- About AHRD
- People & Communities
|Esworthy Malcolm S. Knowles Dissertation of the Year Award|
The AHRD Esworthy Malcolm S. Knowles Dissertation of the Year Award is given to commend an outstanding doctoral dissertation that exemplifies scholarly work and contributes to the HRD field.
Submission for this award is not considered submission for the 2021 AHRD International Research Conference in the Americas proceedings, and the winning dissertation is not published in the conference proceedings.
If you are interested in getting your dissertation published in the conference proceedings, you are encouraged to submit a version your paper conforming to the Call for Submissions guidelines for the 2021 Conference.
Submission Due Date: Wednesday, November 11 at 5:00pm Central time. There will be no extensions on the submission deadline this year.
Award Decisions to the Office: All awards winners are due back to firstname.lastname@example.org by Monday – January 13, 2021 at 5:00pm Central time.
To be eligible for the award, candidates must have completed a doctoral dissertation in human resource development or a related field between September 1, 2018, and August 31, 2020. Candidates must have successfully defended their dissertations and received the final approval and all required sign-offs on their dissertation document by the August 31, 2020 date. Past applicants are not eligible to apply.
Award Criteria and Process
The AHRD Esworthy Malcolm S. Knowles Dissertation of the Year Award Committee evaluates each submission against five criteria:
Based on the committee’s initial evaluation, the top finalists then submit their full dissertation for review. The committee identifies the single winner based on review of each finalist’s full dissertation using the same five evaluation criteria. These top finalists are expected to register for the AHRD International Research Conference in the Americas and attend the award ceremony.
The submission should:
An abstract and cover page should be attached in the application form. Submissions not following the above guidelines may not be considered.
Winner: Silvana Chambers, The University of Texas at Tyler
First Runner-Up: Jeremy Bohonos, University of Illinois
Second Runner-Up: Tracy Richardson, University of Louisville
Winner: Malikah Abdullah Alturki, The George Washington University
First Runner-Up: William S. Carrell, University of Texas at Tyler
Second Runner-Up: Moonju Sung, University of Georgia
Examining the Relationships between Performance Appraisal Reactions and Employee Engagement
Understanding Learning Transfer as a Journey of Individual Behavior Change: Stages, Transitions, and Influences
Development and Validation of the Employee Expertise Development Scale (EEDS)
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
Scale Development and Validation to Measure the Dimensions of Contemporary Career Development Organizational Culture
Voluntary Career Transition of Managers in China: A Grounded Theory Study
Understanding creativity in organizations: The relationship among cross-level variables and creativity in research and development organizations
Managerial Coaching Behavior and Employee Outcomes: A Structural Equation Modeling Analysis
The Development of an Improved Human Capital Index for Assessing and Forecasting National Capacity and Development
Organizational Learning, Entrepreneurial Opportunity Recognition, and Innovation Performance in High Technology Firms in Taiwan
A path analysis of relationships among job stress, job satisfaction, motivation to transfer, and transfer of learning: Perceptions of Occupational Safety and Health Administration outreach trainers
Development and Preliminary Validation of a Psychometric Measure of Expertise: The Generalized Expertise Measure
White Males in Transition: Describing the Experience of a Stalled Career
The Relationships Among Adult Attachment, General Self-Disclosure, and Perceived Organizational Trust
Toward a Theory of Continuous Socialization for Organizational Renewal
Beyond Skill Development The Effects of Training and Development on the Attitudes And Retention of Employees
The Journey of Becoming A Diversity Practitioner: The Connection Between Experience, Learning and Competence
Perception of learning culture, concerns about the innovation, and their influence on use of an on-going innovation in the Malaysian public sector
The Relationship Between Human Resource Development and Business Strategy in Fortune 500 Companies
Strategies in Organizing Work-Related Learning
Managers as Facilitators of Learning in Learning Organizations
The Effect of a Perceived Leadership Style on Subordinates Information Seeking Behavior: A Transformational and Transaction Leadership Theories Perspective