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From the President

By Ron Jacobs

The 2015 annual conference has now passed by and, for most of us, the experience has likely begun to recede somewhat in our memories. After all, our busy professional and personal lives demand that we move on to the next important event. In fact, getting ready for the AERA conference might loom for many of our members. But, before we put the 2015 conference too far in our memories, it seems important to reflect both on what we accomplished through the conference and remind ourselves again what the conference represents to us as a discipline.

While we have not yet received any formal feedback from participants, all informal indicators suggest that the conference was very well received. Board members have received numerous unsolicited emails from attendees who have expressed thanks for a job well done by the conference committee and others. These comments are always appreciated because it means that people have purposely taken time from their busy schedules to share their thoughts. Consistent with this positive feedback, the Board had set out to implement changes based on feedback regarding the conference experience, including the following:

  • Implement some new ways of serving our emerging HRD scholars, in the form of the Colloquium seminar.
  • Provide more opportunities for individuals to interact with each other through the integrated tracks, the various professional development sessions, and the FOCUS sessions, among others.
  • Ensure there are opportunities to broaden the cultural aspects of the conference experience by having the opening ceremony at the St. Louis Children’s Museum.
  • Implement an innovative faculty mentoring process, ensuring that we do all we can to support individuals at various professional stages.
  • Focus on a critical societal issue and its relationship with HRD as part of the Town Hall Forum.
  • Ensure that Board members, especially members of the Executive Committee, were available throughout the conference – proactively welcoming first-time attendees and providing a warm greeting to returning attendees.

All of these initiatives were thoughtfully planned and implemented with an eye toward making a better AHRD conference experience. To all the individuals who were involved in the conference, especially the conference committee, I want to extend again my own thanks for a job well done.

While we can feel some satisfaction about the conference, it seems worthwhile to note again what the conference represents in a deeper sense. In my keynote speech at the AHRD Asian Chapter conference in Taipei, I made the point that the “HRD discipline should no longer be considered as emerging. Instead, HRD has in fact emerged.” My point was that we should now be beyond reveling about this new entity. We are now in the more mature phase of stretching out and seeing where we want to go, especially in terms of ensuring that we continue to influence practice through our scholarly research. I made a similar point again at the 2015 conference’s President’s Banquet, that individuals interested solely in HRD practice have many options to find a community of kindred souls. But the options are much more limited for those of us interested in generating, sharing, and using HRD theory and research. Indeed, AHRD is one of few professional societies with that intent as its mission. 

So, when I reflect on the past annual conference, I am heartened by the commitment that so many individuals demonstrated in making it a successful event. I am further heartened that the conference represents the coming together of a unique community of scholars, bound by an intense interest in work, learning, and performance, in its broadest sense. Our success as a professional organization depends in large part on our ability to carry out an interesting and engaging professional conference. But beyond the annual event, our success also depends on doing what it takes to continue to nurture the distinctiveness and societal importance of HRD. How to address both goals is of keen importance to me as president and shared by all our Board members. 

I look forward to seeing all of you at the 2016 annual conference in Jacksonville, Florida, February 18-20. 

Town Hall Forum:

 Reflections and Expressions of Gratitude

By Joshua C. Collins, Critical HRD and Social Justice Perspective SIG, Chairperson and
Marilyn Y. Byrd, Workforce Diversity and Inclusion SIG, Co-chairperson

This year’s Town Hall Forum, entitled “Enhancing the Frontiers of Diversity and Inclusion in Research and Practice: Performative, Critical, and Radical Perspectives on the Contexts and Issues for HRD,” engaged AHRD members, conference attendees, and local practitioners in a lively and meaningful dialogue about the responsibilities and limitations of HRD with regard to diversity and inclusion. The forum was co-hosted by the Critical HRD and Social Justice Perspectives SIG and the Workforce Diversity and Inclusion SIG.

The Town Hall Forum was a culmination of effort by scholars and practitioners representing varying perspectives who exchanged viewpoints on ways that HRD does, can, and should operate with/for individuals, groups, organizations, and communities. In the spirit of the conference theme, this year’s forum symbolized a move into a new frontier, re-kindling dormant conversations and offering action steps for creating new.

