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15th International Conference on Human Resource Development Theory and Practice Across Europe

HRD: Reflecting Upon the Past, Shaping the Future

Dr. David McGuire

Conference Co-Chair

Dr. Thomas N. Garavan

Conference Co-Chair

Edinburgh Napier University Business School

Edinburgh, Scotland

4th – 6th June 2014

HRD: Reflecting Upon the Past, Shaping the Future

First Published in Scotland in 2014 by:

Edinburgh Napier University Business School,219 Colinton Road,

Edinburgh, EH14 1DJ,Scotland

© David McGuire, Thomas N. Garavan© Edinburgh Napier University, AHRD & UFHRD

© Individual Contributors

All Rights Reserved. No reproduction, copy or transmission of this publication may be made without written permission of the editors

A copy of this book is available from the British Library

Paperback: 978-1-908225-01-6

The content of this book and CD-Rom does not necessarily reflect the position of neither the editors nor the editorial team, nor does it involve any responsibility on their part.

Welcome from the Conference Co-Chairs

Welcome to Edinburgh and the 15th International Conference on Human Resource Development Research and Practice across Europe.

We are delighted to welcome you all to our conference and our scholarly community focused on advancing the field of HRD through research. The theme of our conference this year is: HRD: Reflecting upon the past, Shaping the Future. Our conference brings together leading scholars and scholar-practitioners to discuss how the field of HRD has evolved and to consider future development trajectories. We considered that it was appropriate at this time to take stock and reflect upon our history, consider the lessons we have learned and reflect on how we are positioned to meet the multitude of contemporary challenges that will shape the future development of HRD.

HRD scholarship continues to thrive and make an impact within the wider field of HRM, Education and Organisational Behaviour. The spectrum of specialised journals devoted to the publication of research on HRD has resulted in a greater diversity of research topics, theoretical perspectives and methodological approaches. It was until recently assumed that the majority of research within the field of HRD was informed by a positivist paradigm, however this is no longer the case. There is increasing evidence of the use of more diverse methodological approaches.

This conference provides an opportunity to propose new concepts, paradigms, theories and conceptual frameworks that represent the lifeblood of our field. They contribute to the development of new research questions and different ways of looking at existing questions. Increasingly the world within which HRD operates has become more complex and this changed world is a source of new questions that HRD researchers are challenged to address. These new challenges raise fundamental questions for example: What are the purposes of HRD in this changing world? Who are the clients of HRD and who should HRD serve? What are the most appropriate outcomes of HRD in this complex ever-changing world? The papers included in this conference seek to address many of these and other questions.

Our conference theme “Reflecting upon the Past, Shaping the Future” invites us to do a number of things:

To Re-Call: Bring to mind our knowledge and experiences of HRD and look at how these drive our behaviours

To Re-Visit: Examine our conceptions of HRD and question the assumptions and foundations underpinning these beliefs

To Re-Fresh: Discover new insights and perspectives on HRD to fit our 21 st Century world

for it is often in the process of relearning, that we bring forth new theories, models and frameworks that will shape the future of HRD.

Our conference theme also reflects the host location of Edinburgh, a city that seamlessly fuses the atmospheric and historical; cobbled streets of the Old Town with the modern architecture of the New Town. It is a city stepped on both tradition and modernity. Our conference is designed to foster opportunities for knowledge sharing, discussion, fellowship, collaborative relationships and networking opportunities that are beneficial to the future development of HRD. We encourage you to take advantage of the many different types of sessions occurring over the three days and expand your understanding, build your networks and most important of all enjoy yourself.

We would like to take this opportunity to thank everyone who has worked so hard to make this conference a success. Many people including Stream Chairs, reviewers, symposia chairs, and presenters made a significant contribution. We want to thank everyone for supporting the conference through their time and energy.

This is an exciting to be part of the HRD community. Our field of study has a vibrant and committed group of scholar and scholar-practitioners who will ensure the continued growth of our field of study.

Thank you very much for attending our conference.

Dr. David McGuire

Prof. Thomas N. Garavan

Conference Co-Chairs

Page

Keynote Speakers 1

Stream 1. Assessment, Measurement and Evaluation 3

Stream 2. Career Development and Diversity Issues 7

Stream 3. Creativity, Innovation and Sustainability 18

Stream 4. Critical, Social Justice and Ethical Issues in HRD 23

Stream 5. Employee Engagement 24

Stream 6. Global, Comparative & Cross Cultural Dimensions of HRD

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Stream 7. Knowledge Management and Learning Organisations 42

Stream 8. Leadership, Management and Talent Development 46

Stream 9. Organisational Change and Development 60

Stream 10. Performance issues in HRD 65

Stream 11. Scholarly Practitioner Research 69

Stream 12. Strategic HRD 71

Stream 13. Theory & Foundations of HRD 74

Stream 14. Vocational Education and Training 77

Stream 15. Virtual HRD, Technology & Distance Learning 81

Stream 16. Workplace Learning, Training & Development 86

Conference Posters 95

TABLE OF CONTENTS

Prof. Wendy E.A. Ruona, Dept. of Lifelong Education, Administration and Policy, University of Georgia, USA

Title of Keynote: Exploring Human Resource Development: Ideology, Identity & Culture

Wendy E. A. Ruona is an Associate Professor of Human Resource Development (HRD) at the University of Georgia (United States). Wendy’s work during the past 15 years has been devoted to developing (1) aligned organisational systems that are poised to achieve strategy, foster optimal organisational effectiveness, and be amazing places for employees to work and (2) the leaders needed to enable that. The key areas that she’s worked in include: strategic planning, alignment, and implementation in organisations, the system that support performance, talent management, organisation development and change, and building the HRD profession (foundations and what is required for strategic alignment and contribution). A key aspect of her research has explored core beliefs underlying the field of HRD, and that thread continues in her work concerned with the critical link between theory and HRD practice. Wendy has published over 50 articles, chapters, and papers and received numerous awards recognising her scholarship and service in HRD. Wendy served as the Editor-in-Chief of Advances in Developing Human Resources (2004-2007) and has been elected to the Board of Directors for the Academy of Human Resource Development four times during 2000-current.

Professor Eugene Sadler-Smith, Surrey Business School, University of Surrey, UK

Title of Keynote: Problems and Potential in HRD Research: A Design Science Perspective

Eugene Sadler-Smith is Professor of Organisational Behaviour in the Surrey Business School, University of Surrey, UK. He has a B.Sc. in geography from the University of Leeds and became a university lecturer in 1994. Prior to this he worked in the HRD function of British Gas plc. His Ph.D. (School of Education, University of Birmingham) was on cognitive styles. His research interests centre currently on the role of intuitive cognition in management and learning. His research has been published in peer-reviewed journals such as The Academy of Management Executive, Academy of Management Learning and Education (AMLE), British Journal of Psychology, Business Ethics Quarterly, Human Resource Development International, Journal of Occupational & Organisational Psychology, Journal of Organisational Behaviour, Management Learning, Organisation Studies, etc. He is the author of a number of books including Inside Intuition (Routledge, 2008) and The Intuitive Mind: Profiting from the power of your sixth sense(Wiley, 2010), he’s also joint Editor-in-Chief of Management Learning and on the advisory boards of a number of other journals including AMLE, EJTD, HRDI and JME.

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KEYNOTE SPEAKERS

Prof. Jonathan Passmore, University of Evora, Portugal

Title of Keynote: Coaching Research: The Good, The Bad and the Ugly

Jonathan is a professor of psychology at the University of Evora, he holds five degrees and is a chartered psychologist. He has published widely with some 50 peer reviewed papers, a dozen books and twenty book chapters. He is the editor of the new Wiley Blackwell Series of books on organisational psychology and of the Association for Coaching series of coaching titles. He is a regular speaking at conferences across the world and has delivered over 100 conference papers at events from Harvard University to Jo’berg and Atlanta. He is the associate editor for a number of journals. In addition to his academic work he is the managing director of Embrion a psychology consulting company based in Scotland where his clients include Burberry, IKEA, HSBC and Technip.

Hazel Mackenzie, Head of the National Leadership Unit, NHS Scotland

Title of Keynote: Leadership Development in the Scottish NHS: Dancing on the Shifting Carpet

Hazel is an experienced coach, facilitator and developer with over 30 years of experience working in health. She has held a number of academic, managerial and clinical posts both in the UK and abroad. Her career has enabled the expression of her passion about supporting individuals to live life fully and to contribute to their maximum potential. For the last 15 years Hazel’s career has focussed on working with partners to build leadership capability and capacity in the NHS and across public services. Her work has ranged from supporting individuals and teams to working with whole systems and policy makers. While Head of Clinical Leadership at RCN Scotland, she established a range of leadership programmes including the RCN Clinical Leadership Programme. With the support of two government grants the programme was delivered across 80% of the Board areas in Scotland. In November 2004, Hazel was seconded to the then Scottish Executive Health Department as Programme Manager for Strategic Clinical Leadership. In this role she developed Delivering the Future, now in its ninth year. External evaluation of this programme has highlighted its significant contribution in preparing clinical leaders from across the clinical professions to step up to national and regional roles. In April 2006 she became Interim Head of Leadership focussing on the development and implementation of national leadership policy. In September 2009 she moved to establish the National Leadership Unit based in NHS Education for Scotland.

Hazel has published in a range of journals & textbooks, holds a great interest in areas of research, education, practice & leadership and has been active on a number of national committees. She holds a BSc and MSc from Edinburgh University and a Masters in Coaching and Mentoring Practice from Oxford Brookes University. In her spare time Hazel has provided respite foster care with Edinburgh City Council, completed two terms on the

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Children’s panel and a was formally a trustee of the Omaleshe charity, supporting vulnerable children in Namibia.

EFFECTIVE USE AND ASSESSMENT OF WEB-BASED COLLABORATIVE LEARNING

Lynne Booth, Michelle Blackburn, Simon Warwick

This paper discusses the group based assessment of a Level 4 (first year) undergraduate module ’People Management’ within a BA (Hons) Business and Human Resource Management (HRM) degree delivered at Sheffield Hallam University. The course includes a placement year between levels 5 and 6 where students work in organisations in a range of entry level roles. This is a module purposely developed following students feedback that they were insufficiently prepared to apply for and secure specialist HR placement opportunities. This paper evaluates the use of a Cloud-based wiki/portfolio tool (Google Sites) to help students develop a range of employability skills and HR content knowledge. Of specific consideration is the assessment design that enabled individual contribution to be assessed and measured while students gain group working experience. The context, design, delivery and evaluation of the learning and assessment strategy and its impact upon group work strategies and grading are discussed. The paper identifies an approach that seems to maximise the benefits of group work while clearly differentiating individual contribution, often seen as a challenge. In addition this approach also seems to minimise student concerns with social loafing. In conclusion recommendations are offered to academics considering the use of learning technology to mitigate some of the challenges presented by student group working.

PROPOSING THE USE OF Q-METHODOLOGY IN HRD RESEARCH AND PRACTICE

Jennifer Stanigar

The purpose of this doctoral submission is to: (a) explore the use of Q-methodology in human resource development (HRD) research and practice through a limited review of the literature, and (b) identify implications for considering the use of Q-methodology in HRD research through a review of selected studies. Q-methodology is a research approach that is increasingly being used in social science research to better understand viewpoints, beliefs, and the subjective values of participants. A brief overview of the theoretical framework is presented, along with references for further study. A literature review was conducted using a keyword search of the four refereed journals published by the Academy of Human Resource Development (AHRD). The journals searched were Advances in Developing Human Resources, Human Resource Development International, Human Resource Development

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STREAM 1: ASSESSMENT MEASUREMENT AND EVALUATION

Quarterly, and Human Resource Development Review. A second source searched for this review includes 15 years of AHRD annual conference proceedings (2000-2014). The keywords were Q-methodology, Q-method, and Q-sort. Findings from the search of both sources returned one result for keyword ’Q-methodology’ and seven for keyword ’Q-sort’. No empirical studies were found that used Q-methodology as a research paradigm. The paper provides researchers with several implications to consider when contemplating the use of Q-methodology for HRD research. It is an efficient and effective way to conduct exploratory research, suitable for identifying clusters of viewpoints. This method allows participants to reflect and collaborate in the interpretation of factors through the use of post-sort surveys and participatory analysis approaches.

PLACING THE TRANSFER OF LEARNING AT THE HEART OF HRD PRACTICE

Vivienne Griggs, Dianne McLaren, Barbara Nixon, Joanna Smith

Training evaluation is a key area of Human Resource Development; however, measuring the effectiveness of training and the transfer of learning from a training programme to the workplace can be a challenging activity. This is even more problematic for a training provider who does not have the continuous relationship or access to performance measures of an in-house training department. This paper reports on the evaluation of a training model, assessing the impact from introduction to completion of the cycle. There are three partners in this research project: the training company, the client organisation and the university researchers. Synaptic Change Ltd is a training consultancy delivering bespoke training to organisations. Utilising a case study approach, this project reports on the evaluation of their training model through its introduction at Connect Housing, a charitable housing and support provider. This presents an interesting context for the study as researchers have suggested the distinctive value led culture of the Voluntary Sector can support a strong learning culture within the organisation. The project seeks to assess the value of learning to the organisation derived from the introduction of the model. The paper explores theoretical and empirical research concerning the evaluation of training and discusses the context of the case study organisation. It then positions the methodology employed and how data will be collected. As a working paper, the findings are not available at this time but will be presented and discussed at the UFHRD conference.

RETURN ON INVESTMENT: CONTRARY TO POPULAR BELIEF, MOOC’S ARE NOT FREE

Marie Valentin, Fred Nafukho, Celestino Valentin Jr., Detra Johnson, John LeCounte

The primary purpose of this paper is to examine the financial implications of the providers of MOOC’s and to examine how and where financial gains are being felt. The research methods employed include a thorough review of literature published in refereed journals on MOOCs. The findings of the review of literature have revealed the profitability potential for platform providers, publishers, colleges and universities, as well as test taking centers.

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Findings also reveal implications as to actual costs for student participants and benefits that may be assumed from participating in learning through MOOCs.

DEVELOPMENT OF THEORETICAL-BASED MULTIDIMENSIONAL LEARNERS’ EVALUATION IN THAI HIGHER EDUCATION: A CASE STUDY OF THE NATIONAL INSTITUTE OF DEVELOPMENT ADMINISTRATION

Dawisa Sritanyarat, Chiraprapha Akaraborworn

The main purpose of this study was to develop theoretical based multidimensional learners’ evaluation in Thai higher education adopting the National Institute of Development Administration (NIDA) as a case study. Data was collected by both qualitative and quantitative methods from instructors, officers, and students of NIDA. Constructs were developed by triangulating data from the systematic literature review, data from the qualitative data collection, and the Likert-scale survey. Patterson’s (in Holton and Lowe, 2007,) criterion for evaluating theory was used to evaluate the conceptual framework. Then, quantitative data was use of questionnaire to develop empirical indicators of the framework. The quantitative analysis was exploratory factor analysis. Cronbach’s alpha analysis was used to test internal reliability of the developed empirical indicators. This study proposed the concept for multidimensional learners’ evaluation which can be validated and adopted in higher education institutions to evaluate quality of teaching and learning, as well as a set of evaluation constructs for human resource management and development of higher institutions in Thailand.

MENTORING FOR EMPLOYABILITY: A THREE DIMENSIONAL EVALUATION FRAMEWORK

Julie Haddock-Millar, Chandana Sanyal, Chris Rigby

The purpose of this research is to develop an evaluation approach and specific tools that effectively address the three dimensions of mentoring programmes: the mentoring relationship, the programme and the impact on the organisation. The primary research strategy is action research which is a process which ‘brings together action and reflection, theory and practice, in participation with others, in the pursuit of practical solutions to issues of pressing concern to people, and more generally the flourishing of individual persons and their communities’. The project team facilitated the learning and development of individuals, groups and organisations through the process of action and conscious reflection as co-researchers in the action research project. The project team drew from multiple methods, utilising a mixed method approach, facilitating structured, semi-structured interviews, focus groups, questionnaires, appreciative inquiry and cases studies providing both qualitative and quantitative data. The evaluation of the three mentoring programmes has provided numerous points of learning, several of which have significant implications for learning and development and HRD practitioners: the importance of an evaluation strategy as a distinct, evolving and crucial process within a programme; the

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importance of identifying and articulating concisely the strategic drivers for each partner; the value of having a template protocol for processes, in this case The International Standards for Mentoring Programmes in Employment (ISMPE), and sharing it!; and, the importance of considering learning and development interventions through a mutli-lens perspective: participants, programme and organisation.

MOOCS: CHARACTERISTICS, BENEFITS AND CHALLENGES

John LeCounte, Frederick Nafukho, Marie Valentin, Detra Johnson, Celestino Valentin

The primary purpose of this research paper is to examine the upsurge of interest in MOOCs with a focus on the characteristics, benefits, and challenges of MOOCs. To achieve the purpose of the research, relevant literature review is conducted. The findings of this paper show that the main features of MOOCs include massive enrollment of students with the highest course having 160,000, over 8.1 million students have taken MOOCs and the numbers are growing. As illustrated in the paper, MOOCs encompass two distinct course formats, which are cMOOCs and xMOOCs. cMOOCs and xMOOCs are significantly different in their pedagogy style. cMOOCs are networked and distributed to operate on a single website or with a centralised core of content. Participants are encouraged to take self-directed measures in terms of meeting in locations to better organise themselves. In contrast, xMOOCs are organised on a specifically designated platform. Students may collaborate through strategic social media partnerships such as Facebook, Twitter and LinkedIn. The social media partnerships have been found to offer competitive advantages in terms of low-cost and tremendous visibility. However, the main platform is where primary interaction takes place in discussion forums.

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THE STRUCTURAL RELATIONS AMONG PROTEAN CAREER, BOUNDARYLESS CAREER, AND OTHER RELATED VARIABLES

Yongho Park

This study aims to empirically investigate the effects of organisational learning climate and self-directed learning ability on the new careers including protean career and boundaryless career. Based on the previous studies, the effects of learning climate and self-directed learning ability on the new career were proposed. Especially, the direct and indirect influence of the independent variables (organisational learning climate and self-directed learning ability) was included in the research model. The study results showed that all the paths of the research model were statistically significant. Also, the study results showed that the direct effects of the independent variables variables (organisational learning climate and self-directed learning ability) were larger than indirect effects on the protean career and boundaryless career. The implication and the suggestion for the future studies were provided.

MANAGING GENDER DIVERSITY IN THE NATIONAL HEALTH SERVICE (NHS): AN INVESTIGATION OF THE ROLE OF MENTORING AND SOCIAL CAPITAL

Saquifa Seraj, Mohamed Branine

Although gender diversity in the workforce in Britain is increasing but organisations are yet to be successful in ensuring full integration of females in the workplace. Females are underrepresented in senior managerial positions of organisations. This is true even for organisations that are traditionally known to employ a large number of female employees. This research was conducted in a Scottish NHS Board to examine the role of mentoring and social capital in advancing the career of females from different ethnic backgrounds to senior managerial positions. Considering the fact that ethnic diversity is rapidly increasing in Britain, the research takes ethnicity into account along with gender. Data was collected from the NHS Board through questionnaires and semi-structured interviews. The research findings are based on the questionnaire responses received from 242 senior male and female managers and 13 semi-structured interviews conducted with the senior male and female managers across the NHS Board. This findings illustrate females are significantly under-represented at the top managerial positions of the NHS Board which is in stark contrast to their greater representation at the less senior levels of the hierarchy. Also, females from non-white ethnic backgrounds are not at all represented in the top four salary bands. In terms of career progression, it was found that male employees make better use of mentoring and social capital to enhance their career progression. To the best of our

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STREAM 2: CAREER DEVELOPMENT & DIVERSITY ISSUES

knowledge this is the only piece of work that explicitly investigates the role of mentoring and social capital in managing gender diversity at the senior managerial positions in the NHS.

A QUALITATIVE INQUIRY: PH.D. STUDENTS’ CAREER CHOICE

Melika Shirmohammadi, Jia Wang, Mina Beigi

The purpose of this study was to explore Ph.D. students’ perception of an academic career and their intent to pursue or not pursue professoriate career path. We adopted an exploratory generic qualitative research approach and conducted semi-structured, and in depth face-to-face interviews with ten doctoral students of a large research university in Southern US. To ensure the consistency of data collected from different participants, we developed an interview protocol with five open-ended questions. All the interviews were transcribed verbatim and analySed using constant comparative method. In this paper, an initial analysis of the data is presented. Teaching was the most prominent attractor to pursue an academic career among participants. Freedom inherited in academic work, perceptive personal fit between with the job; desire to make a difference and influence others were the next top motivators for the doctoral students. However, students who chose to be faculty were concerned about the pay and salary level, work-family spillover, detachment form practical field, and the tenure process. Factors that potentially hindered students from pursuing an academic career were lack of interest in teaching and working with students, family issues (especially the issue of having kids and relocation for female participants), negative perceptions about work overload, and lack of faculty positions in the job market. Findings have implications for university administrators focused on doctoral student attraction and retention strategies. This study also has implications for HRD scholars and practitioners; particularly those specialised in career development areas, who seek to explore graduate student’s career choice.

STRATEGIES FOR CONTINUING PROFESSIONAL DEVELOPMENT AMONG NURSES IN DIFFERENT CAREER STAGES: A BIOGRAPHICAL APPROACH

Inge Pool, Rob Poell, Marjolein Berings, Olle ten Cate

The body of knowledge on nurses’ continuing professional development (CPD) is growing. However, little is known about nurses’ CPD strategies in different career stages. Life-span psychology shows that work motives change with aging. In line with this, it might be expected that also CPD motives and learning activities change with aging. This paper presents explorative qualitative research conducted in the Netherlands involving 21 interviews with hospital nurses in three career stages. The interviews had a biographical perspective, assuming that CPD motives are interwoven with someone’s life and life history. Data were analysed using a vertical and a horizontal analysis process. The findings showed that CPD motives, learning activities and intensity of CPD varied across the three career

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stages. These differences appeared to be related to differences in work motives. Learning biographies revealed also that changes in work are important triggers for learning in all career stages. Irrespective of career stage, nurses differed in how much initiative they showed to actively change their work. To comprehend nurses’ CPD strategies in different career stages requires an understanding not just of their learning motives, but also of their work motives. These understandings may help hospitals to better gear CPD approaches to the needs of all age groups. This seems particularly relevant in the face of present demographic changes in the nursing workforce.

DEVELOPING HE TUTORS WITHIN THE FE SECTOR: THE ROLE OF CPD, SCHOLARSHIP AND RESEARCH WITHIN MIXED ECONOMY COLLEGES

Alan Johnston

There has been a plethora of literature regarding the differences between higher education in Higher Education Institutions (HEIs) and Further Education Colleges (FECs), including the benefits and drawbacks of the latter. One of the criticisms of the HE in FE model (Mixed Economy) is the lack of opportunity for staff to undertake research and scholarly activity to support the advancement of knowledge. This it concludes, prevents the student from having a HE experience, and has often resulted in many colleges setting up University Centres to enable this development of a HE Culture among staff and students. However many Colleges have attempted to integrate the FE and HE aspects of the college and perhaps face a greater challenge in creating this culture. This research will aim to identify what scholarly activity is in the HE in FE sector, and even if it exists. Assuming the existence of this brand of scholarly activity, does it differ from expected activity in a University environment, and if so, should it? The focus of the research will be to review staff (HE in FE) understanding and engagement with CPD, Scholarship and Research, and their perceptions of how it impacts on their role. This information will then be collated to identify common practices to identify the concept and compare it to University perspectives. The research will follow a multiple case study design involving interviewing staff delivering on HE in FE provision.

PROMOTING DIVERSITY EDUCATION THROUGH AUTHENTIC LEARNING FOR BUSINESS PROFESSIONALS

Stefanos Nachmias, Christine Mortimer, Brendan Paddison

Concerns about the appropriateness and effectiveness of diversity provision and training are evident in the literature. Traditional training programmes are considered inappropriate in providing diversity education within organisations due to the complexities of diversity as a social construct and lack of understanding of the range of physical, cultural and interpersonal differences among individuals. This paper argues that there is a need for a progressive approach to diversity education. There is a need to bridge the gap between rhetoric and reality through the integration of authentic education and training

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programmes. Academic intervention can be adopted to ensure that diversity is mainstreamed into the way in which individuals do their jobs in a highly diversity working environment. This is achieved by adopting a post-modern reflexive research strategy which enables the exploration of academic intervention as an approach to diversity education. The study contributes that organisations should become more progressive with diversity education aiming to reconstruct diversity education and deconstruct the meaning and benefits of diversity management.

