Learning style instruments in Arab countries: an analysis of existing literature

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Darwish Abdulrahman Yousef
Keyword(s):  
Higher Education ◽  
Learning Styles ◽  
Human Resource Development ◽  
Learning Style ◽  
Human Resource ◽  
Reliability And Validity ◽  
Resource Development ◽  
Arab Countries ◽  
Education Students ◽  
Content Type

Purpose The purpose of this study is to examine learning style instruments used in Arab countries to measure higher education students’ learning styles, identify the most common instruments and determine whether the reliability and validity of these instruments have been verified in Arab contexts. Design/methodology/approach A comprehensive review of the existing literature using several databases and search engines. Descriptive statistics, such as frequencies and percentages were used to present the results. Findings There are only a few published studies related to learning styles in Arab countries, with the majority published between 2012 and 2016 using samples drawn from Saudi Arabia, the United Arab Emirates and Iraq. The most common learning style instrument is the Felder–Silverman/Solomon Index of Learning Styles. The reliability and validity of this instrument require further investigation. Research limitations/implications This study is not without limitations. First, it covers only publications in the English language. Second, the paper focuses on research involving higher education students. Third, only research that was available online was used in this study. Nonetheless, the findings have several implications for researchers, educators and human resource development managers. For researchers, this study highlights research gaps that need to be filled. It also serves as a basis for more analytical and in-depth studies. The data also helps educators become more informed about the learning style instruments commonly used in the Arab context and whether the results from these instruments are dependable. Human resource development managers can draw on these findings to choose instruments that have proven reliable and valid. Originality/value This study is the first attempt to examine learning style instruments used in Arab countries and to explore whether the reliability and validity of these instruments have been verified in Arab contexts. This paper is a useful contribution to research into learning styles and learning style instruments.

Ethics, corporate social responsibility and the role of human resource development: the academic experts’ view

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Amin Alizadeh ◽  
Deepu Kurian ◽  
Shaoping Qiu ◽  
Khalil M. Dirani
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resource Development ◽  
Human Resource ◽  
Sampling Technique ◽  
Resource Development ◽  
Structured Interview ◽  
Academic Programs ◽  
Content Type ◽  
Corporate Social

Purpose The purpose of this study is to get the perspectives of human resource development (HRD) scholars about connections among HRD, corporate social responsibility sand ethics. The authors also sought to discover if HRD academic programs need to have ethics-related courses for their graduate students. Design/methodology/approach In this paper, the authors reviewed the literature and interviewed ten HRD scholars who substantially contributed to the field of HRD and have influential publications related to ethics or corporate social responsibility to find out the relationship between HRD, ethics and corporate social responsibility. A semi-structured interview method was adopted to collect data and purposeful sampling technique was used for analyzing data into identified themes. Findings The results from the interviews were categorized into seven different themes. While some scholars argued that ethics-related discussion needs to be integrated within every course, most scholars stated that ethics can be a required standalone course for HRD graduate programs. Originality/value Despite ongoing consideration of the ethical nature of HRD, little research has been conducted on how ethics and corporate social responsibility are represented in the field of study and practice. To the best of the authors’ knowledge, this study is the first empirical paper in HRD that collected and analyzed experts’ perspectives in this topic.

National human resource development in China: government–industry–university relations and roles

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bo Fang ◽  
Panpan Zhang ◽  
Sehoon Kim
Keyword(s):  
Literature Review ◽  
Human Resource Development ◽  
Human Resource ◽  
Triple Helix ◽  
Critical Role ◽  
Resource Development ◽  
Content Type ◽  
Triple Helix Model ◽  
National Human ◽  
The Government

