International Journal of Human Resources Development and Management (7 papers in press)

• Collectivism versus Individualism in Police Cultures
  by Cathrine Filstad, Petter Gottschalk 
  Abstract: The purpose of this article is to explore how an organizational culture is shaped by their members' interpretation of values. We study values in policing, more specifically, among newcomers in law enforcement, counter terrorist officers and criminal investigators in the Norwegian police force. We find that the police culture is characterized by being more collectivistic than individualistic. However, there are significant variations related to the respondents' interpretation of values. Rather than being absolutely individualistic or collectivistic, police officers seem to be somewhere on a scale from individualism to collectivism. Each officer's location on this scale seems influenced by background, experience and duties at hand.
  Keywords: Organizational Culture; Collectivism and Individualism; Organizational Values; Police Officers.
   
• Learning under pressure: learning strategies, workplace climate and leadership style in the hospitality industry
  by Paula Bernsen, Mien Segers, Harm Tillema 
  Abstract: In this study we explored the relationship among learning strategies, leadership style, and work environment for middle managers in the hospitality industry. We found an association between learning strategy and workplace climate; we also found an association with leadership style, but to a lesser extent. In the hospitality industry, a deep learning strategy was linked to a heavy workload, while surface (disorganized) learning strategies were associated with a transactional (reward oriented) leadership style. These somewhat surprising findings suggest the need for further research into the conditions under which workload and leadership style can enhance a (deep) strategy to learning.
  Keywords: learning strategy; workplace climate; leadership style; hospitality industry; middle managers.
   
• Free movement of labour and strategic human resource management challenges in new European Union member states: a study of Estonian enterprises
  by Tiit Elenurm, Ruth Alas, Jana Laar 
  Abstract: This paper will analyse challenges and opportunities offered by the free movement of labour from the enterprise point of view in new European Union member states. The purpose is to present the results of a survey questionnaire conducted in Estonia in order to identify links between forecasts of cross-border labour mobility, opportunities and threats from European integration, development projects supported by the EU and human resource development in order to gain and retain international competitiveness. Research results reveal that smaller enterprises expect higher mobility than larger companies and demonstrate industry-specific differences in anticipating the implications of the free movement of labour in the EU. Enterprises that have a long-term human resource strategy of developing competent and motivated personnel and link personnel training to international networking, technology and product development by participating in EU-supported development projects are less vulnerable to labour mobility risks.
  Keywords: human resources; European integration; labour mobility; migration; competitive advantage; organisational capabilities; development projects; competences; strategy; Estonia.
   
• Understanding the Corporate University Phenomenon: A Human Capital Theory Perspective
  by Greg G Wang, Jessica Li, Xuejun Qiao, Judy Sun 
  Abstract: Corporate universities have become a global phenomenon in organisations. This study investigated the corporate university (CU) phenomenon through the lens of human capital theory. Combining with a reflexive approach, we conducted a comprehensive review and analysis of literatures in economics and human resource development (HRD). We found that, different from existing CU literature, as an HRD operational entity, the CU and the traditional university were rooted in different skills contexts. Theorizing the CU phenomenon is to theorize HRD. We further explored an alternative model to understand the CU phenomenon. Implications for HRD research were also discussed.
  Keywords: corporate universities; human capital theory; specific skills; general skills; skill context; theory building.
   
• The Eritrean HRD Project (1998-2005): A Critical Assessment of Its High Rate of Brain Drain
  by Mussie Tessema, Alex Ngoma, Kathryn Ready,, Daniel Sauers, Joell Bjorke 
  Abstract: This study critically analyses the “Eritrean HRD Project,” a major workforce development project that was implemented in this eastern African country between 1998 and 2005. In this project, 674 Eritrean nationals were sent overseas to pursue higher education in various fields. The findings of the study indicate that 431 or 64 percent of the project trainees did not return home after graduating. To gain some insights into why this turned out to be the case, the study analysed the perceptions of the ‘abscondee-graduates.’ The study reveals that while skills migration is a common phenomenon in nearly all the Less Developed Countries (LDCs) worldwide, its impact has been hardest on sub-Saharan African countries like Eritrea. The study acknowledges that the brain drain syndrome is multifaceted and complicated, involving economic, political and social factors. The study also identifies five related factors that appear to aggravate this problem in the LDCs: unfavourable economic, political, and working conditions, as well as lack of peace, stability and attractive HRM practices. Finally, the study presents some policy implications of the brain drain as well as suggests frontiers for future research.
  Keywords: brain drain; HRD; human resource development; higher education; HRM; human resource management; LDCs; less developed countries; Eritrea.
   
• The Effects of Boards of Directors on R&D Investments: The Case of Spain
  by ANA HERNÁNDEZ, CARMEN CAMELO, Ramón Valle 
  Abstract: This paper analyses how the composition and ownership structure of boards of directors affect firms’ R&D investments. Most research on the impact of the board focuses on corporate performance in an Anglo-American context. This study explores the influence of the board on R&D investments in the Spanish corporate governance system, which is different from the British and American systems. Data from 86 Spanish quoted companies in technology industries show that board composition influences R&D investments. Further, our results indicate that ownership structure can moderate the relation between board composition and R&D investments. This study states opposing hypotheses, based on arguments from agency and stewardship theories. We use these theories to analyse the influence of the board on R&D investments as a key factor for success in highly competitive technology industries.
  Keywords: Corporate governance; R&D investments; board composition; ownership structure; technology industries.
   
• Intercultural Knowledge Management: Exploring Models for Repatriation Competency Transfer in the Global Workplace
  by Christine Velde 
  Abstract: Education is changing and becoming more global. Therefore, there is an increasing need for human resource managers to effectively manage the expatriation and repatriation processes of expatriates. The literature argues that the repatriation process from both an organisation and individual perspective has been neglected, and remains problematic. This paper argues for the development of new knowledge management frameworks and taxonomies, because globalisation has forced expatriation and repatriation on to the strategic agenda.
  Keywords: intercultural knowledge management; repatriation competency transfer; human resource management