Monthly Newsletter | October 2014 | View Online
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Association News

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News about 2015 Conference in the Americas

Journal News

SIGnals from Our Special Interest Groups


Final Thoughts

Job Postings


About the Digest


From the Board

AHRD SIGs – Building Our Scholarly Communities

By Julie Gedro

One of the most extraordinary aspects of the Academy of Human Resource Development is that it strikes a balance between stability and vitality.

We have created a successful professional organization around our discipline and we have traditions such as the annual conferences, and high quality publications that attract manuscripts from the leading scholars in the field. There is a regular rhythm to our annual Conference in the Americas that attracts longer-term members, as well as newcomers, to offer submissions and to engage in the conference. Our community is bounded by interest in HRD, and yet it is permeable enough to welcome newcomers. We have several different entry points for service that allow someone to acquire experience and skills in various forms, such as manuscript reviews. There are Special Interest Groups, webinars, journals, three conferences (Americas, Europe and Asia), and there are lifelong friendships that develop within and as a result of AHRD.

There is room at the proverbial AHRD table for a range of participants. I will never forget my first AHRD conference in Waikiki. It was enjoyable because of the location and because friends like Tonette Rocco and Laura Bierema were there. On an academic level, I can count on one hand, using three fingers, how many attended my session on lesbians in corporate America. I did not arrive at AHRD with much fanfare. However, I have remained loyal and engaged in AHRD because I have seen the growth and expansion, over time, of this organization to be receptive to different subjects and methodologies of scholarship. Not only are some of my topics of study a bit non-traditional, so is my professional context.

I am on the faculty of Empire State College. We are part of the State University of New York system, and we are a non-traditional institution that serves adult learners. We do not have a formal HRD program. The way that I spend my workday is likely quite different than a faculty member at a traditional school. Students design their own individualized degree programs guided by a faculty mentor (like me). Even though we are not an HRD “powerhouse” in the traditional sense, we have an earnest presence at AHRD. My friend and colleague, Angela Titi Amayah, is this year’s Associate Proceedings Editor, for example.

The point is that AHRD has some wonderful traditions that ground us and give us a sense of stability; we are also an organization that welcomes those who do not fit traditional “molds” — whether those molds be subject matter, methods, or institutional.

If you are reading this and feel that you are fully flexed with your engagement in AHRD, then you may understand my enthusiasm. If you are a bit on the fence about getting or staying involved, I can provide a first-person attestation that you can find a path in AHRD that matches, uplifts, and enhances your professional development and enjoyment.


Call for Board Nominations

The AHRD Board of Directors, guided by the leadership of the President, enacts the vision and directs the activities of the Academy of Human Resource Development (AHRD). This year, AHRD members will nominate and elect three Board members. We need your help to find the best candidates for these important positions — people who will lead our ever-growing and ever-changing Academy with vitality and vision.

Board Member Nominations:

Any member of the AHRD, including former Board members, is eligible to be nominated to serve on the Board. Self-nominations are also accepted. AHRD has a strong commitment to diversity in its general membership and to the diversity of the membership of its Board. Those considering having their names placed in nomination should consider their time commitment for Board assignments. Each member of the Board is given at least two assignments, which include serving on a Board committee and as Board liaison to an Academy committee. Board members are elected for a three-year term and are expected to attend the Board meetings during the annual conferences in 2015, 2016, 2017 and 2018 and one additional Board meeting each year of the three-year term, which are scheduled in the fall and at various locations. Board members are expected to cover their own expenses for attendance at scheduled Board meetings.

Nominations Procedure:

All nominees must adhere to following election guidelines.

Nominations for Board members should be sent to Darlene Russ-Eft by October 24, 2014. Nominations will close on October 24, 2014. Whether you nominate yourself or someone else, all nominees must provide a written statement that includes both their biographical information and vision for the Academy, including how they would like to contribute in their role as a Board member. You are restricted to a total of 250 words for your statement, which includes both your biographical information and vision. If the statement exceeds this word restriction, sentences will simply be dropped from the end of the statement to fit the space limitation.

Please note that the use of flyers or the AHRD listserv for the promotion of candidates is prohibited.

Please send nominations and nominee statements to Darlene Russ-Eft, Chair, AHRD Nominating Committee, via email A reply email confirmation will be sent to you indicating that your nomination has been received. If you do not receive this confirmation within 48 hours, please re-send and/or contact

All AHRD members will receive instruction for completing their ballot, which will be found at the AHRD website in November. The AHRD election process will be completed by December 12, 2014, and new Board members will be introduced to the Academy at the AHRD International Research Conference in the Americas, February 18-22, 2015.