Together with the AHRD Board of Directors, the Critical HRD and Social Justice Perspectives SIG and the Workforce Diversity and Inclusion SIG would like to thank everyone who attended or participated in the Town Hall Forum during the conference in St. Louis. We also extend an extra special thank-you to our St. Louis-based practitioner panelists: Reena Carroll (Executive Director, Diversity Awareness Partnership); Valerie E. Patton (Executive Director, St. Louis Business Diversity Initiative); Adewale Soluade (Inclusion and Diversity Program Manager, Commerce Bank-St. Louis); and Jill Willhite (Asset Manager, St. Louis Science Center; Board of Directors, Diversity Awareness Partnership).  For more information about the St. Louis Diversity Awareness Partnership, please visit and for more information about the St. Louis Business Diversity Initiative, please visit

We encourage continued dialogue, particularly around action steps that will move our discussion forward. Finally, if anyone is interested in working on a writing project (or multiple projects) related to the Town Hall Forum discussion, please contact Joshua C. Collins at or Marilyn Byrd at


Notes & Reflections from Conference 2015

By Wendy Ruona

The 2015 AHRD International Research Conference in the Americas took place in St. Louis, MO, February 17-21. Nearly 350 people participated in the conference and feedback thus far has indicated that a majority of participants felt the conference was a worthwhile investment of their time and engagement. We certainly hope so!

Highlights of the conference (as we’ve heard from those who were there) included:

  • Jane Hart’s keynote presention, “The New Frontier of Workplace Learning,” that outlined the six key challenges facing the practice and research of “next generation” workplace learning. AHRD members can access slides from that address (note: you will be required to log-in to the AHRD website).
  • An invigorating and provocative Town Forum, “Enhancing the Frontiers of Diversity and Inclusion in Research and Practice: Performative, Critical, and Radical Perspectives on the Contexts and Issues for HRD”. For those of you interested in continuing to think about and act on themes raised in the Town Forum, please see the article in this month’s Digest from the session organizers.
  • Over 175 paper presentations, symposiums, and workshops. The Conference Team worked really hard this year to ensure that the papers would be grouped together by themes; and many people reported that many of the sessions were highly engaging and designed to foster deeper inquiry and dialogue.
  • Two well-attended and received pre-conferences. One with Jane Hart focused on themes related to the keynote and another explored mixed methods research with Nancy Gerber.
  • Newly designed Graduate Student Colloquium with distinctive experiences for doctoral and Master's students.
  • Presidential Banquet with tremendous blues music (honoring St. Louis’ historical connection to blues music in the United States) by the Soulard Blues Band.
  • Exciting evening of socializing and exploring at the opening reception and intriguing and wildly creative City Museum.   

Please check out the pictures that were taken at the conference. And, if you were at the conference and have not yet completed the conference evaluation, please do so as soon as possible so we know what you thought about the conference and some of the changes we made this year — and can learn from you about the things that you’d like to see changed for future conferences.

Saying thank you seems a small gesture given the great amount of work that so many people put into this year's conference. AHRD members should be clear that the quality of the conference experience is directly correlated to the investment of energy and passion of numerous people. On behalf of the entire 2015 conference team (Diane Chapman, Program Chair; Jason Moats, Proceedings Editor; Angela Titi-Amayah, Associate Proceedings Editor; and Wendy Ruona, Conference Chair), please join us in thanking all of the volunteer reviewers, session hosts, and track chair editors who made the conference a success. Gratitude also goes to the many organizers of the experiences that make the conference one of the highlights of the year for those that consider AHRD their scholarly home.

We are already steadily working on the 2016 conference. A special thanks to Diane Chapman, who completed her three-year term on the conference program team. Diane's leadership has been an important contribution to the conference's growth and success. As we bid Diane farewell from the conference committee, we are pleased to announce Robert Yawson, Quinnipiac University, as 2016 Associate Proceedings Editor. Robert will join the 2016 Conference team: Jason Moats (Program Chair), Angela Titi-Amayah (Proceedings Editor). Wendy Ruona remains as Conference Chair (as a part of her role of AHRD’s Incoming President).

