This website uses cookies to store information on your computer. Some of these cookies are used for visitor analysis, others are essential to making our site function properly and improve the user experience. By using this site, you consent to the placement of these cookies. Click Accept to consent and dismiss this message or Deny to leave this website. Read our Privacy Statement for more.
Manage Profile | Print Page | Contact Us | Sign In
Digest May 2013
AHRD Digest

May 2013 AHRD Digest

Jump to an article

From the Board
by Julia Storberg-Walker

Technically Speaking
Rochell McWhorter

Member Spotlight
Joshua C. Collins

Job Openings

News and Notes

Journal Insider


From the Board

Tips for Authors: Preparing for the 2014 AHRD Conference

You may think that next February is a long way away…but think again! It will be here before you know it. It is not too early to start thinking about how you want to participate — and, as important, how you want your students and/or colleagues to participate with you!


There are basically three routes you can choose from to participate in the conference. You can be a presenter, you can be a reviewer, and you can be a volunteer and serve in various ways. I am focusing on the presentation route in this message — it is never too early to start writing and preparing!

Presenters at the conference represent the ‘best’ research the Academy has to offer as well as new ideas from emerging scholars. The mission of the Academy — to lead the HRD through research — continues to be the key goal for what we do. Findings from previous member surveys tell us that members want more rigor; they want more interactive sessions; and they want more relevance. Members are also committed to developing emerging scholars and providing developmental opportunities to scholars and scholar practitioners across the career span.


As the Academy continues to develop and define itself as a leading research association, the presentations at the conference will become increasingly rigorous and at the same time more developmental. How can the Academy hold these seemingly contradictory positions? How can we have more rigorous presentations and at the same time provide developmental opportunities for early and mid-career scholars, as well as students, who are the next generation leaders of the Academy? The answer isn’t simple, and it will take several iterative steps to fully embody these goals.


Toward that end, this year the Academy is listening to the evaluation feedback from recent conferences and making a number of improvements over the next few years. Indeed, you will start seeing a few changes when the 2014 Call for Papers is distributed later this month. Those attending the conference in Houston next February will see even more changes, including more sessions targeting middle and senior scholars, more invited sessions, and improved scheduling of papers. We will then build on these for 2015 to make the ‘best’ research conference for all members.


What can you do now? Looking ahead, you can continue (or start) your research agenda and select a specific topic or empirical project to submit. Think about alternative ways to present your work; specific options will be described in the Call for Papers. Think about areas where you want to further develop your competencies or expertise — these areas may be the starting point for innovative, next-generation research for HRD. Most importantly, think about how your work can contribute toward ‘leading HRD through research’ by presenting at the 2014 research conference. It is not too early to start planning, and we hope to see you there!


Julia Storberg-Walker
2013 Conference Chair and Board Liaison, Senior Vice President
2014 Conference Non-Refereed Chair and Member, Board of Directors


back to top

Technically Speaking

Real-Time Connections through WebEx

Rochell McWhorter
Virtual HRD SIG Membership Chair


Last month, the Virtual HRD, Technology and Distance Learning SIG held an online "Brown Bag” luncheon utilizing Cisco’s WebEx ( platform to connect members for this special event. Attendees joined through their computer or mobile device to experience real-time (synchronous) video in high definition (HD) format from the presenter. The text chat feature was very useful for attendees to ask questions and engage with one another about the topic. WebEx (and similar web-based platforms) allow for increased productivity by meeting "within” integrative technology while avoiding costly travel expenses and time away from the workplace.


To host a meeting through WebEx, an account is required. For a group of three or less, the cost is free for standard quality video. Other pricing plans range from $24-$89 (allowing for 8-100 attendees and HD video; see:, and the subscription is good for a month. After creating an account, the host initiates an email to invite participants that includes a link to the meeting. The attendee simply touches on the link and chooses to connect with audio through a phone # or computer. A helpful "check your audio and video” tool is available upon login. This web-based platform is easy to use and integrates voice-over internet protocol (VoIP) audio, desktop sharing, a whiteboard, text chat, and file-sharing tools; and, the presenter’s role is easily passed along to others in the group. The presenter can use PowerPoint or other presentation software to guide a discussion, but still have the webcam active in a smaller window. Also, the meeting is easily recorded for archiving and playback.