Purpose The purpose of this paper is to explore recent national human resource development (NHRD) practices in China through a literature review focusing on programs and activities that represent the roles and interactions among the government, industry and universities. Design/methodology/approach To effectively consolidate previous work and conceptualize the recent development of the NHRD practices in China, a semi-narrative literature review was used to explore and analyze NHRD-related functions and activities. Findings Findings from the literature review showed that although the central government still plays a predominant role in China, universities and corporations are increasingly playing a critical role in developing an innovative and skilled workforce. At the regional level, NHRD initiatives in China have been increasingly undertaken by universities, industry and government–industry–university collaborations. The authors also found a disparity between developed and underdeveloped regions in terms of NHRD in China. Research limitations/implications This study used the triple helix model as a framework that provides an insightful lens for researchers to examine how various social entities interact with each other and jointly contribute to NHRD. Further case studies are needed to generate evidence-based knowledge to the NHRD literature. Practical implications A more systematic NHRD leadership structure at both the national and local level is desired to unleash the potential of bottom-up development and active government–industry–university collaboration. To counter regional divergence in NHRD in China, intra- and cross-regional collaborations are helpful in improving resources distribution and workforce development. Originality/value Based on open system theory, this study focused on programs and activities that represent the roles and interactions among the government, industry and university in Chinese NHRD through the lens of the triple helix model. In addition, this study offers a conceptual model of Chinese NHRD to help scholars and practitioners understand the transitional efforts in NHRD.

scholarly journals The contribution of human resource development managers to organisational branding in the hotel industry in India and South East Asia (ISEA): a dynamic capabilities perspective

2020 ◽  
Vol 43 (1) ◽  
pp. 131-153
Author(s):  
Adebayo Serge Francois Koukpaki ◽  
Kweku Adams ◽  
Adegboyega Oyedijo
Keyword(s):  
East Asia ◽  
Human Resource Development ◽  
Human Resource ◽  
Dynamic Capabilities ◽  
Hotel Industry ◽  
Resource Development ◽  
South East Asia ◽  
Quality Service ◽  
Content Type ◽  
Dynamic Capabilities Perspective

PurposeThis research explores the significant contribution of human resource development (HRD) managers in building organisational brands in the hotel industry through the lenses of dynamic capabilities for sustaining competitiveness.Design/methodology/approachUsing a qualitative case study design, this study deployed a semi-structured interview research method. It used a purposive sample of 20 HRD managers across twenty different hotels in India and South East Asia (ISEA) to explore their contribution to organisational brands. The data was analysed using thematic analysis.FindingsThe findings show the significance of HRD in building organisational brands. From a dynamic capabilities perspective, it was found that HRD has an impact on fostering brand awareness culture; HRD functional branding enhances the creation and sustaining of quality service culture; functional branding of HRD helps differentiate the brand and quality service, for product development and innovation by linking talent development and growth of key competencies and capabilities; brand training and behavioural training directly influence the right behaviour knowledge and effective communication that is translated into the enhancement of guest experience; and finally, organisational branding through branding culture and employer branding creates organisational wealth.Originality/valueThe authors propose a new conceptual framework for the branding of the Heroes to reclaim the HRD's splendour in the realm of other functions in the hotel industry in ISEA contexts. While the authors do not claim an external generalisability, we believe that an analytical application of this framework could be relevant in similar environments. The study also claims that HRD practitioners could use parallel literature repertoires from brand management discourse to value their strategic contributions in building and maintaining their reputational position at the board level. Practical implications and further research are discussed.

The use of the learning styles questionnaire (LSQ) in the United Arab Emirates

2016 ◽  
Vol 24 (4) ◽  
pp. 490-506 ◽  
Author(s):  
Darwish Abdulrahman Yousef
Keyword(s):  
Higher Education ◽  
Learning Styles ◽  
Learning Style ◽  
United Arab Emirates ◽  
Undergraduate Students ◽  
Self Report ◽  
Content Type ◽  
Academic Characteristics ◽  
Learning Style Preferences ◽  
Style Preferences

