Human Resource Development Quarterly, Volume 17, Number 1, Spring 2006
Published on 7. April 2006
Book
Paperback/Softback
144 pages
978-0-7879-8547-9 (ISBN)
More details
Series
Language
English
Place of publication
New York
United States
Publishing group
John Wiley & Sons Inc
Target group
Professional and scholarly
Dimensions
Height: 228 mm
Width: 149 mm
Thickness: 8 mm
Weight
193 gr
ISBN-13
978-0-7879-8547-9 (9780787985479)
Copyright in bibliographic data is held by Nielsen Book Services Limited or its licensors: all rights reserved.
Schweitzer Classification
Person
Content
EDITORIALS. An Editor's Challenge to Human Resource Development (Tim Hatcher).
Frederick Lewis Otte (1934-2004): The Consummate Human Resource Developer (William M. Kahnweiler, Janet Zaleski Burns).
ARTICLES.
Choosing Among Tests of Emotional Intelligence: What Is the Evidence? (Mary Pat McEnrue, Kevin Groves)
Human resource professionals and researchers are faced with a wide range of emotional intelligence measures, each with its own attributes. This article provides a comprehensive review of research regarding five types of validity for each of the four most common tests for emotional intelligence.
Formal Mentoring Programs and Organizational Attraction (Tammy D. Allen, Kimberly E. O'Brien)
What makes an organization attractive to potential employees has been studied from many angles. This research sampled job-seeking undergraduates to test the attractiveness of an organization's formal mentoring program. Results indicated that participants were more attracted to organizations with formal mentoring programs, with individual differences such as learning orientation playing a role.
Key Characteristics of Effective and Ineffective Developmental Interactions (Erik R. Eddy, Caroline P. D'Abate, Scott I. Tannenbaum, Susan Givens-Skeaton, Greg Robinson)
Ongoing learning within an organization has typically been studied through a formal education lens. This study looks at informal learning by studying effective and ineffective developmental interactions between two individuals. Results from this study suggest that personal and relationship factors influence effectiveness, but communication does not.
Influence of Trainee Characteristics, Instructional Satisfaction, and Organizational Climate on Perceived Learning and Training Transfer (Doo Hun Lim, Michael Lane Morris)
A group of trainees attending a financial training program conducted by a Korean conglomerate were studied to determine the effect of transfer variables on trainee characteristics, instructional satisfaction, and the organizational factors of perceived learning and training transfer. Several variables within the three domains proved significant.
FORUM.
The New Human Resource Department: A Cross-Functional Unit (Joan F. Marques).
REVIEWS.
Handbook of Interview Research: Context and Method, by J. F. Gubrium and J. A. Holstein (Eds.); Inside Interviewing: New Lenses, New Concerns,
by J. A. Holstein and J. F. Gubrium (Eds.); Postmodern Interviewing,
by J. F. Gubrium and J. A. Holstein (Eds.).
REVIEWED BY MARIA S. PLAKHOTNIK AND TONETTE S. ROCCO.
Frederick Lewis Otte (1934-2004): The Consummate Human Resource Developer (William M. Kahnweiler, Janet Zaleski Burns).
ARTICLES.
Choosing Among Tests of Emotional Intelligence: What Is the Evidence? (Mary Pat McEnrue, Kevin Groves)
Human resource professionals and researchers are faced with a wide range of emotional intelligence measures, each with its own attributes. This article provides a comprehensive review of research regarding five types of validity for each of the four most common tests for emotional intelligence.
Formal Mentoring Programs and Organizational Attraction (Tammy D. Allen, Kimberly E. O'Brien)
What makes an organization attractive to potential employees has been studied from many angles. This research sampled job-seeking undergraduates to test the attractiveness of an organization's formal mentoring program. Results indicated that participants were more attracted to organizations with formal mentoring programs, with individual differences such as learning orientation playing a role.
Key Characteristics of Effective and Ineffective Developmental Interactions (Erik R. Eddy, Caroline P. D'Abate, Scott I. Tannenbaum, Susan Givens-Skeaton, Greg Robinson)
Ongoing learning within an organization has typically been studied through a formal education lens. This study looks at informal learning by studying effective and ineffective developmental interactions between two individuals. Results from this study suggest that personal and relationship factors influence effectiveness, but communication does not.
Influence of Trainee Characteristics, Instructional Satisfaction, and Organizational Climate on Perceived Learning and Training Transfer (Doo Hun Lim, Michael Lane Morris)
A group of trainees attending a financial training program conducted by a Korean conglomerate were studied to determine the effect of transfer variables on trainee characteristics, instructional satisfaction, and the organizational factors of perceived learning and training transfer. Several variables within the three domains proved significant.
FORUM.
The New Human Resource Department: A Cross-Functional Unit (Joan F. Marques).
REVIEWS.
Handbook of Interview Research: Context and Method, by J. F. Gubrium and J. A. Holstein (Eds.); Inside Interviewing: New Lenses, New Concerns,
by J. A. Holstein and J. F. Gubrium (Eds.); Postmodern Interviewing,
by J. F. Gubrium and J. A. Holstein (Eds.).
REVIEWED BY MARIA S. PLAKHOTNIK AND TONETTE S. ROCCO.