ADDRESSING BARRIERS TO EMPLOYMENT IN THE PUBLIC SECTOR: A DEVELOPMENTAL DIVERSITY PROGRAMME

Julie Haddock-Millar, Chandana Sanyal, Chris Rigby

This paper reports on research into a project addressing career development and barriers facing students from groups who are under-represented in certain employment sectors. This paper is important because it highlights barriers and provides insights into the ways in which mentoring can deliver real results in tackling diversity issues. It also highlights the recognition by public sector institutions of the need to increase diversity to reflect the society they serve. The paper also demonstrates how the professional practice of the project team, in particular the authors of this paper, has been enhanced by Action Research. The project trained recent graduate scheme entrants drawn from different parts of the public sector as mentors and matched them with Middlesex University students. 126 participants were trained and 63 mentee-mentor partnerships created. The aim of the research was to evaluate the extent to which the research project objectives had been met and to assess the impact that working with a specific mentoring project methodology impacted the practice of two members of the project team. Online surveys were used at each stage supplemented by one-to-one interviews and Focus Groups at the summative stage. Impact was sought in three domains: the individual mentee experience; the organisational level, and the Project Team. Evidence of impact upon participants is presented in three areas: raised awareness; enhanced skills, knowledge and understanding and increased employability. Evidence of impact upon the practice of project team members is also presented.

TAKING STOCK OF PROFESSIONAL LEARNING: PORTFOLIOS OF ACCUMULATED CAPITAL?

Margaret Mackay

HR practitioners engage in continuing professional development to increase skill and knowledge competence for job satisfaction, expert status and employability. This study examines to what extent practitioners perceive professional learning as a store of capital for career use. The research is framed by the theoretical concepts of career and social capital where intellectual assets and social networks operate as resources to influence job activity and career progression. This economic view of learning experiences as accumulated stock is

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reinforced by the UK’s Chartered Institute of Personnel and Development who encourage members to ‘bank their development’ to compete in the labour market. An interpretivist approach explores the meaning of retrospective learning portfolios with a purposive sample of HR practitioners. Initial findings reveal diverse perceptions of whether learning operates as capital in career advancement. A portfolio of learning illustrates professional achievements, and builds self-confidence in the workplace context. Significantly, the exercise of looking back on development opens up personal insights of enhanced capability. The benefit of this research for HRD professionals is that taking stock of development can invigorate motivation to carry on expanding skills and knowledge. For employers there is strategic interest in harnessing individual talent development of collective value to the organisation.

PERSONALITY, CREATIVE INCLINATIONS AND ALTERNATIVE SELVES INNFLUENCING CAREER CHOICES

Sana Shah, Mihaela Stan

This paper focuses on self-selection into career paths by newly graduating students and contributes to understanding early career choices in light of individuals’ identity and fundamental traits. This study looks into the existence of an alternative self amongst respondents in order to see whether an alternative self impacts an individual’s career path. Respondents were asked to describe their alternative self (if they believed they had one) and rate its importance. The study will also look at the relationship between personality traits measured through the five-factor model (FFM), and how personality traits correlate with measures relating to chosen specific career paths. Additionally, respondents’ creative inclinations are taken into account in explaining career choices. With the responses collected via a survey, we have data on 81 respondents of which 63% are female and 64% are graduating with a degree in Management). The respondents come from two consecutive cohorts that had taken an introductory course in Organisational Behaviour at a London university during their first year. With their personality data collected at entry into their undergraduate studies, and outcome data on their job market performance and choices being collected upon completion of their degree, this study moves beyond correlation evidence towards causal inferences about the impact of stable individual traits on career choices.

CREATING SAFE, INCLUSIVE SPACES IN HIGHER EDUCATION FOR THE LGBTQIQ COMMUNITY: LESSONS FROM THE SAFE ZONE TRAINING PROGRAMME

Shana Ryman

The purpose of this research project was to understand the motivations and experiences of full-time university faculty members who voluntarily participated in a Safe Zone training session. The Safe Zone program works to foster safe, inclusive spaces for the LGBTQIQ

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community. In collaboration with the Safe Zone training staff a survey was designed and administered to all Safe Zone Workshop attendees. Full-time professors responded to the online survey regarding their experiences and reflections after the diversity training session. Data was analysed to determine what motivated full-time professors to attend. The data analysed suggests that full-time professors who knew a member of the LGBTQIQ community were more likely to attend the Safe Zone workshops, demonstrating intrinsic motivation. A closer look at the data indicates that attendees were primarily motivated to attend the training session to receive a Safe Zone sticker, a symbolic representation of their support.

A SKILL RESOURCE FOR THE FUTURE – WHY SHOULD AGE BE AN ISSUE?

Linda Alker

The ageing of the workforce has been identified as a key policy challenge facing European economies. Most EU countries will experience significant demographic change over the next decades as population’s age. The increasing proportion of older workers (50-64) and the decline in the proportion of cohorts of younger workers in the labour force is driving the median age of European labour forces in an upwards direction. Within the EU15, it is estimated that by 2025, the proportion of 50-64 year old workers will double in size compared with workers under the age of 25. Current demographic trends, therefore, have significant implications for organisations, which are faced with the prospect of managing an ageing workforce. Older workers are becoming more prevalent in the workforce, there are fewer new workers joining the labour force and older workers are continuing to retire early. These changes to the labour force could lead to labour and skills shortages in the future and have implications for the economy in terms of the age dependency ratio. At European and national levels there is an increasing acknowledgement of the need to overcome perceptions and stereotypes of the “ideal” workforce – commonly viewed as being made up of the “prime-age” group of workers within the 25-49 year old age bracket. This paper presents key outcomes from an evaluation of a European Social Funded project (ESF) aimed at identifying improvements that could be made to support individuals and employers and promote the benefits to both of continued engagement in the labour market. The project known as Age-NC (Age No Concern) evolved from the identification of growing issues for the 50+ workers across the North West of England.

BANKERS RAISING BANKERS: A LOOK INTO A FAMILY CAREER LEGACY

Porscha Jackson

There is much to be said about familial influence on career decisions; however, little is researched on the career selection of those that decide to follow in their parents’ or other family members’ footsteps. Despite the years of research in this area, little and inconsistent research has been done to understand familial influence on career choice and how this influence effects individuals who choose the same career path as other members of their

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family. Knowing the factors that contribute to the creation of family legacies can create a more focused workforce and community in the 21st century. The purpose of this paper is to understand the concept of family career legacy from the experience of a member of a family involved in the banking industry. This paper conducts a basic qualitative research study using purposive sampling. A semi-structured interview was conducted and an emerging conceptual framework is introduced to explain the study’s findings. Through the participant’s narrative, we understand the selection of a career path, sense of community, and familial role models contributed to his desire to continue the family’s career legacy. His story demonstrates there is an intergenerational bond that exists in families that is comprised of the career-related values, identities, behaviours, customs, traditions, beliefs, and a support exchange that can have an influence on the career decisions of future generations.

A FEMINIST APPROACH TO THE MEANING OF WORK (MOW): AN ANALYSIS OF GLASS CEILING EFFECT MISCONCEPTIONS

Jenny Saplis

A feminist review of literature strongly supports the argument that the Meaning of Work (MOW) for women is still shaped by regulatory powers of gender that lead to Glass Ceiling Effects. Three gender-based misconceptions were analysed: inadequate attitudes, work-family choices, and inadequate leadership abilities. Women were found to be more modest and bookish, which could be perceived as lack of confidence or self-esteem. Women are less likely than they were in the past to leave a job and drop out of the labour force to raise a family, and employees at all career stages report that they experience challenges or conflicts as they attempt to fulfil the responsibilities of both home and work. Female leaders have shown to be just as qualified and knowledgeable of the roles and expectations as men. Only through the continued efforts of government legislation and organisational practices towards a feminist agenda, can women and other marginalized groups finally secure rights and opportunities equal to those of men in the workplace and in the home. To minimize Glass Ceiling Effects, it is recommended that the need for flexible work arrangement (FWA) programs be assessed, leadership development opportunities be offered, and diversity training be implemented.

FEMINIST APPROACH TO MANAGING DIVERSITY WITHIN MULTINATIONAL CORPORATIONS IN HOST COUNTRIES

Loliya Agbani Akobo, Beverly Metcalfe

As a result of the expansion of multinational corporations to other locations including Sub Saharan Africa, an evolving diversity strategic process flexible enough to accommodate diverse workforce within these regions has been deemed necessary. This implication of diversity practice within host countries has further led to the debate for the need to

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understand socio-cultural structures and social categorisation within the host countries to enhance diversity practice. In order to understand socio-cultural structures and social categorisation within Africa, it is pertinent to examine the evolution and concept of managing diversity from an African perspective, the feminist theoretical approach was decided upon for this work to understand diversity practices within Shell and General Electric (GE) Nigeria. This paper is part of a doctoral work in progress on ‘managing diversity within Multinational Corporations in Nigeria’ and will add to current global knowledge on the study and practice of diversity management from a host country’s perspective, using a feminist approach. And it will recommend further, approaches to manage diversity within the African region; specifically Nigeria.

EFFECTS OF HUMAN RESOURCE (HR) PRACTICES ON RETIREMENT TIMING INTENTION AMONG GENERAL PRACTITIONERS (GPS) IN NHS ENGLAND.

Mohammad Seemab Zaman

The retirement of skilled staff is becoming a worrisome trend at different career stages in most of the developed countries including UK. This situation together with the general trend of increasing life expectancy is putting pressure on social security system and in managing the health care of population. Trained human resource is the most important and valuable factor in health care system besides capital and consumables to provide the health care service. The health care provider is facing challenges in maintaining service performance and managing the staff to work longer. Whole system of health care in NHS is based through GP, which gives personal, primary and continuing care to individuals, families and a practice population irrespective of age, sex and illness. According to the UK Medical Career Research Group (UKMCRG) general practice in England is experiencing difficulty with recruitment and retention, with reduced numbers choosing careers in general practice or entering principal-ships, and increases in less-than-full-time working, career breaks, early retirement and locum employment. The purpose of the study is to analyse the effects of the HR practices on general practitioner’s intention and behaviour towards retirement. The objective is to measure attitude, subjective norms and behavioural control and GP’s perceived experience towards HR practices. It will highlight the influence of HRD domain such as training and development, career development, performance appraisal and work-life balance affecting intention towards retirement.

BECOME YOUR OWN ’PROJECT’: LEARNING FROM WOMEN ELITE LEADERS’ REFLECTIONS TO SHAPE WOMEN’S FUTURE CAREERS

Sharon Mavin, Jannine Williams, Patricia Bryans, Nicola Patterson

With the aim of reflecting on the past to shape women’s future careers, we explore women elite leaders’ reflective learning on their career experiences. The research focuses on the UK context where those who hold leader positions at the pinnacle of organisational hierarchies

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remain largely men. Through a thematic analysis based on data from 81 qualitative semi-structured interviews, we offer 6 emergent themes to encapsulate women elite leaders’ key issues for women who want to progress in their careers: 1) To be or not to be a woman… 2) Family matters 3) Becoming more authentic and building self-efficacy 4) Investing in your development 5) Outstanding credibility but not the solid lieutenant and 6) Bravery counts. We explore thematic resonance by interpreting accounts from a further 16 women elites from the BBC Radio 4 Woman’s Hour ‘Power List’ 2013. We view leader careers as gendered and draw upon doing gender well and differently against sex-category to conceptualize ‘woman as a project’ as our contribution. ‘Woman as a project’ provides an architecture for instrumental personal organising of holistic [personal and career] lives and incorporates two significant features: conscious awareness of doing gender well and differently against sex-category, including gender aware positioning of self as a ‘woman leader’ or as a ‘leader’, and instrumental personal organising. Through these features the project architecture integrates as interlocking processes, the key issues and learning that women elites identify for women motivated to progress in their careers as leaders.

INSTITUTIONAL THEORY AND DIVERSITY MANAGEMENT PRACTICES: THE CASE OF MNC SUBSIDIARY IN SAUDI ARABIA

Hussain Alhejji, Thomas Garavan

In response to the demographic shifts in the workforce, many organisations around the world have initiated diversity management policies and practices that value and respect all employees regardless of their race, gender, ethnic origin, etc. Researchers and practitioners increasingly can draw in a growing body of knowledge about diversity management practices. However, the majority of diversity management researcher is focusing on the Western cultural contexts, which originates from North America and therefore may have limited applicability to a non-Western cultural contexts. There is also a little discussion on how MNCs export their diversity management practices to its subsidiaries in most Arab Middle East countries such as Saudi Arabia. Studies have indicated that some US MNCs often flailed to transfer their diversity management practices because they adopt the local concept of equality and diversity. The aim of this paper is to investigate how the national and institutional forces influence the adoption and implementation of diversity management practices in Saudi Arabia. We will draw on case study of large MNC in Saudi Arabia and conduct in-depth interviews with key people. We focus only on those directly involved in designing and implementing diversity management practices. This includes the CEO, HR manager, L&D manager, corporate social responsibility manager and other lower level managers. An institutional framework will be applying to help us understand two complimentary questions: why do MNC adopt diversity management practices in Saudi Arabia? Secondly, how do MNC design and implement diversity management practices giving the fact that management practices often influence by various socio-cultural and national institutions?

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EXPLORING COMBAT VETERANS’ CAREER DEVELOPMENT

Sarah Minnis

Veterans whose military occupation specialty (MOS) has no civilian equivalent, such as infantry, have limited options for post-military civilian work without retraining or education, and they may choose to attend higher education as a way to develop additional skills and knowledge to make them more competitive for the civilian workforce. This research sought to understand what it is like to be a veteran transitioning through higher education as a career development conduit to civilian employment upon graduation. Hermeneutic phenomenology was engaged to understand the participants’ lifeworld and experience. Participants were veterans of Operation Enduring Freedom and Operation Iraqi Freedom with infantry MOSs pursuing higher education at a large southwestern university in the United States. Participants described myriad changes impacting them personally and professionally. Shifts of their personal and professional power impact their experiences wind throughout the phenomenon as illustrated by their comments. Constructs that emerged share common roots of power and have intertwining branches: new structures, new systems, and new relationships that impact their career development. Feelings of fear and hope about their career development and future civilian employment were found to be part of the veterans’ career transition process and experiences.

PEDAGOGIES OF POWER: WOMEN LEADERS’ MEDIA REPRESENTATIONS AND THEIR PEDAGOGICAL VALUE

Valerie Stead, Carole Elliott

This paper examines the pedagogic role played by the increasing media phenomenon of ‘power lists’ in informing and influencing women’s leadership development. Responding to calls in critical HRD to attend to gender in the theorisation and practice of HRD, the paper asks how do media representations of women leaders in power lists inform our understandings of gendered power relations in women’s leadership development?; and how can these understandings in turn inform pedagogic practices in the development of women leaders? The paper’s contribution therefore extends understandings of HRD as social, political and gendered by examining media representation of women leaders through the phenomenon of power lists, and; highlights the pedagogic potential of power lists as epistemic objects through which we can interrogate women’s leadership development. Drawing on Bourdieu’s interrelated concepts of field, habitus and capital we interrogate representations (visual and textual) of women’s leadership in the BBC’s How to be a Powerful Woman website and films. This analysis illuminates the pedagogic potential of power lists to reveal key issues regarding gendered power including: the simultaneous visibility and invisibility of women; a deficit model prevalent in leadership development, and; issues of second generation bias through the identification of women as a club of ‘super leaders’. We suggest how media power lists can be mobilised through critically reflexive teaching practice as pedagogic tools to appraise the complexities of what it means

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to be a woman in a leadership role, and as a means to situate women’s leadership in relevant social and cultural contexts.

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IDEA TRANSFER ACROSS THE INTERSECTION OF CREATIVITY AND INNOVATION: A REVIEW OF THE LITERATURE AND IMPLICATIONS FOR HRD

Alina Waite, Evie Chenhall Maxey

Creativity and innovation are compelling forces in the 21st century. Much time and energy has been put forth to study creativity since the 1960s and understand cognition and divergent thinking, in particular. Emphasis has also been directed towards discovering strategies to make innovation happen by way of new product development, for example. Yet we know comparably little about idea transfer, which is a serious shortcoming. An idea cannot be influential or impactful until it is developed and put to use. For every idea that gets adopted, many more fall to the wayside. The purpose of this literature review was to examine the intersection of creativity and innovation and its relation to idea transfer. A conceptual framework was developed according to creativity approaches using the “Four P” model and types of new combinations for innovation and factors of idea transfer were identified. The literature closely aligned creativity with idea generation so that organisations can realize a sustainable flow of ideas but to the near exclusion of solution implementation. And, it associated innovation with the fuzzy front-end of new product development. A breakdown of idea generation, especially in relation to sourcing, screening, shaping, and evaluating ideas, is warranted so that we better understand idea transfer to ensure successful implementation of viable solutions.

BUDDHIST SUSTAINABLE DEVELOPMENT: SUFFICIENCY ECONOMY AS AN ALTERNATIVE APPROACH

Kotchaworn Chuymanee, Gary McLean

The purpose of this study was to explore the sustainable development concept in Buddhism and the alternative application of Buddhist sustainable development. A literature review of sustainable development and Buddhist sustainable development was conducted in aspects of economic, environment, and human development. In addition, to break through the current paradigm that can not bring the expected results, one of the widest acceptance of Buddhist sustainable development in practical ways, Case studies of sufficiency economy in Thailand were explored at levels from the individual, community, and business levels. Though the cases happened in Thailand, explicit results and real-world applicability throughout the world are acknowledged. Finally, guidelines with implications for businesses are provided.

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STREAM 3: CREATIVITY, INNOVATION & SUSTAINABILITY

ROLE OF INNOVATION SPEED ON PRODUCT SUCCESS: THE MODERATING EFFECTS OF TECHNOLOGY UNCERTAINTY

Shabnam Hamdi

Time-based strategies are established based on speedy product development that leads to a greater result from market. To overcome the ongoing uncertainties in the market, we could add more knowledge to the literature on market strategies and new product success by studying the relationship between innovation speed and product success under different conditions of technology uncertainty. This research is a cross-sectional quantitative survey research. A sampling frame of 101 biotech products was selected from small and medium Malaysian biotechnology enterprises and a self-administrated questionnaire was adopted from previous researches. Innovation speed is generally associated with new product success and technology uncertainty moderates the direct effect. Our findings indicate that new product development is of less importance under low technology uncertainty. Vice versa under high technology uncertainty, speedy development of a new product allows it to gain better results in the market. On the whole, with rapidly changing technology in the market and the uncertainty of customer demand, being first mover in the market is important to success of a new biotechnology product. The results could be generalised to other industries. Based on the findings recommendations are forwarded to biotech companies to develop and use the appropriate strategies.

DISCOVERING THE SOCIAL ENTREPRENEUR: OPPORTUNITY FOUND FOR HRD!

Jeanne Bailey, Gary McLean

Social entrepreneurship is an emerging field. The literature reflects varying perspectives on the topic but offers little understanding on the experience of social entrepreneurship. Using van Manen’s approach to structuring human science research, I used hermeneutic phenomenology to answer the question, “What is it like to be a social entrepreneur?” A new definition of the work of a social entrepreneur was developed to assist in screening. Eleven social entrepreneurs participated in in-depth interviews sharing their thoughts, ideas, and feelings about the experience of social entrepreneurship. The texts were transcribed, analysed, the results verified with the participants, and needed adjustments made. Three main theme categories were revealed: origins; living the life; and looking forward. Eight themes and 13 subthemes included: (a) personal experience and impactful events as preparation; awareness of community need, and need for change; self-knowledge; tolerance for risk and change, and action orientation (b) integration of business and social principles into structure; personal engagement; defining moments: demands and complexities of the role; relationship aspects; dealing with uncertainty and interaction with outside entities (c) leadership awareness; changing roles and sustainability. The insights provide opportunity for practice enhancements in leadership development in social entrepreneurship and new roles with philanthropy including the development of metrics on effectiveness and sustainability. Practice implications include opportunity for new models of community support, teaching of social entrepreneurship and greater involvement of HRD in

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both practice and leadership. There is opportunity to expand on the definition of social entrepreneurship.

FROM HRD TO GREEN HRD: IMPROVING EMPLOYEES’ ENVIRONMENTAL AWARENESS

Willy Jouontso, Mohamed Branine

The growing anxiety over the degradation of the planet’s ecosystem compels the necessity for more comprehensive and reliable environmental management. Hence, awareness of environmental issues from citizens and organisations of all nations has become more important than ever before. This awareness has led to the development of an environmental consciousness regarding the planet’s ecosystems problems, as well as actions aimed at promoting environmental corrective actions to reverse the degradation process. Whilst actions must be taken at an international and national level, it has become paramount for sustainability advocates to engage organisations and citizens into environmental management. Undeniably, numerous theories have found organisations as the major contributors to environmental degradations. Moreover, it is long established that a relationship exist between organisations’ results and HR practices. Therefore, it is believe that awareness of environmental issues from organisations’ employees lead to the development of an environmental consciousness regarding the planet’s ecosystems problems. This in turn leads to actions aimed at promoting environmental corrective actions to reverse the degradation process thus contributing to the low carbon society goal. It is with such belief that this study attempts through the analysis of empirical data collected through the use of questionnaires to (i) investigate environmental awareness in organisations; (ii) to investigate the factors that influence environmental awareness and behaviour among employees; and (iii) employees’ perception of their organisations’ environmental policies; hence (iv) giving HRD the means to achieve ‘HRD greening’. The following findings are made: (i) managers are the most determinant factors for organisations’ adoption of environmental policies, (ii) there is a lack of environmental facilities in the UK studied organisations; (iii) there is a lack of environmental activities within the studied organisations; (iv) sustainable organisations do not have a better reputation among their employees; (v) most organisations rely on media to promote their environmental policies; and (vi) employees’ educational level has a positive influence on their environmental behaviours at personal level.

HRM PRACTICES IN INNOVATIVELY-ACTIVE COMPANIES: COMPARATIVE STUDY OF RUSSIAN SMES

Victoria Tsybova, Elena Zavyalova

The paper presents the comparative study of HRM practices in Russian innovatively-active companies and non-innovative firms. The paper is based on the results of empirical study conducted in 2012. In recent investigations the human resources are highlighted as a crucial

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factor for promoting innovative outcomes. Many researchers suggest that HRM has an impact on organisation’s performance as well as on company’s innovative outcomes. Nevertheless, peculiar HRM practices which help companies to foster innovative activity is not still thoroughly investigated and accurately described. The authors suppose that the relationship between HRM practices and innovation outcomes can be explained through the created IWB. This paper formulates the theoretical approaches to the practical research of IWB as a result of management activity and as a factor furthering the development of the companies’ innovation activity and highlights the HRM practices which are employed in innovatively-active companies. As a result of regression analysis the following HRM practices are identified: formal job descriptions detailing the specific responsibilities, engagement in problem solving and decision making process, etc. Data analysis also confirms existing opinion that for managing an innovative activity, practices of motivation and stimulation are less important, and practices of recruitment and development are more significant.

THE RELATIVE EFFECTS OF PERSONAL CSR AND ORGANISATIONAL CSR ON WORK-LIFE SATISFACTION AND JOB SATISFACTION

Kalayanee Senasu, Busaya Virakul

This research investigates the relative effects of personal corporate social responsibility (PCSR) and organisational corporate social responsibility (OCSR) on employee work-life satisfaction and employee job satisfaction in Thai workplaces. The data were collected via self-administered questionnaires completed by employees of six companies selected from workplaces in different employment sectors in Thailand. The response rate was 73 percent. All research hypotheses were tested by means of hierarchical regression analysis and analysis of variance was used to verify some interesting issues relating to demographic factors. The results reveal that PCSR and OCSR have a positive impact on both work-life satisfaction and job satisfaction. Results also reveal a generally more important role played by OCSR in both outcomes. Some managerial implications and recommendations are also included based on our research findings.

THE STRUGGLE FOR PRODUCT DEVELOPMENT AND INNOVATION IN A FAMILY-OWNED SME: A KNOWLEDGE TRANSFER PARTNERSHIP APPROACH

Mark D’Souza-Mathew, Robert Pickard, Howard Pickard, Jeff Gold

Product Development and Innovation (PDI) provide important possibilities for learning in organisations. However, for many SMES, there evidence of low rates of PDI, relying mostly on informal processes and incremental learning. The paper aims to consider how a family-based SME in West Yorkshire sought to make learning more generative by providing more recognition for PDI. The literature suggests PDI represents a challenge to many SMEs where there is a fear that resources could be wasted if PDI becomes too prominent. A situated learning approach is considered in combination with the sociology of translation to follow a

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Knowledge Transfer Partnership Associate as he sought to persuade others to work on the activity of PDI. The paper shows how the fact of PDI is made real, through argument and artefacts. Initially, adopting a ‘piggy-back’ strategy, through enrolment, a network of aligned interests is constructed. At a crucial stage, generative learning becomes possible and PDI becomes more stable and recognised.

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MINIMUM WAGE IN BANGLADESH’S READY-MADE GARMENT SECTOR: IMPACT OF IMBALANCED RATES ON EMPLOYEE AND ORGANISATION DEVELOPMENT

Md. Abdus Salam, Gary McLean

The ready-made garment (RMG) industry has been Bangladesh’s key export industry and one of the main job creation sectors for last three decades. Almost 80% of Bangladesh’s export earnings come from the RMG sector and around four million people work there. However, despite strong economic growth and huge job creation, employment condition is still backward for the workers of this sector. Recent massive accident attracted global attention to sever health and safety risks as well as overall working condition, including extreme low wage. They work for as little as $38 per month, whereas the living cost of Bangladesh is much higher than that. But again as cheap labour is one of the main factors behind the boost of this sector, too high wage may harm this industry severely. Hence, the purposes of this study were threefold. First is to explore whether it might be possible to determine a minimum wage acceptable to owners and workers. Second, we investigated the impact of imbalance of payments, i.e., too low or too high a wage, on employee development and organisational development. Finally, we explored the impact of the wage rate on the social life of employees. This paper recommends a minimum basic salary for the RMG sector after calculation of minimum wage for two major cities. This paper further suggests some important steps for the financial and social well-being of the workers as well as for the betterment of the organisations of this sector.

