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Articles 31 - 43 of 43
Full-Text Articles in Business
Academic Service-Learning In The Human Resource Development Curriculum, Ovilla Turnbull, Susan R. Madsen
Academic Service-Learning In The Human Resource Development Curriculum, Ovilla Turnbull, Susan R. Madsen
Susan R. Madsen
Academic service-learning is a relatively new pedagogy that uses service activities to support traditional teaching methods, giving students a better understanding and ability to remember and carry out functions/skills taught in class. Although its use in human resource development courses has rarely been reported in the literature, preliminary research appears to suggest that academic service-learning would be an ideal teaching method for instilling in students the skills and/or traits necessary to be successful in human resource development (e.g., intellectual versatility, adult learning insight, and industry understanding).
A Content Analysis Of Telework Theory And Literature, Susan R. Madsen
A Content Analysis Of Telework Theory And Literature, Susan R. Madsen
Susan R. Madsen
The purpose of this review is to explore the literature related to telework and its benefits, challenges, and implications for individuals, work groups, and organizations. It investigates the possible implications of telework to human resource theory and practice. It lists a number of theories/models and discusses concerns about the lack of researched theoretical frameworks. Finally, after the benefits and challenges are reviewed, human resource recommendations and contributions are presented.
What Hrd Curriculum Is Being Taught Within Hr Programs In U.S. Business Schools, Susan R. Madsen, Anita L. Musto, Tyler S. Hall
What Hrd Curriculum Is Being Taught Within Hr Programs In U.S. Business Schools, Susan R. Madsen, Anita L. Musto, Tyler S. Hall
Susan R. Madsen
The number of academic human resource development (HRD) programs has substantially increased over the past 15 years (Kuchinke, 2001). This growth has been attributed to the increased demands for HRD-related employee skills, expertise, and performance in today’s dynamic workplace and economic environment. Kuchinke found that the large majority of HRD programs are located in colleges and schools of education. However, as we strive to describe and measure the influence and growth of HRD in academic settings, it is important to consider the HRD curriculum taught within other schools, departments, degrees, programs, and specializations. One such area of HRD influence and …
Job Esteem: Definition And Instrument Development, Douglas G. Miller, Susan R. Madsen
Job Esteem: Definition And Instrument Development, Douglas G. Miller, Susan R. Madsen
Susan R. Madsen
The purpose of this study was to introduce a new construct that would assist in understanding employee attitudes and behaviors in hospitality sector jobs. The research introduces job-esteem and justifies it as a unique construct worthy of further study. Job-esteem is defined as the level of respect and dignity an individual believes is associated with his/her job. An instrument is developed to assist in measuring the level of job-esteem found in hospitality employees. The instrument is then administered to 75 employees of a large hotel chain in Hawaii. Tests show the instrument meets reliability standards.
The Benefits, Challenges, And Implications Of Teleworking: A Literature Review, Susan R. Madsen
The Benefits, Challenges, And Implications Of Teleworking: A Literature Review, Susan R. Madsen
Susan R. Madsen
Flexible work arrangements are becoming more important to entrepreneurs today. However, effective new business owners are taking more time to consider the pros and cons of these arrangements. The purpose of this review is to explore the literature related to telework and its benefits, challenges, and implications for individuals, work groups, and organizations. It investigates the possible implications of telework to management theory and practice. It lists a number of theories/models and discusses concerns about the lack of researched theoretical frameworks. Finally, after the benefits and challenges are reviewed, recommendations and contributions are presented.
An Evaluation Of The Transtheoretical Model Of Individual Change And Its Implications For Human Resource Development, Susan R. Madsen
An Evaluation Of The Transtheoretical Model Of Individual Change And Its Implications For Human Resource Development, Susan R. Madsen
Susan R. Madsen
Change is the basis for improving and expanding individual, group, and organizational effectiveness, performance, and learning. However, HRD has utilized and developed few empirically validated individual change models or theories. Because HRD is a multidisciplinary in nature, it is important for researchers and practitioners to consider what models or theories others have to offer. One influential model from the health and medical field that has promising utility in HRD is the Transtheoretical Model (TTM) of individual change. The purpose of this article is to introduce this model and explore its application to HRD. This article uses Dubin’s criteria for theory-building …
Work And Family Conflict: A Review Of The Theory And Literature, Susan R. Madsen
Work And Family Conflict: A Review Of The Theory And Literature, Susan R. Madsen
Susan R. Madsen
Work and family issues and challenges have substantially changed during the past few decades. One specific concern is related to the continuous rise in reported work-family conflict. The purpose of this review is to explore the literature related to work and family conflict and its possible implications to human resource management theory and practice. It defines work-family conflict and discusses its relevance to human resource practitioners and researchers. It presents four existing theoretical frameworks and reviews the literature related to antecedents/determinants and possible outcomes of work-family conflict. Finally, it provides recommendations and contributions to management and human resource professionals.
