Human Resource Development Quarterly, Volume 14 , Number 2, Summer 2003
Published on 18. June 2003
Book
Paperback/Softback
136 pages
978-0-7879-6892-2 (ISBN)
Description
EDITORIAL. On Playing Second Fiddle (Tim Hatcher). FEATURED ARTICLE. The Effects of Alternative Reports of Human Resource Development Results on Managerial Support (Brent W. Mattson).
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: 233 mm
Width: 150 mm
Thickness: 8 mm
Weight
191 gr
ISBN-13
978-0-7879-6892-2 (9780787968922)
Copyright in bibliographic data is held by Nielsen Book Services Limited or its licensors: all rights reserved.
Schweitzer Classification
Content
EDITORIAL. On Playing Second Fiddle (Tim Hatcher).
FEATURED ARTICLE.
The Effects of Alternative Reports of Human Resource Development Results on Managerial Support (Brent W. Mattson).
The author used time-management training as the basis for a business scenario to examine the effects of three types of reports on managers' perceptions of usefulness. Reports using utility analysis and the critical outcome technique were rated as being more useful for decision making than an anecdotal evaluation report.
Invited Reaction: The Effects of Alternative Reports of Human Resource Development Results on Managerial Support (Wayne F. Cascio).
Cascio recognizes the value of undertaking theory-based research to examine managers' evaluations of and decisions regarding HRD interventions. A further challenge exists in determining the links between such interventions and organizational outcomes.
ARTICLES.
The Impact on Career Development of Learning Opportunities and Learning Behavior at Work (Lidewey E. C. Van der Sluis, Rob F. Poell)
This study used a longitudinal design to examine the relationships of learning opportunities and learning behavior on career development among M.B.A. alumni from a European university. Perceived career development increased when respondents reported fewer obstacles and more support. Furthermore, tacit learning behavior was correlated with increased income.
Translating Training Science into Practice: A Study of Managers' Reactions to Posttraining Transfer Interventions (Philip Huint, Alan M. Saks).
Using scenarios with M.B.A. students, two types of training transfer interventions were examined: relapse prevention and supervisory support training. Furthermore, reports of the success of these interventions used utility analysis and research information. A low acceptance of either type of intervention appeared.
Conceptualization and Exploration of Composite Career Anchors: An Analysis of Information Systems Personnel (Hindupur V. Ramakrishna, Denise Potosky).
This study examined whether multiple career anchors existed among information systems (IS) personnel and, if so, what impact might occur. Fifty-five of the 168 IS staff showed multiple career anchors, and such multiple anchors did not appear to affect career outcomes.
Results from Organizational Development Interventions in a Technology Call Center (Michael Workman).
The effects on job satisfaction and organizational commitment were compared for a high involvement work process (HIWP) team, an autonomous team, a combined HIWP and autonomous team, and a control group. The combined HIWP/autonomous condition improved both job satisfaction and organizational commitment.
FORUM
Accidental Trainers Versus HRD Professionals (Kenneth R. Bartlett).
REVIEW
Primal Leadership: Realizing the Power of Emotional Intelligence (Daniel Goleman, Richard Boyatzis, and Annie McKee).
REVIEWED BY KIT BROOKS.
FEATURED ARTICLE.
The Effects of Alternative Reports of Human Resource Development Results on Managerial Support (Brent W. Mattson).
The author used time-management training as the basis for a business scenario to examine the effects of three types of reports on managers' perceptions of usefulness. Reports using utility analysis and the critical outcome technique were rated as being more useful for decision making than an anecdotal evaluation report.
Invited Reaction: The Effects of Alternative Reports of Human Resource Development Results on Managerial Support (Wayne F. Cascio).
Cascio recognizes the value of undertaking theory-based research to examine managers' evaluations of and decisions regarding HRD interventions. A further challenge exists in determining the links between such interventions and organizational outcomes.
ARTICLES.
The Impact on Career Development of Learning Opportunities and Learning Behavior at Work (Lidewey E. C. Van der Sluis, Rob F. Poell)
This study used a longitudinal design to examine the relationships of learning opportunities and learning behavior on career development among M.B.A. alumni from a European university. Perceived career development increased when respondents reported fewer obstacles and more support. Furthermore, tacit learning behavior was correlated with increased income.
Translating Training Science into Practice: A Study of Managers' Reactions to Posttraining Transfer Interventions (Philip Huint, Alan M. Saks).
Using scenarios with M.B.A. students, two types of training transfer interventions were examined: relapse prevention and supervisory support training. Furthermore, reports of the success of these interventions used utility analysis and research information. A low acceptance of either type of intervention appeared.
Conceptualization and Exploration of Composite Career Anchors: An Analysis of Information Systems Personnel (Hindupur V. Ramakrishna, Denise Potosky).
This study examined whether multiple career anchors existed among information systems (IS) personnel and, if so, what impact might occur. Fifty-five of the 168 IS staff showed multiple career anchors, and such multiple anchors did not appear to affect career outcomes.
Results from Organizational Development Interventions in a Technology Call Center (Michael Workman).
The effects on job satisfaction and organizational commitment were compared for a high involvement work process (HIWP) team, an autonomous team, a combined HIWP and autonomous team, and a control group. The combined HIWP/autonomous condition improved both job satisfaction and organizational commitment.
FORUM
Accidental Trainers Versus HRD Professionals (Kenneth R. Bartlett).
REVIEW
Primal Leadership: Realizing the Power of Emotional Intelligence (Daniel Goleman, Richard Boyatzis, and Annie McKee).
REVIEWED BY KIT BROOKS.