Finally, we are also pleased to announce that AHRD has approved a three-year contract with a new online submission system vendor (Cadmium). This decision was based on extensive work of a task force appointed by the AHRD Board to identify a system that will better fit AHRD’s needs, make it easier for authors/proposers to submit submissions, and for the editorial processes to be implemented more effectively. 

In the coming months, we will provide more news on next year's conference, including the call for submissions and volunteer opportunities. And, the conference team is always looking for ways to ensure future conferences are relevant and stimulating. If you have any “big ideas” that would make the 2016 conference great, please contact Wendy Ruona ( or Jason Moats (

AHRD Academy Awards

At the 2015 AHRD Conference, awards were given out to honor and recognize those leading the field of HRD through research. Congratulations to each and every one of our award winners, listed below!

The Laura Bierema Excellence in Critical HRD Award
Honors a critical HRD scholar or practitioner who has demonstrated research and activism with impact in HRD.

The 2014 award winner is Jamie Callahan, Drexel University

Outstanding HRD Scholar Award
Honors the outstanding human resource development scholar who has demonstrated a continuing record of scholarly productivity and influence in the profession.

The 2014 award winner is Peter Kuchinke, University of Illinois at Urbana-Champaign

AHRD Excellence in Scholarly Practice Awards
Honors excellence in applying scholarly HRD theory and research to practice in a manner that brings measurable improvement to an organization and/or has the potential to advance the field of HRD.

The 2014 award winners are Kathleen Gosser, Ph.D., and Denise Cumberland, Ph.D., Kentucky Fried Chicken (KFC) for their submission: Employee and Customer Satisfaction in the Restaurant Industry: Research-Driven Interventions

Human Resource Development Cutting Edge Award
Honors the authors of the outstanding scholarly papers from those published in the AHRD Conference Proceedings in the same year.

The 2014 award winners are:

Julie Gedro, SUNY Empire State College for her paper, Considering the Relationship between Identity and Career Development and the Implications for HRD Practice and Research

Chungil Chae, Pennsylvania State University, Seung Won Yoon, Western Illinois University, and Sung Jun Jo, Ga Cheon University for their paper, Structural Determinants of Human Resource Development Research Collaboration Networks: Social Network Perspectives

Advances in Developing Human Resources Outstanding Issue Award
Honors the outstanding issue among the volumes associated with each editorship cycle (three years) of the Advances.

The 2014 award winner is Issue 16:1, Uncertainty & Ongoing Economic Turbulence: Implications for HRD edited by Alma McCarthy, National University of Ireland, Galway and Maura Sheehan, National University of Ireland, Galway

Esworthy Malcolm S. Knowles Dissertation of the Year Award
Honors the outstanding HRD doctoral dissertation in a given year.

The 2014 award winner is Paula E. Anthony-McMann, University of Texas at Tyler, for her dissertation, 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.

The 2014 First Runner-Up is Sehoon Kim, Texas A&M University, for his dissertation, Relationships Among Perceived Working Hours, General Stress, Work Centrality, Job Control, Job Demands, and Work Condition Constraints.

The 2014 Second Runner-Up is Sarah E. Minnis, Ph.D., Texas A&M University, for her dissertation, A Phenomenological Exploration of Combat Veterans’ Experiences as They Transition to Civilian Employment Using Higher Education as Career Development.

Early Career Scholar Award
Honors the outstanding HRD scholar in the early stages of his/her career who has made identifiable and significant contributions in scholarly research to the field of HRD.

The 2014 award winner is Ji Hoon Song, University of North Texas

Monica M. Lee Research Excellence Award
Honors the outstanding Human Resource Development International article in each annual volume.

The 2014 award goes to Eugene Sadler-Smith, University of Surrey, UK for HRD research and design science: recasting interventions as artifacts, Issue 17(2)

Elwood F. Holton III Research Excellence Award
Honors the outstanding Human Resource Development Review refereed article in each annual volume.

The 2014 award goes to Sujit Sur, Dalhousie University and Eddy Ng, Dalhousie University, for Extending theory on job stress: The interaction between the “Other 3 and Big 5” Personality Traits on Job Stress, Human Resource Development Review, 13(1), 79-101

R. Wayne Pace HRD Book of the Year
Honors the outstanding HRD book that advances the theory and/or practice of the profession.

