The Value of an Undergraduate HRD Degree: An Exploratory Investigation of Perceived Employability and Career Success

2017 ◽  
Vol 19 (2) ◽  
pp. 190-206 ◽  
Author(s):  
Tomika W. Greer ◽  
Consuelo L. Waight
Keyword(s):  
Academic Achievement ◽  
Human Resource Development ◽  
Human Resource ◽  
Exploratory Study ◽  
Career Success ◽  
Descriptive Statistics ◽  
Program Administrators ◽  
Perceived Employability ◽  
Exploratory Investigation ◽  
Subjective Career Success

The Problem Undergraduate human resource development (HRD) programs are becoming increasingly popular. However, there is little research available regarding the outcomes of the alumni of these programs and the value that they attribute to their undergraduate HRD degree. The Solution In this exploratory study, a survey was used to assess the value of an undergraduate HRD education among graduates of an undergraduate HRD program. Perceived employability and subjective career success were used as measures to assess the value of an undergraduate HRD degree from the perspective of alumni from an undergraduate HRD program. Academic achievement was also considered for the possibility of impacting the perceived value of the degree. Descriptive statistics are used to report the findings related to perceived employability and subjective career success. The Stakeholders The results of this study are useful to undergraduate HRD program administrators and alumni who are interested in the career outcomes of undergraduate HRD students in the first few years following their graduation. These administrators and alumni can use the results to market and describe the value of an undergraduate degree in HRD. An additional stakeholder group includes potential students who may seek clarification on the experiences of graduates of the undergraduate HRD programs that the potential students may be considering.

scholarly journals Service Delivery System Practices in Malaysian Hotel Operations: An Exploratory Study

2020 ◽  
Author(s):  
Mohd Rizal Razalli
Keyword(s):  
Service Delivery ◽  
Human Resource ◽  
Delivery System ◽  
Cost Reduction ◽  
Exploratory Study ◽  
Service Industry ◽  
Response Rate ◽  
Descriptive Statistics ◽  
Service Delivery System ◽  
Service Adaptation

A hotel’s service delivery system is unique because it produces products as well as services. Priorresearch in this area is still scarce especially in the context of the Malaysian service industry. Thispaper investigates the extent of service delivery system practices in Malaysia’s hotels. In doing so, aquestionnaire was sent to all 474 star-rated hotels in Malaysia. A response rate of 19% was received.By using factor analysis and descriptive statistics, the results indicated that the extent of hotel servicedelivery system could be measured by the following seven dimensions – new products/services, customerparticipation, hotel operations layout, push/pull orientation, level of standardisation, use of InformationTechnology (IT), and human resource specialisation. Furthermore, on each dimension, managers ofhotels perceived that their hotels had high introduction of products/services, high customer participationfor service adaptation, mixed operations layout, pull orientation, high standardisation of processes, high use of IT for cost reduction, and low human resource specialisation.  

Servant leadership and career success: the effects of career skills and proactive personality

2019 ◽  
Vol 24 (7) ◽  
pp. 717-730 ◽  
Author(s):  
Zhen Wang ◽  
Kun Yu ◽  
Ruobing Xi ◽  
Xiaodan Zhang
Keyword(s):  
Servant Leadership ◽  
Career Success ◽  
Career Satisfaction ◽  
Proactive Personality ◽  
Hierarchical Regression ◽  
Content Type ◽  
Perceived Employability ◽  
Subjective Career Success ◽  
Matched Data ◽  
Career Skills

Purpose The purpose of this paper is to examine the effect of servant leadership on followers’ subjective career success and the mediating role of career skills. The moderating effect of followers’ proactive personality is also investigated. Design/methodology/approach This paper collected two-wave matched data from 283 employees of an IT company. The authors use hierarchical regression and bootstrapping to test the hypotheses. Findings Servant leadership has a positive effect on career satisfaction and perceived employability through career skills. In addition, proactive personality moderates the association between servant leadership and career skills, such that the relationship is stronger when proactive personality is high. Proactive personality also moderates the indirect effect of servant leadership on career satisfaction and perceived employability. Practical implications The findings suggest that organizations should select and train leaders to practice servant leadership to enhance employee subjective career success. Originality/value This is the first study to investigate the mechanism and boundary conditions of the association between servant leadership and employee subjective career success.

