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Esworthy Malcolm S. Knowles Dissertation of the Year Award

The AHRD Esworthy Malcolm S. Knowles Dissertation of the Year Award is given to commend an outstanding doctoral dissertation that exemplifies scholarly work and contributes to the HRD field.

Submission for this award is not considered submission for the 2017 AHRD International Research Conference in the Americas proceedings, and the winning dissertation is not published in the conference proceedings.

If you are interested in getting your dissertation published in the conference proceedings, you are encouraged to submit a version your paper conforming to the Call for Submissions guidelines for the 2017 conference.

In order to be eligible for this award, a dissertation must have been completed no more than 24 months prior to the submission deadline. We encourage doctoral graduates of the 2014-2015 and 2015-2016 academic years to submit an abbreviated version of their completed dissertation according to the following guidelines.

Submission Deadline: November 4, 2016  |  Submit the Form Now!

Chair, Sewon Kim

Award Criteria

The AHRD Esworthy Malcolm S. Knowles Dissertation of the Year Award Committee evaluates each submission against five criteria:

  • The evident theoretical and practical importance of the problem
  • The appropriateness of methods used
  • The extent to which the results justify the conclusions
  • The contribution to new knowledge on research and practice in the HRD profession
  • The quality of the writing and reporting

Based on the committee’s initial evaluation, the top finalists then submit their full dissertation for review. The committee identifies the single winner based on review of each finalist’s full dissertation using the same five evaluation criteria. These top finalists are expected to register for the AHRD International Research Conference in the Americas.

Nomination Process

The submission should:

  • Include a cover page that identifies:
      • Dissertation title
      • Author
      • Author’s current affiliation
      • Author’s current email address
      • Author’s current telephone number
      • Degree granting institution
      • Academic year granted
      • Dissertation advisor
      • Dissertation advisor’s current affiliation
      • Dissertation advisor’s current email address
      • Dissertation advisor’s current telephone number
      • Dissertation committee members
  • Include a recommendation from a dissertation committee chair (the recommendation letter must be sent in a separate email from the committee chair; click here to submit the letter)

  • Meet the following formatting requirements:

    • Have 1” margins on all sides (left, right, top, bottom)
    • Use 12-point font
    • Follow formatting as defined by the Publication Manual of the American Psychological Association (APA) (6th ed.).
    • Be no more than 21 pages, including all front and end matter (e.g., cover page, references, appendices)
    • Be sent as an MS Word document only or it will not be reviewed

Submissions not following the above guidelines may not be considered


Nominations due by November 4, 2016.

Deadline to report the award winner is due to the Office by January 13, 2017.

Award Winners


Development and Validation of the Employee Expertise Development Scale (EEDS)

  • Yujin Kim, University of Connecticut


The Meaning and Measurement of Employee Engagement: Exploring Different Operationalizations of Employee Engagement and Their Relationships with Workplace Stress and Burnout Among IT Professionals in Community Hospitals

  • Paula E. Anthony-McMann, University of Texas at Tyler


Scale Development and Validation to Measure the Dimensions of Contemporary Career Development Organizational Culture

  • Nisha Manikoth, The George Washington University


Voluntary Career Transition of Managers in China: A Grounded Theory Study

  • Judy Yi Sun, The University of Texas at Tyler


Understanding creativity in organizations: The relationship among cross-level variables and creativity in research and development organizations

  • Laird D McLean, University of Minnesota


Managerial Coaching Behavior and Employee Outcomes: A Structural Equation Modeling Analysis

  • Sewon Kim, Texas A&M University


The Development of an Improved Human Capital Index for Assessing and Forecasting National Capacity and Development

  • Olha Verkhohlyad, Texas A&M University


Organizational Learning, Entrepreneurial Opportunity Recognition, and Innovation Performance in High Technology Firms in Taiwan

  • Yu-Lin Wang, University of Illinois at Urbana-Champaign


A path analysis of relationships among job stress, job satisfaction, motivation to transfer, and transfer of learning: Perceptions of Occupational Safety and Health Administration outreach trainers

  • Prakash K. Nair, Texas A&M University


Development and Preliminary Validation of a Psychometric Measure of Expertise: The Generalized Expertise Measure

  • Marie-Line Germain, Barry University


White Males in Transition: Describing the Experience of a Stalled Career

  • Martin B. Kormanik, George Washington University


The Relationships Among Adult Attachment, General Self-Disclosure, and Perceived Organizational Trust

  • Samuel Adams, Virginia Polytechnic Institute and State University


Toward a Theory of Continuous Socialization for Organizational Renewal

  • Monica M. Tuttle, University of Minnesota


Beyond Skill Development The Effects of Training and Development on the Attitudes And Retention of Employees

  • George S. Benson, University of Southern California, Los Angeles


The Journey of Becoming A Diversity Practitioner: The Connection Between Experience, Learning and Competence

  • Terrence E. Maltbia, Columbia University


Perception of learning culture, concerns about the innovation, and their influence on use of an on-going innovation in the Malaysian public sector

  • Rebecca Fatima Sta Maria, University of Georgia


The Relationship Between Human Resource Development and Business Strategy in Fortune 500 Companies

  • Erica D. Kalata, University of Illinois at Urbana/Champaign


Strategies in Organizing Work-Related Learning

  • Rob F. Poell, University of Nijmege


Managers as Facilitators of Learning in Learning Organizations

  • Andrea Ellinger, University of Georgia


The Effect of a Perceived Leadership Style on Subordinates Information Seeking Behavior: A Transformational and Transaction Leadership Theories Perspective

  • Svjetlana Madzar, University of Minnesota

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