CREATING SAFE ZONES IN HIGHER EDUCATION FOR THE LGBTQIQ COMMUNITY: AN ACTION RESEARCH PROJECT

Shana Ryman, Noorie Kelsey Brantmeier

The current study explores the motivations of full-time professors to voluntarily attend Safe Zone workshops and to engage an action approach by partnering with Safe Zone staff in the design of the study, reporting data findings back to study participants, and reporting data back to the Safe Zone workshop staff. In collaboration with the Safe Zone training staff a survey was designed and administered to all Safe Zone Workshop attendees. The findings suggest that heterosexual allies are an essential part in shaping a safer and more inclusive environment for the LGBTQIQ community. The Safe Zone volunteer program staff must take further measures to reach a wider audience and offer additional training sessions. In addition to the university’s support of the program in theory, the university must also support the program in practice by building capacity through monetary support. Funding could be used for the salary of a paid staff person, to expand programming opportunities, and to increase outreach and engagement.

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STREAM 4: CRITICAL, SOCIAL JUSTICE AND ETHICAL ISSUES IN HRD

ENGAGING EMPLOYEES IN TIMES OF UNCERTAINTY: THE DEVELOPMENT OF RESILIENCE IN ORGANISATIONS

James McGinnis

In an effort to examine the principles of resilience development within the context of leadership behaviours, both constructs were investigated through a literature review. From this review, a central theme of positive psychology emerged and further queries were conducted using key words “positive organisational psychology”. Resilience was further explored as a teachable and learnable construct. Several studies suggested that resilience training results in improved outcomes with one such program, the Comprehensive Soldier Fitness (CSF) program utilised by the United States Army, emerging as one rooted in positive psychology. Positive psychology was investigated as a foundation of organisational change management and performance improvement and the complementary fields of positive organisational scholarship (POS) and positive organisational behaviour (POB) emerged as giving due acknowledgment to the impact of positivity in the workplace. Appreciative Inquiry (AI), a methodology based upon POS and POB, incorporates POS and POB in a four phase approach known as the 4D cycle as a means by which to implement organisational change initiatives. Each phase of the 4D cycle was examined and then paired with an analogous element of the CSF program revealing some striking overlaps, namely affirmative dialogue, strength identification and envisioning of the ‘ideal’ as means of improving performance. Admittedly a working paper, and acknowledging that the suggested linkages are inferred, none-the-less, this literature begs the questions; What, if any, are the factors directly linking AI to individual resilience? Do the positive affirmations of AI serve as mitigating factors in individual resilience?

IN SEARCH OF THE CRITICAL IN THE CONCEPT OF ENGAGEMENT: IMPLICATIONS FOR HRD PROFESSIONALS

Allan Ramdhony, Helen Francis

This paper elucidates the connections between the evolving concepts of Critical HRD (CHRD) and engagement to consider their implications for HRD professionals. This is a conceptual paper which draws on existing literature to advance theoretical understanding of both CHRD and engagement. In drawing ‘a line of sight’ between CHRD and engagement the paper first distils in ‘plain language’ the key tenets of CHRD, which are then used as an analytical lens to cast a critical light on engagement and enable a context-sensitive, relational and dialogic understanding of the phenomenon whilst augmenting its emancipatory potential. The intersection between CHRD and engagement and evidence from recent research in that area also throw up a set of critical roles and responsibilities for HRD professionals, leading to

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STREAM 5: EMPLOYEE ENGAGEMENT

the development of a conceptual framework that can guide critically-oriented lines of inquiry into the process of engagement and inform the deployment of effective engagement strategies. The originality of this paper lies in the fact that it offers a novel way of looking at engagement in CHRD terms and provides a conceptual framework that robustly connects it to the field of research and practice.

IS HRD A DRIVER FOR EMPLOYEE ENGAGEMENT? A CRITICAL LITERATURE REVIEW AND QUALITATIVE STUDY IN THE UK HEALTH SECTOR

Claire Valentin

This study critically explores the contribution of HRD to employee engagement, based on a review of literature and a small qualitative investigation in the health sector. It argues that HRD processes and practices form a key part of practices claimed to facilitate engagement. The empirical study took a social constructionist perspective to explore meanings and purposes of the concept of employee engagement in a health service organisational context, the drivers for and barriers to EE, and the role of formal and informal learning opportunities in contributing to employee engagement. It incorporated semi-structured interviews with HRD professionals, focus groups with medical and support staff, and document analysis. The study found that the construct of EE was relevant to the health service context, but needed to be contextualised. A range of drivers and barriers to EE were identified. Staff broadly agreed that opportunities for learning and development could enhance engagement, but that these could not be seen in isolation from other drivers and barriers to employee engagement. A range of factors to support learning could be relevant to employee engagement. Another notable finding was that of the locus of engagement, which seemed stronger at the team and work group level than at the level of the overall organisation. However, staff experience is contextual and individual, and EE is a complex and multidimensional construct, which needs ongoing critique. The paper provides theoretical insights and empirical evidence to explore the implications for HRD theory and practice.

EMPLOYEE ENGAGEMENT & MEANINGFUL WORK IN ASIAN CONTEXT: A CULTURAL PERSPECTIVE

Rubaba Nawrin

Employee Engagement generates the utmost attraction in the organisation by attributing to numerous benefits of engaged workforce. Various researches have shown that engaged employees can achieve significant financial gain for the organisation. After observing different desired bottom up outcomes from the previous researches, researchers have started to look up the causes or antecedents that make the employees engaged towards their job. Although there are many antecedents, meaningful work considers one of the most important contributors of employee engagement. Moreover, peoples’ behaviour, value, priority, and action towards their goal vary according to different cultural context. Focusing

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on this point of view, this study emphasises on finding out the determinants of meaningful work in Asian context that influence employee engagement. Systemic literature review has been done to conduct the research. In conceptual framework, cultural values act as a mediator to identify the meaningful work determinants. From findings, it has been seen that co-worker relation, work life balance, and relationship with the supervisors play significant role as a determinant of meaningful work in the Asian context and eventually influence the employee engagement level of the individuals.

‘GOING DOWN THE UP ESCALATOR’: ENGAGEMENT AND BURNOUT OF BRITISH ACADEMICS IN HIGHER EDUCATION

Hazel Kershaw-Solomon, Crystal Zhang, Jeff Gold

This study focuses on academics engagement and burnout in British Universities. There is a growing concern about academic staff and their performance in their roles and the effects it is having on stress levels. As part of the government spending cuts in 2010, higher education institutions in England had their teaching budgets cut by 40%. A rise in tuition fees to £9,000 also resulted in many institutions having to make teaching and support staff redundant. These changes to the funding of Universities have had a major impact on the sector, forcing Universities to compete in terms of teaching standards, research income and professionalisation of academic staff through the implementation of the UK Professional Standards Framework (UKPSF) and raising entry qualifications to Doctorate level. Academic staff in British Universities have higher psychological distress when compared to academics in other countries. This paper explores the relationship between the demands and resources of the academic role and engagement and burnout. This review concludes by posing the research question of what is the mix and interplay of job demands and job resources that will engender engaged University academic staff in Britain.

”(ALWAYS) LOOK ON THE BRIGHT SIDE OF LIFE”: LIFE SATISFACTION AS AN ANTECEDENT OF WORK ENGAGEMENT

Pedro Ferreira

Previous research on employee engagement has sought to understand the consequences, but also the drivers of engaging people at work. The drivers of engagement have been found mainly inside the organisation context. However, working life is not detached from personal life, which has been demonstrated by research on work-life balance. The goal of this research is to understand the relation between life satisfaction and work engagement, namely if life satisfaction can function as an antecedent of work engagement. Additionally, this research paper tries to understand if life satisfaction impacts differently on work engagement dimensions, namely absorption, vigour and dedication, as defined by the Utrecht Work Engagement Scale. Data was collected using a questionnaire with three sections: the first section included socio-demographic questions; the second and third

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sections included employee engagement and life satisfaction items, respectively. The results confirmed the constructs and the regression model shows that life satisfaction is related with employee engagement. Moreover, life satisfaction is also related with each of the three dimensions of employee engagement. The main conclusion is that employee engagement can be explained by external factors to the organisation, but that are an integral part of employees’ lives. Being a psychological and emotional state, employee engagement can be influenced by other aspects of employees’ lives besides their organisational and job role.

SURVIVING DOWNSIZING IN FINANCIAL SERVICE INDUSTRY: EXPLORING IMPACTS ON EMPLOYEE ENGAGEMENT AND PSYCHOLOGICAL CONTRACTS

Vivian Ikechukwu-Ifudu, Jan Myers

This paper focuses on the concept of the psychological contract and social exchange theory to explore the experience of individuals who have undergone and survived organisational change and downsizing and how it affects employee engagement. It considers cognitive and emotional effects and the implications for continued organisational commitment, engagement and performance. The paper also considers issues for future research. The aim of the paper is to present initial contextual information related to the Nigerian banking sector, which has undergone significant change and re-shaping due to a consolidation process (2005-2006). While there is a growing literature that considers governance and financial services in Nigeria, there is little that focuses on ‘the impact of financial distress in the Nigerian banking industry’ in relation to ‘job satisfaction and perceived stress on the psychological well-being of employees’. The paper is based on an initial literature review as a precursor to empirical data collection and analysis. It is suggested that in order for employees to provide quality services to the organisation, it is essential that the bank has an engaged workforce. Elements of employee disengagement could prove to be challenging in maintaining the employment relationship and will consequently hinder the success of the business. The paper concludes that qualitative research based on the perceptions and experiences of survivors is necessary in order to learn from the Nigerian bank consolidation. This paper provides insights into the Nigerian context, aspects of impacts on employees’ psychological contract after downsizing, and an understanding of extra-role behaviour by survivors.

RELATIONSHIP BETWEEN ORGANISATIONAL COMMITMENT AND THE WORK-FAMILY INTERFACE

Sara Csillag, Csaba Kiss, Sandor Takacs, Roland Szilas

With a questionnaire based survey of 376 customer service employees we investigated how organisational commitment profiles may relate to work satisfaction, intention to quit, and to variables regarding work-family interface. We found eight distinct profiles and in our analysis it turned out that among commitment components affective commitment plays a

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very positive role, resulting in a favourable outcome for both employees and organisations. Furthermore our findings suggest that the simultaneous effect of commitment components is synergetic.

RECONCILING THE DEAL – A LOCAL AUTHORITY EMPLOYEE ENGAGEMENT STUDY DURING AUSTERITY

Amanda Davis, Linda Alker, Andrew Rowe

This paper proposes a study to understand and evaluate how local authority (LA) line managers foster employee engagement in austerity, and how employees experience such intervention(s). The proposed study will consist of 4-6 qualitative case studies within 2-3 local authorities. Findings will be generalised to theory which will be improved by using the multiple case study approach. The expected contribution to knowledge that this proposed study aims to provide is to understand how employee engagement is fostered and experienced, provide further support that SET is a theoretical basis for understanding engagement, and demonstrate the importance of context.

WORKFORCE ENGAGEMENT IN TURBULENT TIMES: AN INVESTIGATION OF EXPERIENCES OF ENGAGEMENT IN THE VOLUNTARY SECTOR

Katharine Venter

The research on which this paper is based sought to explore how changes in the funding environment have impacted on organisations in the voluntary sector. This research project is based on a series of case studies of organisations in the sector. This paper takes one of the case studies from the wider project and uses this to explore the implications of these changes for workforce engagement. The chosen case study is particularly interesting as an example of an organisation facing significant downward pressure on employment relations over which it has only limited control. The paper argues firstly, that exploring the issue of workforce engagement amongst volunteer workers can be particularly fruitful as engagement of this workforce raises distinct challenges for organisations. Secondly the paper argues that some voluntary sector organisations appear to be having some success in maintaining an engaged workforce despite downward pressure on employment relations. However the current approach to competitive contracting by statutory bodies is placing an almost unbearable burden on such organisations. In the case study organisation this has not had a more damaging affect to date because of the belief of staff in the mission and goals of the organisation. However, the employment conditions in which these individuals work are not sustainable and there is a moral and ethical necessity to address these issues through the structure of funding to the sector.

AN INVESTIGATION INTO EMPLOYEES’ RESPONSES TO ORGANISATIONAL CHANGES INTRODUCED IN THE BANKING SECTOR OF GREECE: THE CASE OF PIRAEUS BANK GROUP

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Eleni Aravopoulou, Mohamed Branine

Since 2009, when Greece entered into a new era-reality of a prolonged recession, its economy has been struggling against bankruptcy in an uncertain political, economic and social environment. Driven by the pressures of the International Monetary Fund (IMF) and Greece’s European partners, a series of radical structural reforms have been introduced in the country’s public and private sector. In this context, aiming to safeguard domestic financial stability, the Greek banking and financial system has undergone a momentous transformation, in which it experienced an important consolidation phase, and thus a series of profound organisational changes have been implemented in Greek banks. The aim of this paper is to examine EVLN (Exit, Voice, Loyalty, Neglect) behavioural responses towards four types of organisational change (acquisitions, closure of branches, integration of information systems and operations, and personnel downsizing) in one of the four systemic banks of Greece: Piraeus Bank Group; and to investigate whether there are any individual differences in employees’ responses with regard to their biographic features. Our statistical analysis provides evidence that despite respondents’ dissatisfaction with personnel downsizing and the closure of branches, their responses are positive. This can be attributed to the existence of external factors which influence employees’ EVLN responses. Moreover, employees’ gender, educational background, as well as the bank in which they were working before acquisitions, showed significant differences in terms of their EVLN responses. The contribution of this paper is twofold. First, it provides the first evidence examining employees’ EVLN behavioural responses towards four different types of organisational change in the Greek banking sector. Second, the EVLN typology is used in order to study actual behaviours and not individuals’ perceptions, intentions, dispositions or planned responses to unspecified events.

DEVELOPING “EMO-METER” AS AN EMPLOYEE ENGAGEMENT DIAGNOSIS TOOL FOR HOSPITAL ACCREDITATION IN THAILAND

Chiraprapha Tan Akaraborworn, Suthinee Rurkkhum, Jaruwan Yodrakang

Emo-meter was developed in this study as a research-based employee engagement diagnosis tool to determine the key factors that affect staff engagement and satisfaction for different staff groups and segments. This project was initiated by the Hospital Quality Improvement and Accreditation Institute (HA) with the collaboration of Thai Health Promotion Foundation and Personal Management Association of Thailand (PMAT) to respond to one of the Hospital and Health Care Standard factors, HRF 5.1 Staff Engagement. All necessary steps in developing the questionnaires were implemented. Respondents working in 15 public hospitals were selected based on the different types of hospitals, regions, and levels of hospital accreditation. For the pilot test, 359 subjects were tested by Exploratory Factor Analysis (EFA) to develop the first draft of questionnaire. Confirmatory Factor Analysis (CFA) was then used with 7,474 subjects to test whether the theoretical-based factors in the Emo-meter are predetermined factors to determine the hospital employee engagement. The results confirmed the appropriateness of the Emo-meter as an

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organisational diagnosis tool to collect valid data. Conducting the diagnosis feedback to four focus-groups of employees; doctors, nurses, medical support staff, and administration support staff, is a critical step to establish a widely shared understanding if any change is desired. Discussion and recommendations for future research and for practitioner are also presented.

EMPLOYEES’ ENGAGEMENT IN HUMAN SERVICE ORGANISATIONS: THE ROLE OF LEADER-MEMBER EXCHANGE AND ORGANISATIONAL JUSTICE

Daria Sarti

Research on organisational justice has increased significantly over recent decades. The rationale for growing interest is that the perception of organisational justice—that is, fairness of treatment—among workers has been related to a number of positive organisational outcomes. However, further attention must be devoted to study the mechanisms that could explain such interactions. The purpose of this paper is to demonstrate the impact of organisational justice perception on employees’ engagement and the moderating role played by the quality of leader-member exchange (LMX) in the relationship between organisational justice perception and engagement.In this article, social exchange theory is employed as a theoretical framework to investigate the connection between organisational justice, LMX and engagement. By studying 314 workers of 12 human service organisations in Italy through a regression analysis, the present paper shows that employees’ engagement is positively affected by organisational justice perception. Furthermore, the LMX has a direct effect on employees’ engagement and a moderating role in the relationship between organisational justice and work engagement.

WHO CARES? HEARING THEIR VOICE: EMPLOYEE ENGAGEMENT AND NURSES - EVIDENCE FROM SCOTLAND AND AUSTRALIA

Rona Beattie, Frank Crossan

This paper builds on the on-going international study into nurses’ retention and commitment led by Brunetto, Farr-Wharton and Shackleton. Given the unprecedented levels and pace of change being experienced in global health services, including Australia and Scotland, we argue that it is critical to maximise the engagement of key staff, particularly nurses (the largest group of employees). Firstly, a brief policy and literature review of employee engagement related to public policy, healthcare and nursing is presented. Secondly, a quantitative and qualitative analysis, viewed through the lens of employee engagement and practice, of empirical data collected in Scotland and Australia is discussed. From our analysis we draw conclusions and develop recommendations for key stakeholders: policy makers; senior health care and HR managers; and, the nursing profession as a whole. The need to enhance our understanding of nurses’ engagement with their employment could not be more critical than now; given the recent Francis Report into

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care at the Mid-Staffordshire trust in the UK which criticized levels of care and compassion shown by clinical staff, and revealed significant and systemic management weaknesses. This report has sent reverberations around the world.

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IS THERE AN ISLAMIC EPISTEMOLOGY? ROLE OF HRD

Md. Abdus Salam, Sanober Salman Shaikh, Gary McLean

Epistemology or knowledge of knowledge is a very old practice in the field of philosophy. But today it is not confined only in the boundary of philosophical practice. Epistemology is important for all kinds of research, from physical science to spirituality. Here our endeavour was to find epistemology in Islam or Islam in epistemology, i.e., to find whether there is an Islamic epistemology or is there any use of Islamic knowledge in epistemologies. Islam has become an interesting topic in recent times all over the world, both for its positive and negative image. On the one hand, Muslims are growing in numbers rapidly across Europe and the Americas; on the other hand, a large percentage of terrorists are being labelled as Islamist. Yet, Islamic knowledge has remained largely outside of mainstream research. Hence, it has remained unknown to scholars outside of Islam. Therefore, our objective of this study is threefold: first, to know about Islam, not from the myth, rather from the proper documents; second, to search the origin and circulation of Islamic knowledge in order to trace the epistemology in it; third, finding its worldly use, especially in the field of HROD. This paper is based on a literature review of Islam, epistemology, and HROD. Mostly, the Quran and Hadith have been used here for Islamic knowledge, while other sources also are used to understand the Quran properly.

EXPLORING MIGRATION FROM ZIMBABWE TO THE UNITED STATES AND IMPLICATIONS FOR ZIMBABWE’S NATIONAL HUMAN RESOURCE DEVELOPMENT

Charlene Mutamba, Julia Storberg-Walker

Paprock notes that in the developing parts of the world the aspect of national human resource development (NHRD) is being given increasing emphasis. However, current literature in HRD has scarcely covered sub-Saharan Africa and Zimbabwe in particular. The purpose of this exploratory case study was to understand the work experiences of Zimbabwean migrants. Understanding these experiences may help to illuminate the ‘brain drain’ phenomenon and identify specific interventions NHRD in Zimbabwe can develop to decrease this movement of human capital out of Zimbabwe. The case study explored the career experiences of migrants from Zimbabwe working in the US. The research questions this study answered was: What are the work experiences of Zimbabwe nationals in the United States? A small sample of migrants who left Zimbabwe to work in the US was used to answer the question. Although the phenomenon of brain drain is not new, this study is significant in order to explore migration and to understand how NHRD policy can be

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STREAM 6: GLOBAL, COMPARATIVE & CROSS CULTURAL DIMENSIONS OF HRD

developed to offset the negative movement of workers out of countries like Zimbabwe and others in the region.

SHAPING THE FUTURE OF A GLOBALISED WORLD: HRD, HIGHER EDUCATION, AND THE EVERYDAY CROSS-CULTURAL INTERACTIONS OF INTERNATIONAL STUDENTS ON AN AMERICAN CAMPUS

Joan Burkhardt, Elisabeth Bennett

The purpose of this paper is to report the findings from a qualitative study that sought to understand how everyday cross-cultural interactions affected the adjustment of undergraduate international students attending a private university in the northeastern United States. This paper focuses on one of the study’s three research questions: How do undergraduate international students describe the impact of university diversity initiatives for promoting everyday cross-cultural interactions? Data were collected primarily through interviews with nine international students and observations at “Eastern University.” Students were purposively sampled to balance gender and world regions. Analysis used constant comparison until findings emerged, which were member checked with study participants. Findings show that the impact of university diversity initiatives for promoting everyday cross-cultural interactions is described as creating an us/them divide, promoting solidarity, and establishing a cultural presence. From these findings, two salient conclusions were drawn. First, formal university events foster recognition of the campus diversity international students help provide, but their impact on everyday cross-cultural interactions is both positive and negative. Second, the mode by which undergraduate international students are introduced to their U.S. campus affects their integration and future interaction patterns. It is important for HRD professionals in a globalized world to understand and value the everyday experiences that comprise cross-cultural interactions, recognising complexity and authenticity. As HRD further develops its approach to national HRD, professionals should focus on supporting quality education systems that embrace multiculturalism, social responsibility, global leadership development, and resist dehumanising forces.

COMPARATIVE STUDIES: YOUTH UNEMPLOYMENT, EDUCATION AND TRAINING POLICIES IN GERMANY, SOUTH KOREA, SPAIN AND THE UNITED STATES

Hae Na Kim

The purpose of this study was to compare the effectiveness of training and education polices in reducing youth unemployment and provides insight into this global problem by analyzing and comparing situations in Germany, South Korea, Spain and the United States. This study is based on a recent literature review and analysis using web based and database search. According to the statistics of OECD, Germany, South Korea and Spain and the United States were chosen. Research questions are 1) what are the education and training policies among selected countries to reduce youth unemployment? What are the characteristics of

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these training policies? 2) How are these policies and training programs implemented to reduce youth unemployment and to search for more effective training? Findings are work-based training help to reduce youth unemployment and youth training has been emphasised to acquire more practical skills and to promote a transition into employment.

MANAGING CULTURALLY DIVERSE VIRTUAL TEAMS: A SYSTEMATIC LITERATURE REVIEW

Soo Jeoung Han, Michael Beyerlein

This study aims to identify factors that affect the processes and performance of culturally diverse teams in a virtual environment. Globalisation of the economy has led to growth of multinational corporations and international supply chains. The technology revolution has enabled increased multiculturalism in the distributed workplace. Due to this trend, virtual teamwork is one of the prospective areas to study and practice. In this paper, a systematic review of the literature was conducted to identify previous empirical studies in virtual team research from 1998 to 2013 focusing on culturally diverse virtual teams (CDVTs). We reviewed findings focusing on the critical factors regarding processes and outcomes in CDVTs. Based on this review, we suggest implications for HRD research and practices regarding CDVTs.

IMPROVING THE PERSONNEL FUNCTION IN POLISH COMPANIES DEVELOPING INTERNATIONAL ACTIVITIES

Alicja Miś

The main purpose adopted for the conducted empirical research is to examine the solutions in the field of human resources management at the strategic and operational level used in Polish enterprises initiating and developing their activities on international markets, with particular focus on changing tasks, organisational solutions and applied instruments in the area in question. The study has adopted a hypothesis arguing that the level of professionalism in human resources management increases along with the progressing internationalisation of corporate activities in creating tasks, using of tools and structural solutions of personnel function of these enterprises. Research questions are as follows: (1) The extent to which the internationalisation of the organisation affects the way of implementation of personnel functions (2) What is the structure of a personnel function of the organisation that works on the international market (3) What are the key HR tasks and activities of the international organisations in the areas of planning and recruitment of the necessary human resources and the development and shaping of careers. The final effect of the planned project will be diagnosing changes and development activities in the professionally implemented personnel function of Polish companies taking account of the subjective, structural, task and instrumental dimension. From the cognitive point of view, practical solutions of management of expatriated employees will make it possible to build a model of management of expatriates specific for Polish companies. From the utilitarian

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point of view – the research will result in creation of a database of good practices of the examined companies, which may become benchmarks for others – with similar size or from a similar industry.