Career success is not always an outcome: its mediating role between competence employability model and perceived employability

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mariana Bargsted ◽  
Jesús Yeves ◽  
Cristóbal Merino ◽  
Juan I. Venegas-Muggli
Keyword(s):  
Career Success ◽  
Online Survey ◽  
Equation Modeling ◽  
Socioeconomic Background ◽  
Content Type ◽  
Mediating Role ◽  
Perceived Employability ◽  
Subjective Career Success ◽  
The Relationship

PurposeCareer success has been understood as an outcome of career goals, achievement and employability resources. Recent research has enlightened its potential effect on career decisions and perceived employability. This paper aims to test the role of career success in the relationship between competence employability and perceived employability.Design/methodology/approachAn online survey was answered by 1,087 graduates from a large nonselective higher education institution that enrolls a significant number of first generation and lower socioeconomic background students. Structural equation modeling was used to examine the mediating role of career success, as was proposed.FindingsSubjective career success partially mediates the relationship between competence employability model and perceived employability. However, objective career success was not related to perceived employability.Research limitations/implicationsThe study made use of a cross-sectional design, which hinders the identification of causal direction.Practical implicationsFor training and education, both employability competences and subjective career success are resources to enhance in order to promote employee's personal beliefs about obtaining and maintaining employment.Originality/valueThis study combines different employability approaches, and their relationship with career success, considering subjective and objective career success as relevant personal resources that could impact self-perceptions and foster career behaviors. Testing the utility of these theoretical models on a group that has been underrepresented in career development studies is also relevant, particularly, the use of gain spiral concept from Conservation of Resources theory.

Research to Advance Undergraduate HRD Education: “Please Sir, I Want Some More”

2017 ◽  
Vol 19 (2) ◽  
pp. 207-214 ◽  
Author(s):  
Kim Nimon ◽  
Paul B. Roberts
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Department Chairs ◽  
Resource Development ◽  
Program Administrators ◽  
Associate Deans ◽  
Conducting Research ◽  
The University ◽  
University Council ◽  
Human Resource Education

The Problem There is a dearth of research focusing on undergraduate human resource development (HRD) education. As a result, programs offering undergraduate degrees in HRD or degrees related to HRD may be making program decisions without the benefit of empirical research. Alternatively, programs may be conducting their own action research projects where the results may not be generalizable to other institutions. The Solution The present issue takes one small step forward related to filling the gap in undergraduate HRD education. The empirical articles in this issue are reviewed and synthesized to identify five opportunities for research that can inform education and practice. The Stakeholders The primary audience includes HRD scholars and scholar-practitioners, including master and doctorate students, interested in conducting research relevant to undergraduate HRD education. The secondary audience includes leaders of the field, including board members of the Academy of Human Resource Development (AHRD), the AHRD Foundation, the University Council for Workforce and Human Resource Education (UCWHRE), program administrators, department chairs, associate deans, and deans.

scholarly journals How Subjective Career Success of Public Sector Universities’ Teachers Is Affected by Protean Career Orientation?

2021 ◽  
Vol 4 (3) ◽  
pp. 761-772
Author(s):  
Muhammad Farooq Rehan ◽  
Quaisar Ijaz Khan ◽  
Raheel Mumtaz
Keyword(s):  
Public Sector ◽  
Career Success ◽  
Structural Equation ◽  
Faculty Members ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Career Orientation ◽  
Protean Career ◽  
Perceived Employability ◽  
Subjective Career Success

The study explored the mediating effect of Perceived Employability (PE) on faculty members’ protean career orientation (PCO) and Career Success (CS). The study is exploratory in nature which aimed to ascertain the mediating relationship of perceived employability between protean career orientation and career success of faculty members working in public sector institutions of higher learning. The researchers tried to test protean career theory by developing a conceptual framework. Data were gained through self-administrated questionnaires from the faculty members working in Punjab’s Public Sector Universities. For the purpose of sampling: stratified sampling technique was applied for data collection. Data were obtained from 269 respondents’ for testing the theoretical model. Measurement model was analyzed by applying Structural Equation Modeling (SEM) for testing the hypothesis. For this purposed we used SMART-PLS Licensed version 3. The researchers detected a statistically significant mediating role of perceived employability between protean career orientation and subjective career success. Due to the scarcity of financial and time constraints we have collected data from only 12 universities of Punjab, Pakistan. However, the results can be generalized as all the public sector universities are governed by same governing body; named Higher Education Commission of Pakistan (HEC).

Human Resource Development Obstacles Measure

2019 ◽  
Author(s):  
Negin Fallah Haghighi ◽  
Masoud Bijani ◽  
Morteza Parhizkar
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development
Sign in / Sign up

Export Citation Format

Share Document