WebEx is very useful for collaboration within virtual workgroups, engagement of students in online learning, facilitation for faculty virtual office hours, and hosting real-time online events such as SIG meetings, webinars, and conference calls with multiple stakeholders. Now, with its mobile capabilities and free apps for Apple, Blackberry, and Android platforms, it might be the perfect tool for your next virtual meet-up.

For more information, contact me at:


back to top

Member Spotlight

Joshua C. Collins

This month’s spotlight features student member Joshua C. Collins. Joshua is a doctoral candidate in Florida International University's Program for Adult Education and HRD. His research focuses on issues surrounding leadership, career development, disclosure, networking, and stress/safety for workers with marginalized identities, such as LGBT. He is also currently the managing editor of New Horizons in Adult Education and Human Resource Development. Joshua expressed why he is an AHRD member. "My AHRD membership and attendance at the annual conference in the Americas has provided me with dozens of opportunities to build and sustain a productive research and writing agenda. As I enter the dissertation phase and last year of my doctoral studies, I find myself feeling prepared to take on the many challenges that can often plague the process. I think one of the reasons I feel so prepared is that AHRD has given me the chance to interact and work with other people who already 'made it,' and that encourages me to stick with it."


Joshua has been a member of AHRD since 2011. He became involved while a Master's student at Texas A&M University because he valued the opportunity to meet and network with established and emerging scholars in the field, as well as experienced practitioners. Since joining AHRD in 2011, Joshua has served as the communication director for the Critical HRD and Social Justice Perspectives SIG. In this role, he created and produced a SIG newsletter, organized and chaired a panel symposium sponsored by the SIG, and assisted with general administration of the SIG. At the 2013 conference, he was named Co-Chair for 2013-2014. In three years of attending the conference in the Americas, Joshua has published four works in the conference proceedings and hosted two innovative sessions. Additionally, he is active as a reviewer and author in the field, having published two refereed works in HRDR and one in HRDI and serving as a reviewer for the leadership, critical, and organizational development tracks of the conference. Most recently, his work was accepted for publication in the Instructor's Corner of HRDR. When asked about a memorable AHRD moment, he shared an experience from the 2011 conference in Chicago when he met Julie Gedro. He stated, "Ever since I started graduate school, I have admired her work and her approach to research and writing. At that conference we were given the opportunity to shuffle from table to table and sit down with prominent HRD scholars for a few minutes and pick their brains. I will never forget how honored I was to meet Julie and how gracious, humble, and down-to-earth she was (is). I am now proud to say that Julie is not only my colleague, but also a friend and someone I enjoy working with tremendously. I am grateful to AHRD for providing me with the opportunity to meet her."


Although Joshua is busy with his dissertation and other responsibilities, he does find time for reading. Currently Joshua is reading Gay and Lesbian Cops: Diversity and Effective Policing by Roddrick A. Colvin (for work) and Ender's Game by Orson Scott Card (for pleasure). He describes the former as "informative, eye-opening, and important for any person engaged in human resource or workforce development in masculine or male-dominated industries" and the latter as "a fun break from real life."


back to top

Job Openings

For additional information about job openings, check out the Career Opportunities page on the AHRD website.


Editor Search Announcement
Online Journal of Workforce Education and Development

The Department of Workforce Education and Development, Southern Illinois University Carbondale, invites applications for Editor of the Online Journal of Workforce Education and Development. The editorship appointment begins July 1, 2013.