Purpose The purpose of this study is to examine the use of Honey and Mumford’s (1986) learning styles questionnaire (LSQ) in the context of United Arab Emirates (UAE) higher education. In particular, it aims at exploring the learning style preferences of United Arab Emirates University (UAEU) students using LSQ. It also investigates whether there are statistically significant differences in students’ learning style preferences because of their demographic and academic characteristics. Design/methodology/approach Data were collected from a sample of 1,463 undergraduate students at the UAEU. Descriptive and inferential statistics were used to present the main characteristics of respondents, to explore the learning style preferences of UAEU students and to find out whether there are significant differences in students’ learning style preferences because of their demographic and academic characteristics. Findings Results indicated that UAEU students have strong preferences for the four learning styles. Results showed that about 68 per cent of UAEU students have strong or very strong preferences for the activist leaning style, whereas about 84 per cent have strong or very strong preferences for the reflector learning style, 78 per cent have strong or very strong preferences for the theorist learning style; about 60 per cent have strong or very strong preferences for the pragmatist learning style. Furthermore, there were statistically significant differences in certain learning styles because of students’ demographic and academic characteristics. Research limitations/implications There are a number of limitations associated with this study. First, data were collected from a single university in the UAE. Second, the results are based on a self-report survey and this in turn might affect the reliability of the results. Another limitation is that this study is of snapshot type. Hence, it might not capture the dynamic nature of learning style. On the other hand, it has a number of implications for students, educators and administrators. Originality/value The present study is the first attempt to explore learning styles preference of undergraduate students using LSQ, not only in the content of UAE higher education but also in the Arab world.

Tempered radicalism as an approach to revisiting indigenous forms of critical human resource development

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Emmanuel Osafo ◽  
Robert Mayfield Yawson
Keyword(s):  
Economic Growth ◽  
Human Resource Development ◽  
Human Resource ◽  
Growth And Development ◽  
Resource Development ◽  
Ecological Knowledge ◽  
Design Development ◽  
Content Type ◽  
Economic Growth And Development ◽  
Indigenous Ecological Knowledge

Purpose The purpose of this study is to present a conceptual framework to guide the design, development, implementation and evaluation of education and human resource development (HRD) efforts in Ghana. Design/methodology/approach This paper draws on the concept of a tempered radical approach to provide a framework for a critical HRD (CHRD) and explore ways by which this view can contribute to developing HR who possess the requisite tools and character to function efficiently in the 21st century and beyond. This paper followed a multidisciplinary integrated literature review approach. This paper also reviewed relevant models and theories that align with the goals of this research to provide a broader view of the problems with HRD in Ghana and to help develop a framework that seeks to provide a sustainable guide for those involved in HRD activities in Ghana. Findings A positive outcome from the synergistic alignment between modern science and indigenous ecological knowledge moderated by the principles of CHRD will result in economic growth and development. HRD’s contribution to economic growth and development and its consequential benefit to the actors will depend on how best CHRD goals are accomplished. Practical implications The mediating role of the tempered radicalism will help modify the swiftness with which education and HRD programs are executed in Ghana. Originality/value This paper presented the tempered radicalism approach as the quintessential model for education and HRD initiatives in Ghana. The application of tempered radicalism in HRD literature is novel.

Exploring the reliability and validity of the learning styles questionnaire (LSQ) in an Arab setting

2019 ◽  
Vol 27 (4) ◽  
pp. 446-464
Author(s):  
D.A. Yousef
Keyword(s):  
Learning Styles ◽  
Learning Style ◽  
United Arab Emirates ◽  
Undergraduate Students ◽  
Item Analysis ◽  
Reliability And Validity ◽  
Educational Settings ◽  
Content Type ◽  
Short Period ◽  
Two Samples

