Baiyin Yang

Identifying Valid and Reliable Measures for Dimensions of a Learning Culture

The problem and the solution. There continues to be a strong interest in the learning organization construct. This construct has attracted increasing attention conceptually but has been underresearched empirically. Human resource development scholars and practitioners alike face a challenge when they attempt to assess such an abstract idea and its effect on organizational performance. This article shows how the concept of a learning culture can be adequately measured and validated by relating it to organizational performance.

Toward a Holistic Theory of Knowledge and Adult Learning

This article proposes a holistic theory of knowledge and adult learning. The theory posits that knowledge consists of three indivisible facets—explicit, implicit, and emancipatory knowledge, and that each of the knowledge facets consists of three layers—foundation, manifestation, and orientation. The holistic theory calls for a dialectical perspective about the dynamic relationships among the three facets to better understand learning. Three contemporary paradigms of knowledge and learning are examined under the perspective of the holistic theory.

Is the learning organization a valid concept in the Taiwanese context

Purpose – This study aims to investigate the psychometric characteristics of a Chinese version of the Dimensions of Learning Organization Questionnaire (DLOQ©).Design/methodology/approach – The DLOQ©, developed by Watkins and Marsick in 1997, assessed the characteristics of a learning organization. This study employed a survey validate utility of the DLOQ© for the Taiwanese context.Findings – Psychometric analyses revealed that the Chinese DLOQ© has reasonable reliability, and that the seven‐dimensional factor structure was appropriate for the Taiwanese context. Study results also revealed that the seven dimensions of a learning organization can classify different organization types successfully and demonstrate a statistically significant correlation between organization type and perceptual measures of organizational performance.Research limitations/ implications – This study has implications for both research and practice in HRD. It offers preliminary evidence of reliability and validity for the Chinese ...

Predicting Academic Performance in Management Education: An Empirical Investigation of MBA Success

Abstract The masters of business administration (MBA) program is one of the most popular approaches to management education. This study investigates the impacts of several precedent variables on the academic performance in an accredited MBA program. A prediction model was developed with multiple regression, and results showed that undergraduate grade point average and scores on the Graduate Management Admissions Test had significant impacts. Implications for management education are discussed.

Influence of demographic factors and ownership type upon organizational learning culture in Chinese enterprises

This empirical study, using Western concepts incorporated into the Dimension of Learning Organization Questionnaire (DLOQ) instrument and data collected from 919 employees in nine companies located in Guangdong Province, China, explored organizational learning culture in Chinese business settings. Findings suggest that the DLOQ is applicable to the Chinese context, and demographic variables, such as age and educational level, and the type of ownership of Chinese companies (state-owned enterprises and privately owned enterprises), show differences in organizational learning culture. Discussions and implications are provided.

Can Adult Learning Theory Provide a Foundation for Human Resource Development

The problem and the solution. The field of human resource development (HRD) has been viewed as being supported by three theoretical foundations—namely, economic, psychological, and system theories. Although contributions of adult learning theory have been long acknowledged, it is more important to recognize its unique role of incorporating three theoretical foundations and consequently providing a distinct foundation of HRD. By identifying the relationship between HRD and one of its closely related fields, adult education, this article argues that it is adult learning theory that provides a foundation and linkage for both fields.

Holistic Learning Theory and Implications for Human Resource Development

The problem and the solution. The adult learning literature provides a number of concepts and theories of adult learning. No unifying theory of learning has emerged because of the complexity and diversity of the adult learning process. A recently developed holistic theory provides an integrative framework to examine some of the contemporary adult learning theories. Implications for human resource development theory, research, and practice are discussed.

National Human Resource Development in the People’s Republic of China

The problem and the solution. As a developing nation and the most populous nation in the world, the People’s Republic of China (PRC) faces unique challenges and opportunities in developing its tremendous human resources. Since its policy of “reform and open-door” was initiated in the late 1970s, China has moved steadily in establishing a nationwide policy of developing human resources. This article identifies major issues and key themes of developing human resources as a national policy with effective measures.

Creativity and Human Resource Development: An Integrative Literature Review and a Conceptual Framework for Future Research

A focus on creativity has increased in the last two decades due to the turbulent changes in the business environment, the fierce competition in the global market, and the knowledge-based economy that has made jobs more complex and mobile. This article discusses the history and transition of creativity research based on three perspectives of creativity: personal characteristics, contextual perspectives, and integrative perspectives. This article also reviews the extant empirical studies that have been published from 2001 to 2012. Furthermore, to stimulate more rigorous creativity research in human resource development (HRD), this article provides a conceptual framework integrating personal factors and contextual factors such as organizational, social/group, and job contexts. Finally, theoretical implications and recommendations for future creativity research in HRD are discussed.

Holistic Views of Knowledge Management Models

The problem and the solution. Based on a newly developed holistic theory of knowledge and learning, this article critically evaluates selected models of knowledge management (KM) and proposes a holistic KM model. Most existing KM models tend to narrowly define knowledge from conceptual and perceptual perspectives and fail to recognize affectual knowledge such as values and visions. Furthermore, most models view KM as a linear or cyclical process and thus fail to identify the multidimensional nature of the knowledge dynamics between individuals and organizations. Implications of the holistic model for human resource development are discussed.