The 2014 award goes to David Schwandt, The George Washington University, Ellen Scully-Russ, The George Washington University, and Kathleen Crowley, The George Washington University for their book Human Interactions, Processes, and Contexts: Reflections on the Past and Envisioning the Future

Richard A. Swanson Research Excellence Award
Honors the outstanding Human Resource Development Quarterly refereed article in each annual volume.

The 2014 award goes to Mousumi Bhattacharya, Fairfield University, D. Harold Doty, The University of Texas at Tyler, and Thomas Garavan, Edinburgh Napier Business School, Scotland for The Organizational Context and Performance Implications of Human Capital Investment Variability,” Volume 25:1

AHRD Service Award
The AHRD Service Award is given to AHRD members in recognition of their lifetime achievement in advancing HRD through research combined with their service to AHRD as demonstrated through their time, energy and support.

The 2014 award goes to Neal Chalofsky, The George Washington University

Forward Publishing Award
This new award honors books that are exemplary in nature, promote an exceptionally wide range and breadth of knowledge in the field, and demonstrate remarkable scholarly collaboration.

The 2014 award goes to two outstanding publications:

Handbook of Human Resource Development, edited by Neal E. Chalofsky, The George Washington University, Tonette S. Rocco, Florida International University, and Michael Lane Morris, University of Tennessee-Knoxville

The Routledge Companion to Human Resource Development, edited by Rob F. Poell, Tilburg University, Tonette S. Rocco, Florida International University, and Gene L. Roth, Northern Illinois University

Mark Your Calendars

The International Conference on “Human Resource Development: The roadmap to Strategic Business Leadership” will be held December 17-19, 2015 in Ahmedabad, India.

This conference is organized by the Academy of HRD, India in co-operation with the Asia Chapter of the Academy of Human Resource Development (AHRD). The call for papers/proposals will be out soon. For more information, please contact Dr. Rajeshwari Narendran.

CIPD Conference Award for Outstanding Contributions to the Field of HRD

A new award will be presented at the UFHRD 2015 conference to recognize an individual who has made an outstanding contribution to the field of HRD. Nominations are now open for this award and will close on Tuesday 5th May 2015.

The award is open to academics, practitioners and others who have had wide influence upon the field of theory and practice of HRD across Europe. The award comprises a cash prize of £200 and a plaque for the winner.

The criteria for the award are as follows:

  • Nominations must be made before Tuesday 5th May 2015
  • Self-nominations are not accepted (because the award is about the impact on others)
  • Nominations should include a maximum of 300 words in support of the nominee

The decision of the selection committee is final. The selection committee comprises Prof. Jim McGoldrick (President, UFHRD), Ruth Stuart (L&D Research Adviser, CIPD) and Dr. Ronan Carbery (Conference Chair). Nominations should be sent by email to: and should contain the words ”CIPD Conference Award” in the subject line of the email.

Taskforce on Ethics Standards

A new taskforce will examine the AHRD Standards on Ethics and Integrity, published in 1999, for needed revisions. This work will be undertaken over the next couple years. If you are interested in becoming involved, please contact one of the co-chairs of the taskforce: Darlene Russ-Eft at or Toby Egan at

Conference Photos Available

Photos taken at the 2015 Conference in the Americas last month in St. Louis are available for viewing on Flickr. Thank you to Lauren Griffeth for serving as our official photographer and for capturing wonderful moments throughout the week.



The Human Resource Development Quarterly editorial team is pleased to present a preview of the content of 26(1) which will be published on March 16, 2015, along with content scheduled for publication in 26(2). The content for 26(1) is available in Early View and the content for 26(2) should soon be available in Early View and available in print copy on June 16, 2015. We hope that you will look forward to receiving your electronic or print copies of this issue. With our best wishes, Andrea D. Ellinger, Editor, Mary Lynn Lunn, Managing Editor, Valerie Anderson, Claire Gubbins, Kim F. Nimon, Maura Sheehan, and Jon M. Werner, Associate Editors

Volume 26 Issue 1:

