Awards
The Academy Awards is the distinguished awards program in the Human Resource Development profession that is sponsored by the Academy of Human Resource Development (AHRD).
These awards are for scholarly professionals who have made significant contributions to the vision of leading the profession through research. The Board presents all the Awards at the annual AHRD International Research Conference in the Americas.
Click on award names below for more detailed descriptions of each award, how to contact the chairs, and lists of previous award winners.
Chair: Tonette Rocco
The Laura Bierema Excellence in Critical HRD Award will seek to honor a critical HRD scholar or practitioner who has demonstrated research and/or activism with impact in HRD. The award aims to acknowledge those scholars and HRD professionals who actively challenge field and industry norms while advancing important social justice perspectives and principles.
Award Criteria
Scholarship
- Important article(s) – Published articles that advance important CHRD theories and concepts, actively challenging norms and advancing alternatives for practice.
- Citations – Published work has received substantial citations or references, either in number or measured by quality/importance to the field.
- Important book(s) – Published book has advanced important CHRD theories and concepts, actively challenging norms and advancing alternatives for practice.
- Dissertations chaired – Dissertations chaired have been framed within CHRD and contributed to the CHRD dialogue in a meaningful way.
- Engaged scholarship – “the collaboration between academics and individuals outside the academy - knowledge professionals and the lay public (local, regional/state, national, global) - for the mutually beneficial exchange of knowledge and resources in a context of partnership and reciprocity” (New England Resource Center for Higher Education, para. 1).
Practice
- New practices/interventions – Individual has actively sought to develop and implement critical and social justice HRD practices.
- Policies – Individual has actively engaged in developing and implementing critical and social justice HRD policies in organizational settings.
- Engaged practice – “seeks to facilitate a more active and engaged democracy by bringing affected publics into problem-solving work in ways that advance the public good with and not merely for the public” (New England Resource Center for Higher Education, para. 1).
Nomination Process
Nomination packet to include
- Name of nominee
- Contact information (title, address, email, telephone)
- Short narrative on how the person has impacted critical HRD, considering the criteria for the award
- CV or resume
Award Winners
2025 Winner
- Jeremy Bohonos, Texas State University
2024 Winner
- Sally Sambrook, University of Bangor, UK
2023 Winner
- Tomika W. Greer, University of Houston
2022 Winners
- Chaunda L. Scott, Oakland University
Julie Gedro, Empire State College
2021 Winner
- Dr. Joshua C. Collins, University of Minnesota-Twin Cities
2020 Winners
- Carole Elliot, The University of Sheffield
- Tara Fenwick, University of Stirling
2019 Winner
- Marilyn Y. Byrd, University of Oklahoma
2018 Winner
- Kimberly Osborne, Independent Scholar
2017 Winner
- Julia Storberg-Walker, George Washington University
2016 Winner
- Susan R. Madsen, Utah Valley University
2015 Winner
- Tonette S. Rocco, Florida International University
2014 Winner
- Jamie Callahan, Drexel University
Chair: Amin Alizadeh
The Human Resource Development Cutting Edge Awards are given to the author(s) of up to ten outstanding scholarly papers from those published in the annual Conference Proceedings of the Academy of Human Resource Development for the same year.
*This award is managed internally. Contact the Chair for more information.
Award Criteria
- New knowledge contribution to the HRD profession
- Theoretical and/or practical importance of the problem
- Appropriateness of approaches and/or methods used
- Extent to which the results justify the conclusions
- Quality of the reporting HTML
Nomination Process
In a three-stage process, the Cutting Edge Award Committee members will read and evaluate all manuscripts that appear in the AHRD Conference Proceedings of the same year.
Award Winners
Text Analysis, the Quantified Qualitative Method: The Model for Human Resource Development Research
- Simon Shin, Texas A&M University
- Seung Won Yoon, Texas A&M University
- Walid El Mansour, Texas A&M University
- Raj Sankaranarayanan, University of Texas
- Meera Alagaraja, Texas A&M University
Resilience by Design: Applying Complex Adaptive Systems Theory to Organizational Adaptation in Volatile Environments
- Jonathan Westover, Western Governors University
Artificial Intelligence in Training & Development: A Scoping Review
- Shyamal Pandya, Texas A&M University
- Hoda Parvaneh Shirazi, Texas A&M University
- Taylor Henderson, Texas A&M University
- Michael Beyerlein, Texas A&M University
Technology-enhanced creativity: A systematic review of workplace digital creativity
- Hyerim Riley Kang
- Sangok Yoo
Generative artificial intelligence in instructional system design
- Dae Seok Chai, Heesun Kim, Kyung Nam Kim, YobHa, Simon Shin, & Seung Won Yoon
How a generative AI chatbot supports learner-controlled training
- Ethan Li
How spiritual leadership drives work engagement and organizational commitment: Unveiling the mediating roles of sense of calling and psychological ownership
- Baek-Kyoo Joo
- Insok Lee
- Sang Won Byun
- Won-Seok Jang
Learning-path strategies of engineers in industry 4.0: What learning do their managers deem desirable for them?
- Nhu Quynh
- Rob Poell
Is human performance technology (HPT) dead? A conceptual review of the current state of the paradigm
- Sau Carliner
- Jae Young Lee
Critical race theory and international students in higher education: Research trends based on bibliometrics and scoping review
- Dae Seok Chai
- Christina Yao
- Seung-hyun (Caleb) Han
“If I don’t, who will?”: Narrative inquiry of critical human resource development scholars’ professional identity development
- Laura Bierma
- Joshua Collins
- Eunbi Sim
The nature of the human resource development researchpractice gap: An analysis of professional and academic literature 1990 to 2022
- Ying Feng
- Kenneth Bartlett
Exploring arts-based research in HRD: Innovations, challenges, and future directions
- Beixi Li
A windy road to leadership: A sequential explanatory mixed methods study on the role of developmental networks on women’s leader identity development
Ague Mae Manongsong, Louisiana State University
- Decentering and Diversifying Intersectionality Research in HRD: An Integrated Framework for Intersectionality Research
Eunbi Sim, University of Georgia
Shinhee Jeong, Louisiana State University - Organizational Memory: An Integrative Literature Review
Daniel Lee, Colorado State University
Dae Seok Chai, Colorado State University - The Effects of Subjective Career Success and Perceived Shared Leadership on Personal Growth Initiative: Moderating Effects of Challenging Job Experience
Suhyung Lee, Stephen F. Austin State University - Mind the Gap – A Comparative Analysis of (In-)Congruences in HRD Role Perception
Henriette Lundgren, George Washington University
Sally Kah, Birmingham City University
Jenni Jones, University of Wolverhampton
Rob F. Poell, Tilburg University
Jim Stewart, Liverpool John Moores University
Robert (Bob) G. Hamlin, University of Wolverhampton
Ellen Scully-Russ, George Washington University - Needs Assessment of Police Pre-deployment Training for Dispatch Experts in International Development Cooperation of Policing
Junseon Jeong, Hanyang University
Minji Park, Hanyang University
Hyeonah Jo, Hanyang University
Chunju Kim, Hanyang University
Ji Hoon Song, Hanyang University - Personal Resources and Career Decision Self-Efficacy of Postsecondary International Students: The Moderating Role of Cultural Adjustment
Dae Seok Chai, Colorado State University
Sunyoung Park, Louisiana State University - Communicating a Vision for Human Resource Development in Southeast Asia: A Thematic Analysis of the Speeches of ASEAN Secretaries-General (2008-2022)
Oliver Crocco, Louisiana State University
Pimsiri Aroonsri, Chulalongkorn University
Nuzulul Isna, STKIP Muhammadiyah Southwest Aceh
- Validation of Knowledge Hiding Measurement in South Korea
Jaehong Joo, Hanyang University
Yunsoo Lee, Hanyang University
Ji Hoon Song, Hanyang University - How do Company-Sponsored Women’s Networks Affect Members’ Career Advancement and the Success of their Organization?