Call for Papers – UFHRD 2015

urhrd 2015 logo Submissions are now being accepted for the 16th International Conference on Human Resource Development Research and Practice across Europe, to be held in the School of Management and Marketing, University College Cork, Ireland from 3-5 June 2015. The theme of the conference, Towards Evidence Based HRD Practice, centres on the need to bridge the gap between academic research and industry practice resulting from the lack of research that tests theory in the real world of practice.

For this conference, we invite submissions (however broadly) within the conference theme. The 11 streams include: Leadership, Management and Talent Development; Technology, eLearning and Virtual HRD; Career Management & Development, Knowledge Management, Organisational Learning and Organisation Development; and Assessment, Measurement and Evaluation of HRD. The conference will feature a doctoral colloquium in addition to a cultural tour of the area.

Keynote speakers for the conference are Prof. Sandra Robinson, University of British Columbia; Prof. David Collings, Dublin City University; Prof. Mike Morley, University of Limerick; and Aidan Lawrence, Learning and Organization Development Director, Hewlett Packard.


castle cork ireland Located on the south-east coast of Ireland, Cork is a former European Capital of Culture with grand Georgian parades, cramped 17th-century alleys and modern masterpieces such as the Opera House, Crawford Art Gallery and the famous English Market. Within a short distance of the city are the legendary Blarney Stone and Castle, the historic town of Kinsale, and the Jameson Whiskey Distillery. The county of Cork is within the province of Munster and is within driving distance of the Cliffs of Moher, the Aran Islands, the botanically important Burren Region, Bunratty Castle, the Ring of Kerry, and the lakes of Killarney.

Key dates:

10th November 2014:

Final date for abstract submission

15th December 2014:

Decision notification to authors

16th February 2015:

Camera-ready submissions due

27th March 2015:

Early bird registration closes

29th May 2015:

Conference registration closes

3rd–5th June 2015:

UFHRD conference

Submission Guidelines:

Abstracts should stress and sum up the paper’s importance, theoretical base, research purpose, research question, implications for practice, and conclusions. All abstract submissions should be in English, and can take one of the following formats:

Refereed papers: 1250 words max.
Working papers: 750 words max.
Poster sessions: 500 words max.

For more information, please see or contact Ronan Carbery, Conference Chair at


Reviews in Process

The reviewing process for all submissions is in high gear and will be wrapping up soon. We expect notifications to be to submitters no later than October 24. With over 200 refereed submissions, our gratitude goes out to our dedicated track chairs and reviewers for their hard work to make St. Louis an outstanding conference.

Conference Registration Will Open Soon

Conference registration will be available via Conference Central in November. The Conference Team will send an email to all members when it’s available — along with information about many exciting developments emerging for the conference.

Photographer Opportunity Available

The Conference Committee is looking for a member who is interested in taking professional photos at the conference. Complimentary full conference registration will be offered in exchange for your service. We ask that photos be taken at the Friday night awards presentation, Saturday night reception and banquet and throughout the conference at various sessions and other conference events. You will be required to bring your own camera. Photos must be uploaded to AHRD’s Flickr account throughout the conference. Please email Carissa Wolf if you are interested in this opportunity.

Hold the Dates on Your Calendar & Make Your Travel Plans

Reminder: The AHRD conference is February 19-21, with pre-conference sessions and activities February 17-18. We hope you’ve reserved those dates on your calendar and plan to attend the conference! Conference registration will be available in late October/early November, but you may want to consider starting to make your travel plans (hotel details on Conference Central now).

We hope you’ll consider participating in a pre-conference this year (on February 17 and/or 18). The Conference Team has already had a preview of some proposals for pre-conferences and we can assure you that there will be 2-3 really compelling pre-conferences available to select from! Also, we highly recommend being at the conference hotel by noon on Thursday, February 19 to optimize the first day of conference activities. The Conference Team is considering some innovation around the way that first day of the conference has traditionally been scheduled, and you won’t want to miss it!

Journal News


By Julia B. Storberg-Walker

Editorial Team Announcement:

As HRDR’s new editor, I am pleased to announce the appointment of the new editorial team members. Drs. Julie Gedro and Jia Wang are serving as Associate Editors, and Mari Campuzano is serving as Managing Editor and Social Media Coordinator.

