Browsing by Subject "Human Resource Development"

Now showing 1 - 9 of 9
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    Career Prepared – Taking up any Challenge: The Lived Experience of Brazilian Business Expatriates’ Career Development in the USA
    (2018-12) Polesello, Daiane
    Expatriates’ career development is a topic that has been presented as crucial to the competitiveness of Multinational Corporations’ (MNCs) in this global mobility era. The importance of this topic generated a large volume of literature. However, most studies examined the case of expatriates working for large organizations from developed countries. Despite the ascension of MNCs from developing economies, also known as late movers, research on expatriates’ career development in MNCs from Latin America are scarce. Thus, more research on the topic of expatriates’ career development, especially professionals from Latin America who are working for late movers MNCs in a developed country, is needed to enhance the global understanding of this phenomenon. Therefore, the purpose of this study is to explore the lived experiences of Brazilian expatriates working for Brazilian MNCs’ subsidiaries in the United States of America (U.S.). The research method selected was phenomenology which focused on the participants’ lived experiences, perceptions, and reflection on the phenomenon of expatriate career development. This indigenous Human Resource Development (HRD) research examined the lived experienced of five men and two women. The data were collected via interviews conducted twice or three times with each participant. The interviews addressed participants’ life stories, career advancements experiences, and their meaning of the expatriate career development phenomenon. The data analysis was performed with the active participation of the interviewees during and after the data collection and writing process. Findings revealed family is the priority to these expatriates and is likely to drive their career advancements. In addition, three career development themes emerged: (a) transcending difficulties, (b) embracing the challenge, and (c) balancing multiple priorities. In addition, this study resulted in the introduction of the career prepared construct to replace the career path/plan concept. Specifically, career prepared emphasizes expatriates’ and family members’ flexibility and adaptability to undertake challenges and embrace personal and professional opportunities, while considering frequent changes in organizations’ strategy and practices beyond national boundaries to embark on a unique transformational life journey.
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    Cultural capital shaping work-life adjustment: the experience of Oromo diaspora in Minnesota
    (2013-03) Gemechu, Tinsae
    This qualitative study provides insight into the cultural values and work-life experiences of the Oromo in Minnesota which has also been called Little Oromia. While there is a growing interest among scholars in studies of immigrants, little is known about work-life patterns and socio-cultural trends of the Oromo in Minnesota who are one of the growing African ethnic minorities and the largest Oromo Diaspora in the U.S. A conceptual framework of cultural capital established for this study builds on the understanding of cultural wealth of ethnic minorities. The early theories of cultural capital inform my use of cultural capital as a prism to examine the experience of the Oromo in terms of their work-life adjustment. How do the Oromo ethnic immigrants introduce and deploy their cultural capital rooted in their shared values, social norms, and traditional belief systems? A focused ethnographic approach consistent with focus group, pair, and one-on-one interviews used to deal with the specific topic of the study. Analysis of the data was a continuous process from the outset of data collection. A thematic analysis resulted in a wide range of themes, which were reduced to six main categories: immigration and settlement experience, ethnic-identity and acculturation, occupational choice and advancement, employment experience, compatibility of cultural capital and work values, and work-family-community. The study explored the values and cultural wealth of the community. Despite the challenges and barriers, the Oromo appear to be placing more emphasis on building on their cultural assets. The trajectories of their immigration and shared experience are similar with the experience of African-born immigrants in many ways. Yet a close look at their unique experience before and after immigration indicates the extent to which they vary from other ethnic groups. Conclusions and implications of the study were drawn for emerging areas that need to be further researched in the fields of organizational and human resource development. This study claims to be the first of its kind in illuminating the un-researched impact of cultural capital of Oromo immigrants on their work-life. Finding from this study seek to inform cross-cultural services, career counseling, community integration and work force development, organization and human resource development.
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    The Effects Of Career Motivation And Intellectual Curiosity On Proactive Career Behaviors In Undergraduate College Students
    (2020-05) Opsata, Bethany
    The rapid change in the contemporary business environment has made careers more complex and requires employees to take a more active role in their career in order to keep pace. This study explored the relationship between career motivation (including career insight, career identity, and career resilience), intellectual curiosity, and proactive career behaviors, measured two ways. The results indicate that there is a positive relationship between the career motivation components of career identity and career insight with proactive career behaviors, but not with the component of career resilience unless it is moderated by the general area of the student’s major. Additionally, student’s self-knowledge has a positive relationship with proactive career behaviors, as does intellectual curiosity when moderated by class standing. The implications for practice are that educators who want to encourage students to increase their voluntary participation in proactive career behaviors may be able to do so by focusing primarily on student’s career insight and career identity, and secondarily their self-knowledge and intellectual curiosity. Further research could be done developing interventions and measuring their impact on students’ career behaviors. And if resources limit the scope of future interventions for either research or practice, an emphasis on career insight will likely make the most impact on students’ career behaviors.