Group Development and Team Learning: How Development Stages Relate to Team-Level Learning Behavior
Elisabeth Raes, Centre for Research on Professional Learning and Development and Lifelong Learning, University of Leuven, Belgium
Eva Kyndt, Centre for Research on Professional Learning and Development and Lifelong Learning, University of Leuven, Belgium
Stefan Decuyper, Centre for Research on Professional Learning and Development and Lifelong Learning, University 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
Elien Degraeve, Unicorn Group NV, Belgium

The Impact of Feedback Orientation and the Effect of Satisfaction with Feedback on In-Role Job Performance
Anwar Rasheed, Management Department, College of Business Administration, King Saud University, Riyadh, Saudi Arabia.
Saif-ur-Rehman Khan, Faculty of Management, Universiti Teknologi Malaysia, Johor, Malaysia.
Mazen F. Rasheed, Public Administration Department, College of Business
Administration, King Saud University, Riyadh, Saudi Arabia.
Yasin Munir, Faculty of Management, Universiti Teknologi Malaysia, Johor,

Development (f)or Maintenance? An Empirical Study on the Use of and Need for HR Practices to Retain Older Workers in Healthcare Organizations
Klaske N. Veth, Hanze University Groningen, The Netherlands
Ben J. M. Emans, University of Groningen and the Hanze University Groningen, The Netherlands
Beatrice I. J. M. Van der Heijden, Radboud University Nijmegen, Institute for Management Research, Open University of The Netherlands, Heerlen, The Netherlands; and University of Twente, Enschede, The Netherlands
Hubert P. L. M. Korzilius, Radboud University Nijmegen, The Institute for Management Research, The Netherlands
Annet H. De Lange, HAN University of Applied Sciences, Faculty of Economics
and Management, Department of Human Resource Management, University of Stavanger, Norwegian School of Hotel Management, Stavanger, Norway; and Radboud University Nijmegen, Work and Organizational Psychology, Institute of Behavioural Science, The Netherlands.

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

Volume 26 Issue 2:

Embracing Translational HRD Research for Evidence-Based Management: Let’s Talk About How to Bridge the Research-Practice Gap [Editorial]
Claire Gubbins, Dublin City University
Denise M. Rousseau, Carnegie Mellon University

Factors Affecting Perceptions of Procedural Fairness of Downsizing: A Policy Capturing Approach
Jennifer Bragger, Montclair State University
Diana Evans, Montclair State University
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
Sara Mónica Moutinho Barbosa de Melo, Queen's University Belfast
Matthias Beck, Queen's University Belfast

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

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

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, and Associate Editors Valerie Anderson, Claire Gubbins, Kim Nimon, Maura Sheehan, and Jon Werner

Open Call for New Editor/Co-Editors for Human Resource Development Quarterly

Human Resource Development Quarterly (HRDQ), a Jossey-Bass/Wiley publication sponsored by The Academy of Human Resource Development (AHRD), invites applications for the position of Editor. Co-editorship applications are also welcome. The official term of appointment is three years beginning on January 1, 2016, although applicants should expect that training and immersion into the role will commence in the four to six months prior to January 1, 2016.

HRDQ is the first and most established refereed quarterly journal in the field of human resource development (HRD) that publishes original empirical research. The journal is now in its 26th year and was inducted in to the Thomson Reuters SSCI/ISI in 2010. 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]

[Note: The SCImago Journal Rank Indicator SJR is .83 and IPP is 1.586]

The primary role of the Editor is to provide strategic leadership direction for the journal by ensuring that all publishing deadlines are met, that the content of the journal reflects the highest quality of scholarship within the HRD field, to manage and collaborate with a multi-Associate Editor team and Managing Editor, and to work closely with the publisher’s representative and AHRD Board of Directors in support of the journal. In addition to this role, the Editor is also responsible for and actively involved in the following important activities and tasks:

  • The initial review of all submissions and the assignment of appropriate AEs to the submissions based upon content and method expertise. The selection of well-qualified reviewers for each manuscript placed under review, and subsequent monitoring of the full peer review process;
  • The review and rendering of all final decision recommendations;
  • Overseeing the Associate and Managing Editors’ work flow and responsibilities;
  • Reviewing the journal budget in support of the Managing Editor’s position given the Jossey-Bass/Wiley stipend;
  • The review of all content to be published in the journal;
  • Overseeing the Richard A. Swanson Research Excellence Award process;
  • The development of editorials and/or the solicitation of editorials and invited feature articles submissions;
  • Effectively communicating with all prospective authors, reviewers, editorial board members, members of the editorial team, publisher’s representative and AHRD along with other important journal stakeholders. Such communications occur through Skype, phone conference, email exchange, in person and the AHRD Digest;
  • Proactively working with the publisher to promote and market the journal to enhance its visibility, reputation, ranking, and impact factor. This includes the development of strategies to enhance the journal’s web page and its content along with the potential use of social media, brochures and postcards along with sponsorship opportunities;
  • Hosting editorial team and editorial board meetings, preparing and disseminating editorial team and board reports;
  • Maintaining and expanding an editorial board comprised of esteemed and well respected scholars in support of the journal;
  • Maintaining and expanding the peer-reviewer database;
  • Attending appropriate conferences to promote the journal as well as host symposium sessions in support of author submissions and the peer review process;
  • Serving as an ambassador for the journal;
  • Ensuring that editorial team members are trained, coached and mentored in preparation for the positions they hold;
  • Identifying and selecting Associate Editors and a Managing Editor to support the new editorial team: and,
  • Other duties as needed and as required.

Desired qualifications for the role of Editor/Co-Editor include:

  • Familiarity with HRDQ’s aims and scope, and an articulation of any involvement with the journal as a previously published author, reviewer, associate editor or board member;
  • Interest in and experience in diverse content domains relevant to HRD and international aspects of the field;
  • Current employment in academia through an appointment in a tenured or tenure-line faculty position at a research university, or other equivalent positions such as readers, senior lecturers, etc.;
  • A notable and distinguished record of scholarly publications within the HRD community and related fields of study as well as expertise in quantitative and qualitative and mixed methodologies;
  • A strong and well-established record of service as reviewer and/or track chair, special issue editor, assistant or associate editor, or editorial board member of one or more major journals in the HRD or related fields;
  • Excellent leadership, communication, organizational, and project management skills in support of journal operations; and,
  • Evidence of support and commitment to becoming the academic home/homes for the journal from the applicant’s/applicants’ institution(s). This type of support should include but is not limited to: release time, administrative support, large email capacity and archiving capability, laptop computer and other related technology support (potential web and social media capability), financial support, and funding for conference travel.

Self-nominations are encouraged and applications should include the following:

  • A letter of application that addresses how the applicant(s) meet the desired qualifications;
  • A curriculum vita; and,
  • A letter of institutional support and commitment provided by the Dean and/or Provost. 

The submission deadline is March 31, 2015. The decisions will be announced in April, 2015. For further information, please contact Dr. Andrea D. Ellinger. Please submit all application materials as a single PDF on or before the deadline to Dr. Andrea D. Ellinger at

How to Register for HRDQ New Content Alerts

By Mary Lynn Lunn, Managing Editor, HRDQ

Would you like to receive automatic alerts when new Human Resource Development Quarterly (HRDQ) articles are available online? This instruction guide provides the steps for quickly registering for email alerts from Wiley Online Library (WOL). HRDQ readers, authors, and reviewers, who are WOL registered users, can register to receive alerts about new HRDQ articles available online in Early View (EV) and to receive the detailed table of contents each time a new issue of HRDQ is published online. 

Here are the four easy steps for registering for Content Alerts:

  1. Go to the HRDQ homepage on WOL using the following link:

On the HRDQ homepage, click on “How to Register for New Content Alerts” under the Special Features menu on the bottom left-hand side of the webpage. (A screen shot of the Special Features menu is shown below in Figure 1.) The steps (the same as steps 2-4 below) for registering for new content alerts will be displayed.

  1. Log into Wiley Online Library (at the upper right-hand corner of the screen). If you are not a WOL registered user, you can create your profile using the link below. Registration is free.
  1. Select “Get New Content Alerts” from Journal Tools on the top of the left-hand side menu.
  2. Submit your preferences and you are done. With this simple registration process, you will now receive an email alert each time a new Early View article(s) or new issue of the journal is posted online. 