Julie Gedro is Associate Professor of Business, Management and Economics with SUNY Empire State College. She has a B.A. in Economics and English from the College of William & Mary, an M.B.A. in Information Systems from Kennesaw State University, and an Ed.D. in Adult Education and Human Resource Development from the University of Georgia.

Jia Wang is Associate Professor of Human Resource Development in the College of Education and Human Development at Texas A&M University, College Station, Texas. She has a Ph.D. in Human Resource and Organizational Development from the University of Georgia, and an M.B.A. in Management from Aston Business School, Aston University, UK. Her research focuses on international and national HRD, crisis management, and learning within organizations.

Mari Campuzano is a doctoral student in the Human and Organizational Learning department at George Washington University. She received her Master’s degree in Educational Leadership from Florida International University, where she served as an Academic Advisor. Her research interests include women leadership in the professional sport industry.

Social Media Campaign Announcement:

One of the new initiatives at the journal is to extend our outreach through social media to reach more deeply into the scholarly community and to develop a network of colleagues who want to know about cutting-edge HRD research. This week, our first entry to Sage Publication’s Management INK’s blog will be posted for world-wide distribution, and we have a calendar full of interesting and topical information that will be continually pushed out through various social media outlets.

Here’s the text of the Management INK posting—it offers an introduction to our new initiative and information on how to stay connected to HRDR:

“Ever wondered who's behind the work at Human Resource Development Review (HRDR)? Or perhaps anticipate what will be in the next issue? HRDR is excited to kick off its social media campaign and looks to build a community of colleagues by sharing most read, most cited, and award-winning research articles, as well as editorial board, author, and graduate program and student spotlights. We know that HRDR offers its readers a wealth of resources to our scholarly community, and connecting scholars, practitioners, and graduate students through social media is our next step in sharing these great resources.”

You can learn more information about the journal at and sign up for e-alerts of Table of Contents and other HRDR news. Take a moment to follow us and join our online networks, link with colleagues worldwide, and share with others!

Twitter: @HRDRJournal
Instagram: @hrdrjournal

We look forward to connecting with you!


By Ellen Scully-Russ

Be sure to check out the new issue of ADHR, titled "Critical Perspectives and the Advancement of HRD".


By Andrea D. Ellinger

Warm Greetings, Colleagues. The HRDQ Editorial Team would like to share the following ISI Journal Citation Report information regarding the HRDQ Impact Factor and Journal Rankings:

The 2013 Impact Factor for HRDQ is .854 (an increase over the 2012 Impact Factor of .653) with journal rankings as follows: 12/26 in Industrial Relations and Labor [the 2012 ranking was 12/24 in Industrial Relations and Labor], 51/75 Applied Psychology [the 2012 ranking was 58/72 Applied Psychology], 114/172 Management [the 2012 ranking was 130/172 Management].

In addition, you should have received your print copy of 25(3) or electronic access to this issue. This is the third issue in our Silver Anniversary Volume 25 and we want to draw your attention to two invited feature contributions. The Editorial, “Improving the Quality of Mixed Research Reports in the Field of Human Resource Development and Beyond: A Call for Rigor as an Ethical Practice,” by Anthony J. Onwuegbuzie and Julie A. Corrigan is a wonderful primer on mixed methods research. We highly commend it for use in doctoral research courses. It can also serve as a valuable resource for members of the Qualitative and Quantitative SIGS within the AHRD, and should be a useful reference for those engaged in mixed methods research.

The feature article, “Toward Mature Talent Management: Beyond Shareholder Value,” by David G. Collings represents a very insightful examination of Talent Management which we believe can be used to stimulate more research on this important topic.

The remaining content of this issue includes three articles that focus on leadership and employee development issues and should be of particular interest to those studying in these domains:

  • Transformational Leadership and Organizational Commitment: The Mediating Role of Job Characteristics by Nicolas Gillet and Christian Vandenberghe
  • Mentoring and Leader Identity Development: A Case Study by Douglas Muir
  • What Factors Affect Teachers in Taiwan in Becoming More Involved in Professional Development? A Hierarchical Linear Analysis by Hsiao-Wen Liu, Jihn-Chang J. Jehng, Chun-Hsi V. Chen, and Meiyu Fang

We also provide you with the Table of Contents for the final issue of our Silver Anniversary Volume, 25(4), as follows. This issue will represent HRDQ’s premiere of Wiley’s Early View (similar to Online First):

Future Trends in Training by Kurt Kraiger, Colorado State University
In connection with the 25th anniversary of Human Resource Development Quarterly, I have been asked to comment briefly on current and emerging trends in research on training and development, a core function of Human Resource Development (HRD). I will do this in three sections: a summary of past research, an examination of state-of-the-art research, and a brief glimpse forward to the future.