GLOBAL MIND-SET AND GLOBAL LEADERSHIP COMPETENCIES AS SHAPERS OF ORGANISATIONAL LEARNING; EVIDENCE FROM GLOBALISERS’ NARRATIONS

Indra Dusoye

As globalisation unfolds, there is increasing internationalisation of business and international mobility of labour. Globalisation as a concept refers to an increasing worldwide interdependence, and involves integration of economies, countries, and peoples worldwide. Global mind-set, global leaders, global teams, global livings are all new notions that emerged from globalisation. As such global mind-set, global leadership and organisational leadership become pressing facts for research. Similarly, this paper will be focussing on how global mind-set leads to the development of global leadership competencies and which in-turn impacts on organisation learning. The snowball technique has been used to reach the participants. Qualitative interviews have been used to decipher the realities of their working life concerning how global experiences are shaping their mind-set, competencies and learning. The paper ends with the proposition of a framework and proposes a series of gaps for further research by the end.

THE CULTURAL CONTEXT OF HRD IN NORTH AMERICA: AN EXPLORATORY STUDY OF US AND CANADA

Lori Fancher, Saul Carliner, Carol Hansen

The purpose of this paper is to discuss the practice of human resource development (HRD) from the North American perspective; the United States (US) and Canada. North America is often compared to other regions of the world in terms of its shared economic development and leadership in workforce development. With the advent of the North American Free Treaty Act (NAFTA) trade increased significantly between the two countries, making their proximity an economic as well as geographic benefit. In the years since the treaty went into effect, many American and Canadian companies have expanded across their borders, some successfully, some not. Two theoretical frames shape our discussion. First, we hold that HRD is an occupational culture with a unique set of beliefs and assumptions about practice. We begin with the evolution of the field as primarily an American concept that may not represent the whole of North America. Secondly, we recognise that societal cultures influence occupational cultures. Yet little research exists that explores the differences in Human Resource Development between the two countries, whether collectively or individually in the areas of training, career development and organisation development. To fill this gap, we conducted exploratory study via archival data and ethnographic interviews with practitioners that clearly revealed differences in models based on societal beliefs and

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backgrounds. We found that within North America, three societal cultures exist, Anglophone Canada, Francophone Canada and the United States, each framed by its own history, laws, certification expectations, preparatory training and societal beliefs about HRD ways of working.

HRD EDUCATORS’ VIEWS ON TEACHING AND LEARNING IN HRD: AN INTERNATIONAL PERSPECTIVE

Yonjoo Cho, Aaron Zachmeier

The development of HRD practitioners and scholars in university-based courses and programs is a significant but underexplored area of research. Because HRD is recognised as an international field, HRD education deserves an international perspective. The purpose of this study was to examine HRD education as an international phenomenon. An overview of the research on HRD education is provided, and the results of a thematic analysis of interviews with 40 HRD educators who teach in higher education institutions in North America, Europe, and Asia at three annual HRD conferences in the U.S., U.K., and Taiwan are presented in four broad categories: the nature of HRD, contextual differences, curriculum, and teaching and learning.

A CROSS CULTURAL STUDY OF EMPLOYEE ATTITUDES TO TRUST IN MANAGEMENT IN GHANA AND THE UK

Melanie Powell, Yvette Ferguson

Previous studies of the cultural factors affecting trust in line managers have focused on Western organisations compared to Asian organisations. Differences in trust in line managers have been strongly linked to differences in organisational performance. This paper provides preliminary evidence on cross-country cultural differences in employee assessment of their trust in line-managers by comparing evidence from Ghana and the UK. The processes and factors explored in prior theory are presented in a summary model and hypotheses identified and tested using data from an electronic questionnaire of employees in two small University business schools. The results show evidence of significant differences in the processes and factors affecting assessment of trust in line managers between African (collectivist) and UK (individualist) cultures. Whilst the data are limited to attitude scales and small samples within a case study context, they indicate HR practice may mediate the impact of such cultural differences on trust in line managers and potentially on organisational performance.

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ORGANISATIONAL CULTURE IN CROSS-BORDER ACQUISITIONS: CONVERGENCE, CROSSVERGENCE, OR ACCULTURATION?

Robin Rimmer Hurst

This paper examines the influence of organisational culture in the acculturation process of cross-border acquisitions. Acculturation is defined as the process of developing a shared organisational culture of two organisations during a cross-border acquisition. The results of this analysis determined that convergence, or the adoption of Western business practices, is the result of combining two organisations from different geographic and cultural regions. Acculturation is enhanced by several factors, but does not appear to take place within the five-year timeframe from acquisition to the timing of this study. Several implications for Human Resource Development emerge through the findings. The acquisition of a 30-year-old, well established family-owned business in India by a relatively new, ten-year-old American firm provides the focus for the research. A qualitative approach was used incorporating on-site interviews and observations at locations in the United States and India, and analysis of archival data and documentation. The findings of this study indicate that, among other factors, an organisational culture focused on the training and development of employees on the part of the acquiring organisation, as well as an organisational culture which has the desire to learn and grow on the part of the acquired organisation, are key factors to successful acculturation in cross-border acquisitions.

EMOTIONAL LABOUR IN THE CROSS-CULTURAL SETTING

Noormaya Salleh, Liyushiana

This paper seeks that cultural intelligence will influence the emotional labour performance, and also related to job burnout as the emotional labour consequence. This paper develops 5 propositions that clarify how cultural intelligence will influence emotional labour, how the different emotional labour strategy will give different effects to job burnout and how demographic variable (age and gender) will moderate those constructs. This paper suggests that exploring emotional labour based on cross cultural settings in Indonesia is a fruitful research topic. This is the first paper to develop a theoretical model that includes cultural intelligence as an antecedent and job burnout as consequence in eastern country, Indonesia.

HELL AND HEAVEN IN THE LAND OF FIRE AND ICE: AN AUTOETHNOGRAPHIC EXPLORATION OF ONE PROFESSOR’S EXPERIENCE AS FULBRIGHT SCHOLAR

Robin Grenier

Autoethnography calls on writing and research that display the “multiple layers of consciousness connecting the personal to the cultural”. It is associated with the growing

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acceptance of the use of the self in research and thus presents a context to examine the novel experiences of a US Fulbright Scholar in Iceland. Through the reflexive examination of journal entries, recordings, blogs, and class materials, I explore how living, teaching, and researching in a new cultural has shaped my mental models and altered my long established workplace heuristics. Initial discoveries focus on the power of language and communication to shape cultural understanding and sense of self. In presenting this work I hope to be able to contribute to the field of HRD with respect to furthering our understandings of sojourner and expat experiences, as well as exploring how experiential learning shapes cultural competence.

THE INFLUENCE OF CULTURAL INTELLIGENCE AND CROSS-CULTURAL ADJUSTMENT ON THAI EXPATRIATES IN ASEAN COUNTRIES

Kanmanee Wanatishart

The era of globalisation business especially in 2015, ASEAN Countries as Asian Economy Community (AEC) present the concept of free investment, free capital transfer, and free movements among 10 countries. Multinational Corporations (MNCs) play the main role in business firms. The effectiveness of expatriates and international assignments become important source of organisations. Due to diversity of working abroad and changing of globalisation, there has been growing interest in Cultural Intelligence (CQ) and Cross-Cultural Adjustment (CCA). This study aims to understand the relationship of Cultural Intelligence and Cross-Cultural Adjustment of Thai Expatriates in ASEAN Countries and also to increase understanding about how Thai expatriates interact with cross-cultural environment while staying overseas. This study will use qualitative approach as an in-depth interview to conduct data from Thai expatriates in ASEAN Countries who work in Multinational Corporations (MNCs) in ASEAN Countries. Moreover, this study intends to design a consulting model based upon the key findings, thereby providing an effective application tool to assist Thai expatriates to enhance their cross-cultural expatriates effectiveness.

PREDICTORS OF CAREER ASPIRATION OF MALAYSIAN RETURNEES FROM EUROPEAN AND NON-EUROPEAN COUNTRIES

Maimunah Ismail, Noor Ainun Yeop Kamaruddin, Nordahlia Umar Baki, Roziah Mohd Rasdi

This study aims to identify profiles and predictors of career aspiration of Malaysian returnees from European and non-European countries. This study, involving 226 returnees, was carried out in the industrialised areas of the Klang Valley, Johore Bharu and Penang, and the state of Sabah. Four theories were applied in the analysis, namely the Push-Pull Theory, the Human Capital Theory, the Social Cognitive Career Theory, and the Chaos Theory of Careers. Personal and environmental factors within the major groups of push and pull

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factors, as well as age and duration abroad served as the independent variables while career aspiration was the dependent variable. Most returnees from Europe came back from the United Kingdom while Australia, Saudi Arabia, Japan, Korea and the United States were the host countries outside of Europe. Accounting and finance (20.9%) was the leading professional sector for the European returnees, while medicine (18.9%) was the most common work sector among non-European returnees. A regression analysis showed the explanatory power of career aspiration for returnees from European countries was higher (33.9%) than that of returnees from non-European countries (30.0%). Push political and pull social factors were significant for the former group, whereas push social, pull personal and pull family factors were for the latter. Implications of these findings to global HRD are discussed.

HRD/HRM STRATEGY AND PRACTICES IN MNCS IN DEVELOPED AND DEVELOPING COUNTRIES

Dmitry Kucherov, Elena Zavyalova

In our study we deal with the question: How could cultural features influence the choice of HRM/HRD strategy and practices in MNCs in developed and developing countries? We considered 6 theoretical approaches to HRM/HRD strategy formation and practices transfer in MNCs. The analysis of 92 academic, scholarly articles generally about HRM/HRD issues in MNCs and particularly in developed and developing countries allowed us to identify HRM/HRD strategy formation and practices transfer features in MNCs in developed (the USA, Germany, Japan) and developing (China, Russia) countries.

DEVELOPING CROSS-CULTURAL AWARENESS THROUGH FOREIGN IMMERSION PROGRAMS: IMPLICATIONS OF UNIVERSITY STUDY ABROAD RESEARCH FOR EXPATRIATE DEVELOPMENT

K. Peter Kuchinke, Alexandre Ardichvili, Karen Lokkesmoe

The development of cross-cultural competence has been described as a central concern for universities and workplaces alike. In a globalised economy the job responsibilities of university graduates in fields like business, engineering, agriculture, and education will likely entail forming effective working relationships with individuals, groups, and institutions from other cultural backgrounds. For working adults, the quality of interaction with colleagues, customers, suppliers, and stakeholders from different cultures own has been shown to determine the success or failure of projects, initiatives, contracts, and other business interactions. Immersion for extended periods of time in the host culture is viewed as a popular means to develop such competence. This paper presents findings of a research project measuring the intercultural competence development of a group of 40 professional US and Brazilian business and sustainable agriculture science students who participated in a semester long study abroad experience. Using the well-established Intercultural

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Development Inventory (IDI) in a pre-post design, the study found low and uneven levels of change in intercultural orientation. These findings challenge commonly held beliefs about the effectiveness of immersion programs and suggests the need for targeted developmental activities in addition to cross-cultural immersion for managers and professionals in international business settings.

INTERNATIONAL STUDENTS ACADEMIC EXPERIENCES: A STUDY OF (PTDF) SCHOLARSHIP RECIPIENTS AT A PRIVATE UNIVERSITY COLLEGE, MALAYSIA

Adekalu Samuel Olutokunbo, Ismi Arif Ismail, Turiman Suandi

The rate at which most organisations and institutions of learning offer scholarship and grant to attract international students is becoming competitive among citizens of the developing nations who seek to gain international education experience for better career opportunities and educational development. At present, Malaysia is fast becoming an educational centre for international students as the country has set a target by year 2020 to attract 200,000 international students from Africa, Asia and the Middle East and other continents of the world (Chong & Amli, 2013). It then becomes imperative in this qualitative study to investigate the readiness of the country in terms of the provisions in place for achieving this laudable goal. It is with this intent that this study investigates the academic experience of international students on scholarships in Malaysian Universities. An in-depth interview was conducted among a group of international students in Malaysia with a particular focus on Petroleum Technology Development Fund (PTDF) scholarship recipients studying at Linton University College (LUC). The study revealed that, the scholars are generally satisfied and able to cope with the classroom teaching as well as academic huddles at the College while adapting to host challenges. They are able to comply with renewal of students’ visa regulations in Malaysia. This study suggested among other things, an initiative such as recommendations to improve international student academic experience studying in Malaysian Universities with an effort to enhance their academic performance and career opportunities, when the scholars returned to their respective countries.

HRD PROGRAMMES IN THE UK

Sally Sambrook, Jim Stewart

There is currently little knowledge or analysis of the state of HRD education in the UK. This applies to the number of programmes offered by providers to educate, train and qualify professional HRD practitioners as well as to the nature and content of programmes that are offered. Thus there is a lack of base line data from which to assess the quantity as well as the quality of vocational education and training (VET) for the HRD profession. This paper will provide an overview of the number, level and form of HRD educational programmes in the UK. The overview will encompass undergraduate, professional and masters level programmes. Professional programmes in the UK are of two forms; those associated with

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accreditation by the professional body; the Chartered Institute of Personnel and Development (CIPD); and those not.

SERVANT LEADERSHIP AND ORGANISATIONAL CITIZENSHIP BEHAVIOUR: THE MALAYSIAN PERSPECTIVES

Aznarahayu Ramli, Nasina Mat Desa, T. Ramayah

In the era of globalisation, organisations are seeking for better ways to maximize employees’ work efforts and motivate them to their fullest potential. Servant leadership is known to be a highly effective style of leadership for empowering follower as servant leadership serve and care about their followers first before others. However, the empirical researches on servant leadership are still limited especially in Malaysia. This paper therefore, examines the relationship between servant leadership (empowerment, humility, standing back, authenticity, forgiveness, courage, accountability and stewardship) and employees’ organisational citizenship behaviour (conscientiousness, altruism, sportsmanship, courtesy and civic virtue) among public servant in Malaysia. Survey is used in this study and 200 set of questionnaires were randomly distributed to the employees working with Malaysian public sectors. Data collected were analysed using SPSS version 20 and SmartPLS 2.0. Findings from the Partial Least Squares analysis revealed that servant leadership were significantly related to organisational citizenship behaviour. This study therefore, highlighted the importance of having the right leadership in fostering employees’ positive job behaviour. The limitation and direction for future research also were discussed.

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MANAGING KNOWLEDGE THROUGH HUMAN RESOURCE MANAGEMENT PRACTICES IN SMES

Daria Sarti, Lucia Naldi

The purpose of this paper is to investigate the key role of human resource system (HRS) in predicting innovation among Small and Medium Enterprises (SMEs) in an organisational learning perspective. Particularly, the specific moderation effect of HRS on the relation between the capability of firms to absorb knowledge and their innovation is here studied. The hypothesis will be tested through a regression analysis on data collected through an on line questionnaire administered to representatives of a sample of 3223 small and medium sized firms in different industries in Italy. The analysis was carried out on a sample of respondents of 126 SMEs. This paper puts in evidence that HRS affect SMEs innovation, also it proves that there is a moderation effect of HRS on the relationship between absorptive capacity and innovation. This paper aims at contributing to the research concerning the development of human capital for innovation thorough HRS in small and medium firms (SMEs). The paper will contribute to research on SMEs by addressing two major questions, that are: does human resources systems enhance effectively innovation in SMEs? And, further: does it have a key role in reinforcing the relation between absorptive capacity and innovation? Results suggest that the implementation of HRS is critical for SMEs’ innovation processes. The paper aims at contribute to the investigation on the importance for SMEs to innovate through HRS. Results suggest that SMEs should pay more attention to HRS as a sort of organisational investment able to develop the overall human capital and, in turn, affect in a positive way the relation between the organisation ability to explore and exploit critical external knowledge and its innovation achievement. Results could be useful giving some point of reflection to SMEs management as well as to policy makers willing to implement local policy for supporting SMEs development.

CAPACITY BUILDING OF COLLABORATION FOR KNOWLEDGE CREATION IN AN AREA-BASED SUFFICIENCY RURAL DEVELOPMENT

Chartchai Na Chiangmai

This paper describes how collaboration for knowledge creation in an area-based sufficiency rural development in Thailand works in coping with complex rural problems and needs. Based on an extensive field observation in implementation of the Royal Initiatives Discovery Institute’s projects in two provinces over the past two years, the writer contends that the existing ideas of collaboration in community development based on a concept of top down technology transfer is not helpful enough to appreciate the collaboration for the bottom-up

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STREAM 7: KNOWLEDGE MANAGEMENT AND LEARNING ORGANISATIONS

knowledge creation in an area-based sufficiency development. New sets of local knowledge built up through development collaborative actions are described. Structural and organisational constraints on collaborative actions to facilitate new local knowledge building are discussed. The paper proposes a redesign of collaborative process to increase information flow and enhance capacity of development collaborators in facilitation of the bottom-up knowledge creation in an area-based sufficiency rural development. A social learning process should be used to improve collaboration through a contextual based “link and learn” collaborative process of knowledge creation. A training scheme to develop three management competencies of collaborative teams is suggested.

ONE HUNDRED YEARS OF ‘SOCIAL CAPITAL’. HISTORICAL DEVELOPMENT AND CONTRIBUTION TO COLLECTIVE KNOWLEDGE CREATION IN ORGANISATIONAL INNOVATION

Corry Ehlen, Marcel van der Klink, Henny Boshuizen

For organisations and professionals it is important to innovate and improve their performance. Often innovation does not have sustainable effects and faded away. Understanding the complex processes of organisational innovation and personal learning, and the ways to support innovation to be sustainable is becoming more and more important. The concept of social capital proves to be a key concept in declaring innovation in many domains. The main question of this research is: does the concept of social capital provide valuable insights for professionals to improve innovation in their workplace and to enhance personal capabilities? This research, a literature review on the social capital theory, focuses on the domain of professional education, but has a broader scope. The paper examines the potential of the concept for increasing our understanding of complex innovations. After description of the concept of social capital in creating new knowledge, and a historical retrospect, we compare the theory with four prevailing theories of innovation. The model of social capital appears to better reveal hidden and intangible dynamic processes in innovation. It offers too an interesting new framework for guiding innovation. We conclude that the social capital perspective could become the power that drives sustainable innovation.

SUPPORTING INTRINSIC MOTIVATION OF KNOWLEDGE WORKERS IN TEAMS. DISTRIBUTED LEADERSHIP AND A CLIMATE FOR INFORMAL LEARNING AS SOCIAL CONDITIONS FOR FACILITATING AUTONOMY, COMPETENCE AND RELATEDNESS SATISFACTION

Tim Hirschler, Stefan van Langevelde, Maaike Endedijk, Joseph Kessels

The importance of knowledge creation and its continuous application to work keeps rising. Intrinsic motivation is an important contributor to this process, but studies exploring effects of team level variables on intrinsic motivation are limited. The purpose of this study is to explore effects of team level social conditions that may contribute to satisfaction of the

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basic motivational needs of autonomy, competence and relatedness. We expect that both leadership distribution and a climate for informal learning are positive team level social conditions that support workers’ intrinsic motivation. We conducted an explorative cross-sectional study using data from 21 teams of an organisation for child and youth support in the Netherlands. The basic psychological needs are measured with the W-BNS survey. Leadership distribution is operationalised using a novel social network approach and an 8-item scale measuring climate for informal learning is developed. Data were analyzed using multilevel analysis. The main findings show that a learning climate for informal learning is significantly tied to the satisfaction of the needs for autonomy and relatedness. Leadership distribution shows no significant relationships. Due to a low between-group variance the team level effects on competence could not be assessed. High explained variance at the team level indicates that a multilevel approach should be considered when studying satisfaction of the motivational needs.

ORGANISATIONAL LEARNING AND THE DOUBLE BIND: THE CASE OF THE MID STAFFORDSHIRE NHS FOUNDATION TRUST

Paul Tosey, Mark Saunders, Carole Doherty, Dawn Langley

The question of how it is that organisations do, or do not, learn has engaged scholars ever since the term `organisational learning’ was coined. It also has considerable practical importance due to the frequency with which organisations are exhorted to learn from crises or scandals. Prominent recent examples in the UK concern crises associated with unsatisfactory patient care in the National Health Service (NHS). A discourse of learning surrounds such crises, the implication of which is that learning, often formalised through some form of inquiry, should enable interventions to be developed and implemented to ensure that such failings do not reoccur. Despite this, experience suggests that such failings do reoccur regularly, implying that the desired learning is seldom realised. The aim of this paper is to conceptualise these issues within the field of Organisational Learning (OL) and, specifically, to explore the potential for new insight to be provided by Bateson’s concept of the double bind. Drawing on publically available secondary data, including inquiry reports and news items, we use Bateson’s concept of the double bind as an interpretive framework through which to illuminate the dynamics affecting OL in the longitudinal case of one UK NHS organisation, the Mid Staffordshire NHS Foundation. The proposition we explore is that this crisis can be understood as creating a double bind situation; and that this offers a potential explanation for the failure to realise the desired OL.

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“RESISTANCE IS FUTILE”: THE AFFORDANCES AND CONSTRAINTS OF POWER UPON LEARNING IN A MULTI-AGENCY COMMUNITY-OF-PRACTICE

Kate Black

This empirical paper examines the learning of professionals-practitioners within the multi-agency teams of a Children’s Services department. It develops new insights into how learning is afforded and constrained through power dynamics operating within this context. As collaboration increasingly becomes the norm across the sectors, this research typifies the broader challenges facing contemporary organisations across developed economies. Aligning with the socio-cultural perspective adopted, the research takes a qualitative and largely inductive methodological approach. Data were generated through photo-elicitation interviews. The data provide clear evidence that a new multi-agency community-of-practice had developed. However, within this community there were clear asymmetries in power relations. To some extent these mirrored the traditional professional hierarchies. However, other professional-practitioner groups were also being afforded increased power. This was both constraining and affording their learning, and that of others. The research presents new insights into the realities of collaborative working: how power dynamics impact upon the learning and co-creation of new practice-knowing. The use of visual methods has offered new insights into these professional-practitioners’ lives that might have been left unrevealed through conventional methods.

TURNOVER INTENTION FOR KNOWLEDGE WORKERS: THE EFFECTS OF CORE SELF-EVALUATIONS, PROACTIVE PERSONALITY, PERCEIVED ORGANISATIONAL SUPPORT, DEVELOPMENTAL FEEDBACK, AND JOB COMPLEXITY

Baek-Kyoo (Brian) Joo, Huh Jung Hahn, Shari Peterson

Despite extensive examination of the predictors for turnover and turnover intention, most studies have focused on attitudinal and behavioural aspects of individual employees. Based on the study of knowledge workers in a Korean conglomerate, we investigated the effects of personal (i.e., core self-evaluations and proactive personality) and contextual factors (i.e., perceived organisational support, developmental feedback, and job complexity) on turnover intention. All the factors, except for proactive personality, were significant. Knowledge workers with higher core self-evaluations show lower level of turnover intention. Managers and HR/OD professionals could play a pivotal role for retention of these knowledge workers by building better practices for organisational culture, providing job redesign, and employee developmental practices such as coaching and mentoring practices.

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CONTEXTUAL FACTORS IMPACTING PUBLIC SECTOR LEADERSHIP

Alma McCarthy

The purpose of this paper is to shed light on contextual factors which impact on leadership in a public sector context and draws on 862 qualitative comments gathered from 1200 completed surveys investigating leadership at senior levels in the Irish public sector context. The findings reveal six key themes which emerge as public sector context factors impacting on leadership. The first theme relates to conceptualisations of leadership in the public sector context highlighting issues relating to definitions, interpretations and understanding of leadership and 29% of responses relating to the context factors impacting on public sector leadership were coded to this theme. The second most common contextual factor affecting public sector leadership in the current study relates to constraints on autonomous action and account for 20% of the comments. The third most common theme, accounting for 17% of the comments, that emerged from the analysis relates to the interface between the political system and public sector administration where respondents believe that the political agenda has an overarching influence on the direction and practices of public administrative organisations. The need to broaden awareness, knowledge and experience in the public sector domain and the need to nurture grade relations where staff at lower grades feel more valued accounted for 15% and 12% respectively of comments about contextual leadership factors impacting effective public sector leadership. The need for ‘joined up’ or integrative public sector management was the final theme to emerge and accounted for 7% of comments.

CONCEPTUALISING SUSTAINABLE LEADERSHIP

Laura Strachan, Janice McMillan, Norma D’Annunzio-Green, David McGuire

In recent times there has been a noticeable trend in the leadership literature towards embracing person centred and resource based views of leadership. In this context many commentators have identified the need for more long lasting approaches to leadership practices. The literature encompassing the concept of Sustainable Leadership and developing leaders sustainably are still in infancy. Nevertheless indications identify leadership as a vital cog in achieving sustainable organisations. Arguably sustainable leadership can allow a fast, resilient response which is competitive and appealing to all stakeholders. Literature suggests organisations’ need to stop considering leadership as a control function and instead focus on dialogue and the idea of mutual-interdependency between leaders and their followers. Within leadership literature, stakeholder approaches; discourses underlining the importance of relationship between leaders and followers; and

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STREAM 8: LEADERSHIP, MANAGEMENT AND TALENT DEVELOPMENT

discussions about the need to develop reflexive and participative leadership models have become prominent. Sustainable leadership embraces all of these new components. The concept advocates organisations should shift emphasis from a traditional singular focus on finances, to a view that organisations are contributors to wider environmental and social influences. This paper explores the theoretical frameworks which surround sustainable leadership and will synthesise and present commonly referenced facets of the concept within the internal and external factors influencing sustainable leadership framework.