Sarah Rand, St Catherine University
Joseph Wohkittel, Minnesota State University, Mankato - Employees’ Well-Being Process: Longitudinal Effects of Domain Satisfaction and Happiness
Sehoon Kim, University of Minnesota - Relumining Perceived Gender Discrimination in the Workplace: Examining Determinants through Decision Trees
Eunbi Sim, University of Georgia
Caleb S. Han, University of Georgia
- Understanding Multi-Level Learning in Organizations: A Comparison of Learning Organization and Lean Strategy Characteristics
Meera Alagaraja, University of Louisville
Ann Herd, University of Louisville - What Makes Startups Attractive to Employees as Employers?
Jaekyo Seo, University of Minnesota
Suhyung Lee, University of Minnesota - Using HRD Research-to-Practice Concepts to Mitigate COVID-19 in US Hospitals: Deploying Action Research Strategies in the Coronavirus Pandemic
Michael R. De Georgeo, Medtronic plc
Julia M. De Georgeo, University of Wisconsin-Madison
Toby M. Egan, University of Maryland
Kristi P. Klee, Allina Health
Michael S. Schwemm, Emergency Physicans Professional Association
Heather Bye-Kollbaum, Medtronic plc
Andrew J. Kinser, Medtronic plc
- Organizational support and adaptive performance: The rotating relationships between job crafting, work engagement, and adaptive performance
Yoonhee Park, Ewha Womans University, Doo Hun Lim, University of Oklahoma, Woocheol Kim, Korea University of Technology and Education, Hana Kang, Michigan State University - Linking bystander intervention and ally development: An integrative approach to organization development for social justice
Joshua Collins, University of Minnesota - Associations between Training and Development Investment and Financial Performance: Multilevel Autoregressive Modeling
Sango Yoo, University of Minnesota, Suhyung Lee, University of Minnesota, Sehoon Kim, University of Minnesota, Soebin Jang, Augsburg University, Daeyeon Cho, Korea University, Eun Sol Park, Korea University, Myungbin Choi, Korea University, Somin Park, Korea University - Success Strategies for Employees with Autism Spectrum Disorder (ASD)
Karen Johnson, University of North Texas, Demetria Ennis-Cole, University of North Texas, Matthew Bonhamgregory, University of North Texas - How is HRD Related to Other Disciplines? The Analysis of 100 Most Frequently Cited Empirical Articles Published in Three HRD Journals
Jaekyo Seo, University of Minnesota - Twin Cities, Suhyung Lee, University of Minnesota, Alexandre Ardichvili, University of Minnesota - Mediating Effect of Social Media Use Behavior on the Relationship between Predictor Factors and Work Success: A Conceptual Model for Talent Learning and Development
Dahlonega Fatemeh Dena Rezaei, Texas A&M University, Michael Beyerlein, Texas A&M University - Social Capital leveraging Knowledge Sharing: Evidence from Classroom in Higher Education
Caleb Seung-Hyun Han, University of Georgia, Eunjung Grace Oh, University of Illinois Urbana-Champaign, Sung "Pil" Kang, University of New Mexico
- A Pedagogical Approach for Addressing Racism and Building a Foundation for Human Relations in the Workplace
Marilyn Byrd, University of Oklahoma
- Compassionate Leader Behavior: An Emerging Framework for Consideration in HRD
Brad Shuck, University of Louisville, Meera Alagaraja, University of Louisville, Jason Immekus, University of Louisville, Maryanne Elliott, George Washington University, Denise M. Cumberland, University of Louisville
- The Multi-Level Effects of HR Practices and Paternalistic Leadership on Organizational Commitment
Dae Seok Chai, Colorado State University, Shinhee Jeong, Louisiana State University, Baek-kyoo Joo, Slippery Rock University of Pennsylvania
- Impacts of the Leader-Member Exchange (LMX) Quality on Employees’ Outcomes
Jiwon Park, Korea University
- Reliability Generalization of Transfer of Training
Junhee Kim, Indiana University-Purdue University Indianapolis, Hyeon-Jin Kim, Nuclear Training and Education Center, Youngsup Hyun, Kyungpook National University
- Examining the Impact of Psychological Safety on Transformative Learning in the Workplace
Chang-kyu Kwon, University of Georgia, Seung-hyun Han, The University of Georgia, Aliki Nicolaides, University of Georgia
- Identifying Latent Profiles in Work-to-Family Conflict and Family-to-Work Conflict
Yunsoo Lee, The Pennsylvania State University
- Human Resource Development’s Perspective and Role in Technological Impact on Employment, Job Outlook, Work Structure, and Employees’ Continuous Development
Szufang Chuang, Indiana State University & Carroll Graham, Indiana State University
- The Effects of Person-Organization Fit and Personal Growth Initiatives on Employees’ Career Satisfaction and Subjective Well-being
Baek-Kyoo Joo, Georgia Southwestern State University & Young Sim Jin, Hanyang University, Korea
- Motivational Mediation Process and Moderating Effect of Career Planning on Training Transfer
Yoonhee Park, Korea University of Technology and Education, Doo Hun Lim, University of Oklahoma and Jaeeun Lee, Konkuk University, Korea
- Organizational Support on Knowledge Sharing: A Moderated Mediation Model of Job Characteristics and Organization Citizenship Behavior
Boyung Suh, University of Georgia, Beixi Li, University of Georgia, Chuungil Chae, The Pennsylvania State University, Seung-hyun Han, University of Georgia
- Knowledge Creation Practices of Teachers in South Korea and the United States: A Multigroup Structural Equation Modeling Analysis
Sangok Yoo, University of Minnesota, Shinhee Jeong, Texas A&M University, Ji HoonSong, Hanyang University, Korea, Sanghoon Bae, Sungkyunkwan University, Korea
- The impact of team-based learning on team effectiveness and individual learning in flipped classrooms
Chung-Kai Huang, National Taipei University of Business, Chun-Yu Lin, National Taipei University, Zih-Cin Lin, Foxlink Image Technology, Cui Wang, National Taipei University
- Workaholics, Addiction, and Motivation: A Critical Review and Implications for HRD
Sehoon Kim, University of Minnesota
- Community Policing: Using Needs Assessment to Gain Understanding Before Implementing
Eric Doane & Denise M. Cumberland, University of Louisville - Assessing Student Retention using Appreciative Inquiry: A Mixed Method Case Study
Elizabeth Abraham & Stephanie Pleasant, University of Minnesota - The Relationship Between Work Engagement and Organizational Commitment: Proposing Research Agendas Through a Review of Literature
Woocheol Kim, Jiyoung Kim, Hye Jung Woo, Junghyun Jo, Sang Hoon Park, Se Yung Lim, Korea University of Technology and Education & Jiwon Park, The Pennsylvania State University & Jung Woo Kim, HRD Service of Korea - Employment Lookism in Chinese Job-Hunting Television Show: A Media Content Analysis of Fei Ni Mo Shu
Yuanlu Niu, Tingting Liu, Cynthia Sims, Southern Illinois University Carbondale - A Longitudinal Canonical Correlation of Work-Family Balance and Work Satisfactory Outcomes
Sunhee Jang & Yunsoo Lee, Pennsylvania State University - A Longitudinal Examination of the Causes and Effects of Burnout Based on the Job Demands-Resources Model