What Do HRD Scholars And Practitioners Need To Know About Power, Emotion And HRD? Russ Vince, University of Bath
In this article, written for the 25th anniversary volume of HRDQ, I have been invited to focus on emotion and power in the context of HRD. It is hoped that my article will help to inform and to stimulate the future flow of manuscripts in this area. My starting point is to suggest a simple rule, which is that development is beset with contradictions. I argue that a better understanding of the contradictions that are integral to HRD will lead to improvements in the design and implementation of learning and development practices within the messy, complicated, and power-filled world of organizations.

Equity Theory Constructs in a Romanian Cultural Context by Carmen Buzea, Transilvania University of Brasov
This study explores how Romanian employees understand and describe equity theory constructs. We conducted 87 interviews to identify employee perceptions in relation to: (1) contribution that is worthy of reward, (2) expected rewards in return for contribution, (3) referent person selected for comparison in order to evaluate the fairness of employee-employer exchange, and (4) the dominant strategy to reduce inequity. Results show that Romanian employees expect to be rewarded first for their personal features and second for their work behavior. The non-financial rewards, mainly appreciation and recognition, have similar importance as financial rewards. When they evaluate the exchange with the organization, Romanian employees choose not to compare with others or to compare with their own performance standards. The preferred strategy to reduce inequity is to cognitively distort inputs and outcomes, by lowering the value of work effort and maximizing the occupational status. Implications for human resource development practice and future research are considered.

Differentiating the three components of resistance to change: The moderating effect of organization-based self-esteem on the employee involvement-resistance relation by Antonia Mercedes García-Cabrera, Universidad de Las Palmas de Gran Canaria and Fernando García-Barba Hernández, Cabildo Insular de Gran Canaria
This article deepens and expands the study of the three dimensions of resistance to change in employees: resistant thought, resistant feeling and resistant behavior. It includes an analysis of the moderating effect of the employee’s organization-based self-esteem on the influence of variables related to the management of the change process (i.e., involvement in the change—communication and participation) on each of these dimensions of resistance. The empirical analysis uses a sample of 143 employees who work in companies that embarked on programs of structural change in the two years prior to the current research being carried out. The results support the moderating effect of organization-based self-esteem on the influence of employee participation on resistant thought and resistant feeling, but not on resistant behavior. The results also suggest that resistant thought, resistant feeling and resistant behavior have different antecedents related to the context of the change (employee involvement in the change and employee perceived benefits).

Do Diversity Reputation Signals Increase Share Value? by Alison Cook, Utah State University and Christy Glass, Utah State University
This analysis contributes to the ongoing scholarly debate regarding the relationship between firms’ efforts to promote diversity and financial performance. Most research contributing to this debate focuses on specific efforts of firms, such as progressive human resource policies and leadership personnel changes, on firm-level outcomes. Much less research focuses on the impact of reputational signals on performance. However, we argue that reputation signals may provide an even stronger test of the impact of diversity efforts on performance. We analyze the impact of diversity awards, which recognize companies at the forefront of progressive human resource policies, on share value. We use event study methodology to test hypotheses derived from signaling theory to predict investors’ reaction to the announcement of diversity awards. Overall we find that diversity award recipients are rewarded for these efforts by a significant increase in share price. Our research lends support to the business case for diversity by demonstrating that investors interpret diversity reputation signals as contributing to firms’ financial value. Further implications of these findings for corporate decision makers, policy makers and scholars are discussed.

Content that will soon be featured on Early View includes articles scheduled for publication in Volume 26:

Group Development and Team Learning: How Development Stages Relate To Team-Level Learning Behavior by Eva Kyndt, Center for Research on Professional Learning and Development and Lifelong Learning, University of Leuven, Belgium; Stefan Decuyper, Center for Research on Professional Learning and Development and Lifelong Learning, Univeristy of Leuven, Belgium; Piet Van Den Bossche, Institute for Education and Information Science, University of Antwerp, Belgium, Maastricht University, The Netherlands; Filip Dochy, Center for Research on Professional Learning and Development and Lifelong Learning, University of Leuven, Belgium; and Elien Degraeve, Unicorn Group NV, Belgium