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

Cost of posting:
Members - $25.00
Non-members - $100.00
PEN Members - FREE

If you have any questions, please contact us at

back to top

News and Notes

Dissertation of the Year Award Winner

Torrence Sparkman (PhD EPOL/HRD 2012), a visiting associate professor at University of Houston, received the Dissertation of the Year award by the AERA Workplace Learning SIG at our business meeting. The title of his dissertation is Understanding the Leadership Development Experiences of Executive Church Denomination Leaders: A Phenomenological Approach. Check out the links below.


We congratulate these new Doctoral Students:

  • Jacqueline Kennedy earned her PhD from the University of North Texas. Her dissertation is titled: Examining the Multivariate Relationship Between Individual and Work Characteristics and Learning Transfer Factors
  • Rachel Larson earned her PhD from the University of Connecticut. Her dissertation is titled: Individual Factors and Newcomer Adjustment among Recent College Graduates
  • Kevin Thompson earned his PhD from the University of Connecticut. His dissertation is titled: The Learning Support Preferences of Millennials: An Interpretive Study

2013 Asia Chapter of AHRD Conference, November 5-8, 2013, Taipei, Taiwan

New Perspectives of HRD and Social Networking in the Globalizing Workplace, at the Regent Taipei (

Organized by the Graduate Institute of International Human Resource Development, National Taiwan Normal University, Taipei, Taiwan

Submission deadline is July, 15, 2013.

For more information visit Please direct all questions regarding the conference to: , +886-2-8369-3445/+886-2-7734-1621


Call for Nominations, Associate Editor, AHRD Conference Proceedings

The Academy of Human Resource Development (AHRD) solicits applications or nominations for the position of Associate Proceedings Editor of the annual AHRD Conference. We are seeking motivated individuals who meet the following qualifications:

  1. Has published in a proceedings for an AHRD affiliated conference (i.e. the AHRD Conference in the Americas, the UFHRD conference in Europe, or the AHRD conference in Asia);
  2. Has been a reviewer or Track Chair for an AHRD affiliated conference;
  3. Provides evidence of capability, both technically and administratively:
    1. Technology support to include personal computer access and sufficient email capacity to accommodate a high volume of email traffic and archives.
    2. Graduate Assistant support helpful but not required.
  4. Is a member of AHRD and maintains membership for the duration of the position.
  5. Academic or educational institution affiliation preferred but not required.

This is a three-year position, effective June 2013-May 2016. The first year is spent as the Associate Proceedings Editor for the 2014 Conference Proceedings of the AHRD International Annual Conference in the Americas, the second year is spent as Proceedings Editor for the 2015 Conference Proceedings, and the third year is spent as the Program Chair for the 2016 Conference.


Applications or nominations, in the form of a C.V. and a cover letter, should be sent to the AHRD Office at by May 20, 2013.


Selection of the Editor will be made by a sub-committee of the Board of Directors and the current Proceedings Editor, Dr. Diane Chapman, and Program Chair, Dr. Julie Gedro.


Questions about the responsibilities associated with the positions may be directed to the current Proceedings Editor at or the Program Chair at


back to top

Journal Insider

The Human Resource Development Quarterly editorial team is pleased to present a preview of the content of 24(3), which will be published on September 16, 2013. 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.


Editorial: It Takes a Global Community of Scholars to Sustain a Journal
Andrea D. Ellinger, The University of Texas at Tyler


The Role of Perceived External Prestige in Predicting Customer-Oriented Citizenship Behaviors
Dae-seok Kang, Inha University & Kenneth R. Bartlett, University of Minnesota


Increased attention on the relationships between customer service training and organizational results is prompting human resource development (HRD) scholars and practitioners to more broadly consider outcomes. This study examined the role of perceived external prestige, an under-explored area in the service excellence literature. We proposed that employee perceptions of organizational prestige relate positively with customer-oriented citizenship behaviors (COCBs). In the perceived external prestige-COCBs relationship, we also explored the mediating role of psychological empowerment, as well as the moderating effect of organization-based self-esteem (OBSE) and leader-member exchange (LMX). Valid and reliable self-report and supervisory evaluation measures were collected from a sample of employees from luxury hotels in South Korea. The results indicate that perceived external prestige was a significant predictor for service employees’ citizenship performance and the perceived reputation impact was indirect through psychological empowerment. The study also identified LMX as a key precondition for service organizations to engage employees in customer-oriented behaviors beyond their formal roles. In discussing these results, we present significant insights in terms of reputation management as a motivational and competitive strategy to be included in HRD practices focused on customer service.


