access to graduate-level positions, having to engage intentionally in additional efforts to reach graduate-level positions and potential to be discriminated against during the recruitment process, albeit unintentionally. Research limitations/implications: Is first-generation status yet another structural contextual factor that influences career decision self-efficacy? Is the influence of FG status common across sectors? Longitudinal studies need to be conducted across sectors, regions and countries. Practical implications: There is a need to sensitize faculty and career service staff to career-related challenges of first-generation students and for programs and policies that increase awareness of these students regarding professional environments and expectations. There are social justice implications for recruitment strategies and overcoming discrimination. Originality/value: This paper explored first-generation college graduates' experiences, an issue hitherto not explored in depth.
As Vietnam higher education has explored ways to integrate into the international community, professional development of faculty is becoming a key element. However, there is a significant shortage of ...faculty development (FD) in Vietnam, resulting in a large gap in quality, quantity, and qualifications between Vietnamese faculty and their colleagues in Southeast Asia. We conducted a phenomenological study to gain insights into the experiences of Vietnamese faculty in their FD. Four themes emerged: faculty’s perceptions of faculty roles, FD activity participation, factors affecting their FD, and FD desires. To improve the quality of FD in Vietnam, we offered a number of recommendations for faculty members, policymakers at different levels, and further research.
Leisure and work are often thought of as independent parts of life. While leisure has the potential of contributing to HRD and vice versa, it has received limited attention in HRD. Therefore, in this ...study, we used an integrative literature review to explore how leisure can contribute to HRD and become an HRD intervention. To search the literature, we used keywords relating to leisure, work, and HRD. One among several leisure types found was serious leisure. Serious leisure requires engagement in the activity with a sense of self-development. The results from serious leisure could include knowledge and skill development, which might not be related directly to short-term work performance improvement. Despite this, it allows for intrinsically sustainable self-development. Such self-development can yield positive results in every element of life, including work. To facilitate serious leisure as an HRD intervention, practitioners and policymakers need to eliminate leisure constraints.
The Problem
There is a growing need to explore the role of the centuries-old tradition of Sufism and its teachings which, through social movements, have contributed to, and continue to influence, ...human resource development (HRD) at various levels—individual, group, organization, community, nation, and international.
The Solution
To address this need, we present cases of social movements inspired by Sufi teachings in selected parts of the world. We discuss, using literature and personal experiences, links among Sufi teachings, social movements, and HRD, and provide a framework for understanding Sufi teachings within the context of the social movement phenomenon. We end with recommendations for practice and research.
The Stakeholders
We target broadening the horizons of HRD researchers, practitioners, civil society members, and social movement activists, encouraging them to address long-term changes and collective learning through the quest for unconditional love and liberation, which represent the core of Sufi teachings.
Since 2001, the concept, scope, and policies of National Human Resource Development (NHRD) in the Republic of Korea (South Korea, hereafter, Korea) have been under academic debate and policy ...experimentation. This article presents an in-depth case study of the evolution of NHRD models, policies, and outcomes in Korea, especially since 1998. Budget, support organizations, outcomes, barriers, and limitations of Korean NHRD were identified and analyzed. Implications provide insights not only for countries that already have NHRD policies, including Korea, but also for countries that may wish to have an NHRD vision and strategies for their national economic and social development.
This study investigates the impact of perceived learning culture, leader-member exchange (LMX) quality, job autonomy, and proactivity on employee creativity for knowledge workers in five Korean ...firms. Overall, the four predictors and control variables explained 57% of the variance in self-rated creativity and 14% of the variance in manager-rated employee creativity. Whereas proactivity was a stronger antecedent for self-rated employee creativity than the contextual factors, the contextual factors (i.e., learning culture, LMX quality, and job autonomy) explained manager-rated creativity better than proactivity did. The relationship between self-rated and manager-rated employee creativity was positive and significant, but modest (r = .24). Owing to the so-called initiative paradox, proactive employees who believe themselves to be more creative may not always be welcome by their managers in the Korean cultural context that is characterized as collectivistic, high in power distance, and high in uncertainty avoidance.
As developing excellent global leaders should be an urgent priority of companies in the global business world, there has been considerable research in this area. Despite this, there is limited ...research on the systematic global leadership competency structure reflecting both on its levels and dimensions and on specific competencies. The purpose of this article is to create a theory-based integrative framework that can be used to identify the competencies comprising global leadership. To accomplish this purpose, an integrative literature review was employed on competency theory and global leadership, resulting in the development of an integrative framework for global leadership competency. The framework, with three levels and four dimensions, established in this article contributes to corporations in providing a means of developing company-specific models of global leadership competency. Also discussed are implications for future human resource development research and theory building.
The Problem
This qualitative (phenomenological) study focused on gaining a deep understanding of the experiences of women leaders in Mexico, a predominantly male-dominated culture. Seven women ...leaders were interviewed to share their personal experiences, reflections, feelings, ideas, and actions related to their leadership positions in different arenas, such as corporate, political, academic, and non-profit organizations.
The Solution
We conducted a thematic analysis of the transcribed interviews to discover commonalities among the experiences of the participants. The analysis revealed six themes: academic preparation is necessary, there are innate characteristics, decisions are made under principles and ethical values, the job itself is very important, the goal is to find a balance between personal and professional time, and the leadership position gives benefits.
The Stakeholders
This research has implications for human resource development (HRD) practitioners, academics, and executives. HRD practitioners can design more effective interventions, deliver more effective training and leadership programs, and provide opportunities focused on women interested in reaching top executive positions. This research suggests the importance of future research, both qualitative and quantitative in Mexico, focusing on research of women, Mexican women, and Mexican women leaders.
Promoting Diversity in India Wang, Jia; McLean, Gary N.
Advances in developing human resources,
02/2016, Letnik:
18, Številka:
1
Journal Article
Recenzirano
The Problem
The diversity challenges facing India are illuminated in the collection of articles in this issue as a reminder that India still has a long way to go to provide all members of society ...with their fair share. A reality check may help enhance our awareness, but it is not enough to change the status quo. To move forward from this point calls for deliberate actions by multiple stakeholders.
The Solution
This article offers a wide range of recommendations for India in terms of what the country can and needs to do to improve organizational diversity.
The Stakeholders
The stakeholders are policymakers, governments, practitioners, managers, and scholars who are interested in improving diversity, primarily in India and around the world.