Yunsoo Lee & Sunhee Jang, Pennsylvania State University - The Mediating Role of Emotional Resilience and Work Values on the Relationship between Perceptions of Workplace Incivility and Employee Well-being
David McGuire & Gillian Mauchline, Edinburgh Napier University, Marie-Line Germain, Western Carolina University, Indravidoushi Dusoye, University of Mauritus, Sudhir Saha, Memorial University of Newfoundland - A 7R Framework: A Tool to Discover and Resolve Ethical Issues in Organizational Changes in Thailand
Nopparat Phaopat, Chee Wai Mak & Thiri Kyaw, Graduate School of Human Resource Development, National Institute of Development Administration, Thailand; and Darlene Russ-Eft, Oregon State University - Organizational Knowledge and Its Component Parts
Coronda Ziegler & Susan A. Lynham, Colorado State University
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Organizational Commitment and Job Satisfaction Among Career Changers in Korea: The Influence of Leaders’ Vision of Talent and Organizational Culture
Eun-Jee Kim, Korea Advanced Institute of Science and Technology (KAIST)
Sunyoung Park, Louisiana State University -
Family Roles and Distress: A Gender Comparison Among Korean Employees
Sehoon Kim, University of Wisconsin-Platteville
Hyounju Kang, Texas A&M University
Boreum Ju, University of Illinois -
Making Sense of Paradox Using Bourdieu’s Concepts of Disposition, Habitus, and Field
Edie Williams The George Washington University -
Abused at Home, Disengaged at Work: Conceptualizing the Relationship of the Traumatized Worker and the Imminent Role of Human Resource Development Scholar-Practitioners
Carroll M. Graham, Indiana State University
Barbara A. Eversole, Indiana State University
Cindy L. Crowder, Indiana State University
Szu-Fang Chuang, Indiana State University -
“Man, have I got a story for you”: Facilitated Autoethnography as a Potential Methodology in HRD Research
Robin Grenier, University of Connecticut
Joshua C. Collins, University of Minnesota -
To Revere or to Irrevere - That is Not the Question
Michael Kroth, University of Idaho -
The Search for Meaning at Work: A Critical Analysis of the Dominant and Subordinate Theoretical Assumptions
Zachary Mercurio, Colorado State University -
Examining Organizational Citizenship Behavior in the Context of Human Resource Development: An Integrative Review of the Literature
Kevin Rose, University of Louisville -
What is Talent Development? An Integrative Review of Literature
Amir Hedayati Mehdiabadi, University of Illinois at Urbana-Champaign
Jessica Li, University of Illinois at Urbana-Champaign -
A Measurement Invariance Analysis of the Dimensions of the Learning Organization Questionnaire (DLOQ) across Two Different Cultures
Kyoungshin Kim, The University of Georgia
Karen Watkins, The University of Georgia
Zhenqiu Lu, The University of Georgia
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Considering the Relationship between Identity and Career Development and the Implications for HRD Practice and Research
Julie Gedro, SUNY Empire State College -
Structural Determinants of Human Resource Development Research Collaboration Networks: Social Network Perspectives
Chungil Chae, Pennsylvania State University
Seung Won Yoon, Western Illinois University
Sung Jun Jo, Ga Cheon University
- Employee Engagement: The Impacts of Perceived Learning Organization Culture, Learning Goal Orientation, and Psychological Empowerment; Leadership and Career Development Track
Baek-Kyoo (Brian) Joo, Winona State University - The Impact of Ethical Leadership on Employees' In-Role Performance: The Mediating Effect of Employees' Psychological Ownership; Leadership and Career Development Track
Cho Hyun Park, The Pennsylvania State University; Woocheol Kim; The Pennsylvania State University;
Ji Hoon Song, University of North Texas; Yu Kyoung Park, The Pennsylvania State University - The Effects of Empowering Leadership on Psychological Well-being and Job Engagement: The Mediating Role of Psychological Capital; Leadership and Career Development Track
Jong Gyu Park, The Pennsylvania State University;
Seung Won Yoon, Western Illinois University;
Jeong Sik Kim, Sungkyunkwan University;
Baek-Kyoo (Brian) Joo, Winona State University - Knowledge Sharing: The Impacts of Learning Organization Culture and Learning Goal Orientation, Workplace Learning Track
Seung Won Yoon, Western Illinois University
Jong Gyu Park, The Pennsylvania State University - The Impact of Organizational Learning Culture, Goal Orientation, Managerial Effectiveness, and Psychological Empowerment on Employees’ Workplace Learning Organization Development and Change Track
Sunyoung Park, Louisiana State University;
Gary N. McLean, McLean Global Consulting, Inc. - Leadership and Engagement: Proposing Research Agendas Through a Synthesis of Literature Leadership and Career Development Track
Marie Saul, The Pennsylvania State University;
Woocheol Kim, The Pennsylvania State University;
Taesung Kim, The Pennsylvania State University - The impact of innovative climate on creating knowledge: The mediating relationships of knowledge sharing and work engagement in the workforce education school context Organization Development and Change Track
Ji Hoon Song, University of North Texas;
Woocheol Kim, The Pennsylvania State University;
Dae Seok Chai, Texas A & M University;
Sang Hoon Bae, Sungkyunkwan University;
Brian Ahn, University of North Texas
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tories of Innovation: Roles, Perspectives, and Players
Jon Martens -
There Can Be No Action with Experience: Integrating Action Learning and Experimental Learning Theories for HRD
Roland Yeo
Michael Marquardt -
Perceived Learning Organization Culture: Its effect on Intrinsic Job Satisfaction and Affective Organizational Commitment
Taejo Lim
Baek-Kyoo (Brian) Joo -
A Proposed Framework for Virtual Teams
Jeanette Andrade
David Huang -
The Learning Organisation and Innovative Behaviour: The Mediating Effect of Work Engagement
Yu Kyoung Park
Ji Hoon Song
Seung Won Yoon
Jungwoo Kim -
Workplace Technology and the Creation of Boundaries: The Role of HRD in a 24/7 Work Environment
Kristopher Thomas -
Career Authenticity Based Voluntary Career Transition: A Grounded Theory Study
Yi Sun
Greg G. Wang
Jerry W. Gilley
D. Harold Doty
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System Induced Voluntary Career Transitions among Chinese Managers: A Grounded Theory Study
Judy Sun
Greg Wang -
Construct Validation of the Managerial Coaching Scale Tailored for the Chinese Context
Xuya Chen
Baiyin Yang
Xuefen Chen -
Do work relationships matter? Exploring the Impact of the Organizational Social Climate on Health Promotion
Karen Mastroianni
Julia Storberg-Walker -
Development and Validation of the Ethical Business Culture Construct and Survey Instrument
Douglas Jondle
Alexandre Ardichvili
James Mitchell -
Toward Further Conceptualizations of Strategic Learning
Hanna Moon
Wendy Ruona -
Structuration Theory's Relevance to HRD: A Review and Application
Abby Veliquette -
Training Design with eLearning
Larry Dooley
Does Your Boss’s Feedback Matter?
