John-Paul Hatala

Social Network Analysis in Human Resource Development: A New Methodology

Through an exhaustive review of the literature, this article looks at the applicability of social network analysis (SNA) in the field of humanresource development. The literature review revealed that a number of disciplines have adopted this unique methodology, which has assisted in the development of theory. SNA is a methodology for examining the structure among actors, groups, and organizations and aides in explaining variations in beliefs, behaviors, and outcomes. The article is divided into three main sections: social network theory and analysis, the social network approach and application to HRD. First, the article provides an overview of social network theory and SNA. Second, the process for conducting an SNA is described and third, the application of SNA to the field of HRD is presented. It is proposed that SNA can improve the empirical rigor of HRD theory building in such areas as organizational development, organizational learning, leadership development, organizational change, and training and development.

Making Transfer Climate Visible: Utilizing Social Network Analysis to Facilitate the Transfer of Training

In this article the authors introduce social network analysis (SNA) as a methodology for analyzing transfer climate prior to training. The literature has indicated that transfer climate is critical to a trainee’s ability to apply the new knowledge, skills, behaviors, and attitudes they gain through training back to the workplace. SNA serves as a tool for analyzing a participant’s organizational network relationships prior to training to help the facilitator, trainee, and supervisor gain an accurate picture of the transfer climate. Based on this analysis, measures can be taken to develop strategies to deal with relational barriers prior to training that will facilitate the participant’s transfer of learning back to the work environment. The process of conducting SNA is described and illustrated using a case example. The benefits of using SNA to enhance transfer climate and the implications for further research and practice are discussed.

A revised learning transfer system inventory: factorial replication and validation

The learning transfer system inventory (LTSI) is an empirically derived self-report 16-factor inventory designed to assess individual perceptions of catalysts and barriers to the transfer of learning from work-related training. Although a good deal of research has been done addressing various dimensions of the LTSIs construct validity, minor discrepancies in factor solutions in several studies together with problematic fit of some items suggest that further construct validity research is needed. Using data collected in 17 countries and utilizing 14 different language versions of the LTSI, the research objectives for this research were to (1) determine the number and nature of common factors involved to account for the pattern of correlations among the measured variables in LTSI version 3 using exploratory factor analysis (EFA) and (2) test via confirmatory factor analysis the validity of the factorial structure of the LTSI that emerged from the EFA and scale refinement efforts. Results provided strong support for the five- and 11-factor structure of the program-specific and training-general domains of a 48-item LTSI.

Managing Organizational Cultural Influences During the Implementation of Competency-Based Training

This article examines organizational cultural influences on a human resource development (HRD) practitioner’s ability to effectively implement a competency-based training program. A five-phase conceptual model was created based on the process of implementing a competency-based approach to training and examines how differing agendas from individual organizational members and key stakeholders can derail a program. Suggestions are provided on how HRD practitioners can deal with these influences to increase their chances for successful program implementation.

Antecedents of perceived overqualification: A three-wave study

Purpose – The purpose of this paper is to investigate the role of job search on perceived overqualification by applying the theory of planned behavior and including financial need and openness to experience as moderators. Design/methodology/approach – Three questionnaires were given at weeks 1, 8 and 12 to 436 practice firm participants. A total of 119 completed all three questionnaires. The authors used partial least squares to analyze the data. Findings – Job search self-efficacy was positively related to job search intentions and to outcome expectations. Job search intentions were positively related to job search intensity. Financial need acted as a moderator of the relationship between job search intensity and perceived overqualification such that for those with high-financial need higher levels of job search intensity resulted in higher perceived overqualification. Research limitations/implications – The authors found little support for the theory of planned behavior in the model. The authors found s...

Feedback-Seeking and Social Networking Behaviors During Job Search A Conceptual Model

This paper combines research on self-regulation, social resource theory, and weak tie theory to propose a conceptual model for why some people network more than others when searching for a job. This article explores the hypothetical relationship between social networking behaviors and self-regulatory mechanisms. Specifically, the focus is on explaining the differences in the job seeker’s feedback-seeking and networking behaviors and how they vary depending on state and trait goal orientation, motives for feedback seeking, and types of ties the job seekers connect with. A conceptual model of self-regulation and social networking behaviors presents a set of testable relationships that can be explored using correlational and experimental methods. The article also proposes specific research directions for testing the model and discusses the practical implications of the relationships.

Weak Ties and Self-regulation in Job Search The Effects of Goal Orientation on Networking

The purpose of this study is to empirically investigate the relationship between the self-regulatory variable of goal orientation and the extent to which job seekers reach out to and use weak ties in their job search. Weak ties, as defined by Granovettor, are connections to densely knit networks outside the individual’s direct contacts who could provide nonredundant information. The study builds on the previous conceptual work that discussed how learning and performance goal orientation, as a part of a larger system of self-regulatory variables, may affect the extent to which individuals seek feedback and network during job search. Using a sample of Canadian job seekers, this study examines whether learning goal-oriented individuals contact weak ties more often than performance goal-oriented individuals. The results indicate that both performance and learning goal orientation are significant predictors of weak tie counts.

Methods for Analysis of Social Networks Data in HRD Research

The Problem Many phenomena in human resource development (HRD) research unfold in the social context. Most of the variables HRD researchers study, even if these are individual-level variables, are inevitably affected by the formal and informal network of actors in which an individual finds oneself. This relational influence is commonly ignored in studies of performance, learning, change, and other questions. The Solution Social networks analysis (SNA) is a methodology that makes it possible to take the relational aspect into account. It allows researchers to model the social capital of an actor and examine how connectivity and position in the network interacts with or influences important outcomes. The Stakeholders Researchers in the field of HRD will be able to uncover a wealth of new information and gain a new perspective by including SNA in their toolkit. This article provides the researchers with an introduction to the methods and provides suggestions for their application.