There is a second option for setting up and revising Content Alerts. After creating a WOL profile, users can also choose “Alert Manager” from the “My Profile” menu (See highlighted in screen shot below in Figure 2.). To register for new content alerts or revise existing journal content alerts, follow these steps:

  1. Go to the HRDQ homepage on WOL.
  2. Log into your WOL user account at the top right-hand corner of the screen.
  3. Select “My Profile” at the top right-hand corner of the screen.
  4. Select “Alert Manager” at the bottom left-hand corner of the screen.

On this screen, you can then select additional journals under “Publications” and “Browse by Subject” from the menu bar at the bottom of the screen, or you can remove content alerts under the “Content Alerts” section of the screen.

Figure 1.

Figure 2.


Call for Papers

By Mary Lynn Lunn, Managing Editor, HRDQ

Special Issue: Good Leadership: A Matter of Learning, Development, Practice or Skepticism?
Guest Editors: Anders Örtenblad, Jacky Hong, Robin Snell
Submission Deadline: September 01, 2015

Special issue purposes
Leadership remains a perennial pre-occupation (Burns, 1978). There are thousands of research articles on leadership, and hundreds of books (For a review, see Day, 2000). HRDI has already published several dozen papers on leadership. Yet we remain disappointed with, dismayed about, and even frightened of our leaders (Hamlin, 2005; House & Aditya, 1997; Patel & Hamlin, 2012; Ruiz et al., 2014). Still, we hope for better days. And we invite academics and practitioners to contribute to this special issue on leadership education and development. We have three broad aims. Our first is to build models, which take account of lessons from prior mistakes and tragedies that have arisen from over-romanticizing the leadership role, and which are oriented toward inclusion, participation, and social responsibility. Our second aim is to assemble some cutting-edge research papers on leadership education, development and practice that help us to understand how to provide education or mentorship that contributes positively to benign and effective leadership. Third, we aim to attract contributions that explain and justify the value of novel or paradigm-breaking perspectives on the learning and practice of effective leadership.

Questions all the way
How can good leaders be taught or developed (Warhurst, 2012)? How can good leadership be learnt (Day & Harrison, 2007; Antonacopoulou, & Bento, 2006)? Perhaps the large body of existing theory on leadership education and leadership development implies that positive instructional guidance is available? Perhaps the hundreds of undergraduate programs or concentrations on leadership available in the U.S.A., and their emergence across the globe, with a similar pattern of educational offerings at the taught Master’s level, implies the existence of effective educational and developmental practices?

Or perhaps not. There are reasons to be skeptical about whether such courses and programmes can achieve their goals. Scholars have claimed that good leadership is not readily defined (Bass et al., 2005; Blakeley & Higgs, 2015; Carden & Callahan, 2007; Yukl et al., 2002). If there is no expert consensus about the nature of good leadership, then how can we know how to teach it or learn it? Perhaps the plethora of existing educational offerings represents confusion and cacophony rather than confident consensus? Even if good leadership can be taught and learnt, then why does there still appear to be so much bad leadership at all levels in organizations, and communities? Is this because the people we educate and develop don’t practice what they have learnt? Is it the case that good leadership cannot, after all, be learnt? Or is it because otherwise good leaders don’t actually want to be good leaders?

Questions relating to whether, and if so how, the quality of leadership can be improved through contrived developmental and educational processes, underpin this Special Issue of HRDI. All contributions should relate in some way to such questions. Contributions of any academic type are welcome: literature reviews, empirical studies (qualitative as well as quantitative), conceptual papers, essays, etc., as long as they explicitly frame an argument that relates to the main theme of this Special Issue.  

Topics and more questions
Below is a non-exhaustive list of suggestions for more specific sub-themes. Contributions on any of these are welcome, as well as on any other issues that relate to the special issue title and which fall within the overall remit of HRDI.