Viewing Corporate Wellness Programs As Systems, Susan R. Madsen
Viewing Corporate Wellness Programs As Systems, Susan R. Madsen
Susan R. Madsen
Although interest in corporate wellness continues to increase in workplaces in various countries, many businesses still consider employee wellness as unrelated to the organization and its functions. Some continue to view wellness as having little or no financial impact on an organization and, therefore, not part of the overall organizational system. This paper argues that wellness programming should be analyzed as both a freestanding system and also a subsystem of the overall business. By viewing it through the general systems theoretical lens, the wellness system can find its place and be ultimately seen as integral within the overall organizational system.
The Development Of A Human Resource Curriculum For Institutions Experiencing Rapid Growth, Susan R. Madsen, Anita L. Musto, Tyler S. Hall
The Development Of A Human Resource Curriculum For Institutions Experiencing Rapid Growth, Susan R. Madsen, Anita L. Musto, Tyler S. Hall
Susan R. Madsen
A key challenge with the growth and expansion of institutions of higher education is in the development of degree programs and emphases. It is imperative that new programs and emphases be designed to reflect current research findings and job market needs and competencies. Curricula at some institutions have been formed through the opinions of local experts instead of through valid and rigorous research projects. In 2002 Utah Valley State College (UVSC) ranked eighth in the nation for student growth and institutional expansion when compared with other four-year public institutions (Stewart, 2002). Although this is exciting and exhilarating in many ways, …
Work And Family Conflict: A Review Of The Theory And Literature, Susan R. Madsen
Work And Family Conflict: A Review Of The Theory And Literature, Susan R. Madsen
Susan R. Madsen
The purpose of this review is to explore the literature related to work and family conflict and its possible implications to HRD theory and practice. The following questions were investigated: 1) What are the existing WFC theoretical frameworks?; 2) What are antecedents/determinants and possible outcomes WFC?; 3) What does the literature recommend?; and 4) How does this information contribute to new knowledge in HRD? This review is a content analysis of scholarly literature located in various business, psychology, and family databases. Among the hundreds of articles located, the thirty-three that appeared to have the most applicable theoretical frameworks and HRD …
The Benefits, Challenges, And Implications Of Teleworking: A Literature Review, Susan R. Madsen
The Benefits, Challenges, And Implications Of Teleworking: A Literature Review, Susan R. Madsen
Susan R. Madsen
The purpose of this review was to explore the literature related to teleworking and formulate implications to HRD theory and practice. The following questions were investigated: 1) What are the theoretical frameworks for researching teleworking; 2)What are the researched benefits and challenges for employees and employers; and 3) What findings can assist an HRD practitioner in assessing, designing, developing, implementing, and evaluating telework interventions? This review is a content analysis of scholarly literature located in various business (e.g., ABI, General BusinessFile ASAP) and psychology databases (i.e., PsycINFO, Expanded Academic Index). The key words used for the search included: telework, teleworking, …
An Organization's Responsibility To Its Employees, Susan R. Madsen
An Organization's Responsibility To Its Employees, Susan R. Madsen
Susan R. Madsen
Defining and deciding the responsibility of business organizations to provide and assist employees with work-family programs and initiatives is a current critical issue that has ignited controversy during the past decade. The author argues that work-family programs should be a part of every organization and should be linked to benefits to the employer. She argues that training and educating business leaders about work-family options and benefits is a better solution than continual legislation. Discussions include organizational responsibility, the increased need for these programs, work-family programs and services, benefits and suggestions for the employer, and finding a solution through shared responsibility.
Should The Federal Government Mandate Family Medical Leave Policy For Companies With 25-49 Employees?, Sonja Irlbeck, Susan R. Madsen, Sue Nash
Should The Federal Government Mandate Family Medical Leave Policy For Companies With 25-49 Employees?, Sonja Irlbeck, Susan R. Madsen, Sue Nash
Susan R. Madsen
Employees and employers struggle with balancing work/family responsibilities. While the U.S. Family Medical Leave Act (FMLA) has been effective for some companies, it created burdens for others. The current debate whether to extend the FMLA to employees in companies with 25-49 employees has spawned U.S. studies and hearings to understand better both sides of the issue. This article reviews both sides of this critical issue, providing a history of the current act and references to international documentation and experts on the topic. The authors discuss possible amendments to the FMLA, as well as expansion of the legislation that will benefit …