- Sewon Kim
- Toby Egan
- Homer Tolson
The Development and Assessment of an Instrument for Measuring Mental Model Styles
- Thomas J. Chermack
- Ji Hoon Song
- Kim Nimon
- Myungweon Choi
- Russell F. Korte
Trust and Presence as Executive Coaching Competencies: Reviewing Literature to Inform Practice and Future Research
- Terrence E. Maltbia
- Rajashi Ghosh
- Victoria J Marsick
Towards a Social Constructivist Theory of Scenario Planning
- Thomas J. Chermack
- Susan A. Lynham
- Yvonna S. Lincoln
- Rochell McWhorter
The Promise of Virtual Worlds to Learning in Organizations
- Jessica Li
- Derrick D'Souza
- Yunfei Du
The Current State of Human Performance Technology: A Citation Network Analysis of Performance Improvement Quarterly, 1988-2010
- Yonjoo Cho
- Sung Jun Jo
- Sunyoung Park
- Ingu Kang
- Zengguan Chen
Exploring the Informal Learning Process of Aviation Instructors
- M. Grant Wofford
- Andrea D. Ellinger
- Karen Watkins
Mapping a Social Foundation of HRD: A Framework for Theoretical Development
- Russell Korte
The Structure and Mechanism of Organizational Cultural Identification: An Exploratory Study in Chinese Business Context
- Chih-Chung Chen
- Baiyin Yang
- De Zhang
The Relationship between Self-Efficacy and Career Development Behaviors of Chinese Community College Students
- Junqing Jason Fu
- K. Peter Kuchinke
- Jinquan Wan
Structural Determinants of Team Performance: The Mutual Influences of Learning Culture, Creativity, and Knowledge
- Seung Won Yoon
- Ji Hoon Song
- Doo Hun Lim
- Baek-Kyoo Joo
New Media as a New Medium: Work and Learning in an Emerging Postindustrial Occupation
- Ellen Scully Russ
Knowledge Management for Talent Development & Retention: An Empirical Study of Professionals in Financial Sector of Asia
- AAhad M. Osman-Gani
Collective (Team) Learning Process Models: An Integrative Literature Review
- Randall Knapp
2008 Cutting Edge Editors:
- Judy Jacobs, Oakland University
- Chaunda L. Scott, Oakland University
Workplace Violence - The Persistance of Hate Crimes: Implications for HRD
- Brian A. Altman, University of Wisconsin-Milwaukee
Workplace Bullying Examined through the Lens of Novak's (1998) Learning Theory
- Julia Storberg-Walker, North Carolina State University
- Wendy E.A. Ruona, University of Georgia
Social Captial: Pluralistic Perspectives for HRD Research and Practice
- Laura Holyoke, University of Idaho
Defining a Group Dynamics Dysfunction: Group Hijacking
- Michael Lane Morris, University of Tennessee - Knoxville
- Heather S. McMillan, Southeast Missouri State University
- Joyce Thompson Heames, West Virginia University
Examining the Strategic Impact of Work/Life Initiatives: Individual and Organizational Performance
- Darlene F. Russ-Eft, Oregon State University
- Greg Sampson-Gruener, Oregon State University
- Michael Dalton, Oregon State University
Communication Styles: Development of an Assessment
- Sujin K Horwitz, University of St. Thomas
- Irwin B. Horwitz, University of St. Thomas
Reliability, Statistical Power, and Cost Optimization: Implications for Strategic Human Resource Interventions
- Polly Silva, Texas A&M University
- Jamie L. Callahan, Texas A&M University
The Epistemology of Incidental Learning
- Vijay Krishna, American National Standards Institute
Exploring Organizational Commitment from an Organizational Perspective: Organizational Learning as a Determinant of Affective Commitment in Indian Software Firms
- Ann Brooks, Texas State University
- Monirith Ly, Royal University of Phnom Penh
Developing Research Capacity at the Royal University of Phnom Penh
2007 Cutting Edge Editors:
- Shani Carter, Rhode Island College
- Jennifer Calvin, Southern Illinois University
Executive Beliefs About the Critical Success Factors In Defining, Designing, Developing and Delivering e-Learning For Adult Professional Development in Corporations
- Ann W. Armstrong
Western Governor's University
Team Learning Performance and Collaboration between Online and Blended Learning Delivery Groups
- Seung Won Yoon
Western Illinois University - Doo Hun Lim
University of Oklahoma
Employee Perceptions of Organizational Learning as Determinants of Affective Commitment in Knowledge Intensive Firms
- Vijay Krishna
American National Standards Institute - Andrea Casey
George Washington University
An Empirical Typology of Nurses' Individual Learning Paths
- Rob F. Poell
Tilburg University - Ferd J. Van der Krogt
Radboud University Nijmegen
A Case Study of the Socialization of Newly Hired Engineers: How New Engineers Learn the Social Norms of an Organization
- Russell F. Korte
University of Illinois at Urbana-Champaign
Knowledge Sharing at NASA: Extending Social Constructivism to Space Exploration
- Tina M. Chindgren
Virginia Tech
An Examination of the Dynamics of Organization Culture and Values-based Leader Identities and Behaviors: One Company's Experience
- Murray D. MacTavish
Trinity Western University - Judith A. Kolb
Pennsylvania State University
Breaking the Glass Wall: The Experience of Being a Woman Enterprise Leader
- Nancy K. Weidenfeller
MDA Leadership Consulting - Sharon K. Gibson
University of St. Thomas
An Investigation of Chinese Concept of Organizational Citizenship Behavior: Using Grounded Theory Research Approach
- De Zhang Wang
Tsinghua University - Yuqin Wang
Tsinghua University - Baiyin Yang
Tsinghua University
Constructs of the Work/Life Interface and Their Importance to HRD
- Heather S. McMillan
Southeast Missouri State University - Michael Lane Morris
University of Tennessee - E. Kate Atchley
University of Tennessee
2006 Cutting Edge Editors:
- Denise Peroune
- Rex Foster, University of Minnesota
Dynamic Dyads: Sharing and Creating Knowledge
- Sophie T. Paul
Barry University - Jia Wang
Barry University
How Organizational Culture Shapes a Corporate Intranet and Enables Virtual HR
- Elisabeth E. Bennett
University of Oklahoma
Do Practitioners Use HRD Research (and Why or Why Not?)