UNDERSTANDING AUTHENTIC LEADERSHIP THEORY FROM A HRD PERSPECTIVE: STEPS TOWARD DEVELOPING AUTHENTIC LEADERSHIP DEVELOPMENT PROGRAMS

Kristina Natt och Dag, Julia Storberg-Walker

Leadership is an important area of HRD. Leadership is furthermore a vast field besides a lucrative million-dollar business and the link between theory and practice is often missed. Scholars suggest traditional leadership theories do not equip leaders in the 21st century organisation and call for a paradigmatic shift. In line with this, scholars further suggest there is a need for more ethical driven and holistic leadership approaches. Authentic Leadership Development has emerged and could be a promising theory to meet the needs of leaders today. However, the question is if authentic leadership can be taught, as it evolves mainly around deep knowledge of self, which may seem insufficient in the context of challenges leaders face. This conceptual paper explores the relevance of authentic leadership development in the HRD-field and suggest that the distinction in this approach lies in the understanding of the inner process and journey of self-discovery that the individual must be ready for if authentic leadership is to become the powerful driver of organisational performance based on positive aspects such as hope, efficacy, optimism and resilience that it in theory could. This is a first step towards exploring that end.

COLLABORATIVE ACTION COACHING FOR LEADERS, TRANSFERRING AND SUSTAINING LEARNING THROUGH COACHING: A POST DOCTORAL RESEARCH STUDY

Janice Cook

A post doctoral research study exploring the transferability of the Collaborative Action Coaching for Leaders model through collaborative action research. The coaching model originates from a longitudinal doctoral study researching the author’s own coaching practice through collaborative action research. As a professional coaching practitioner committed to evidence-based practice, the author was keen to conduct further research to explore the model’s transferability to other independent, external, one-to-one, stand alone coaches of leaders. The University of Hertfordshire has provided a small grant and three coaches have been recruited to research their own coaching practice using the model in order to explore transferability. Each of the three coaches has recruited one or two leaders to coach and participate as collaborative action researchers. The study consists of two action research

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cycles, with the leaders being coached in the first cycle (a focus on transfer of learning) and the leaders not being coached in the second cycle (a focus on sustainability of learning). This study will make a helpful contribution for commissioning organisations who are seeking a greater clarity on their return on investment, as well as for professional practitioners who are keen to find an evidence-based coaching model. The research will be concluded in the summer of 2014, with initial findings available for this conference.

PERCEPTIONS OF HIGH ADVANCEMENT POTENTIAL AMONG MANAGERS IN EUROPEAN COUNTRIES

Joseph Wohkittel, Louis Quast, Chu-Ting Chung, Bruce Center

Research focusing on advancement potential and promotion decisions is relatively sparse. Previous studies have attributed this void to organisations’ reluctance to share information about their selection practices for fear of litigation. However, multisource feedback data that included supervisors’ predictions of advancement potential (which is more accessible than employee selection data) can be used to examine discrete behaviours associated with those predictions across contexts. Past research has noted that in the United States, behaviours associated with advancement potential differ somewhat for men and women and that differences exist among Asian countries. The present study extends this line of research to include samples from France, Germany, Sweden, and the United Kingdom. Limited results from additional European countries are also presented.

STEPPING IN, STEPPING BACK – METAPHORS OF LEADERSHIP

Heather Cairns-Lee, Paul Tosey

This working paper reports on the results of a longitudinal inductive study that seeks to elicit and explore the naturally occurring metaphors and implicit leadership theories (ILT) used by 30 leaders of international business to describe their own leadership and the implications for their development. This research aims to understand the subjective nature of leadership and builds upon the work of scholars who have located the development of leadership in its personalisation. The proposition of this research is that when those in leadership roles reveal, explore and connect with their inner metaphorical landscapes they access greater understanding of their construction of leadership, greater self-awareness about their internal frames and external actions. The research adopts a novel method using Clean Language, a process to facilitate exploration of the inner world, notable for its fidelity to the client’s metaphorical landscape, to elicit and explore metaphors. This is combined with drawings to depict the metaphorical landscapes and ILT to enhance self-awareness. Preliminary results suggest leaders gain insights about their leadership and development. It seems the exploration enables leaders to get in touch with their authentic models of leadership through bringing into awareness and making visible the ways in which they think about their craft. This research seeks to understand what leaders can learn about their own

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leadership when they turn their attention inward to articulate and explore their own models of leadership held in implicit leadership theories and naturally occurring metaphors.

A STUDY OF IMPLICIT LEADERSHIP THEORIES AMONG BUSINESS & MANAGEMENT UNDERGRADUATE STUDENTS

Ryan James Curtis, Sue Williams, Mark Loon

This qualitative study explores the subjective experience of being led by investigating the impact of their Implicit Leadership Theories (ILTs) on followers’ cognitive processes, affective responses and behavioural intentions towards leadership-claimants. The study explores how such responses influence the quality of hierarchical work-place relationships using a framework based on Leader-Member Exchange (LMX) Theory. The research uses focus groups to elicit descriptions of ILTs held by forty final year undergraduate Business and Management students. The data was then analysed using an abductive process permitting an interpretative understanding of the meanings participants attach to their past experiences and future expectations. This research addresses a perceived gap by making a theoretical contribution to knowledge and understanding in this field, focusing on how emotional responses affect their behaviour, how this impacts on organisational outcomes, and what the implications are for HRD practitioners. The findings support previous research into the content and structure of ILTs but extend these by examining the impact of affect on workplace behaviour. Findings demonstrate that where follower ILT needs are met then positive outcomes ensued for participants, their superiors, and their organisations. Conversely, where follower ILT needs are not matched, various negative effects emerged ranging from poor performance and impaired well-being, to withdrawal behaviour and outright rebellion. The research findings suggest dynamic reciprocal links amongst outcomes, behaviours, and LMX, and demonstrate an alignment of cognitive, emotional and behavioural responses that correspond to either high-LMX or low-LMX relationships, with major impacts on job satisfaction, commitment and well-being.

TECHNOLOGY LEADERSHIP: HOW THE NATURE OF LEADERSHIP EDUCATION IS CHANGING

Andrew Hurt, Daniel Lybrook, Jenny Daugherty

This working paper presents the idea of context or discipline specific leadership. It argues that the nature of leadership instruction in higher education has changed to be more context driven and discipline specific. Several examples of discipline specific leadership instruction are provided. Further, the authors highlight how the nature of leadership instruction has changed at Purdue University. They describe their ongoing efforts to transform a general leadership program into a discipline specific program focused within the area of technology leadership. Highlights of the newly developed technology leadership program and a discussion on the nature of discipline specific leadership are provided.

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SETTING THE EXAMPLE: A LEADERSHIP STUDY IN A CULTURALLY DIVERSE HOSPITALITY ORGANISATION ASPIRING TO BECOME HUMANE

Danielle Dimitrov

The first empirical case study in the fields of HRD and hospitality management to explore the way employees from different national cultures, in a US-based full-service hotel, perceive their workplace to be a humane organisation (HO), was conducted in 2009. More specifically, the example set by leadership in the studied hospitality organisation is a focus of the present descriptive manuscript. The research goal is to find out what expectations hospitality employees from different national cultures have from their leadership in order to perceive their workplace as humane. The importance of HRD concepts, such as the HO, for the academic study and practical development of leadership in organisations is significant through the effects leadership has on employee satisfaction and engagement at the workplace. The exploratory research mentioned above, employed a single embedded case study with 17 management, supervisory, and professional line-level employees, selected via purposeful convenience sampling. One-on-one interviews, written reflections, and observations of the social and physical aspects of the participants’ workplace were conducted. The Human Resource policies and programs of the studied hotel, as well as the documentation describing the organisational structure, the leadership values, the leadership’s community involvement, and its communication with employees, were also outlined. There were more similarities than differences found among employees from I and C national cultures in terms of their perceptions of how leadership should model behaviour in a humane organisation. Overall, the initial characteristics of an HO, among which the need for caring leadership were supported. The case study also led to the formation of two new HO characteristics. One of them is suggested here as the main focus of leadership in organisations: being cognizant and understanding of individuals as human beings, not just as employees. The research of more diverse workforce in different counties, economic sectors, and organisational cultures, under various research methodologies, and in the context of recent and classical leadership theories, is presently recommended. Such research will establish further weather the expectations I and C employees hold of their leadership would make a difference for the sustenance of an HO.

TALENT SELECTION: COMMUNITY SERVICE AND SOCIAL CHANGE BEHAVIOURS AND THEIR EFFECTS ON LEADERSHIP EFFICACY

Alina Waite, Stephen McCaskey, Barbara Eversole, Susan Gubelman, Denise Collins

Organisations are purposeful in how they select talent as a means of competitive advantage. External recruiting can help organisations meet the demands of an increasingly diverse, educated and contingent workforce. Higher education plays an important role that goes beyond educating students and offers employers a source of future talent who by graduation have already demonstrated leadership capabilities. This study explored community service and social change behaviours and their effects on leadership efficacy.

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Performing community service as part of a campus organisation and on one’s own and acting for the common good signified emerging leaders among college students. HRD professionals would benefit by using these criteria while screening students’ resumes and application materials as part of a comprehensive strategy to identify high potential candidates capable of leading in the workplace.

LEADERSHIP DEVELOPMENT: ACTION LEARNING, AUSTERITY AND CHANGE IN THE PUBLIC SECTOR. WHAT HAVE WE LEARNED?

Mary Hartog, Chris Rigby, Dorian Wilson

In this paper we examine our findings from an evaluation of a leadership development programme for local government managers in a UK Children and Families department. The programme is conducted in the context of austerity measures in other words, budget cuts, service re-organisation and redundancies. (This study is sponsored by a UFHRD research grant). Central to the design of this programme is the inclusion of action learning. We begin by reflecting on relevant HRD literature to identify issues pertinent to the practice of action learning in leadership development in the public sector. Our evaluation explores three areas of questions: the interplay of the cuts with the programme, the experience of the participants of the programme, specifically action learning, and the impact – value added by the programme. We present and then discuss our findings and consider what they tell us about the value of this intervention. Our findings reveal that learning and development in the context of austerity in the public sector colour the learning experience and presents participants with significant personal and emotional demands that need to be supported and contained in the action learning process, by competent facilitation that will help them navigate the politics of organisational life. We discuss what is different about how we now think about action learning for leadership development as a result of doing this work. Finally, we consider what lessons we and others may learned for the facilitation of leadership development – action learning (HRD) practice from our study in this public service context.

SINKING, SWIMMING AND THRASHING ABOUT IN THE DEEP END – THE IMPACT OF UNIVERSITY HRD PRACTICES ON THE ROLE OF THE FIRST-LINE MANAGER-ACADEMIC IN UK BUSINESS SCHOOLS.

Ceridwyn Bessant, Sharon Mavin

The paper suggests that university HRD practices do not adequately prepare or support first-line manager-academics (FLMAs) in UK business schools for their role and that HRD practices need to be better aligned and responsive to the needs of FLMAS as the role becomes increasingly demanding and important. The paper presents research data from three linked quantitative questionnaire surveys of Deans of UK business schools, FLMAs and University HR Directors exploring the role of the FLMA. Responses from each group are

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considered by reference to extant research into the impact and effectiveness of HRM practices on manager-academics in UK Higher Education. The results show that the ‘key critical’ FLMA role is poorly defined at institutional levels, under-resourced and inadequately supported, with leadership, management and talent development practices inconsistent, variable and contextually influenced. Expectations and responsibilities relating to ‘devolved HR’, such as line management, performance management, leading and managing teams and developing others are key concerns. HRD practice recommendations emerge linked to: role definition; career alignment; appointment processes; skills development and experience requirements; performance management and cultural resistance. No specific research has been undertaken in the context of the FLMA role before, and the use of three research groups provides multiple perspectives and should be of specific policy and practice value to HR Directors, Deans and FLMAs as well as the wider research community. The paper contributes to understanding of the impact of HRD practices on the FLMA role within UK business schools and by implication on other academic disciplines.

LINKING LEADERSHIP BEHAVIOUR TO ETHICAL AND PERFORMANCE OUTCOMES: THE LEADERSHIP DEVELOPMENT MODEL

Mirja Fowler, Jan-Willem Strijbos, Dieter Frey, Robert Wood

To operationalise ethical and performance-related leadership behaviour for developmental purposes, we extended and refined Frey’s framework of twelve “ethically-oriented leadership principles” into the “Leadership Development Model (LDM)”. The LDM builds on existing leadership theories, particularly transactional, transformational, authentic and ethical leadership. A developmental model of ethical leadership must identify behaviours that lead followers to judge leaders as ethical and that are instrumental across a range of leadership outcomes. As the LDM is based on ethical-humanistic principles (such as respectful treatment of others) and seeks to predict performance outcomes of followers and teams, our aim is to find out if a leader is perceived as ethical and successful when he or she shows the behaviour described in the model. We explore the consequential validity of the LDM and expand our previous validation analysis. In an international study participants (n = 136) were asked to rate their line manager on the degree to which the line manager displays the LDM behaviours as well as indicate how ethical and successful they view this line manager. After controlling for different organisational contexts and the personal relationship between the leader and the subordinate using the LMX, leaders whose behaviours were consistent with the practice principles of the LDM were rated higher on outcomes, such as mutual trust, respect and performance by their subordinates. Additionally, using the LMX, the discriminant validity of the LDM measure was established.

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DEVELOPING FUTURE LEADERS FOR A REPUTABLE UNIVERSITY

Maryam Hassanzadeh, Abu Daud Silong, Anusuiya Subramaniam, Shabnam Hamdi

Going to the future Malaysia will intensify its efforts to become a developed nation by 2020. To achieve this Malaysia has to become a higher income nation. Transforming the nation from middle to higher income will require the country to be powered by the k-economy. This means the country will need new talents. Developing the required human capital and talents will require Malaysia to build reputable universities that are included in world class universities that are ranked in the top 100 in the world. Effective leadership is one of the critical factors of success in any universities. Universities’ reputation directly reflects the capabilities of the leadership. For the past hundred years effective leadership can be attributed to three traditional theories that include traits, behavioural and situational theories. Looking into the future we need to look into new leadership ideas that reflect the current challenges and needs. These future leaders must possess international experiences. A reputable university knows that investing in future leaders is critical in sustaining growth and success over the long term. So many reputable universities in the world have introduced leadership intervention programs to develop their future leaders. This paper attempts to explore university leadership effectiveness: How can future university leader become more effective leader? It will utilise the review of literature, secondary data and some initial data collected from experiences of top a top educational leader. Evidences from the discussion indicate that university needs to develop global leader in order to build and lead a reputable universities.

INCLUSIVE TALENT MANAGEMENT: MODEL BUILDING AND THEORETICAL UNDERPINNING

Stephen Swailes, Yvonne Downs

This paper explores the concept of inclusive talent management. By examining what ‘inclusive’ could mean in relation to talent, the paper proposes a definition of inclusive talent management which is subsequently located in the traditions of positive psychology and the Capability Approach. A four-part typology of talent management strategies is suggested which offers greater conceptual clarity to researchers working in this field. The practical implications of inclusive talent management are considered.

THE IMPACT OF TALENT MANAGEMENT PROGRAM ON THE PERFORMANCE OF LEADERS – THE CASE OF WESTERN REGION MUNICIPALITY, UNITED ARAB EMIRATES

Eman Abouabid-Alla, Patricia Harrison, Scott Foster

The aim of this research was to investigate the impact of talent management programs on the performance of individuals who are deemed to be ‘talents’ at Western Region Municipality (WRM), a strategic public organisation, based in the Middle-East. The research

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adopted a mixed methods approach, involving talents and their leaders, to explore the extent to which TM (Talent Management) programs influence performance assessment. Six interviews were conducted with senior members of staff including the HRD department and a total of seventy-one questionnaires of an estimated population of 100 were collected online via SurveyMonkey.com, with the final analysis using SPSS. Although UAE-nationals form only 33% of the country population (Statistics Centre Abu-Dhabi 2013), and there is a severe shortage among the skills of national workers, the government imposes a strict ‘Nationalisation Scheme’ policy aimed at raising the rates of employment of UAE-nationals and limiting leadership positions to UAE-national citizens only. Despite the finding that most of the respondents felt that they “acquired competencies required for position” and felt ready for their next post they did not feel that the training allowance was sufficient. Moreover, and possibly of greater concern, was the discrepancy in the perception of the trainee and their manager. The manager did not share the same confidence in terms of the readiness of the trainee for career progression. Nevertheless, this study overall found that the training programme did have a positive effect on talent’s performance.

BECOMING MORE SELF AWARE – A JOURNEY OF AUTHENTIC LEADER DEVELOPMENT

Jane Turner, Sharon Mavin

Historically, extant leadership research has focused upon the identification and measurement of leadership attributes; the ‘what’. However, a largely positivist approach overlooks the personal processes of leader development and is considered insufficient to inform future leader development. Increasing contextual demands imply that now more than ever, there is a pressing need to support leaders in their development of self-awareness; removing the focus from what they do to who they are. The aim of this research is to reveal and understand better ‘what went on’ for leaders during their engagement in an authentic leader development process, experienced through executive coaching (ALD), to enable the creation of a more personal leader development process. A hermeneutic phenomenological approach was followed involving semi-structured interviews with 15 UK senior leaders. Through Interpretative Phenomenological Analysis (IPA), we surfaced and interpreted hidden meanings and assumptions surrounding leaders’ experiences which resulted in a deeper appreciation of ‘how’ leaders become more self-aware and the creation of an integrated ALD process. We discuss here a key stage of this process named ‘Excavation’; a turning inwardly, exploring within, which led to the unearthing and revealing of ‘things’ for leaders and greater self awareness. ‘Excavation’ offers an empirical contribution beyond the boundaries of self-reflection, introspection and self-referring, outlined in the extant literature. Thus we advance understandings of ‘how’ leaders become more self-aware; argue the need to reframe self-awareness as key to leader development and offer greater insights to executive education and executive coaching thus informing leader development practice.

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GENERIC BEHAVIOURAL CRITERIA OF PERCEIVED MANAGERIAL AND LEADERSHIP EFFECTIVENESS WITHIN GERMAN PRIVATE SECTOR COMPANIES

Robert G. Hamlin, Taran Patel, Regina H. Mulder, Tina Braden

Using Flanagan’s critical incident technique, concrete examples of effective and ineffective managerial behaviour (critical incidents-CIs) were collected from managers and non-managerial employees within a private sector company in Germany. The critical incidents (CIs) were content analyzed using open, axial, and selective coding to identify a smaller number of behavioural categories. These were interpreted and behavioural statements (BSs) devised to describe in essence the meaning held in common to all of their respective constituent CIs. The two deduced sets of effective and ineffective BSs were compared and contrasted against equivalent findings from two previous replication studies carried out within the German private sector in other parts of Germany. High degrees of sameness, similarity, and congruence of meaning were identified between the respective sets of BSs obtained from the three cases. This has led to the identification of 27 emergent generic behavioural criteria of perceived managerial and leadership effectiveness relevant to German public sector companies. The limitations of the study and implications for future HRD research and practice are discussed.

HR PROFESSIONALS’ MENTAL MODELS OF MIDDLE MANAGERS: IMPLICATIONS FOR THE HR BUSINESS PARTNER RELATIONSHIP

Valerie Anderson

This paper examines the implicit assumptions (prototypes) Human Resources (HR) professionals hold about middle managers and considers how these affect the HR Business Partner relationship. A social constructivist approach is adopted. The prototypes are elicited through an innovative pictorial analysis of participant produced drawings generated by 37 HR professionals representing six nationalities and 32 different organisations. The HR professionals’ prototype elicited in this study suggests a mental image of middle managers as over-burdened; not in control; emotionally challenged; isolated; uncommunicative; strategically ineffective and lacking in people management capabilities. Although the HR business partner model offers the promise of higher visibility of HRD ‘value added’ contributions this paper shows how HR prototypicality in relation to middle managers inhibits the development of constructive business partner relationships and outcomes.

80 YEARS ON AND THE `GREAT MEN` ARE STILL WITH US

Alex Tymon

Cunningham asks: `At the end of the first decade of the twenty-first century have we cracked the problem of leadership development? ` This paper argues not, on the basis of

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implicit leadership theory (ILT). A disconnect between the content of leader(ship) education and the realities of organisational and social practice is explored. Data presented shows that despite the wealth of academic literature and overt statements about the adoption of new paradigm leader(ship), in reality, traits theory remains the norm in practice – the `great men` are still with us. Thus leaders learn about followership dominated theories and organisations proclaim this is what they seek, but in practice, traditional views abound and are embedded in recruitment, training and appraisal practices. Using a visual research method, data was collected, coded and analysed from 150 groups of university students and business executives. Results indicate that: gender stereotypes are common in leader prototypes with `think leader think male` being the norm and little importance is attached to followers, thus contradicting new paradigm approaches. The enduring traits of: charisma; vigour; self-confidence; strength, intelligence; tyranny; masculinity; and attractiveness still prevail. The leader-follower relationship is unequal; and heroic models of the `romance of leadership` (RoL) are frequent. The innovative research technique presents an alternative for both researchers and educators in leader(ship) which stimulates debate about training and education content. It may also provide a useful stimulus for organisations to reassess their leader selection, appraisal and development practices.

FRONTIER WORKERS IN LUXEMBOURG – A TALENT MANAGEMENT PERSPECTIVE

Eva Wuellner

The paper examines the role of frontier workers in Luxembourg under a talent management (TM) perspective. Building on Social Exchange Theory (SET), the study analyses TM initiatives on micro level (individual, employee=frontier worker), meso level (organisational, employer), and macro level (society, institutional environment in Luxembourg). The empirical study is based on an underlying practical issue originating in the necessity to employ frontier workers to fill the gap of talent supply in Luxembourg. It is relevant for practitioners as well as academic research in International Human Resources Development and global talent management. The study aims at finding out what motivates people to be frontier workers in Luxembourg and what are the important features of frontier working, identifying key issues when managing frontier workers, and making recommendations for HR departments in organisations that employ frontier workers and for existing or future frontier workers. A qualitative, practical, applied research approach was adopted using semi-structured, cross-sectional interviews with two groups of participants, HR Managers and frontier workers. Thematic analysis revealed four main themes: (1) Role of individual-organisational-societal relationships and interactions within TM in Luxembourg, (2) Impact of institutional environment in Luxembourg on TM practices, (3) Influence of extrinsic and intrinsic factors upon frontier working in Luxembourg and (4) Must-haves for successful TM in Luxembourg. The findings indicate that frontier working in Luxembourg viewed from a talent management perspective can act as role model for applied Social Exchange Theory.

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ON EXECUTIVES STRATEGIC CHOICES AND DECISION MAKING PROCESS: DOES THE MENTAL MODEL MATTER?

Flavio Bressan

Researchers have long been attempting to understand the concepts of strategic choice and decision. This issue may be approached through the executive’s mental model, the characteristic models of perceiving, processing and using gathered information. The relationship between executive’s mental model and strategic choices and decisions is done theoretically by examining the mental model under Temperament proposition. The authors conclude that the executive’s mental model – operational or strategic – may explain their strategic choices and decisions. The understanding of the executive’s mental model can prevent biases in the strategic analysis of the business environment and promote a best strategic choices and decisions.

‘I WOULD RECOMMEND IT TO ANYONE!’ TRANSFERRING LEADERSHIP DEVELOPMENT AND EVALUATING FOR IMPACT AT SKIPTON BUILDING SOCIETY

Francesca Hall, Beverley Petrossian, Tim Spackman, Jeff Gold

The paper considers the evaluation of leadership programmes in Skipton Building Society. Recognising the difficulties associated with achieving a measurable return on investment, the programmes were designed to ensure that evaluation served a variety of purposes including how learning could be transferred to the workplace. An impact assessment, completed 5 months after the end of the programmes, shows strong impact is continuing, high recommendation for others to undertake the programmes and many examples of ongoing transfer. The programmes have shifted the culture in support of development.

EFFECTS OF COACHING SUPERVISION AND MENTORING SUPERVISION ON TALENT DEVELOPMENT AMONG TRAINEE DOCTORS IN PUBLIC HOSPITALS, MALAYSIA

Anusuiya Subramaniam, Abu Daud Silong, Ismi Arif Ismail, Jegak Ak Uli, Maryam Hassanzadeh

Effective talent development approach requires strong supervision. Despite the degree to which talent development is being supported in practitioner publications, however, it is uncertain to what extent these views are being regarded as important, especially in a healthcare environment. Throughout the whole of the ‘history’ of organisational studies, scholars have incorporated traditional training, education and development’ and/or contemporary human resource development (HRD) processes, including coaching and mentoring – as part of their organisational development intervention strategies, Nevertheless, the impact of supervisory styles (i.e., coaching supervision and mentoring supervision) on talent development in the healthcare environment, especially among public

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hospital trainee doctors is still unexplained in literature. Thus, this study analyses to what extent supervisory styles can enhance the level of talent development among public hospital trainee doctors in Malaysia. A survey questionnaire was administered to the individual trainee doctors who are undergoing housemanship training at public hospitals in the Klang Valley, Malaysia. The results of this study were derived from developing a final model with a good fit from the initial model using SPSS Version 20.0 and Structural equation modelling (SEM) using Analysis of Moment Structures (AMOS) 20.0. The results of this study indicate that coaching supervision as well as mentoring supervision has a positive relationship with talent development. Furthermore, it was found that the influence of coaching supervision on trainee doctors is major compared to the influence of mentoring supervision on talent development.