The Impact of Feedback Orientation and the Effect of Satisfaction with Feedback on In-Role Job Performance by Anwar Rasheed, King Saud University, Riyadh, Saudi Arabia

Development (f)or Maintenance? An Empirical Study on the Use of and Need for HR Practices to Retain Older Workers in Healthcare Organizations by Klaske Veth, Hanze University Groningen, The Netherlands; Ben Emans, University of Groningen, The Netherlands; Beatrice Van der Heijden, Radboud University Nijmegen, The Netherlands; Hubert Korzilius, Radboud University Nijmegen, The Netherlands; Annet De Lange, Radboud University Nijmegen, The Netherlands

(Re)Interpreting Action, Learning, and Experience: Integrating Action Learning and Experiential Learning for HRD by Roland K. Yeo, University of South Australia Business School and Michael J. Marquardt, The George Washington University

Factors Affecting Perceptions of Procedural Fairness of Downsizing: A Policy Capturing Approach by Jennifer Bragger, Montclair State University; Diana Evans, Montclair State Universitt; Gene Kutcher, Rider University; Ken Sumner, Montclair State University

Intra and Inter-organisational Learning Networks and the Implementation of Quality Improvement Initiatives: The Case of a Portuguese Teaching Hospital by Sara Mónica Moutinho Barbosa de Melo, Queen's University Belfast and Matthias Beck, Queen's University Belfast

(Mis)Interpretations of Organizational Socialization: The Expectations and Experiences of Newcomers and Managers by Russell Korte, Colorado State University, Samantha Brunhaver, Stanford University, and Sheri Sheppard, Stanford University

Theoretical Constituents of Relatedness Need Satisfaction in Senior Executives by Marcus B. Mueller, Sacred Heart University, Luxembourg and Geoff P. Lovell, University of the Sunshine Coast, Maroochydore, Australia

We hope that this forthcoming content, soon to be available on Early View, will be of interest to you. We thank you for your continued support of HRDQ as submitting authors and reviewers, and those of you who serve on our Editorial Board.

Kind regards,

Andrea D. Ellinger, Editor
Mary Lynn Lunn, Managing Editor
Associate Editors: Valerie Anderson, Claire Gubbins, Kim Nimon, Maura Sheehan, and Jon Werner

SIGnals from Our Special Interest Groups

Leadership and Career Development SIG Elections Update

The Leadership and Career Development SIG recently conducted Steering Committee elections, and these nominees were elected:

  • Steering Committee Chair: Kristina Natt och Dag
  • Steering Committee Professional Member-at-Large: Dan McGurrin
  • Steering Committee Academic Member-at-Large: Kathy Yeager
  • Steering Committee Student Member-at-Large: Laurie Brummitt

The Steering Committee will work hard to prepare for the 2015 conference in St. Louis, and will look forward to continuing to strengthen the leadership SIG, which includes a revitalized focus on leadership scholarship and rigorous research.


Call for Award Nominations

One highlight of the AHRD conference is the awards ceremony, where the Academy recognizes the contribution of our members to the field of HRD and to our community. Members can nominate themselves and colleagues for the following awards by visiting the Academy Awards page on the AHRD website.

  • AHRD Excellence in Scholarly Practice Award
  • Early Career Scholar Award
  • HRD Scholar Hall of Fame
  • Outstanding HRD Scholar Award
  • Esworthy Malcolm S. Knowles Dissertation of the Year Award
  • R. Wayne Pace Book of the Year Award
  • AHRD Service Award

Please visit the site to learn about the criteria for these awards. Nominations will be accepted through the AHRD website only. Nominations remain open until 5:00 pm Eastern, November 3, 2014.

Looking for Book of the Year Reviewers

The R. Wayne Pace Book of the Year Committee is currently seeking new members to serve on this exciting committee. Each year, committee members receive copies of the best, most influential, and ground-breaking books published in the field of HRD. The role of the committee is to read each book they receive and help select the book of the year through an objective, criterion-based process. Time commitment is extensive during the months of November and December due to reading, but very minimal the rest of the year.
Please contact Brad Shuck, Chair of the R. Wayne Pace Book of the Year Committee, if you are interested in serving on this committee.

Advances in Developing Human Resources (ADHR) Editor-in-Chief

ADHR invites applications for the position of Editor-in-Chief (EIC). The term of office is three years, beginning in July 2015. ADHR covers topics that are relevant to HRD practice. Each issue of the journal is devoted to a specific theme central to the development of human resources. Recent issues have focused on coaching, virtual human resource development and critical HRD.