- Jeffrey M. Keefer
New York University - Sophia Stone
North Carolina State University
Generating New HRD Knowledge: Discourse, Gender, and Theory Building
- Julia Storberg-Walker
North Carolina State University - Laura Bierema
University of Georgia
The Gold Standard: A Case Study of Best Practices in Exemplary Service Delivery
- Karen Kelly Wollard
Florida International University - Tonette S. Rocco
Florida International University
Toward a Multilevel Theory of Career Development: Advancing Human Resource Development
- Matthew Upton
Texas A&M University - Toby Marshall Egan
Texas A&M University
The Speed of Obsolescence: Evidence from the Dutch Public Sector
- Jasper B. van Loo
Maastricht University
Global Diversity Strategy Development: A Review and Conceptual Model
- Anne W. Drewry
Wal-Mart Corporation - Baiyin Yang
University of Minnesota
The Construct Validation of Learning Organization and its Influence upon Firm Performance in Mainland China
- Mingfei Li
Dalian University of Technology - Xiaojun Lu
Dalian University of Technology
Living in Interesting Times: Chinese Workforce Response to State Owned Enterprise Reform
- Jie "Jessica" Li
University of North Texas - Kim Nimon
University of North Texas
2005 Cutting Edge Editors:
- Denise Peroune
- Rex Foster, University of Minnesota
Emotional Intelligence as a Mediator in Executive Burnout
- Radha R. Sharma
Management Development Institute, India
What Experts Are Not: Factors Identified by Managers as Disqualifiers for Selecting Subordinates for Expert Team Membership
- Marie-Line Germain
Barry University and City College
The Machine Operator's Signature: Formation of Worker Self-Identity in Problem-Solving Contexts
- Julie L. Brockman
- John M. Dirkx
Michigan State University
Midlife Transition Decision Processes and Career Success: The Role of Identity, Networks, and Shocks
- Holly S. Slay
Rochester Institute of Technology - M. Susan Taylor
- Ian O. Williamson
University of Maryland, College Park
Ethical Issues Experienced by Learning Technology Practitioners in Design and Training Situations
- Hong Lin
Oklahoma State University - Judith A. Kolb
Pennsylvania State University
Instructional and Learner Factors Influencing Learning Outcomes within Online Learning Environment
- Doo H. Lim
- Michael Lane Morris
University of Tennessee - Seung-Won Yoon
Western Illinois University
Consulting across Cultures: Trails in Organization Development and Change
- Maria Cseh
- Beatriz Coningham
George Washington University
Researcher as Stegophilist? Reaching to Develop and Extend Research on CEOs
- Manda H. Rosser
- Toby Marshall Egan
Texas A&M University
Evidence-Based Practice through HRD Professional Partnership Research
- Robert G. Hamlin
University of Wolverhampton
Towards Further Development of HRD as an Academic Discipline: Comparing HRD Research Published in HRD and Mainstream Journals
- S. Arzu Wasti
Sabanci University - Rob F. Poell
Tilburg University
2004 Cutting Edge Editors:
- Julie Gedro, SUNY Empire State College
- Julia Storberg-Walker, North Carolina State University
Employer Assessment of Work-Related Competencies and Workplace Adaptation
- Thomas G. Reio, Jr.
University of Louisville - Faye C. Sutton
University of Louisville
Effective Evaluation of Training: Beyond the Measurement of Outcomes
- Reid Bates
Louisiana State University - Thomas H. Coyne
Teacher's College, Columbia University
Toward a Strategic Blending Model: A Conceptual Framework to Improve Learning and Performance
- Seung-Won Yoon
Western Illinois University - Doo Hun Lim
University of Tennessee
Using Methodological Pluralism to Develop Theory: Analytical Triangulation Enhancing Understanding of Managerial Effectiveness in Supporting Learning
- Rona S. Beattie
Glasgow Caledonian University - Andrea D. Ellinger
University of Illinois at Urbana-Champaign - Robert G. Hamlin
University of Wolverhampton
An Integrative Literature Review of Organizational Cultural Factors that Facilitate Knowledge Management: Implications for HRD
- Wei Zheng
University of Minnesota
Effects of Cross-Cultural Training on Expatriates' Self-Efficacy, and Adjustments in Overseas Assignments: An Empirical Study of Managers in Asia
- AAhad Osman-Gani
Nanyang Technological University
Exploratory Research on the Effect of Autonomous Learners to Team Learning within Healthcare Systems
- Patricia R. Goodman
George Washington University - Neal Chalofsky
George Washington University
Virtual OD: Facilitating Groups Online
- Judy Milton
University of Georgia - Karen E. Watkins
University of Georgia - Barbara J. Daley
University of Wisconsin – Milwaukee
Fostering Ethical Practices in HRD: Toward an Ethic of Inner Voice
- John M. Dirkx
Michigan State University
How Do Human Resource Development Professionals Deal with Organizational Politics?