Developing Customers as Partial Employees: Predictors and Outcomes of Customer Performance in a Services Context
Jonathon R. B. Halbesleben, University of Alabama & Oliver K. Stoutner, University of Alabama


Scholars within the field of human resource development have acknowledged the need for more research in services contexts, particularly a consideration of how customers might be developed as human resources in service exchanges. To that end, this research investigates the antecedents and consequences of customer performance within the context of service exchanges. With a matched sample of service providers and customers (n = 164 pairs, 328 total participants), we found that customer-service provider fit was related to customer performance, which was associated with outcomes for the customer (satisfaction and loyalty) and the service provider (greater satisfaction and commitment). We offer a discussion of the implications of this research for human resource strategies aimed at developing customers in service firms


Making a Change: The Role of External Coaches in School-based Communities of Practice
Anysia P. Mayer, University of Connecticut, Robin S. Grenier, University of Connecticut,
Larisa Warhol, Arizona State University, and Morgaen Donaldson, University of Connecticut


External coaches, provided by intermediary organizations, are being utilized to support and develop principals, teachers, and schools and bring about substantive change through communities of practice (CoP). These coaches provide an external perspective and are integral to the reform process. HRD recognizes the value of coaching in organizational improvement and change, yet understanding the use of external coaches in CoP is lacking in the literature. This paper seeks to address this gap by presenting the results from a qualitative case study exploring the roles and experiences of three coaches, in seven elementary-middle schools implementing the Together Initiative (TI) school reform. The researchers’ fieldwork consisted of informal site-visits and 155 formal interviews with stakeholders involved in the Together Initiative, a reform aimed at improving urban public schools. This study provides a new context for understanding the role of coaching in supporting organizational change.


Towards a British Taxonomy of Perceived Managerial and Leadership Effectiveness
Robert G. Hamlin, University of Wolverhampton Business School & Alf Hatton, Alf Hatton Associates


A long standing problem in management research has been the lack of agreement about the specific managerial behaviors that are most closely associated with effective management practice and leadership practice. The study reports the results of a qualitative multiple cross-case and cross-sector exploration of what managers and non-managerial employees within British public, private and third sector organizations perceive as effective and least effective/ineffective managerial behavior. Based on empirical findings obtained from nine prior emic replication studies, our derived etic comparative analysis has led to a deduced taxonomy of perceived managerial and leadership effectiveness comprised of 8 positive (effective) and 6 negative (ineffective) generic behavioral criteria. Comparisons against extant US derived taxonomies have revealed many similarities, but also significant differences. The findings go against the grain of predominant discourse, and challenge long-held, taken-for-granted assumptions about the ‘contingent’ nature of management and leadership. Implications for HRD research and practice are discussed.


Media Review: Human Resource Development Foundations, Process, Contexts A Review
John D. WilsonBurapha University, Thailand

Media Review: The Engagement Equation: Leadership Strategies for an Inspired Workforce
Lisa-Anne Ferris, University of Louisville


back to top


AHRD LinkedIn group!

AHRD on Facebook!
Business News Feed...
see what's new from around
the web!
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 15th of the month previous.
If you would prefer not to receive notifcations from AHRD anymore, click here to unsubscribe.

Academy of Human Resource Development

1000 Westgate Drive, Suite 252, St. Paul, MN 55114 USA
Phone: 1+(651)290-7466 • Email:
© 2020 Academy of Human Resource Development (AHRD). All rights reserved.