FOLLOWER UPWARD INFLUENCE TACTICS – KEY FINDINGS FROM THE LITERATURE

Najla Alshenaifi, Nicholas Clarke

Limited information is available on how people at work influence their superiors, referred to as ”upward influence” which is the behaviour directed to establish a favourable impact on someone higher in the hierarchy. The objectives of this paper are: to synthesis findings from a review of the empirical literature on upward influence tactics. Especially that last and only upward influence tactics review was in 2002, which is over a decade ago. Since then a number of empirical works have been published. Therefore, it seems timely to undertake a further review. At the same time, there has been increasing interest in leadership as a relational phenomenon, particularly LMX theory, which has generated increased interest in followership. In doing the review we attempt to derive an empirically-based framework for understanding the upward influence tactics. We reviewed the literature of empirical studies published between 1980 and 2013. We organise our findings to highlight key insights from research to date in the areas of influence tactic typologies and measures, influence tactic and objectives/goals, the outcomes of influence tactics and factors that appear to moderate influence tactics including culture, leadership style, and gender. Our chief finding is that although upward influence tactics can have an impact producing positive outcomes for followers, the results from many studies are often inconclusive. Our paper concludes with some key practical implications for the employees, managers, and researchers on which influence tactics appear most effective and how they may be employed to build good working relationships.

MANAGERIAL COACHING: MOVING THE RESEARCH AGENDA FORWARD

Rona Beattie, Toby Egan, Andrea Ellinger, Marcia Hagen, Robert Hamlin, Sewon Kim

Managerial coaching has grown exponentially over the past 10 years. Whilst welcome, this growth should not be viewed as unproblematic. A major weaknesses of managerial coaching is the lack of empirical evidence demonstrating coaching’s impact, or not, on individual

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and/or organisational learning and performance. Amidst the absence of evidence, organisations, managers and employees have been presented normative and idealized notions about coaching. Such optimistic framing of managerial coaching may underplay the challenges managers and coachees encounter, resulting in unhelpful learning experiences. Additionally, unlike executive coaching, commonly a discrete role, line managers (at all levels) have a number of roles to play. Concurrently, some managers may welcome opportunities to support their employees’ learning and development; however, others may view it as a ‘training burden,’ or may lack the competence to undertake this key HRD activity. The purpose of this paper is to provide an integrated review of the literature on managerial coaching based predominantly on empirical studies, distinguishing it from other literature reviews on managerial coaching. These studies have been mainly conducted by the authors themselves, independently and collectively and include cases across sectors, in several national contexts. Also studies are presented from various epistemological perspectives including inductive, deductive and abductive. Based upon this review, an integrated model has been developed to inform HRD professionals tasked with developing managers’ coaching capability and managers wishing to enhance their managerial coaching practice.

DEVELOPING THE LEADERS OF LEADERSHIP DEVELOPMENT: AN EMPIRICAL STUDY OF HOW BUSINESS SCHOOL DEANS LEARN TO LEAD AT TIMES OF CHANGE

Rona Beattie, Paul Iles, John Wilson, John Peters

This international study examines the actions and behaviours of Business School Deans, when leading change, particularly structural change, within their schools. The decision to focus on Deans of Business Schools is due to the significance of business schools for the sustainability of their universities. Whilst influential Vinten warns about their potential complacency stressing that business schools need to ensure their mission meets the needs of stakeholders now and in the future; a key role for their leaders– the Dean. This paper contributes to the understanding of leadership and change management in a sector much neglected by the academy; our own and the leadership development of our leaders in particular. The study explores four key areas. Firstly, it explores biographical and environmental data that may be influencing deans’ decisions. The latter being drivers of and barriers to change, and considers whether internal or external factors have more influence on driving change. Secondly, building on change management and leadership theory the survey explores the strategies deans have adopted to manage change and the leadership paradigm adopted e.g. autocratic or distributed. Thirdly, we examine the outcomes of these strategies, admittedly from their self-perception. Finally, and the primary focus of this paper, we identify the most efficacious content and forms of leadership development for deans and then identify their ongoing development needs to facilitate their management of the considerable change and leadership challenges facing the global Higher Education market today.

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RETHINKING MERGERS AND ACQUISITIONS: WHAT HAVE WE LEARNED FROM THE PAST WITH IMPLICATIONS FOR THAILAND?

Tharinee Suratpipit, Gary N McLean

Mergers and acquisitions (M&As) are widely used as a strategy for business expansion. While many organisations have achieved their intended objectives, several have failed. Nevertheless, the demand for growth does not seem to diminish the interest in M&As. This paper focuses on an extensive literature review to explore the key drivers that impact M&As success; and the roles of HR in Thailand to support business to increase M&As success. The results show that culture is often cited as one of the important factors that determine the success or failure of M&As, and HR can design proper intervention in the acculturation process to bridge the cultural gap. A well-planned communication strategy to deal with challenges in different stages of M&As can help to reduce anxiety and remove uncertainty. Structured change management plan that aligned with new direction can help decreasing failure rate of M&As, and last, HR in Thailand can learn from the past and advance their roles from business supporter to business partners and be involved in designing M&A game plans from the beginning. Finally, future research to understand other key components that can impact success or failure of M&As in Thailand is recommended so that HR can design an intervention plan to help companies in Thailand achieve M&A synergy.

FACULTY WORK-FAMILY INTERSECTION: A SYSTEMATIC LITERATURE REVIEW

Mina Beigi, Jia Wang, Melika Shirmohammadi

The purpose of this paper is to review the literature on faculty work-family intersection systematically. One hundred articles with a focus on work-family issues of full-time four-year university faculty were retrieved from two rounds of search in five academic databases. The articles are critically analysed based on the following criteria: the journal quality, discipline, country, research paradigm/type of the study, guiding theory, variables under focus, sample, data collection, data analysis, and work-family intersection measure. Initial analysis of the literature using 58 articles is presented in this paper. The critical evaluation of previous research has implications for both HRD scholars and practitioners. This review contributes to the understanding of work-family literature, which enables human resource developers to identify appropriate strategies for improving work conditions for faculty and assists faculty in addressing work-family related challenges. Researchers may use the gaps identified in the literature to guide future research endeavours.

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STREAM 9: ORGANISATIONAL CHANGE AND DEVELOPMENT

FACULTY DEVELOPMENT IN A THAI PRIVATE UNIVERSITY: HRD IN HIGHER EDUCATION

Iratrachar Amornpipat, Gary N. McLean

This study reports the findings from a case study with the purpose of facilitating the design of an effective faculty development programme in response to the challenge of fiscal constraints due to current economic crises and the demand from the authorities for Thailand to become the regional education hub for South East Asia. Thus, Thai private universities have to develop strategic plans to respond. This case study was conducted in a Thai private institutional context with an attempt to investigate the meaning of faculty development within the Thai context. This research also examined the needs and obstacles affecting faculty members in developing themselves. A semi-structured interview was the method to provide an insightful understanding of the current Thai private higher education climate. The 14 participants indicated that Thai faculty regarded faculty development as a process designed to enhance their teaching and learning skills. The greatest needs reported were time and motivation. Other needs were available resources, changes in human resources policies, and training opportunities. Obstacles in developing the faculty were the university’s leadership styles, organisational culture, and insufficient support from administrative staff.

ORGANISATIONAL SUPPORT TO SENIOR TEACHERS IN ESTONIAN VOCATIONAL SCHOOLS

Piret Tamme

The current paper concentrates on the organisational preconditions as one influencer of the professional development of senior teachers in vocational schools in Estonia. The results are based on 22 semi-structured interviews which were implemented among Estonian teachers (between the age 60 – 72) in vocational education. The results indicate that senior teachers in Estonian vocational schools are active and motivated and in suitable environment they would like to continue their work even after their retirement period. After the age of 65 they prefer working at part time and are more interested in placement coordination and not so much in teaching. They respect managers (usually much younger than they are), but they do not have confidence in managers abilities. And they are worried about their health. Senior teachers, when not pressed by much new changes on them can be a valuable resource at schools for quite a long time.

NEW FLAVOURS OF CROSS-SECTOR SOCIAL PARTNERSHIPS, NEW OPPORTUNITIES FOR HRD PROFESSIONALS

Joe Follman

The purpose of this working paper, which is taken from a developing dissertation study, is to examine multiple cases of co-coordinated volunteer programs as an expansion of existing

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interorganisational and cross-sector partnerships (CSSPs) between National Park Service (NPS) sites and nonprofit organisation partners. The partnerships represent a new phenomenon, and are in some ways a reversal of government-nonprofit partnerships because the nonprofits actually provide funds to the NPS. These evolving CSSPs present challenges and opportunities for organisations and HRD professionals. As organisations bridge sectors to develop the requisite variety to manage and thrive in turbulent environments, HRD professionals must make concomitant adjustments. CSSPs are illuminated by multiple bodies of theory, to include interorganisational relations (IOR), strategic human resource management (SHRM), structuration, and new institutionalism theories. Some of these theories are not well-represented in the HRD literature, and so it is incumbent on HRD scholars to understand them and this phenomenon; doing so is equally if not more important for HRD scholar-practitioners who work in organisations that may soon have these types of partnership. The study has the potential to apply and extend IOR, CSSP, SHRM, and neo-institutionalism theories in a new context, and can help HRD practitioners better support their organisations undergoing such changes.

A VOYAGE OF DISCOVERY: IS IT A JOURNEY WORTH TAKING? USING PSYCHOMETRIC TOOLS: CONSEQUENCES AND REPERCUSSIONS.

Bridget Freer, Jean Kellie

This paper presents preliminary findings on the consequences and repercussions of using personality preference models as an organisational development tool. The research focuses on the proprietary model Insights Discovery®. The intension is not however to validate or test the instrument or even to see if it ‘works’ in a technical sense. Rather, the aim is to uncover the post-intervention consequences, be they advantageous or adverse to the individual and/or the organisation. The work presented is part of ongoing research and aims to raise awareness of issues that have previously been ignored or gone unnoticed. Interim findings, gathered from qualitative research, underline the complexities and dangers of utilising this model in organisational learning and change initiatives. Research to date has indicated that organisational learning may not be an automatic outcome simply because individual learning has occurred. Psychometric profiling has the potential to be damaging to both the individual and the organisation. The ‘fallout’ can ‘make or break’ a career and more detailed research into the ethical issues that lie behind the model needs to be undertaken. The findings will be of interest particularly to those who instigate the model within organisations and to practitioners who deliver it. The outcomes will inform and guide practice, assessing the expected outcomes of using Insights Discovery. It will also allow more accurate predictions to be made regarding the conditions necessary for personal and organisational objectives to be achieved.

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AN ASSESSMENT OF WORK-LIFE BALANCE PRACTICES OF INSURANCE EMPLOYEES: EVIDENCE FROM INDIAN INSURANCE COMPANIES

S.C. Das

The paper is focused to assess the existing work-life balance initiatives between the life and general insurance companies and to study the influence of work-life balance practices on employee’s retention. The survey has been carried out in life and general Insurance companies in Kolkata, India with sixteen statements of WLB practices among 300 employees of managerial and supervisory cadre. Mean, Standard deviation, Mann-Whitney U-Test have been performed in order to know the variation in WLB practices in between life and general insurance companies and Ordinal Regression Analysis (PLUM) is applied to measure the impact of work-life initiatives on employees’ retention. The study found that the mean satisfaction/agreement score of life insurance employees is greater than general insurance employees for the eleven variables. The Mann Whitney U-test indicates that, the response of life insurance employees varies from general insurance employees for nature of work, work overload and training & development. The Pseudo R2 values (e.g. Nagelkerke = 50.8%; Cox and Snell= 42.8% and McFadden=30.2%) shows that sixteen variables of WLB initiatives explains a relatively higher proportion of the variation in employees retention. Further, the Wald test of significance traced four variables which found statistically significant at 5% level. The outcome of OD is employee engagement perspectives arise based on the notion that work–life initiatives reduce stress, and increase personal and team resilience. This enables employees to cope with growing pressures from fast-paced environmental change in ways that are sustainable for their well-being and enhance the organisation’s performance.

A THEORETICAL REVIEW OF INNOVATION MODELS IN HIGHER EDUCATION AND HRD IMPLICATIONS

Kenneth Bartlett, Thomas Jandris

The conference theme of “Reflecting on the past, shaping the future” seems as equally appropriate to describe the current situation confronting higher education as it is for human resource development (HRD). Indeed, the degree of change confronting higher education and the need for colleges and universities to increase innovation in response has arguably become an international phenomenon (Cole, 2009) which has significant implications for HRD. Descriptions of the application of innovation theory in colleges and universities has been detailed, although, the specific role of HRD within innovation efforts in higher education is largely overlooked. This paper addresses this important gap in the existing literature. This paper provides an integrative review of literature of the dominant theories and models of innovation as applied to higher education. The focus then shifts to a discussion of the potential role of HRD in the innovation process within the higher education context with summary and description of existing research reports and case studies. Suggestions for the application of rigorous theory building methods are made to develop models and theories that explicitly link HRD within the innovation process as it is

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increasingly applied to address the challenges experienced by higher education institutions in Europe, North America, and many other countries.

ETHICS EMBEDDED INTO CORPORATE CULTURE: A HOLISTIC AND MULTI-DIMENSIONAL GOVERNANCE MODEL IN THAILAND

Supawan Thanapatcharoen The purpose of this paper is to translate the holistic and multi-dimensional governance model developed by Young and Thyil into activities at all levels for organisations to operationalize the ethical framework as part of their corporate culture. The author intends to develop these translated activities that can be used as the reinforcing governance (cultural and ethical) indicators (RGI) which are to help set, plan, implement, govern and evaluate the ethical practices of organisations until they become culture from within. The methodology consists of literature reviews and analysis from secondary documents related to elements in this paper. The holistic and multi-dimensional governance model was developed in the Australian context which targets the integrative approach of micro-level factors (firm specific) working together with macro-level factors (external environments). However, the macro-level factors in Thailand are different; hence the author looks at the way to strengthen the micro-level factors from within as a way to establish the fundamental platform to strengthen the ethical essence in the corporate culture. Therefore, the findings present two facets i.e. i) activities translated based on the micro-level factors (firm specific) and ii) a multi-dimensional reinforcing governance as conceptual framework for organisations in Thailand that intend to embed ethical essence in their corporate culture. To support sustainability, future empirical studies should be conducted to verify the applicability of the translated activities and the model in organisations in Thailand to strengthen the sustainable development in the business sector.

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MENTAL TOUGHNESS, STUDENT DEVELOPMENT AND RETENTION

Patricia Harrison

A concept termed Mental Toughness, despite originally being developed with elite athletes is now being utilised in a wider context. Following critical examination of mental toughness and suggested benefits, LJMU decided to conduct a pilot with level 4 students on the BA Human Resource Management (HRM) programme. The purpose of this study is to evaluate the benefit of utilising the MTQ48 and mental toughness interventions with students. It is valuable to not only meet the higher expectations of students since the increase in fees, but also to aid student retention as they provide a significant overall financial benefit to a university. It is agreed that mental toughness research is in its infancy in the field of education. Nevertheless, the findings have generally been encouraging. Although at the early stages, overall, there appears to have been a benefit in relation to student retention and performance. One additional initial finding of the study, in line with other research, is that there appears to be gender differences, with females demonstrating lower levels of overall mental toughness. This is particularly important to practice as the students will be entering a profession that is highly dominated by females who do not gain the same high levels of career progression of males. In addition, the study uncovered a higher than anticipated level of anxiety in the student group, albeit something that is recognised as an issue for many young people. The research provides the opportunity to evaluate the use of mental toughness as an effective intervention to help improve student experience, academic performance and retention.

MOTIVATION AND LEADER-MEMBER EXCHANGE THEORIES APPLIED TO THE GENERAL AUTHORITY OF CIVIL AVIATION IN SAUDI ARABIA AND THEIR EFFECT ON EMPLOYEES’ JOB PERFORMANCE

Saggaf Alaidarous, Denise Thursfield, Steve Armstrong

This conceptual article applies contemporary motivation theories, to measure and explain the effect of motivation on employees’ job performance, via Leader Member Exchange (LMX) as a mediator. The General Authority of Civil Aviation (GACA) in Saudi Arabia is the organisation of concern in this study. The aim is to provide insights about GACA’s motivation programme and the factors that would improve the motivation system and Human Resource Development (HRD), which would reflect profoundly on employees’ performance, the ultimate goal for all working parties. The significance of this study emerges from the fact that few studies have discussed Human Resource Management (HRM), and HRD, particularly motivation and its effect on job performance in the Middle East, particularly

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STREAM 10: PERFORMANCE ISSUES IN HRD

Saudi Arabia. Hence it will fill a gap in knowledge, as a need has been declared for research to focus on how intrinsic and extrinsic motivation can enhance employee performance at different levels in organisations. This article addresses questions about GACA’s motivation system, its contribution to better work performance, and how it might be improved. It draws upon existing literature about motivation theories, i.e. Herzberg’s motivators-hygiene, Adams’ equity theories and previous writings on motivation and job performance to synthesise the conceptual framework and propose hypotheses. A positivist research philosophy was appropriate for this research implemented with a deductive approach, via a survey strategy, using a self-administrated questionnaire to obtain employees’ opinions on the factors investigated. Testing of the proposed relationships among the constructs provides better understanding of the significance of the constructs’ correlations and factors that influence employees’ performance.

‘ONCE MORE THROUGH THE LOOKING GLASS’: PRACTITIONERS’ PERSPECTIVES ON PERFORMANCE APPRAISAL PRACTICES

Martin McCracken, Travor Brown

Performance appraisal scholarship has a rich and deep history. In a seminal work, Thorndike offered four criteria to assess the effectiveness of performance appraisal systems: validity, reliability, freedom from bias, and practicality. Some sixty years later, we see a strong movement towards evidence-based practices in the field, which emphasise the importance of practitioners grounding their performance appraisal practices in evidence, namely techniques that are valid and reliable. Despite the long history concerning the importance of practicality in performance appraisals, the broader literature has been repeatedly criticized for the lack of focus on this area. In fact, much of the body of research on performance appraisal has focused on Thorndike’s criteria of validity, reliability, and freedom from bias. This focus on the psychometrics of performance appraisal, and the usage of quantitative research methods, may well reflect the heavy emphasis of industrial-organisational (I/O) psychology in the discipline. Much of the performance appraisal field has traditionally been, and remains, grounded in I/O psychology literature and methods. While that grounding has served the field well in terms of developing rigorous performance appraisal techniques, it has unfortunately meant that practitioners’ perspectives and voices have been largely absent in the literature. Given this backdrop, the purpose of the present study was to conduct semi-structured, qualitative interviews with HRD practitioners to understand their perspectives on current performance appraisal practices. More specifically, the one hour interviews examined areas such as performance appraisal format, use of technology, choice of raters, linkage to corporate strategy, succession planning, goal setting, etc.

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EXPLOITING OPPORTUNITIES FOR KNOWLEDGE SHARING DURING A LEADERSHIP DEVELOPMENT PROGRAMME

Bejan David Analoui, Paul Hannon, Louisa Huxtable-Thomas, Tanya McDermott

LEAD Wales is an entrepreneurial learning programme aimed specifically at ‘extant entrepreneurs’ and provides a unique research opportunity for observing in practice the theories and concepts of the emergent discipline of entrepreneurial learning. While recognition of the importance of social interaction for entrepreneurial learning is gaining ground there is little evidence examining the manner in which extant entrepreneurs exploit knowledge sharing opportunities. Within this research article we seek to address this gap by presenting an empirical examination of the manner in which extant entrepreneurs exploit opportunities for knowledge sharing while enrolled on the LEAD Wales programme. We present a mixed-methods post-hoc analysis of three primary data sources including exit questionnaires following completion of the programme (n=131), focus group interviews (n=27) and non-participant observation of elements of the programme. We adopt the discipline of Knowledge Management as a conceptual lens, and advance a distinction between structured opportunities for knowledge sharing – those that occur as part of pedagogic activities (for example, an action learning set) and unstructured opportunities – those that arise spontaneously, within or outside the pedagogic context. The key findings are that while both structured and unstructured opportunities were valued and led to the effective transfer of learning, the structured opportunities for knowledge sharing caused consternation and difficulty for even those participants who valued the unstructured opportunities. To account for this discrepancy a number of propositions are advanced and opportunities for future research explored. The paper concludes with recommendations for practitioners.

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STRIVING TO PRACTISE WHAT WE PREACH: ACADEMICS REFLECTING ON TEACHING REFLECTIVE PRACTICE

Aileen Lawless, Rick Holden, Vivienne Griggs, Jan Rae

That reflection is part of the HRD academics’ continuing professional development is a powerful rhetoric. But to what extent are we guilty of hypocrisy? Inspired by the title and theme of the conference ‘HRD: Reflecting upon the Past, Shaping the Future’ this paper seeks to make a critically reflective statement on our own practice as HRD academics teaching and researching reflective practice. Researching ‘practising what we preach’, in the context of reflective practice, raises difficult questions but offers the potential for valuable insight into the HRD academics’ professional practice.

WHY EMPLOYEE ENGAGEMENT WITHIN AN ORGANISATIONAL CHANGE SCENARIO NEEDS COMMUNICATION TO UNDERPIN IT

Lorna McCallum

There is a growing body of evidence which demonstrates that highly engaged, organisations can out-perform and recover far quicker from the effects of transformational change than their disengaged counterparts. Yet, more than 20 years after the term employee engagement was first coined, this ideal is still rarely achieved – why? The reasons can be numerous and varied. For the HRD goal of enhancing learning to be realised, the author would wholeheartedly encourage practitioners and academics to subscribe to the benefits that effective, managed communication brings to the vital role of employee engagement within a transformational change scenario. In early 2012, the author was invited to conduct an independent and objective ‘health-check’ of a public sector organisation’s approach to communication and employee engagement as part of a recent major restructuring exercise. Triangulation was considered an appropriate research methodology, mainly for its ability to strengthen the justified concerns of basing a project on a single case study organisation with the aim of developing converging lines of qualitative and quantitative inquiry. This approach is in line with similar studies. In conclusion, the findings demonstrated that without effective, managed communication, employee engagement can occur but it is more likely to be of the transactional, surface-level, short-term nature rather than the transformational type which allows long-term, deep and sustained change based on mutually beneficial, trusting relationships to be supported and nurtured.

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STREAM 11: SCHOLARLY PRACTITIONER RESEARCH

BUILDING THE CO-CREATION WHEEL: WHICH MECHANISMS IN COLLABORATIVE KNOWLEDGE PRODUCTIVITY ARE LEADING?

Corry Ehlen, Marcel van der Klink, Henny Boshuizen

The purpose of this paper is to contribute to the literature and practice on innovation and HRD by evaluating a multifaceted four-segment model of social mechanisms in co-creation processes, the ‘Co-Creation Wheel’, and by investigating positive activities of actors and HRD in co-creation. The model is evaluated by consulting 14 experts, scholars and practitioners, in the fields of innovation practice, consultancy and research, with use of semi-structured interviews and a questionnaire. They were asked about confirmation, relevance, completion, and activities of actors. Findings support the importance of the four dimensions and 12 factors of the ‘Co-Creation Wheel’. All dimensions, – construction, relation-emotion, expertise and action-, appeared necessary; the action- and relation-emotion dimensions are found most important, the social dynamic between the twelve influencing factors is responsible for sustainable production. It is found that social capital, the quality of the relations between all levels, is an important condition for successful co-creation. Co-creating is co-learning and co-developing, team leader and team members are main actors, shared leadership is desirable. The Co-Creation Wheel is found an inspiring reflection instrument or practitioners. Researchers perceived this Wheel as a new combination of existing theories with the lens of social capital. The findings questioned the role of HRD in co-creation: is Human Resource Development changing in Social Resource Development?

THE CHANGING NATURE OF WORK IN THE UK POST 2008 – THE BABY CEILING THROUGH THE LIVED EXPERIENCES OF FEMALE EMPLOYEES

Diane Keeble-Ramsay, Ross Kemble, Cheryl Lovett

New proposals announced by the UK government extend flexible working rights to all employees. ‘Keep in touch’ days during maternity leave are promoted as a method to assure the inclusion of female employees and assist their career development as a reasonable adjustment in their return to work. Yet there is limited discussion in terms of HRD initiatives which might embrace any gaps in current provisions. The previously recognised ‘glass ceiling’ constraints to women’s careers have improved, yet despite changes in legislation, a newer issue of a ‘baby or nappy ceiling’ emerges. The purpose of the paper is to report autoethnographic accounts of women in a large organisation, in terms of their perceptions of their return from maternity leave, and any changes in their working practices and insights of change, post 2008, given potential for links to the changing economic landscape. Autoethnographic accounts progress a debate of HRD through the consideration of the current lived experiences given their viewings of power and voice. The findings engage with the differing needs of individuals, in terms of their perceptions of barriers to their careers, which the impact career advancement.