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    The Effects of Expertise Diversity and Task Interdependence on Project Team Effectiveness: The Moderating Role of Individual Autonomy
    (2020-07) Yoo, Sangok
    Designing successful project teams has been receiving increasing attention in academia and practice. The purpose of this study is to explore the effects of expertise diversity and task interdependence on project team effectiveness, considering individual autonomy as a moderator. This study conceptualizes four dimensions of project team effectiveness: project efficiency, project creativity, team satisfaction, and growth experience. In this study, expertise-domain diversity and expertise-level diversity are proposed as the two dimensions of expertise diversity. Theoretically, the social categorization and information/decision-making perspectives provide logical grounds to develop hypotheses on the various relationships between expertise diversity and project team effectiveness. The integrated theory of job design provides a basis for the independence between task interdependence and individual autonomy. The final sample, 274 individuals from 50 project teams, was collected from a large healthcare organization in the U.S. To quantify expertise diversity of each project team, this study used HR information of all members of the 50 project teams. Disciplines and Organizational positions were used to operationalize expertise-domain diversity and expertise-level diversity. On the baseis of a multilevel design, hHierarchical linear modeling was employed to test the hypotheses including quadratic relationships and multilevel moderation effects. Expertise-domain diversity was negatively related to project efficiency, project creativity, and team satisfaction. Expertise-level diversity was positively related to project efficiency and team satisfaction and not related to project creativity. Both expertise-domain diversity and expertise-level diversity were not significantly associated with growth experience. Task interdependence was positively related to team satisfaction and growth experience. In terms of moderation, individual autonomy negatively moderated the relationships between task interdependence and project team effectiveness, while it had no moderation effect on the relationships between expertise diversity and project team effectiveness. The finding of this study contributes to team diversity literature by empirically demonstrating the different effects of expertise diversity on project teams depending on its conceptualizations. Further, the significant interaction between task interdependence and individual autonomy implies that task interdependence benefits project teams when individual autonomy is low. Theoretical and practical implications of this study are discussed.
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    Experiences of health information managers with 20+ years of experiences in the complex and ever-changing healthcare environment
    (2014-01) Valerius, Joanne Dorothy
    This hermeneutical study examined the lived experiences of health information managers with 20+ years of experience in the complex and ever-changing environment of healthcare. The purpose of this research was to gain a deeper understanding of the experiences of credentialed health information managers with 20+ years of experience who have experienced moving from a paper-based medical record system to an electronic health record system. Eight credentialed health information managers were interviewed. They shared their experiences over the past 20+ years in the health information management profession. I conducted individual interviews of each participant. Four themes emerged and were emailed to the participants for verification. Four major themes were agreed upon: 1). Commitment to Data Quality, 2). Managing a Workforce in the Electronic Health Record environment, 3). Gender and Sexual Orientation Bias Experiences, and 4). Commitment to Collaboration. The knowledge gained in this study may help practitioners who are implementing electronic health record systems, other healthcare personnel who are implementing electronic health records, human resource development practitioners working in healthcare environments, and educators working with students in accredited health information management programs.
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    Integrating Care And Paid Work – The Career Development Of Parents Of People With Disabilities In Brazil
    (2024-04) Dalla Martha Rodriguez, Ana Carolina
    Parenting a person with disabilities (PWD) is an experience that transforms one’s beliefs, family relationships, social connections, financial stability, and professional trajectory. Parents of PWD engage in what scholars call exceptional care – intense, lifelong, cyclical, and crisis-driven care. For them, caring is a central part of their lives, crossing boundaries between family and work domains and driving most of these parents’ career decisions. Studies show that parents of PWD often experience heightened work-family conflict and physical, emotional, and financial stress. Significantly, individuals identifying as women are disproportionally impacted as they assume most of the care work. Nevertheless, employment is critical for these parents’ financial and mental health, as work provides necessary income and personal fulfillment. This study applied a grounded theory methodology to investigate how Brazilian parents of PWD make career decisions to accommodate care and paid work, also examining the systemic factors that influence these decisions. In-depth interviews were conducted with 27 college-educated mothers and fathers of PWD to map their career trajectories and main career decisions. The findings of this study contribute to advancing and integrating career development and work-life theories, highlighting the importance of social identities and organizational and social dynamics. New frameworks are proposed to explain how parents of PWD, and potentially other caregivers, make ongoing career decisions and manage their family and work arrangements to attain more satisfactory work-life relationships. Additionally, this study offers practical implications for career development professionals, HRD practitioners in organizations, and public policymakers on how to support the professional development of caregivers.