- Baiyin Yang
University of Minnesota - Ji-Young Han
Korea Institute of Curriculum and Evaluation
2003 Cutting Edge Editors:
- Julie Gedro, SUNY Empire State College
- Julia Storberg-Walker, North Carolina State University
Grounding our HRD Practice in the Challenges of Management Development: A Case of China
- Jia Wang
University of Georgia - Wendy Ruona
University of Georgia
Do Formal Mentoring Programs Matter? A Longitudinal Randomized Experimental Study of Women Healthcare Workers
- Toby Marshall Egan
Texas A&M University - Manda H. Rosser
Texas A&M University
Perceived Effectiveness and Application of Organizational Career Development Practices
- Carroll M. Graham
University of Arkansas - Fredrick Muyia Nafukho
University of Arkansas
Seeking Symmetry between Supervisory Ratings and Self-Ratings of Employee Problem-Solving Skill
- Margaret C. Lohman
Pennsylvania State University
Testing a Model of Employee Selection: A Contextual Approach
- Kiyoe Harada
HRD Research - Jeffry S. Bowman
Bowling Green State University
Cross Cultural Differences in Online Learning Motivation
- Doo H. Lim
University of Tennessee
Reconceptualizing the Learning Transfer Conceptual Framework: Empirical Validation of a New Systemic Model
- Constantine Kontoghiorghes
Cyprus International Institute of Management
HRD in Latin America: An Exploratory Review of the Literature
- Michael G. Hasler
Texas A&M University - Monica D. Thompson
Texas A&M University - Susan A. Lynham
Texas A&M University - Kenneth E. Paprock
Texas A&M University
Expatriate Practices in Taiwan's Multinational Companies
- Chi-jung Fu
Shu-Te University - Hui-chin Chu
Shu-Te University
Bridging the Great Divide: Exploring Resistance to HRD in Adult Education
- Laura Bierema
University of Georgia - Wendy Ruona
University of Georgia - Karen Watkins
University of Georgia - Maria Cseh
Oakland University - Andrea Ellinger
University of Illinois
2002 Cutting Edge Editors:
- Tonette Rocco, Florida International University
- Germain Ludwig, Palm Beach Atlantic University
The Adoption of e-learning Across Professional Groups in a Fortune 500 Company
- James Gallaher
University of Illinois at Urbana-Champaign - Tim Wentling
University of Illinois at Urbana-Champaign
Work Environment Characteristics and Implications for Training Transfer: A Case Study of the Nuclear Power Industry
- Joni K. Barnard
The Ohio State University - Joshua D. Hawley
The Ohio State University
Using Online Learning Systems: The Role of Self-Efficacy
- Reid Bates
Louisiana State University - Samer Khasawneh
Louisiana State University
The Journey of Becoming a Diversity Practitioner: The Connection Between Experience, Learning, and Competence
- Terrence E. Maltbia
Columbia University
Workforce Development: Emotional Intelligence and Emotion Work
- Rose Opengart
The University of Georgia
Business Associations and Workforce Development: Implications for Human Resource Development
- Joshua D. Hawley
The Ohio State University - Judith Combes Taylor
Jobs for the Future
An Exploration of Value Structure and Value Priority across Occupational and Stakeholder Groups
- Hsin-Chih Chen
Louisiana State University - Reid A. Bates
Louisiana State University
Exploring the Evolutions of HRM, HRD, and OD
- Wendy E. A. Ruona
University of Georgia - Sharon K. Gibson
University of St. Thomas
Using Phenomenology to Come to Know and Understand in Human Resource Development
- Larry M. Dooley
Texas A&M University - Susan A. Lynham
Texas A&M University
Development and Validation of an Instrument for Early Assessment of Management Potential
- Robert L. Zehner
Louisiana State University - Elwood F. Holton, III
Louisiana State University
2001 Cutting Edge Editor:
- Tonette Rocco, Florida International University
The Complex Roots of Human Resource Development
- Monica M. Lee
Lancaster University
Collaboration in a Virtual Team Environment: A Case Study in Planning the ASTD/AHRD 2001 Future Search Conference
- Gary L. May
Clayton College & State University - Teresa J. Carter
Executive Learning Strategies, Inc. - Jennifer D. Dewey
North Central Regional Educational Laboratory
Post-Millennial Discourses of Organizational Spirituality: The Critical Role of HRD
- Sharon Turnbull
Lancaster University
Sales Superstars: Defining Competencies Needed for Sales Performance
- Darlene Russ-Eft
AchieveGlobal, Inc. - Edward Del Gaizo
AchieveGlobal, Inc. - Jeannie Moulton
GroundWork - Ruth Pangilinan
Independent Researcher/Consultant
Training Evaluation with 360-Degree Feedback
- Froukje A. Jellema
University of Twente
Transfer of Learning: How Managers Develop Proficiency
- Michael D. Enos
Clark-Bardes Consulting - Marijke Kehrhahn
University of Connecticut
The Process of Women's Gender Consciousness Development
- Laura L. Bierema
University of Georgia
Self-Management and Labor Market Outcomes
- Jasper B. van Loo
Maastricht University
Theory-driven Evaluation: An Alternative
- Katie Robertson
University of Georgia
Mixed Methods Use in HRD and AE
- Tonette S. Rocco
Florida International University - Linda Bliss
Florida International University - Sue Gallagher
Florida International University - Aixa Perez-Prado
Florida International University
2000 Cutting Edge Editor:
- Rob F. Poell
A Refusal to Define HRD
- Monica M. Lee
Lancaster University
The Role of the Learning Coach in Action Learning
- Judy O'Neill
Partners for the Learning Organization
A Study of Informal Learning in the Context of Decision Making
- Andy R. Walker
People 3 - Victoria J. Marsick
Columbia University
The Influence of Theories of Action on Action Research Initiatives: One Dying Division's Case
- Linda Neavel Dickens
Dickens & Associates
Career Goals of Non-Managerial Women: An Adaptive Approach
- Linda M. Hite
Indiana University–Purdue University Fort Wayne - Kimberly S. McDonald
Indiana University–Purdue University Fort Wayne
The Intersection of Training and Careers: An Examination of Trends of Vocational and Professional Certification and a Call for Future Research
- Shani D. Carter
Rhode Island College
A Multilevel Theory of Organizational Performance: Seeing the Forest and the Trees
- Susan Reynolds Fisher
Barry University
Performance-Level Evaluation Methods Used in Management Development Studies from1986-2000
- Doris B. Collins
Louisiana State University
An Examination of Learning Transfer System Characteristics Across Organizational Settings
- Elwood F. Holton, III
Louisiana State University - Hsin-Chih Chen
Louisiana State University - Sharon S. Naquin
Louisiana State University
Motivation to Improve Work Through Learning in Human Resource Development
- Sharon S. Naquin
Louisiana State University - Elwood F. Holton, III
Louisiana State University
1999 Cutting Edge Editor:
- Donna H. Redmann, Louisiana State University
An Empirical Assessment of the Relationship Between the Learning Organization and Financial Performance
- Andrea D. Ellinger
The Pennsylvania State University - Alexander E. Ellinger
Villanova University - Baiyin Yang
University of Idaho - Shelly W. Howton
Villanova University
Developing Workplace Leaders Through Their Emotional Reactions: Creating Committed Change Agents to Build a Learning Organization
- Darren C. Short
Office for National Statistics, UK - Peter Jarvis
University of Surrey
The Role of HRD in Promoting Job Satisfaction in Malaysian SMEs
- Robert W. Rowden
Mercer University - Shamsuddin Ahmad
Universiti Putra Malaysia
The Impact of the Corporate University – Case Study Analysis Developments in the UK
- John S. Walton
London Guildhall University - Michele C. Martin
London Guildhall University
The Role of Feedback in Management Development Training
- K. Peter Kuchinke
University of Illinois at Urbana-Champaign
Coaching in Organizations: Self-Assessment of Competence
- Gary N. McLean
University of Minnesota - Min-Hsun Kuo
University of Minnesota
When Caring is Not Enough: Competencies Needed by Service Providers
- Darlene Russ-Eft
AchieveGlobal, Inc. - Caryl Berrey
AchieveGlobal, Inc. - Tim Boone
AchieveGlobal, Inc. - Julie Winkle
AchieveGlobal, Inc.