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‘SERVING MULTIPLE MASTERS’: EXPLORING HRD IN THE CONTEXT OF THIRD SECTOR PARTNERSHIPS FOR PUBLIC SERVICE DELIVERY

Denise Currie, Martin McCracken

Organisations in the Non-Profit and Voluntary (NPV) sector increasingly face challenging and uncertain times with an increasing shift from public grant funding towards contract funding. As a result many of these changes employees in such organisations have often found themselves working more closely under contract with colleagues in public sector organisations in order to provide public services. Using a multiple case study methodology and in-depth interviewing of a range of stakeholders form two large Northern Irish based Non Profit Organisations in the social care sector, the purpose of this research was to investigate HRD and people management issues and how a turbulent environment can affect how organisations approach HRD strategy and implementation. The research identifies the importance placed upon NPOs adopting HRD strategies and addressing the development of unique and specialised skills in order to claw back power within the relationships they serve with statutory funding bodies. However this research also notes that the manner in which HRD and its associated issues are considered within NPOs can have an impact on the loyalty and commitment of the workforce which serves them. What is of concern is that the context for the delivery of public services under contract is putting increasing strain on NPOs and this has been felt markedly by their respective workforces, and unless strong values-led leadership and managerial practice is in place in NPOs, the voluntary-centred ethos of those who work in the sector may be significantly damaged.

STRATEGIC HUMAN CAPITAL MANAGEMENT: USING BLUE OCEAN STRATEGY TO ASSIMILATE DISABLED WORKERS INTO DISTRIBUTION CENTERS

Alexander Ellinger, Andrea Ellinger, Gregory Herrin

Concerns about retention issues and the future shortage of qualified logistics workers in the logistics industry, particularly within warehousing and distribution centers (DCs), in the near future has prompted some organisations to attract and assimilate disabled workers into their workforces. This strategic human capital management approach is consistent with blue ocean strategy which proposes that firms look beyond traditional labour markets and tap into new ones. Yet, the extant strategic human resource development (HRD) literature has mainly focused on the challenges of integrating older workers and minorities than on the assimilation of disabled workers. Therefore, this proposed research study will examine legal and operational issues, best practices, beneficial outcomes and strategic HRD implications associated with the blue ocean strategy of assimilating disabled workers into DCs. This

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STREAM 12: STRATEGIC HRD

proposed research study will address current calls in the HRD literature for opening new vistas about how to integrate disability issues into HRD education.

ORGANISATIONAL STRATEGIC LEARNING CAPABILITY: EXPLORING THE DIMENSIONS

Hanna Moon, Wendy Ruona, Tom Valentine

How to build and enhance the strategic learning capability of an organisation becomes crucial to both research and practice. This study was designed to conceptualize strategic learning capability by translating and interpreting the related literature to develop empirical dimensions that could be tested and used in a survey instrument. The resulting survey instrument included fifty-nine items that were developed through a review of the literature, a brainstorming session of HRD practitioners, and communications with experts in the field and committee members. Based on responses on a five-point performance scale, strategic learning capability items were identified and prioritized, and seven dimensions were discovered: (1) External Focus, (2) Strategic Dialogue, (3) Strategic Engagement, (4) Customer-Centric Strategy, (5) Disciplined Imagination, (6) Experiential Learning, and (7) Reflective Responsiveness.

ORGANISATIONAL LEARNING TO STRATEGIC LEARNING FOR ORGANISATIONS

Hanna Moon, Chan Lee

The notion of strategic learning grounded in organisational learning is introduced. The paradigm of organisational learning and the way in which it supports strategic learning have been illustrated based on Meyer’s environmental jolts’ framework. Organisational learning provides a firm foundation to develop and elaborate the concept of strategic learning that can help organisations gain competitive advantage and adaptive capability.

THE ENDLESS RACE-TO-THE-TOP: NATIONAL STRATEGIC HUMAN CAPITAL MANAGEMENT

John Wilson

This paper attempts to demonstrate the progression of strategic human resource development to strategic human capital management through an historic consideration of UK interventions in training and development linked to an international race-to-the-top. A content analysis of departmental annual reports from 1839-2010 was used to identify the interventions used to enhance individual, organisational and national performance. 1726 distinct items were identified from the content analysis representing: distinct skills; education and training institutions; qualification bodies; labour market assessment; and other labour market interventions. The term ‘race-to-the-top’ was found not to be just a

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recent economic imperative but has existed for centuries. The research described in this paper is the first to take an historical perspective of the Shumpeterian notion of continuous change and how this is reflected historically in UK education and training initiatives.

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ORGANISATIONAL SCHIZOPHRENIA: CONCEPT, SCOPE AND DIMENSIONS

Elizabeth Real de Oliveira

The main purpose of this research paper is to understand and define the concept, scope and dimensions of organisational schizophrenia. This concept is argued to be of valuable importance for the field of human resources. A definition of organisational schizophrenia is presented both by addressing existing literature and also from applying a qualitative exploratory approach using focus group discussion and interviews. The main conclusions of this research are that organisational schizophrenia is an important concept that should be further clarified and studied. From the focus group there is some agreement that the analogy is very useful for understanding some phenomena within the organisational behaviour realm. Actually, organisational schizophrenia is more than just a metaphor, since its understanding can result in practical implications, such as identifying symptoms and the application of corrective actions.

DISCOURSES IN HRD: COMPLEXITY, CONTINUITY AND CONTRADICTIONS

Jean Kellie, Brian Milsom

This paper explores the discursive practice of HRD and the role of the HRD practitioner. The role of the HRD practitioner is circumscribed by the organisational context and the extent to which policy and practice are accorded strategic commitment and priority. This functionalist view of the role of the HRD practitioner can be complemented or even challenged by a rather more constructivist one in which practitioners can be seen as actively involved in the discursive construction of meaning and values pertaining to the HRD arena, both for themselves and for those organisational members who participate in HRD interventions. This exploratory working paper is based on an interpretative research process involving 20 HRD professionals with the purpose of uncovering contradictory discourses of HRD with which professionals engage to both advance the ‘cause’ of HRD with different sets of stakeholders and to rationalize the role of HRD to both organisational members and themselves. The key findings are that this is a complex and multilayered process, influenced by organisational settings, personal values and perceptions of the role.

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STREAM 13: THEORY AND FOUNDATIONS OF HRD

VALUES IN ACTION; A REVIEW, A CASE AND A RESEARCH AGENDA

Stephen Gibb, Calvin Burns

Organisation values are a well established feature of many organisations. The main theoretical focus for values work has been through Person-Organisation (P-O) fit theory. We believe that it is necessary to study Values in Action (VIA) more broadly, not solely to frame and enable an analysis of P-O fit. There are two key questions about VIA that are asked and explored in this paper. First, why is there apparently a greater and more prominent focus on values, and subsequently VIA, in work organisations? Second, what are the research agenda and challenges of mapping and measuring VIA in work organisations? The latter question is explored here both by presenting a case study of a practical investigation into VIA in a hospital, and by considering the literature on the methods available for studying organisation values. The evolution to prominence of VIA can be explained as part of the evolution of management control in changing work organisations, designed to sustain traditional relations in employment. Alternatively the evolution to prominence of VIA may be understood as embodying the opposite, a change and a shift to heterarchical rather than hierarchical relations, principles and modes of organisation. The methodological challenges of measuring VIA in work organisations are also split between those who advocate the adoption of standard factor analysis and on the other hand those who advocate an appreciative inquiry approach.

A QUESTION OF IDENTITY: THE MEANINGS OF IDENTITY AND THE SIGNIFICANCE OF IDENTITY AS A THEORETICAL FOUNDATION FOR HRD

Russell Warhurst

Although the concept of identity has received considerable attention in the management and organisation studies literatures in recent years, the potential of identity for understanding the efficacy of HRD interventions has not been well researched. The purpose of this paper is therefore to critically examine definitions of identity and to develop an understanding of identity with the potential for enhancing HRD. In particular, a social constructivist understanding of the concept of identity is developed based around the narration and discursive construction of the self through interaction with others. An in depth qualitative, photo-elicitation interview research study is detailed in which managers’ stories of being a manager were generated. The stories of a sub-sample of managers who proved to have a higher than average proclivity for personal learning and for enabling the learning of others are analysed through the lens of identity using a range of narrative analysis techniques. The findings of the study have enabled the development of a model of four facets of identity with potential influence on managers’ proclivity for learning. Several implications of an understanding identity for HRD policy and practice are clearly established.

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HRD RESEARCH: WHERE ARE WE NOW? AN EVALUATION OF THE UFHRD’S RESEARCH HONORARIUM

Rick Holden, Sue Shaw

The UKs research assessment process continues to divide opinion and the discipline of HRD is no exception. Indeed there may be more consensuses here that it is an unreliable and unhelpful measure of the status and well-being of HRD research, given the newness of the discipline, than elsewhere. In the absence of an alternative, credible measure debate about HRD research is fuelled by anecdote, opinion and conjecture. This paper seeks to provide a current update on the status and well-being of HRD research. It does so through an evaluation of the UFHRD’s Research Honorarium, an established vehicle to facilitate and support HRD research. Although research supported by and through the Honorarium is characterised as ‘cottage industry’ there is much to celebrate. It provides a springboard to HRD research, adds noticeably to HRD research outputs and helps sustain a HRD research agenda. However, questions remain about its strategic impact upon HRD research and its long term effect in establishing a strong and credible research identity. Nonetheless, whilst inevitably a somewhat limited evaluation of the status and well-being of HRD, the paper offers a useful, empirically based, perspective upon which to advance the debate.

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“Intrapreneurship”- Behaviour at Commercial Workplaces – Analyses of Project Reports

Susanne Weber, Michaela Wiethe-Körprich, Sandra Trost, Frank Achtenhagen

Rapid changes in social and economic life claim for new and other so-called 21st Century Skills. Especially, intrapreneurship behaviour is seen as such decisive ability. Therefore, this skill became explicitly part of the codified curriculum for German commercial apprenticeships. After 10 years of implementation, we ask whether the apprenticeship system succeeded in developing “intrapreneurship” behaviour at the workplace running an ex post document analysis of final exam papers of a full cohort of “industrial clerks” (N=205). We categorized the exam papers according to different degrees of “intrapreneurial” behaviour. The results show that it is possible to create intrapreneurial activities at the workplace. On the basis of our data we will create “best-practice” examples to support the development of this decisive 21st Century Skill.

THE ROLE OF HRD AND VET AND THE HR MARKET IN ONE OF THE EMERGING BRICS: THE CASE OF INDIA.

Eduardo Tomé, Apoorva Goyal

The paper aims at analyzing the role of HRD and VET, and also the current state of the HR market in the emerging Indian economy. Therefore the research questions are: How may we define the HR market in India? To what extent and how as HRD investments in India contributed to recent India’s economic development? What were the investments and what were the returns? Who invested and who obtained the returns? Is India really different from other countries? To achieve that goal we use a model of the HR national market which we already used in previous papers. Specifically we divide the analysis in four broad stages: a) stocks, investments and outcomes; b) supply, demand, price and quantity; c) needs; d) private and public forces. We conclude that the HR market was strongly developed in the last years, even if needs are immense, stocks are low and investments grow every years. Supply is increasing but demand should be higher in order to transform India in a developed country. The outcomes are already very palpable, socially and economically. Governance is a major problem, and the international flows have a mixed significance. We believe this study offers some guidelines to improve the HR market and to increase HRD in India. We also believe that a deeper and very detailed study on all the States of India could be made, following this paper. Also we believe the paper is original because it analyzes the HR market and HRD with a new and interesting conceptual model. Also the analysis could be replicated for the other BRICS. And major developed countries forming something like an Atlas of HRD.

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STREAM 14: VOCATIONAL EDUCATION AND TRAINING

THE RHETORIC AND THE REALITY OF THE UNION LEARNING REPRESENTATIVE (ULR) ROLE

Alison Hollinrake

The aim of this paper is to share the findings from primary research, conducted in the North-West region of England, that identified that there is a contradiction between the rhetorical descriptor of Union Learning Representative (ULR) activity as defined in the TUC’s ULR role descriptor and the reality of ULR activity as identified by the various respondents (ULRs and other principal stakeholders to the initiative). The paper provides an overview of relevant literature related to the ULR initiative as a response to UK national vocational education and training (NVET) policy and to workplace learning. A summary is provided of the methods used to gather and analyse the primary data. The discussion then compares the findings from the primary research to similar facilitators and inhibitors identified from the literature review related to workplace learning activity. In conclusion it is suggested that these findings can help inform principal stakeholders’ expectations of the ULR initiative and point a way forward for the role of the ULR.

EMOTIONAL LABOUR TRAINING IN INDONESIA’S VOCATIONAL SCHOOLS

Noormaya Salleh, Liyushiana

In Indonesia, vocational education is expected to become a hero to combat youth unemployment. In fact, today vocational education faces the blame of this unemployment issue, due to negligence of vocational school in eliminating the gap between the needs of industry with competencies taught in school. Industry requires prospective employees with emotion management skills. When customers are always right in the industry, employees are requested to be humble, patient and dedicated to displaying a positive expression (emotional labour). Therefore the vocational school should involve the significant role to educate their graduates to possess the skills of emotional labour. This paper examined how emotional labour training fits the current Indonesia’s curriculum for vocational school. Then this paper also aims to obtain the appropriate methods and content to conduct training on emotional labour. This report was carried out by the method of interviews with 9 qualified educators from various vocational schools. The results demonstrate that training on emotional labour is consistent with the concept of affective skills which listed in all curriculum of vocational school. The appropriate training method is a combination of lecturing, role play, group projects, guest lecturing and video displays. While there is a demand of flexible content, but the training must be lead to the conceptualisation of emotional labour, how to deal with this issue, the positive and negative impact of emotional labour and the role of emotional labour in the industry.

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THE COLLEGE-TO-CAREER TRANSITION: EARLY CAREER ADJUSTMENT OF FIRST YEAR NURSES

Marijke Thamm Kehrhahn, Wendy L. Peterson

Public media has consistently sounded the alarm concerning nurse shortages. One contributor to the nursing shortage is poor retention of new nurses entering the workforce. Many studies of newly-licensed nurse retention focused on why new nurses leave or intend to leave the field, but few studies have focused on successful newcomer adjustment. Using Nicholson’s model of work-role transitions as a framework, the authors reviewed the current literature on the college-to-career transition of graduate nurses, highlighting the key experiences of new nurses transitioning from the role of student to that of staff nurse. In addition, we reviewed the literature for evidence of effective transition interventions and coping strategies at each stage of Nicholson’s transition model. Our findings indicated that little empirical research has tested the effectiveness of transition interventions in terms of graduate nurse adjustment and retention and few studies provide insight into the self-regulated cognitive, affective, and behavioural strategies used by graduate nurses who manage the transition successfully. This working paper provides the rationale for a developing study of the coping strategies used by first –year nurses to navigate the college-to-career transition.

ARE THEY FIT FOR PURPOSE? EXPLORING MANAGERS’ EXPERIENCES OF UK HR GRADUATES & EMPLOYABILITY IMPLICATIONS: A PILOT STUDY

Emma Mullen

This purpose of this research is to expand upon existing understandings of graduate employability through exploring the experiences and perceptions of key informants; in this case, those actually responsible for managing/supervising graduates at work. The context of this research is focused on Human Resources (HR) graduates; a discipline which has seen little qualitative inquiry across the Higher Education (HE), employability, HR and career development literature, and which is currently dominated by skills-led approaches. This paper shall provide an overview of the key findings from a pilot study of five semi-structured interviews, conducted with individuals who have direct experience of managing HR graduates working in HR roles in the UK. Exploring key informant experiences and perceptions in particular is aimed at providing a platform for understanding individual constructs and sense-making around terms such as ‘graduate employability’ and ‘skills’, but also to work towards developing a broader picture of HR graduate employability outside of skill sets. Ultimately, a re-conceptualisation of graduate employability in the context of HR graduates will act as a contribution to knowledge. Initial findings from the pilot are framed around a set of emerging themes; the influence of managers’ own contextual background; the influence of the organisational context; the challenge-driven experiences of managers; a move away from skills-led HR graduate employability; and (lack of) CIPD impact. These initial findings will be explored further as part of the next steps of this doctoral research.

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INTEGRATING EXPERIENTIAL HRIS TRAINING INTO UNDERGRADUATE CURRICULA FOR THE DEVELOPMENT OF HR PROFESSIONALS

Sharon O’Sullivan, Vasudeva Upadhya, Umar Ruhi

North American HR practitioners are concerned that the way in which human resource information systems (HRIS) training is imparted by universities is inadequately experiential to serve the real-world technological and decision-making obligations of future HR professionals. This paper begins by exploring the manner in which four undergraduate HR programs use training design principles (specifically, high fidelity and space training) to promote the positive transfer of future HR professionals’ HRIS knowledge and behavioural competencies from the classroom to the work context. It then incorporate literature on the adoption of information systems to identify the challenges to more theoretically sound integration of experiential HRIS training into HR business education. It proposes a two-part model to illustrate these challenges, guide future research, and inform practice.

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INFLUENCE OF QUALITY OF INTERPERSONAL INTERACTION ON LEARNER’S CRITICAL THINKING DISPOSITION IN BLENDED LEARNING ENVIRONMENT IN MALAYSIA

Sedigheh Jafarian, Maimunah Ismail, Zoharah Omar, Azizan Asmuni

Critical thinking disposition (CTD) refers to learner’s set of positive motivation, attitude, and habits of mind to think critically. Studies have shown meaningful relationships between interpersonal interactions and critical thinking disposition (CTD) in distance education contexts. Nevertheless, there is a knowledge gap in terms of the relationships among three dimensions of the quality of interpersonal interactions, viz. learner-learner, learner-instructor, and learner-content interactions with the learner’s critical thinking disposition CTD in a blended learning environment in Malaysian context. Using CTD and Community of Inquiry (COI) models this study examines the relationship between the quality of and CTD in a blended learning environment of a distance education provider in Malaysia. The study data were based on survey questionnaires completed by 270 undergraduate students of the Center of Distance Education of Universiti Putra Malaysia. The data were analyzed using the Structural Equation Modeling (SEM). The results revealed that there were significant relationships among the three dimensions of the quality of interpersonal interaction, and also they had significant influence on the learner’s CTD. The findings of this study would be useful for distance education practitioners such as instructional designers and educators when designing and implementing an interactive blended learning environment in the distance education contexts. Implications for HRD are discussed.

TECHNOLOGY DEVELOPMENT: LEARNING FROM PROJECT FAILURES

Rochell McWhorter, Elisabeth Bennett

It is estimated that over half of companies had a technology project fail in the past year costing the company in productivity, capital, and employee morale. This working paper explores cases involving technology project failures that underscore the need for Technology Development as an area of expertise for Human Resource Development (HRD) professionals. This paper defines Technology Development within the context of Virtual HRD and utilises a case study research approach of technology project failures to extrapolate content relevant to developing expertise in Technology Development in HRD. Implications of this research include the implementation of Technology Development as a core practice in HRD alongside Training and Development, Organisation Development and Career Development. Also, this working paper discusses the need for HRD scholars and scholar-practitioners to consider integrating Technology Development into courses of study at the

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STREAM 15: VIRTUAL HRD, TECHNOLOGY AND DISTANCE LEARNING

higher education and professional development levels that have potential for advancing the field of HRD.

VISUAL LITERACY AND INSTRUCTIONAL IMAGES FOR AN INCREASINGLY GLOBAL AUDIENCE

Diane Wilcox, Jane Thall, Annika Wilcox

This paper explores and analyses the current state of research on the use of graphics for learning in multicultural environments. To date, the research is mixed on whether culture affects the way individuals interpret graphics that have been designed for a universal audience. Historically, the issue of culture in images has been presented as a continuum where one group of researchers argues that culture determines how individuals process visual information. The other camp, on the contrary, conjectures that visual language is universal and is made more so by the widespread availability of the Internet and other digital technologies. The authors provide an overview of the literature on intercultural visual literacy and the factors that affect how individuals of a particular culture may interpret images. In addition, the paper presents a discussion of the theories that inform the use of graphics in learning and attempts to explain how the brain processes visual information. Following the theoretical framework, the authors present a discussion of the kinds of images that may be used in instruction and provide a cursory review of the literature. Finally, the researchers propose to conduct a study that would investigate the effect of culture on international students’ perceptions of instructional images that are either 1) culture specific, or 2) designed for a universal audience.

THE POPULAR FACE OF HRD: THE YOUTUBE VERSUS THE ACADEMIC PERSPECTIVES

Diane Chapman, Jennifer Stanigar

This paper presents the findings of an exploratory study conducted to compare the traditional topic areas of HRD found in foundational HRD textbooks with the media perspective of HRD represented by videos on the popular online video-sharing site, YouTube. This work was inspired by an article by previous research which found that omission of the popular (non-peer reviewed) HRD media perspective is a gap in the research that can be minimized through research using social media sites. The research design used for this study combined keyword search techniques with content analysis. Using a codebook created from the foundational HRD literature, the authors applied a systematic approach that involved a priori coding and inductive coding for themes emerging from the raw data. This resulted in the addition of 11 codes: personal development, current issues, talent management, organisational culture, human resource management, knowledge/skills/attitudes (KSA), collaboration, ADDIE model, cultural sensitivity, educational degree programs, and workplace practices. Implications include suggestions for additions to foundational HRD topics and the potential for the HRD associations, scholars,

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and practitioners to shape the HRD content in YouTube. It is expected that the findings will contribute to a conversation about how to frame the branding of the field and profession of HRD in social media.

TRANSFORMATIVE LEARNING IN THE ONLINE LEARNING ENVIRONMENT: A LITERATURE REVIEW

Porscha Jackson, Misha Chakraborty

The purpose of this paper was to establish the role of transformative learning in online learning environment. In doing so, we looked at a collage of articles in the fields of Human Resource Development, Business, Management, and Psychology. The authors performed a thorough research on transformative learning in the context of the online class environment. To generate as many relevant publications as possible, we performed manual search and online search through various databases. The results of this paper revealed that transformative learning can play significant role in the virtual class environment. This paper also identified certain factors that help adult learners change their mindset by challenging their present notions in a safe learning environment. Considering factors like encouraging dialogue/communication, creating a sense of learning community, encouraging critical thinking, and promoting use of new technology can help learners change their mindset by challenging their present notions in a safe learning environment.The paper is limited since it is based on review of literature. Quantitative and qualitative research studies focusing on the role of transformative learning in the context of online class environment is needed. Hence, empirical studies need to be performed to support the ideas generated in this paper. There are limited studies that focus on role of transformative learning theory in online class environment. The factors identified in this paper, if practiced effectively, can help create an engaging and encouraging learning experience for the learners and the instructor.

COSTS, BENEFITS, AND PARTICIPATION IN ONLINE KNOWLEDGE SHARING IN COMMUNITIES OF PRACTICE

Jane Ostrander, Darlene Russ-Eft

Faculty members changing their practice of teaching have reported benefits to participating in peer support within communities of practice (CoP) that offer an online knowledge sharing space. However, motivating members to participate in knowledge sharing and generating sufficient member commitment to sustain that sharing has proven difficult to accomplish. This study therefore addressed the question “How do cost and benefit factors relate to and predict participation in online knowledge sharing in communities of practice meant to support efforts to improve instruction?” A model of knowledge sharing as an individual cost and benefit analysis decision influenced by context was applied to online knowledge sharing within CoPs supporting faculty innovation. A total of 174 registrants to the National Science

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Foundation Advanced Technological Education Program’s 2011 Principal Investigator’s Conference (24.4% of the 712 invited) started and 153 (21.5%) completed the survey. The hypotheses were assessed with Multiple Regressions. Participation in online knowledge sharing was increased among contributors who identified knowledge self efficacy (adjusted Beta = .18, p = .047) and enjoyment in helping others (adjusted Beta = .24, p = .011) with participation as compared to those who did not. Reciprocity and generalized trust did not moderate the influence of pro sharing norms and participation effort on the respondent’s participation. These findings suggest research is needed to identify other benefits to participation. Understanding what motivates participation may aid managers of CoPs supporting faculty innovation to improve participant support so as to more effectively increase and sustain participation.

MOOC GLOBAL DIGITAL DIVIDE: REALITY OR MYTH?

Celestino Valentin, Fredrick Nafukho, Detra Johnson, Marie Valentin, John LeCounte

The purpose of this research paper is to help address the question of global digital divide and provide the readers with scholarly information to help them reach their own conclusions, and answer to the question, “Is there really a MOOC global digital divide gap or is it just a myth?”. The method used included a critical review of the literature and a non-traditional open approach to research which includes utilisation of websites, blogs, MOOCs website articles, peer reviewed scholarly journals, books and platform website information. Findings include total number of MOOC users, platform providers, countries involved, and addressing three fundamental research questions and key findings related to human resource development.