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    The relationship between emotional intelligence and emotional labor and its effect on job burnout in Korean Organizations
    (2010-02) Lee, Hyuneung
    In this study, it was investigated whether emotional consonance mediates the trait emotional intelligence (EI)-emotional labor relationship and whether emotional consonance moderates the ability EI-emotional labor relationship and the emotional labor-job burnout relationship. A survey questionnaire was administered to 600 employees from 22 subsidiaries of a Korean conglomerate, and 401 surveys were returned, resulting in a 66.8% response rate. In the process of data screening, three outliers were eliminated, leaving 398 cases in the sample. It was found that trait EI was positively related to emotional consonance, and emotional consonance was negatively related to surface acting and positively related to deep acting. Also, emotional consonance mediated the relationship between trait EI and surface/deep acting. Ability EI had a negative relationship with surface acting and a positive relationship with deep acting though the relationships were weak. Emotional consonance did not moderate the ability EI-emotional labor relationship but explained most of the variance of surface/deep acting. Though surface acting was positively and deep acting was negatively related to emotional exhaustion and depersonalization, ability EI had a larger effect on both dimensions of job burnout. While surface acting did not have a significant effect on personal accomplishment, deep acting had a positive effect on personal accomplishment. Finally, though emotional consonance did not moderate the relationships between surface/deep acting and emotional exhaustion and depersonalization, emotional consonance moderated the relationships between surface/deep acting and personal accomplishment
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    The role of Human Resource Development in the poverty Zone in North Minneapolis in Minnesota: a case study
    (2014-01) Kuiper, Anne-Marie
    In a nationally published report by the Brookings Institute, Mind the Gap (2005), the Twin Cities was noted to have some of the worst disparities in the U.S. in race, class, and place. In the City of Minneapolis, North Minneapolis, a neighborhood bordering downtown, faces some of the greatest disparities in the Twin Cities. Predominately African American, nearly three-fourths of the community receive some type of county assistance. Struggling with economic marginalization, social isolation, and violence in the community, the characteristics of North Minneapolis are representative of the broader urban poverty phenomenon prevalent across cities in the United States. While research has extensively documented the urban poverty phenomenon in South Side Chicago, a neighboring Midwestern city and one of the most notoriously dangerous communities in the country, little scholarly research, at the time of this writing, has been conducted on urban poverty in North Minneapolis; and there has been, to date, no scholarly research on understanding the role of Human Resource Development (HRD) in the poverty zone in North Minneapolis. This case study approach aims to bring to the forefront the complexities that surround the plight of the urban poor in North Minneapolis. The purpose of this study is to assess the state of the HRD in the poverty zone and to propose a strategy for a development-focused HRD framework. Borrowing from an earlier model employed by Harbison and Myers in 1964 to measure human resource development in developing nations, this study finds that a development approach of HRD is well suited to advanced nations struggling with inner city poverty.
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    Using a Generative AI Chatbot in Learner-Controlled Training
    (2024-07) Li, Hanwen
    The advancements in generative AI technologies have provided various opportunities to enhance human resource development (HRD) activities. Scholars have discussed the benefits of using AI chatbots, a popular AI application, in training activities. Yet, the current literature still lacks a comprehensive understanding of how AI chatbots can be used in training activities. Drawing from the self-determination theory (SDT) and the technology acceptance model (TAM), this study examines trainees’ AI readiness in terms of attitude toward AI, perceived autonomy support, and knowledge of AI, and its influence on their motivation to use AI in a learner-controlled training session taught by a generative AI chatbot designed and developed using the latest large language model. Their AI readiness and motivation to use AI were measured before the training. Training outcomes were measured after the training in terms of transfer of training and learning achievements. This study employed a within-subject design, with 43 participants completing the experiment. The multiple linear regression analysis shows that knowledge of AI predicts motivation to use AI. Attitude toward AI was measured by perceived usefulness and perceived ease of use. Perceived usefulness significantly predicts motivation to use AI; however, perceived ease of use is insignificant. Perceived autonomy support was also found to be insignificant in predicting motivation to use AI. The analysis shows that motivation to use AI is significant in predicting training transfer but insignificant in predicting learning achievements. This study provides empirical data for the understanding of how the utilization of generative AI chatbots in training activities affects trainees’ intrinsic motivation to interact with the AI and, therefore, influences the training outcome. The findings indicate the need to prepare employees for the AI era and urge future studies to gain a deeper and broader understanding of this phenomenon.