Purpose This study aims to examine the reliability and validity of the learning style construct conceptualized by Honey and Mumford (1986) in educational settings in the United Arab Emirates. Design/methodology/approach Two independent samples from the UAE were used: one comprised 1,463 undergraduate students at the UAE University, and the other comprised 152 undergraduate students at the American University of Ras Al Khaimah. The data were analyzed using Cronbach’s alpha, inter-correlations and confirmatory factor analysis (CFA). Findings Measured by alpha coefficients, the outcomes suggest that the learning styles questionnaire (LSQ) had moderate internal consistency in both samples. The inter-correlations reveal positive (weak to modest) correlations among the four learning styles for both samples, implying a lack of support for the two bipolar dimensions proposed by Kolb. CFA failed to support the four learning styles described by Honey and Mumford. Research limitations/implications This study used only two samples to test the reliability and validity of the instrument. Second, other statistical tools (e.g. test-retest, item analysis) usually used to determine the reliability and validity of instruments were not used. Furthermore, the study was conducted over a short period; nonetheless, it has various implications for researchers, educators and managers. Originality/value This investigation represents the first attempt to assess the LSQ’s reliability and validity in educational settings in the UAE. The findings contribute to the study of learning styles and instruments testing.

Contending claims to causality: a critical review of mediation research in HRD

2016 ◽  
Vol 40 (8/9) ◽  
pp. 595-614 ◽  
Author(s):  
Rajashi Ghosh ◽  
Seth Jacobson
Keyword(s):  
Data Collection ◽  
Human Resource Development ◽  
Human Resource ◽  
Critical Review ◽  
Resource Development ◽  
Equation Modeling ◽  
Causal Process ◽  
Cross Sectional ◽  
Content Type ◽  
Mediation Models

Purpose The purpose of this paper is to conduct a critical review of the mediation studies published in the field of Human Resource Development (HRD) to discern if the study designs, the nature of data collection and the choice of statistical methods justify the causal claims made in those studies. Design/methodology/approach This paper conducts a critical review of published refereed articles that examined mediation in Human Resource Development Quarterly, Human Resource Development International, Advances in Developing Human Resources and European Journal of Training and Development. Mediation studies published in these journals from 2000 to 2015 were identified and coded. The four journals sampled were chosen to provide breadth of coverage of the different types of empirical studies published in the field of HRD. Findings The review findings imply that HRD scholars are not employing experimental or longitudinal designs in their studies when randomized experiments and longitudinal studies with at least three waves of data collection are regarded as the golden standards of causal research. Further, the findings indicate that sophisticated statistical modeling approaches like structural equation modeling are widely used to examine mediation in cross-sectional studies and most importantly, a large number of such studies do not acknowledge that cross-sectional data does not allow definite causal claims. Research limitations/implications Although the findings urge us to rethink the inferences of mediation effects reported over the past 15 years in the field of HRD, this study also serves as a guide in thinking about framing and testing causal mediation models in future HRD research and even argues for a paradigm shift from a positivist orientation to critical and postmodern perspectives that can accommodate mixed methods designs for mediation research in HRD. Originality/value This paper presents a critical review of the trends in examining mediation models in the HRD discipline, suggests best practices for researchers examining the causal process of mediation and directs readers to recent methodological articles that have discussed causal issues in mediation studies.

Hidden in practice: the management activities that foster employee learning

2015 ◽  
Vol 29 (3) ◽  
pp. 7-10
Author(s):  
Jay Andrew Cohen
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Design Methodology ◽  
Management Practice ◽  
Resource Development ◽  
Content Type ◽  
Learning At Work ◽  
Employee Learning ◽  
Frontline Managers

Purpose – The purpose of this paper is in providing guidance to human resource development and frontline managers in shaping employee learning at work. Design/methodology/approach – This paper takes a viewpoint approach. Findings – This paper builds on recent discussions on the inseparable nature of working and learning: peripheral management practice that facilitates employee learning (Cohen, 2014) to focus on the practical activities that frontline managers can do to promote and facilitate employee learning. Originality/value – To the best of my knowledge and belief, this paper contains no material previously published or written by any other person, except where due reference is given in the text.

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