THE ORIGINS OF MOOCS: THE BEGINNING OF THE REVOLUTION OF ALL AT ONCE-NESS

Detra Johnson, Fredrick Nafukho, John LeCounte, Celestino Valentin, Marie Valentin

The purpose of this paper is to explore massive open online courses (MOOCs) as a research initiative for the sustainable practice to extend access to postsecondary credentials through innovative pedagogical platforms. Specifically, this paper seeks to examine the origins and future implications of massive production and distribution of distance and online learning that creates an “all-at-once-ness” of shared knowledge. The paper adopted the literature review approach. The authors performed a thorough search to find empirical studies, scholarly journal articles and integrative literature selections from scholarly blogs, open reports, press releases, white paper, trade journals and research papers that serve as the foundation for the research of this relatively new phenomenon. The search focused on the origins and future implications of massive open online courses at colleges and universities. Findings from this research study will provide relevant research on MOOCs and the implementation of such models, which will require universities to adapt inevitable comprehensive and strategic transformation. This paper highlights this emergent field of

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eLearning and distance learning to help to facilitate the notion that knowledge can be distributed across multiple networks of connection so that educational experiences are distributed across and transcend learning structures, networks and instructional applications through a state of all-at-once-ness. This exploratory research assumes that there are only a limited or non-existent studies and a lack of theoretical foundations in the MOOC research area.

REFLECTING “ON” AND “IN” VIRTUAL HUMAN RESOURCE DEVELOPMENT

Elizabeth Bennett, Robin Grenier

Looking back upon the past two decades in the field of Human Resource Development (HRD), it is hard to find any area of practice, learning, work, and research that has not been touched by technology. The coincidental rise of knowledge society offers both paradox and promise as work and learning adopt virtual facets, such as virtual organisations that cross international cultures and boundaries. Much has been written about different forms of knowledge, particularly explicit and tacit knowledge, and how the forms are embedded in web technology that forms the backbone of many organisations. Practice, however, has moved far beyond the backbone, and technology now facilitates informal interaction important for social bonding, knowledge creation and sharing, innovative processes, and day-to-day work. Within the backdrop of change in the field, Virtual Human Resource Development (VHRD) has a risen as a new area of inquiry that represents a paradigm shift for the field. In this paradigm shift, HRD professionals need new skills as they adopt the identity of designers of environments. Given the reach of technology, some have called for technology development to be added as a fourth pillar of HRD, in addition to training, career development, and organisation development, and HRD’s role in technology development would be to optimize learning capacity through technology, including fostering learning and reflection. The purpose of this submission is to reflect upon the rise of VHRD, and to explore the role of reflection for learning in VHRD. The submission provides an overview of VHRD, and then explores the connection between VHRD and reflection for learning. Finally, the abstract discusses implications for the field.

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IMPACT OF ONLINE EMPLOYEE TRAINING ON OPERATIONAL RISK MANAGEMENT

Adetola Adekunle

The term operational risk management has in recent years gained attention in business and academic circles alike due to several major operational risk-related incidents in the last decade leading to the failures of several blue-chip organisations and even countries. Typical examples of such operational risk related incidents includes collapse of Barings Bank in 1995; Enron in 2001; Madoff scandal in the United States; the 2008 global recession and the case of miss sold PPI by top UK financial organisations to their customers. Needless to say it is therefore important to ensure measures are taken to control recurrence of similar episodes in the future. This study focuses on determining the impact of online technique of training using the online LMS training in Bank Q (a global financial organisation) on operational risk management. With a sample size of 150 questionnaires and 3 interviews, a simple correlation analysis was conducted to determine the relationship between knowledge application and increase in job performance; knowledge application and increase in operational risk reduction; as well as between increase in performance and increase in operational risk reduction. Results revealed using the Kirkpatrick training evaluation model shows that there exists strong positive correlation between these variables, suggesting that online employee training does improve operational risk management. There is also a good overall perception of online training among employees in Bank Q. It was however found that the role of the tradition classroom training cannot be completely replaced by techniques of online training, as it was argued that some knowledge cannot be effectively transferred via online training.

EXPLORING REFLECTION AS A MULTI-DIMENSIONAL CONSTRUCT: IMPLICATIONS FOR HRD THEORY AND PRACTICE

Fiona Duncan, Sandra Watson, Allan Ramdhony

Reflection and reflective practice are coming of age as organisations and higher education institutions seek to find new and innovative ways to develop learning processes that balance the needs of learners and contemporary organisations. This paper seeks to analyse the dimensions of reflective practice from a process perspective to identify the key elements and debates involved and review the implications of this multi-dimensional concept for HRD theory and practice. Drawing on a critical realist perspective, this conceptual paper was designed to identify the key authors, debates and controversies that inform current understanding of the concepts of reflection, reflective practice, critical reflection, reflexivity, and professionalism. This research takes a process perspective to provide a comprehensive

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STREAM 16: WORKPLACE LEARNING, TRAINING AND DEVELOPMENT

overview of the key dimensions, debates and controversies surrounding the concept of reflection. The complex and contested nature of reflection has tended to lead to polarised definitions and debates that fail to recognise the value and need for different perspectives. Whilst there is some limited agreement about the nature and subject matter involved in reflection, there are also divergent views about the different dimensions that may be incorporated the design of the reflective process. A dialogic framework is presented to integrate the multiple dimensions of reflection in order to stimulate discussion and debate around how reflective practice is defined and designed within a wide range of HRD and organisational contexts. This research will be of interest to academics, HRD practitioners and line managers who are involved in the design and development of reflective learning.

THE DESIGN CHALLENGE: ENGAGING EXPERT PROFESSIONALS IN WORKPLACE LEARNING

Amina Gilyard

Expert professionals are often an organisation’s most valuable resource as they have the ability to grasp problems and solutions intuitively. As such, they face increasing pressure to stay abreast of the latest developments in their field and not rely solely on already acquired expertise. This pressure, coupled with demands of everyday work, can create barriers to expert professionals’ engagement in continuous workplace learning. Engaging expert professionals in workplace learning requires different strategies than supporting novices, yet there is a dearth of research on this topic. This paper will discuss key factors that influence experts’ engagement in workplace learning, ways to stimulate experts’ engagement in workplace learning and present recommendations for HRD research and practice. The information presented in this doctoral working paper is derived from a literature search yielding a combination of empirical studies, literature reviews and scholarly analyses of existing theoretical concepts. Search terms included workplace learning, professional education, expert learning, employee engagement, organisational learning, nontraditional learning, engaged learning and successful learning environments. The databases Google Scholar, EBSCO, SAGE Journals, Wiley Online Library and JSTOR were used to collect sources.

THE WAY INTO THE PROFESSION: MEDICAL STUDENTS’ EXPERIENCES DURING THEIR CLERKSHIP

Russell Korte, Heeyoung Han, Nicole Roberts

Medical education is a blend of classroom instruction and practical experience. Typically students study the scientific knowledge of medicine in classroom settings for two years and then enter hospitals and clinics to observe and participate in the practice of medicine. The purpose of this study was to understand how medical students become socialized into the profession through their third year clerkship experience. In their third year of medical school they participate in a rotation program that gives them experience in several different

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medical specialties working with real patients and medical professionals. Through these experiences they expect to develop their skills in diagnostic thinking, patient care, and to understand the nature of the health care profession. This was an ethnographic study that followed 12 medical students over the course of a year through their clerkship experiences documenting what they learned and how they learned. Though students developed greater confidence in navigating the health care environment and became more comfortable interacting with patients, they reported that they did not learn as much as they expected about diagnostic thinking and medical procedures. The social dynamics of the learning situations had a huge influence on their learning. The learning situations were governed by contextual and social factors largely unexpected by the students.

ORGANISATIONAL LEADERSHIP, HRD AND EMPLOYEE AND CUSTOMER OUTCOMES: THE CASE OF THE U.S. HEALTHCARE SECTOR

Mesut Akdere, Toby Egan

Although long argued as a critical element for organisational success, few studies have demonstrated overt alignment between leadership behaviour and Human Resource Development (HRD) practices. Employee and customer outcomes related to such alignment have been even more uncommon in HRD-related literature. The purpose of the exploratory study, reported herein, was to examine the role effective managerial practices on employee perceptions of support for organisational human resource development. Study participants included 922 employees and 652 customers/patients from 40 health care organisations in the United States. Study findings supported that effective leadership practices align with HRD and lead to positive employee and customer outcomes.

LEARNING FROM THE PAST, LOOKING INTO THE FUTURE: THE RECIPROCAL RELATIONSHIP BETWEEN SELF-DIRECTED LEARNING AND EMPLOYEE ENGAGEMENT

Teresa Hollingsworth

The purpose of this doctoral literature review working paper is to explore the relationship between employee engagement and employee self-directed learning (SDL) in organisations. Employee engagement is a holistic construct for studying employees’ involvement of their “full self” in their work, encompassing cognitive, emotional, and behavioural aspects. Self-directed learning, a form of informal learning, is one way employees improve confidence in their abilities, taking control of the planning, carrying out and evaluation of their learning to acquire new knowledge and skills needed to accomplish assigned work. Like employee engagement, self-directed learning involves both individual and organisational factors. The following research questions guided this literature review study: What is the relationship between employee engagement and employee SDL? What organisational factors influence both employee engagement and SDL? What personal characteristics of employees impact both employee engagement and SDL? The paper concludes with a discussion of common

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elements of employee engagement and self-directed learning and implications for HRD research and practice.

USING METAPHORS TO CAPTURE THE CONTEXT OF INFORMAL WORKPLACE LEARNING

Andrea Ellinger, Maria Cseh, Mary Lynn Lunn, Anne Lackritz

Metaphors have been widely used in many disciplines such as management, marketing, psychology, information systems, psychotherapy, human resource development, organisation development and change. Research acknowledges that the creation of metaphor uses the power of words to create an image that facilitates a common understanding among members of an organisation. Yet, despite the use of metaphor within the field of HRD to characterize and describe the field as well as organisation development and change initiatives, limited attention has been given to exploring the use of metaphors within the context of informal learning. Since informal learning is one of the most prevalent forms of learning constituting 70-90% of the learning that occurs in organisations, better understanding how employees conceive of their environments as contexts for their informal learning and facilitation of others’ learning will enable researchers and practitioners to appreciate the importance of context as it influences informal learning. This working paper abstract will overview 24 metaphors articulated by learners and learning facilitators in a previously conducted study and will engage in a more nuanced analysis of these metaphors.

WORKING SELF CONCEPTS: THE IMPACT OF WORK BASED LEARNING ON SELF-IDENTITY AMONGST SENIOR HRM/HRD PRACTITIONERS

Ryan James Curtis, Lynn Nichol, Sue Williams

This paper explores the experiences of senior HRM/D managers and strategic line managers who have engaged with a Work Based Learning (WBL) programme, and builds on earlier work which explored the professional identity of HR/HRD practitioners. The paper seeks to understand the personal impact of this combination of work place yet externally derived learning process on self-identity since this will have lessons for the learners, for the organisation, and for providers of such programmes. The basis of this qualitative, interpretive, paper is a series of one-to-one semi-structured interviews with senior practitioners from across the public, private and not-for-profit spectrum. Analysis and interpretation are guided equally by themes arising from the data and by a priori knowledge of existing theoretical frameworks. The concepts of self-identity operate at multiple levels, referred to as the Individual, Interpersonal and Collective levels of our ‘Working Self Concept (WSC)’. Their model demonstrated how successful leadership processes occur indirectly through follower self-identities, and this current research adapts that model to argue that the WBL process similarly needs to align with participants’ self-identity in order to ensure success. There is evidence of positive impacts on self-views at all levels with affective and behavioural changes that enhanced performance as a result of engagement in

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WBL. Increased confidence in their own value to their respective organisations, and improved belief in the legitimacy of their accumulated knowledge skills and experience enabled them to further contribute to organisational goals.

ANTECEDENTS AND OUTCOMES OF COMPETENCE DEVELOPMENT IN ORGANISATIONS: A SYSTEMATIC LITERATURE REVIEW

Nienke Woldman, Piety Runhaar, Renate Wesselink, Martin Mulder

Assuming that employee performance is the key to organisational success, many organisations nowadays focus on stimulating employees to participate in competence development (CD) activities to improve their competences and, subsequently, their performances. Also in the scientific literature, increasingly, studies are conducted on employees’ CD in organisational settings, its outcomes and antecedents. However, we observed that this literature on CD is spread over a wide range of research domains – related to various professions or functions that are subject of study. The present systematic literature review aimed at collecting research about antecedents and outcomes of CD published in different research domains and to provide suggestions for future research. To gather data, one search string was put in three databases (Scopus, Web of Science and ERIC), together resulting in 909 unique empirical studies. Via different phases of analysis, this selection was narrowed down towards 30 publications spread over different relations presented in our conceptual model. We observed that the heterogeneous character of the publications was even larger than expected, and we elaborated on trends recognised in the publications in general, and within each category in a narrative way. We concluded that no single study focused on both antecedents and outcomes of CD, with outcomes specifically referring to performances of employees via their competences. The research domain of antecedents and outcomes of CD is in its infancy and we propose for future research to focus on studying multiple CD-activities and its effects on multiple outcomes in terms of competences and performances.

DEVELOPING REFLECTIVE PRACTICE IN MANAGERS: EXPLORING THE CONTRIBUTION OF MANAGEMENT TRAINING

Ruth Leggett

This study explores the contribution of management training to the development of reflective practice in managers. Through a thematic analysis of 24 qualitative semi structured interviews, the author offers four emergent themes that highlight participants’ experiences from attending the programme: 1) Noticing, thinking about and questioning what I do 2) Being more self- aware and confident 3) Being more flexible and doing things differently 4) Valuing collaborative working. Literature reviewed highlights that the first three themes are associated with reflective practice behaviour and the study demonstrates that participants note an increase in their engagement in these activities. The learning

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methods employed on the programme are discussed and the analysis demonstrates that participants attribute the change in their levels of reflective practice to their engagement in specific learning interventions such as action learning and collaborative working on real work projects. The study adds to the body of knowledge on the ways in which managers can be supported in their development of reflective practice, specifically the enhancing learning through strengthening the link between the learning experience and the reflective activity that follows it, providing a collaborative environment with support from other professionals and the notion of learning conversations, all of which were present in the training programme. The implication for HRD professionals is that if there is a desire to encourage reflective practice in managers as an outcome of development initiatives, consideration should be given to ‘designing-in’ these components into a programme from the outset.

IT’S NEVER TOO LATE TO LEARN: LATER-CAREER LEARNING AS THE FINAL FRONTIER FOR HRD

Russell Warhurst, Kate Black

This empirical paper presents new insights into the extent and sources of later-career learning. Middle-managers are taken as an exemplifying group for studying workplace later-career learning as the roles requires both the implementation and initiation of change. The research takes a qualitative and largely inductive methodological approach. Data were generated through visual elicitation techniques deployed in advance of interviews. The data illustrate the diverse and complex factors that afford the learning of later-career middle-managers. Of significance is the distinction between their formal learning, and less-recognised informal learning episodes. This informal learning was attributable to social interactions with colleagues, and their teams, and day-to-day work challenges. Significantly, certain of the findings challenge established assumptions held, that later-career workers have a limited motivation to learn as they count down to retirement.That this paper reports only a pilot analysis of six participants is acknowledged. Analysis of the full data set will be important in extending the current inquiry. Nonetheless, significant, counter-intuitive conclusions are established with important implications for HRD policy and practice. This research presents new insights into what are recognised gaps in the existing empirical literatures of learning for later-career workers. The use of visual methods has offered insights that conventional methods would have missed. HRD policy and professional practice needs to move rapidly to reach this final frontier of learning and development and ensure that later-career workers become a true asset for their organisations and economies.

IMPROVING THE TEACHING OF REFLECTIVE PRACTICE FOR HR PROFESSIONALS

Vivienne Griggs, Jan Rae, Rick Holden, Aileen Lawless

Despite a strong discourse promulgating the individual benefits and organisational value of reflective activity within management education, there is a lack of empirical data to show

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that teaching managers reflective processes, in an academic context, has long term and definitive benefits to a majority of learners. Our recent research endeavours sought to engage key participants in a discourse about issues and engagement with reflective practice in order to better understand the different perspectives. As arguably the most influential stakeholder group in determining teaching strategy for reflective practice, our focus here is on ‘faculty’, namely those responsible for managing and teaching reflective practice on professional CIPD accredited HRM programmes. The aim is to generate an enhanced understanding of the tensions of teaching reflective practice to HRM students, in order to better support the transfer of this learning to the workplace and everyday practice. The investigation involved 3 stages: an analysis of the approach of three institutions; a workshop with 48 participants at the CIPD Centres Conference 2013; and 25 explorative open-ended questionnaires. The findings raise questions about the requisite outcomes and expectations of different stakeholders in the teaching of reflective practice. One common theme throughout the analysis is an acknowledgement of the challenges involved in engaging and assessing a diverse range of students in an equitable and ethical way. Finally, the paper raises a number of important questions for future research in this area.

REFLECTION AS A FACILITATOR OF EDUCATORS’ INNOVATIVE WORK BEHAVIOUR

Gerhard Messmann, Regina Mulder

The aim of this study was to investigate the role of reflection as a preparatory mechanism for employees’ engagement in innovative work behaviour (IWB). This issue was explored in a study with 67 school educators at the highest level of German secondary education. Specifically, we investigated whether educators who reflected on work tasks, the social context, and their work performance were more engaged in the exploration of opportunities for innovation as well as the generation, promotion, and realisation of innovative ideas. By applying path modelling, we found that work-related reflection facilitated all dimensions of IWB: Educators’ IWB most strongly depended on their performance-related reflection. In addition, reflecting on work tasks and the social context affected educators’ IWB indirectly by benefitting their performance-related reflection. As a consequence, reflection should be worshipped as resource for innovation and professional development as well as a vital component of work routines, organisational cultures, and job training.

THE BEHAVIOURAL EDGE OF SUBJECTIVE EXPERTISE: GROUNDS FOR HRD RESEARCH

Marie-Line Germain

Recent research about expert influence indicates that to exert influence, leaders must balance competence with warmth. This assertion strengthens the current yet somewhat embryonic importance of organisational psychology in the human resource development realm. In 1993, research made personality traits one of their five conditions of expertise

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along with knowledge, cognitive skills, task characteristics, and decision strategies. Additionally, it is believed that expertise is based on knowledge, skills, and talent. Germain’s Generalized Expertise Measure further supports that the human expertise construct is composed of objective items, such as evidence of educational attainment and evidence of formal training, and subjective items ranging from personal drive, extraversion, to self-confidence. Research on influence also suggests that prioritizing warmth is judged before competence and that people pick up faster on it then they do pick up on competence. helps people connect with those around them, demonstrating that they are heard, understood, and can be trusted. When we feel confident and calm, we project authenticity and warmth. Essentially, before people decide what they think of your message, they decide what they think about you. Based on the premise that part of the expertise construct is behaviourally-centred, this paper examines whether it is the behaviour that is or is not expert. A random sample of 307 U.S. workers from various organisations across industries is used to identify specific subjective, personality traits exerted by people perceived as experts by others. Implications for talent recruiters and managers are presented. They include suggested personality assessment tools, job candidate selection criteria, behaviourally-centred and self-developmental training initiatives.

PARTICIPATION IN TRAINING AND DEVELOPMENT ACTIVITIES IN SMES

Ronan Carbery, Thomas Garavan

HRD practices in small to medium enterprises (SMEs) tends to be very different from that of larger organisations. The discussion around HRD is often focused on large organisations however. In the European Union, over 23 million SMEs provide around 75 million jobs and represent 99% of all enterprises. In 2003, the EU defined an SME as one that employs less than 250 employees. As part of this definition, a micro company has less than 10 employees, a small company has less than 50 employees, and a medium sized company has less than 250. HRD in SMEs is hindered due to financial resources resulting in a shortage of management skills and provision of training. A lot of SMEs often don’t recognise the value of HRD. SME strategy tends to be indicative of the personality of the owner-manager and research has found that the intentions of owner-managers are generally not expressed in formal polciies or plans. This unstructured approach to planning and strategy implementation is a significant barrier to HRD. This study looks at the determinants of employee participation in formal and informal training and development activities in SMEs in Ireland. The determinants include a multiplicity of individual, dispositional, and organisational factors. A model of participation in training and development in SMEs is tested with a sample of 432 SME employees. The study makes an important contribution to both the literature on participation in training and development and individual careers within SMEs by advancing our understanding of the concept of HRD in SMEs. In addition, the research has combined a detailed theoretical research design with rigorous statistical analysis with a view to highlighting practical implications for organisations and individuals.

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TRAINING AND ORGANISATIONAL LEVEL OUTCOMES – A SYSTEMATIC LITERATURE REVIEW

Valerie Shanahan, Thomas N. Garavan, Ronan Carbery

Training is considered to be a fundamental component of any human resource management (HRM) function in an organisation. It contributes to the cultivation and development of human knowledge, skills, behaviours and attitudes. Although research on training and development is something that is not new to organisation literature, it remains an area that is weak in terms of theoretical underpinnings; it is methodologically difficult to measure; and it provides a very complex argument at the organisational level of its value creation. In this paper we conducted a systematic literature review (SLR) of 91 studies of training that measured for it’s relationship with organisational level outcomes. We explored the context of the training in these conditions, the methodological designs of the studies and the HRM, organisational and financial outcomes reported. We identify a number of important theoretical and methodological gaps in the current literature and make recommendations for both research and practice.

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CULTURAL INFLUENCES ON LEARNING TECHNOLOGIES IN HRD: AN AUTO-ETHNOGRAPHIC BRICOLAGE FROM THE HEALTHCARE INDUSTRY

Suji Iyer, Agatha Ekeh, Jamie Leitch

This poster presentation will present a bricolage of auto-ethnographic stories of three culturally distinct HRD professionals working in the healthcare industry. The purpose of the poster is to articulate cultural contexts experienced in learning within healthcare and describe the observed cultural beliefs and attitudes that influence adult learning. As noted by Bunch “understanding the cultural beliefs and assumptions about the function and the profession is crucial to developing new strategies for elevating training and ultimately, HRD”. The technological age adds yet another dimension to the culture in which HRD operates. This presents a unique challenge as the responsibility to determine the best use of technology in training rests on HRD practitioners. Thus, this poster will review literature on unique cultural aspects that influence technology-driven learning, situate this review within the context of the healthcare industry, offer auto-ethnographic reflections of HRD professionals as case examples of the triology of culture/technology/healthcare, and present recommendations to leverage these cultural aspects to develop organisational learning culture.

FROM SOMEONE WHO HAS BEEN THERE: INFORMATION SEEKING IN FACULTY MENTORING

Rebecca Follman

For tenure-track faculty, mentoring can be an important source of information needed for success in their new career and institution. Although information behaviour is central to the mentoring relationship, mentoring has not yet been examined through an information behaviour lens. This study sought to fill this gap by investigating mentees’ perceptions regarding how they and their mentors share information, what motivates them to seek information, what barriers exist to their information seeking, and what they believe contributes to a successful mentoring relationship. Data were collected using a Web survey and follow-up interviews, both of which explored the mentoring experiences of tenure-track faculty at an eastern United States university. Study findings suggest that the information seeking of mentees is akin to browsing in a document collection, that mentees’ information needs are fluid and highly contextualized, and that there are affective barriers to information seeking within the context of the mentoring relationship. The implications for practice are related to the administrator’s roles in addressing those barriers and creating a

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CONFERENCE POSTERS

culture in which information seeking is facilitated and personal relationships are fostered. Such a culture should involve training for both mentor and mentee, as well as a framework for the mentoring relationship that specifies its parameters.

THE BOLOGNA PROCESS IN PORTUGAL AND POLAND: A COMPARATIVE STUDY

Eduardo Tomé, Katarzyna Susabowska

We analyse the consequences of the introduction of the EU directed Bologna Process in Portuguese and Polish Universities. Specifically he study how has the Bologna Process impacted in the employment situations of Portugal and Poland. We use available official data on the implementation of the Bologna Process in Poland and Portugal. We conclude that a two tier division between “Good Students” and “Bad Students” exists. The first have good employment prospects, and relatively good wages, and they conjugate a professional experience with the Masters or the PhD degree; the second have poor employment prospects and low salaries and rely only on the first degree and further working experience. The study is important because it shows a new aspect of the troubled life of European young workers at the beginning of the 21st century. This is also the papers’ main originality.

VIRTUAL SCENARIO PLANNING

Rochell McWhorter, Susan Lynham

Both Scenario Planning (SP) and Virtual Human Resource Development (Virtual HRD) are well documented areas of inquiry in the scholarship of HRD. This poster illustrates the coalescence of these two areas of inquiry and offers a new construct, Virtual Scenario Planning (VSP). This new construct may offer new opportunities for HRD professionals including the inclusion of a more diverse stakeholders and an increased number of participants at a distance made possible by sophisticated video conferencing platforms now available and many currently utilised in organisations by virtual teams. This poster will review the current literature on SP and Virtual HRD and provide areas of discussion around this new construct.

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