Epistemological and ontological questions and stances

  • What are the moral foundations of good leadership? If good leadership is essentially a matter of character, then what, if anything, can leadership education effectively teach?
  • In what ways could aspects of good leadership be defined to make them readily teachable and learnable? Would this trivialize leadership?
  • Are the seeds of the strongest, most influential leadership qualities innate, such that those born without them cannot acquire the necessary qualities and can only be followers or, perhaps, dissidents? If so, what should be the aims and prerequisites of leadership education and development?
  • Is the very concept of leadership dysfunctional? Do we need alternative, non-leadership or anti-leadership paradigms, to point the way toward building better organizations, communities, and eco-systems?  
  • Is it possible for practices of good leadership to co-exist at multiple levels of power, status, and seniority? How can this be facilitated within and between organizations and societies?
  • Aligning charisma, reason, and social benefit: how can leadership education encourage and motivate charismatic leaders to use their powers for the common good rather than for narrow personal aggrandizement?

Empirical research (qualitative and/or or quantitative)

  • Studies of how undergraduates or postgraduates may acquire leadership attributes through "taught" courses or programmes.
  • Studies of how knowledge may be acquired through “off-the-job” leadership development or education programs. Studies of how such learning may be transferred (or not transferred) to actual work practices.
  • Studies of the effectiveness or perceived effectiveness of in-company leadership development programmes, ranging from graduate trainee schemes to career acceleration initiatives under the banner of talent management.
  • Lessons from cases of leader derailment or leader corruption. What did the failed hero or anti-hero learn that he or she should not have learned? What did the failed hero or anti-hero not learn that he or she should have learned? What can we learn from leader decline or leader degeneration?
  • Studies of how employees acquire leadership identity through participation in a nexus of interconnected and situated practices.

Practices and commitments

  • Leader development adventures and extremes. “Extreme” leadership developmental activities that stretch the boundaries of knowledge and reason but may nonetheless produce better leaders.
  • Good leader retrospectives. Leaders, who are respected by those who know them, share their thoughts about how they got there, what drove them there, what helped them along the way, and what keeps them going.
  • Indigenous perspectives on leadership development. Culturally distinctive contributions, e.g. Chinese, Indian, African.

HRDI is committed to questioning the divide between practice and theory and between "practitioner" and "academic". We therefore welcome contributors of papers to this special issue to address the interface of both practice and academic scholarship. Connecting concepts or issues to empirical results and exploring applications to international HRD are strongly encouraged.

Call for Reviewers
Along with this call for papers, we are calling for volunteers to review a submitted manuscript. Interested persons may offer to review a manuscript (with or without submitting a manuscript) and may contact the guest editors for additional information. Volunteers wishing to review a manuscript should indicate their research area(s) and qualifications as a reviewer (e.g., level of methodological expertise, education, publication experiences) as it relates to the area(s) expressed. Each reviewer will have up to 30 days to complete his/her review. Individual contributions to this effort are greatly appreciated.

Important Dates and Submission Instructions
September 01, 2015—Submission (electronic copy) due to HRDI at * On the online submission form, authors must indicate that the submission is for the Special Issue on "Good Leadership: A Matter of Learning, Development, Practice or Skepticism?".

  • September 15, 2015—Papers go out to reviewers
  • October 15, 2015—Reviews due to HRDI (submitted through the online system)
  • October 30, 2015—Decision letters sent to authors
  • January 15, 2016—Revisions due
  • March 15, 2016—Final files (Camera Ready Copy of the manuscript, plus the author information file), due to HRDI office
  • September 2016—Anticipated publication of Special Issue

For additional information or to discuss a potential proposal or idea for a paper please contact: Please be sure to follow the author guidelines provided on the HRDI website. All papers will be reviewed following the regular Human Resource Development International double-blind review process.

SIG News

Virtual HRD SIG

By Rochell McWhorter, Member Chair, Virtual HRD SIG

The Virtual HRD, Technology & Distance Learning (VHRD) SIG recently awarded two $25 Amazon gift cards to the following members for their tweeting of the AHRD 2015 Conference #AHRD2015

Jeff Allen – University of North Texas and Ken Bartlett – University of Minnesota

Thanks to all who participated in archiving our conference through Twitter!


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Contributors to this Issue

Robin Grenier, Editor
Wendy E.A. Ruona
Ron Jacobs
Mary Lynn Lunn
Rochell McWhorter
Joshua C. Collins
Marilyn Y. Byrd

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.

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