Desired qualifications for the EIC include:

  • A strong record of scholarly contribution to human resource development, reflected in publication in scholarly journals and presentations at professional conferences;
  • Experience as an editor, associate or assistant editor, or editorial review board member;
  • Familiarity with ADHR – its mission and the audience it serves;
  • A demonstrated ability to lead an editorial team, editorial board, and authors and reviewers;
  • Excellent project management and organizational skills to ensure publication deadlines are met and quality is maintained;
  • Evidence of support and commitment from the applicant’s institution – particularly in terms of release time and administrative support.

Applications should include the following:

  • A letter of application that addresses how the candidate meets the desired qualifications
  • A current curriculum vita
  • A letter of institutional support (e.g., dean and/or provost)

The successful applicant will have an advanced degree in HRD or related field and be currently working in an HRD role in education, business, government, and/or community sectors. Demonstrated experience with the editorial process (as editor, associate editor or editorial board member) is preferred. A stipend is provided.

Please send application materials to Kim McDonald by December 15.

Questions? Please contact:

Kimberly McDonald, Ed.D.
Editor-in-Chief, ADHR
Indiana-Purdue University Fort Wayne
Fort Wayne, IN 46805
Phone: 260-481-6418

Looking for AHRD Webinar Ideas

The Academy is dedicated to providing relevant and innovative professional development to its members. One way AHRD does that is through providing webinars to members and the wider community of HRD scholars and practitioners. Currently we are seeking individuals who are interested in facilitating a webinar. Webinars run 60 to 90 minutes, focus on a wide range of topics, and can be facilitated by a single individual or small group. Expressions of interest in the form of proposed webinar title, primary audience, and aims, along with your contact information can be sent to Robin Grenier by November 1, 2014.


Join us in St. Louis for the AHRD Conference in the Americas, February 19-21, 2015 — and while you’re there, be sure to taste some of the dishes that the town is known for including: toasted ravioli, gooey butter cake, and the slinger. Learn more about these dishes and more at Explore St. Louis.


Tenure-track assistant professor position in Adult Education

The University of Georgia invites applications for a tenure-track assistant professor position in Adult Education, Learning and Organization Development, a globally-recognized, graduate-level program. This is a 9-month, full time position with opportunities for employment in the summer. Currently, the program includes a variety of degrees: a Ph.D., Ed.D., and M.Ed. in Adult Education as well as a doctoral emphasis and an M.Ed. in Human Resource and Organizational Development. Read More

Assistant/Associate Professor of K-12 Education Administration and Leadership

Texas A&M University's Department of Educational Administration and Human Resource Development, in the College of Education and Human Development, seeks an Assistant/Associate Professor of Education Administration and Leadership. This individual will assume the duties typically expected of Assistant/Associate Faculty at a Research-Extensive, Tier I university. Read More

Clinical Assistant Professor of Human Resource Development and Technology Management

Texas A&M University's Department of Educational Administration and Human Resource Development, in the College of Education and Human Development, seeks a Clinical Assistant Professor of Technology Management and Human Resource Development. This individual will assume the duties typically expected of a Clinical Assistant Professor at a Research-Extensive, Tier I university. Read More

Clinical Assistant Professor

The program of Adult Education, Learning & Organization Development program at the University of Georgia is pleased to announce a full time 9-month Clinical Assistant Professor position to begin on August 18, 2014. Read More

Doctoral Faculty

The College of Professional Studies at Northeastern University invites applications for a full-time non-tenure track faculty member in the Graduate School of Education. Our innovative graduate programs address the increasing need for individuals working in educational settings and other learning environments to possess graduate level competencies in theories and practice of organizational leadership. Read More


Cost of posting:

Members - $25.00
Non-members - $100.00
PEN Members - FREE

Posting information :

Job ads are posted for 90 days and are available to all members and non-members visiting the AHRD website.

If you have any questions, please contact us at


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About the Digest


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Contributors to this Issue

Robin Grenier, Editor
Andrea D. Ellinger
Julie Gedro
Holly M. Hutchins
Ellen Scully-Russ
Julia B. Storberg-Walker
Wendy Ruona

The editors reserve the right to select and edit articles submitted.

The AHRD Digest is published electronically the second week of each month. Please submit ideas and content that would be valuable to members to by the 10th day of the month previous.

Academy of Human Resource Development
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Phone: 1+(651)290-7466 | FAX: 1+(651)290-2266


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