Ann Herd

Employee Engagement and Leadership: Exploring the Convergence of Two Frameworks and Implications for Leadership Development in HRD

As the use of workplace knowledge economies increases and emerging motivational-state variables such as employee engagement become more widely used, current frameworks of leadership are undergoing changes in perspective and practice. Moreover, while shifts in workplace dynamics have occurred in practice for some time, scholars are now calling for a new perspective of leadership. This article explores the connection between traditional and emerging leadership theories and the motivational-state variable of employee engagement, building toward a conceptual framework proposed for further refinement, discussion, and ultimately testing. A conceptual link between meeting and understanding employee needs, the use of emotional intelligence as a leadership competency, and transformational leadership is examined. Implications for leadership development in research and practice in an HRD context bring this article to a close.

Assessment and Development of Global Leadership Competencies in the Workplace A Review of Literature

The Problem In the 21st century, globalization is key. Therefore, assessing and developing global leadership competencies is an important topic in human resource development (HRD). Global leadership competencies encompass personality traits, knowledge, and skills, as well as behaviors. While there has been a plethora of scholar-practitioner literature identifying global leadership competencies, there has been far less focus on assessing global leadership competencies and how these competencies are developed. The Solution We attempt to address this gap by examining the state-of-the-art literature on global leadership assessment and development from several disciplines, including HRD, management, and leadership. With regard to global leadership competency assessment, our goal is to synthesize the literature and provide HRD professionals with a systematic method for identifying instruments that measure core global competencies. With regard to global leadership development, our aim is to provide a framework for understanding how global leadership competencies can be developed. The Stakeholders The identification and categorization of various instruments that measure global competencies, as well as a framework that outlines methods to develop these competencies, will benefit human resource (HR) professionals and HRD practitioners.

Assessing global leadership competencies: the critical role of assessment centre methodology

The purpose of this conceptual paper is to examine the use of assessment centre (AC) methodology for addressing the ever-increasing demand for effective talent management of global leaders. Research is reviewed on the most commonly used questionnaire tools for assessing global leadership competencies, which lack the AC’s ability to provide behavioural evidence of leadership competency. A literature search is conducted to identify the extent to which scholarly research to date has examined the use of ACs to measure global leadership competencies. Based on the findings from the review of the literature, the authors recommend further exploration of a leadership AC approach as a ‘best practice’ talent management tool for measuring global leadership competencies. A framework is provided for designing ACs to evaluate and provide developmental feedback on the competencies identified as critical for successful leadership performance in an organization’s global environment.

Shifting practices in digital workplace learning: An integrated approach to learning, knowledge management, and knowledge sharing

No one can dispute the impact that technology innovation, especially the rapid development of information technology (IT), has on our work and life. It has not only created performance improvement ...

Gender, Career and Technical Education (CTE) Nontraditional Coursetaking, and Wage Gap

The two main objectives of this study were to examine the relationship between high school student (9th – 12th) gender and nontraditional career and technical education (CTE) course taking, and the combined effects of gender and program area on estimated future wage earnings for male and female CTE completers. A Midwestern state CTE database (143,510 male and 125,562 female students) designed to fulfill the data collection requirements mandated by the Perkins IV legislation was utilized to answer the two research questions. Findings from logistic regression showed that gender was a statistically significant predictor of nontraditional course taking pattern, with males taking more nontraditional courses than females. Findings from factorial analysis of variance indicated that the effect of gender on estimated future wage earnings measured by the Bureau of Labor Statistics was largely dependent on program area. These findings collectively suggest that although gender pattern in CTE course taking still exists, gender wage gap may be decreasing. Implications of these findings as they relate to educational policy and occupational gender segregation perspective are discussed.

Leadership Development Models and Practices in India: Review of Literature

Cross-cultural researchers study, in most cases, transfer of leadership development (LD) theory, research and practices from the USA to other country contexts. Less attention is paid to the development of indigenous models of leadership development in country-specific contexts. We address this gap by examining emerging leadership development practices in India. This chapter reviews scholar-practitioner literature on: (a) leadership development theories and models as applied to the specific context India and (b) emerging practices in leader and leadership development in India. We present implications for future research and practice in leader and leadership development.