A Systems Model for Evaluating Learning and Performance
- Hallie Preskill
University of New Mexico - Darlene Russ-Eft
AchieveGlobal, Inc.
Exploring Alignment: A Comparative Case Study of Alignment in Two Organizations
- Steve W. Semler
University of Minnesota
Identification of Power and Influence Styles in Program Planning Practice
- Baiyin Yang
University of Idaho
1998 Cutting Edge Editor:
- Tim Hatcher, University of Louisville
Motivating Community College Instructors to Teach On-Line: An Exploration of Selected Motivators
- Harold L. Shoemaker, Jr.
Mississippi State University - James J. Kirk
Western Carolina University
Design and Development of an Evaluation System for On-Line Instruction
- Scott D. Johnson
University of Illinois at Urbana-Champaign - Tim L. Wentling
University of Illinois at Urbana-Champaign
Comparative Analysis of Online versus Face to Face Instruction
- Najmuddin Shaik
University of Illinois at Urbana-Champaign - Norman Bilsbury
University of Illinois at Urbana-Champaign - Scott D. Johnson
University of Illinois at Urbana-Champaign - Steve R. Aragon
University of Illinois at Urbana-Champaign - Nilda Palma-Rivas
University of Illinois at Urbana-Champaign
A Discussion of the Methodological Appropriateness of Research Represented in the AHRD Proceedings - A Strategic Perspective for Journey Management
- Christopher R. Hardy
Innolog, Inc.
Operationalizing Alignment: Testing Alignment Theory
- Steven W. Semler
Honeywell, Inc.
The Relationship between Human Resource Development and Business Strategy in 1998 Fortune 500 Companies
- Erica D. Kalata
University of Illinois at Urbana-Champaign - Tim L. Wentling
University of Illinois at Urbana-Champaign
Ethical Aspects of Human Resource Development
- Jean Woodall
Kingston University - Danielle Douglas
Phoenix Human Resource Consultants
Application and Test of a Model of Team Effectiveness to Self-Managing Interdisciplinary Psychiatric Treatment Teams
- Reid A. Bates
Louisiana State University
Emotion Management and Organizational Functions: A Study of Action in a Not-for-Profit Organization
- Jamie Callahan
Virginia Polytechnic Institute and State University
Theory in "Theory to Practice": Voices of Practitioners
- Wendy E. A. Ruona
University of Georgia
1997 Cutting Edge Editor:
- Wim J. Nijhof
The Politics of Program Evaluation and the Misuse of Evaluation Findings
- Hallie M. Preskill
University of New Mexico - Robin Lackey
University of New Mexico
Investments in Intellectual Capital: Developing Methods for Measuring Impact and Value of HRD
- Lauri J. Bassi
American Society for Training and Development - Mark E. van Buren
American Society for Training and Development
Strategic HRD Alignment and HRD Effectiveness
- Ida A. M. Wognum
University of Twente - Roel J. Bosker
University of Twente
Examining Construct Validity of Dimensions of the Learning Organization Questionnaire
- Baiyin Yang
Auburn University - Karen E. Watkins
University of Georgia - Victoria J. Marsick
Columbia University
Leadership Effects of Decision Making
- Baiyin Yang
Auburn University - Karen E. Watkins
University of Georgia - Victoria J. Marsick
Columbia University
Leaders Behaving Badly: How to Block Innovation in Organizations
- Darlene F. Russ-Eft
AchieveGlobal, Inc.
Mid-Stream Corrections: Decisions Leaders Make During Organizational Change Processes
- David W. Frantz
Purdue University
Leadership and Culture: Work-Related Values and Leadership Styles among U.S. and German Employees
- Peter Kuchinke
University of Illinois at Urbana-Champaign
Behaviors Related to Perceptions of Leadership in Self-directed Project Groups
- Judith A. Kolb
Pennsylvania State University
Moderators of Managerial Behavior Ratings: An Analysis from Multiple Perspectives
- Allan H. Church
W. Warner Burke Associates Inc.
1996 Cutting Edge Editors:
- Robert L. Dilworth
- Verna J. Willis
Factors Affecting Transfer of Training in an Industrial Setting
- Reid A. Bates
Louisiana State University - Elwood F. Holton, III
Louisiana State University - Dian L. Seylor
Louisiana State University
Research as Development: Evaluating a Learning Organization Implementation
- Laura L. Bierema
Michigan State University
The Integration of Human Resource Development Into a Strategic Planning Process: a Comparative Case Study of Three Corporations
- Clyde T. Conine, Jr.
Macon College
Creating Mosaics: The Interrelationships Between Knowledge and Context
- Barbara J. Daley
University of Wisconsin, Milwaukee
Rethinking Boundaryless Organizations: a Framework for the Implementation and Management of Cultural Teams in the Global High-Performance Organization
- Lisa Horvath
George Washington University - Deborah Duarte
George Washington University
Changing Work Cultures: Assessing HRD Needs in Francophone West Africa
- Carol D. Hansen
Georgia State University - Janet Headley
Georgia State University
Training Effects on Productivity and Work Quality after the Introduction of New Technologies in the Organization: an Exploratory Study
- Constantine J. Kontoghiorghes
Georgia State University
HRD Evaluation as the Catalyst for Organizational Learning
- Hallie Preskill
University of New Mexico
Goal Integration in a Multi-divisional Organization
- Richard J. Torraco
University of Nebraska - Mary Finnegan
University of Nebraska
Human Resource Development in the People's Republic of China
- Bohua Yan
Personnel Center of Liaoning Province
People's Republic of China - Gary N. McLean
University of Minnesota
1995 Cutting Edge Editors:
- Hallie Preskill
- Robert L. Dilworth
Using Managers as Trainers: Impact of a Large Scale Change Effort at a Fortune 10Company
Karen E. Watkins
University of Georgia
- T. Valentine
University of Georgia - Andrea D. Ellinger
University of Georgia - Maria Cseh
University of Georgia - Lewis J. Bellinger
Ford Design Institute - Carol Barnas
Ford Design Institute - Donald Blum
Ford Design Institute
The Chief Learning Officer: A Case Study at Millbrook Distribution Services
- Verna J. Willis
Georgia State University - Gary L. May
Millbrook Distribution Services
The Need for an Indigenous Approach to Management Development in Bangladesh
- Gary McLean
University of Minnesota
The Relationship of Training and Team Diversity on the Productivity of Service Technicians at Bell South
- Anthony D. Machado
Bell South Telecommunications - Douglas H. Smith
Florida International University
Empowerment: Who Wants It and Who Doesn't?