Organizational Citizenship Behavior: An Exploration of One Aspect of Cultural Adjustment Faced by U.S. Army Soldiers Transitioning From Military to Civilian Careers

The Problem Organizational citizenship behaviors (OCBs) are discretionary employee behaviors, such as helping fellow employees or voluntarily promoting the organization, that are important contributors to several aspects of performance in organizations. One of the defining aspects of OCBs is that these behaviors are offered freely by employees; they are engaged in voluntarily. However, for some employees, these kinds of behaviors may be considered expected or required as part of the employees in-role job prescriptions. This is the case with Soldiers in the United States Army. The Solution In this conceptual paper, we juxtapose the treatment and conceptualization of OCBs in Army work culture with that in civilian work culture and posit that individuals transitioning from a career in military service to a civilian career may encounter a need for reframing these behaviors in their new work contexts. The Stakeholders For Soldiers, OCB-like behaviors are expected as part of their role and are measured in evaluations of performance. Because these behaviors are required of service members, but discretionary for most civilian employees, dissonance can be created for Soldiers transitioning from a military career to the civilian workforce.

Job satisfaction and turnover intentions among Indian call center agents: Exploring the role of emotional intelligence.

Emotional intelligence has been found to be related to job satisfaction and turnover for employees at all levels and is being explored by researchers in cross-cultural settings. The present study investigated the role of emotional intelligence in predicting job satisfaction and turnover for call center agents in India. Study participants were 299 call center agents in Bangalore and New Delhi, who were administered a questionnaire measuring their emotional intelligence, job satisfaction, and turnover intentions. Analyses revealed that emotional intelligence was positively related to job satisfaction, and job satisfaction mediated the relationship between emotional intelligence and turnover intentions. Implications of the study are discussed, including leadership and development practices to enhance emotional intelligence among employees in jobs requiring high levels of emotional investment, as well as the use of the culturally adapted emotional intelligence self-report measure developed by Singh (2004).

The Role of Leadership Support for Health Promotion in Employee Wellness Program Participation, Perceived Job Stress, and Health Behaviors:

Purpose: The purpose of the study was to explore the relationship between leadership support for health promotion and job stress, wellness program participation, and health behaviors. Design: A cross-sectional survey design was used. Setting: Four worksites with a range of wellness programs were selected for this study. Participants: Participants in this study were employees (n = 618) at 4 organizations (bank, private university, wholesale supplier, and public university) in the southeastern United States, each offering an employee wellness program. Response rates in each organization ranged from 3% to 34%. Measures: Leadership support for health promotion was measured with the Leading by Example instrument. Employee participation in wellness activities, job stress, and health behaviors were measured with multi-item scales. Analysis: Correlation/regression analysis and descriptive statistics were used to analyze the relationships among the scaled variables. Results: Employees reporting higher levels of leadership support for health promotion also reported higher levels of wellness activity participation, lower job stress, and greater levels of health behavior (P = .001). To ascertain the amount of variance in health behaviors accounted for by the other variables in the study, a hierarchical regression analysis revealed a statistically significant model (model F7,523 = 27.28; P = .001), with leadership support for health promotion (β = .19, t = 4.39, P = .001), wellness activity participation (β = .28, t = 6.95, P < .001), and job stress (β = −.27, t = −6.75, P ≤ .001) found to be significant predictors of health behaviors in the model. Exploratory regression analyses by organization revealed the focal variables as significant model predictors for only the 2 larger organizations with well-established wellness programs. Conclusion: Results from the study suggest that employees’ perceptions of organizational leadership support for health promotion are related to their participation in wellness activities, perceived job stress levels, and health behaviors.

Proven Leadership = College Credit: Enhancing Employability of Transitioning Military Members Through Prior Learning Assessment

The Problem As service men and women transition to the civilian workforce because of a major drawdown of combat forces, many will face challenges with education requirements necessary to gain employment they desire in the civilian sector. The Solution Consequently, colleges and universities are adapting to this group of adult learners with convenient, flexible, and structured pathways to greater levels of educational attainment. One method of assisting military-connected students and student veterans is acknowledgment of credit for prior learning in the military. Portfolio development for prior learning assessment (PLA) has become a practice for adult learners in many institutions. The Stakeholders This article provides a review of the literature on PLA and discusses how it may address a multitude of challenges faced by transitioning military members who wish to consider formal education as an avenue to move forward in their careers and lives.