- William M. Kahnweiler
Georgia State University - Margaret A. Thompson
Georgia State University
The Effect of Locus Control and Performance-Contingent Incentives on Productivity and Job Satisfaction in Self-Managing Teams
- Bonnie E. Garson
Southern College of Technology - Douglas J. Stanwyck
Georgia State University
Electronic Performance Support for Telephone Operators
- Theo J. Bastiaens
University of Twente - Wim J. Nijhof
University of Twente - Harman J. Abma
University of Twente
Enhancing New Employee Development: A Longitudinal Examination of Socialization Processes and Turnover
- Elwood F. Holton, III
Louisiana State University - Craig J. Russell
Louisiana State University
Using Organizational Learning in an Action Research Intervention to Maintain Critical Technical Knowledge and Skills
- Deborah Duarte
George Washington University - David Schwandt
George Washington University
Looking through a New Lens: Different Views of Human Resource Development
- Darlene Russ-Eft
Zenger Miller
The Realities of Communicating and Reporting Practices and Outcomes for Internal and External Evaluators
- Rosalie T. Torres
Torres Consulting Group - Hallie Preskill
University of New Mexico - Mary E. Piontek
RMC Research Corporation
Chair: Darren Short
The awards are given for excellence in applying scholarly HRD theory and research to practice in a manner that brings measurable improvement to an organization and/or has the potential to advance the field of HRD.
The awards recognize HRD projects or interventions that exceed a total of 50 people days of work effort, and that have been completed within the last two calendar years or are still underway.
Submissions must come from named individuals (i.e. not a whole organization). A submission can name one or more people, but each must have had a substantial contribution to the project or intervention. In addition, a submission must contain the name of at least one AHRD Full Member with an active membership status at both the time of submission and at the time when the award winners are announced. No individual can be named in more than three submissions per calendar year.
Organizations described in the submission must be named (i.e. cannot be anonymous). However, those submitting control how much organizational information is shared outside of the review process by drafting an abstract that AHRD uses on its website if the submission is selected as an "Award Winner".
- Award Winners are recognized at the following year's AHRD International Research Conference in the Americas, receive a plaque, and are listed on the AHRD website together with an abstract of their submission.
- Award Finalists are recognized at the following year's AHRD International Research Conference in the Americas, receive a certificate, and are listed on the AHRD website
Award Criteria
Submissions are reviewed against four main criteria:
- The organization – this covers:
- Organizational setting
- Process used to determine the organizational need and appropriate HRD response
- Organizational need
- History of relevant past interventions
- Key stakeholders, and roles and responsibilities
- Evidence of the positive and sustained results, and impact on the organization
- Research – this covers:
- Organizational information used in determining the HRD response
- Extent of use of published research, theory and other scholarly HRD information
- Specific research and theory used, with details on how it influenced design, development and implementation
- Quality of the practice – this covers:
- Goals and objectives of the HRD project/intervention, and metrics used to track impact
- Design
- Implementation
- Outcome and results
- Implications – this covers:
- Lessons learned
- Implications for HRD research, theory and researchers
- Implications for HRD practice and practitioners
- How implications have been shared with HRD practitioners and researchers
Nomination Process
The Award has clearly defined criteria and a submission must contain information for each specific criterion. Each section of the submission form has a word count limit. Typically, complete submissions are in the 4000-8000 word range. Each of the four sections should contains 1000-2000 words, so the total for all four sections is 4000-8000.
Review Process
Submissions are blind-reviewed by a panel of leading AHRD scholars. All submissions are reviewed by at least two academics and at least two scholar-practitioners. All reviewers have been published in refereed HRD journals and have been a member of AHRD for at least three years. See below for a list of the reviewers.
The review process consists of two stages, both of which are blind (i.e. the reviewers are not given any information about the organization or the names of those who submitted):
- Stage 1 – every submission is assessed by four reviewers to identify those who meet or exceed the required standard. Those selected are "Award Finalists".
- Stage 2 – all "Award Finalists" are reviewed by a panel of six reviewers (three academics and three scholar-practitioners) to determine the top three, which become the "Award Winners."
Award Winners
Employee Engagement with Corporate Based Health and Wellness Programs: A Multisite, Multivariate Regression Analysis
Clayton Duffy, Rockford University
J’aime Jennings, University of Louisville
Brad Shuck, University of Louisville
Jason Immekus, University of Louisville
Call Of Duty: How Employee Engagement In Work-From-Home Transitions Shapes Adaptive Leadership
Roland K. Yeo, University of South Australia
Jessica Li, University of Illinois at Urbana Champaign
Let the problem do the talking: Fostering team learning through purpose-driven and structured knowledge sharing
- Roland K. Yeo, Saudi Aramco / University of South Australia
- Jessica Li, University of Illinois at Urbana Champaign
- John R. Stubbs, Saudi Aramco
2020 Finalist
Using HRD research-to-practice frameworks to mitigate COVID-19 in US hospitals: Deploying action research strategies in the coronavirus pandemic
- Michael R. De Georgeo, Medtronic plc
- Julia M. De Georgeo, University of Wisconsin-Madison
- Toby M. Egan, University of Maryland
- Kristi P. Klee, Allina Health
- Michael S. Schwemm, Emergency Physicians Professional Association
- Heather Bye-Kollbaum, Medtronic plc
- Andrew J. Kinser, Medtronic plc
The 2018 winner will be announced at the 2019 Conference in the Americas.
Title of Submission: Harnessing a Learning Culture: Creating Strategic Alignment in Learning through a Strategic Imagining Process
Names of Those Recognized: Ann Herd, University of Louisville; Rod Githens, University of the Pacific; Brad Shuck, University of Louisville; and Al Cornish, Norton Healthcare
- Ann Herd, University of Louisville
- Rod Githens, University of the Pacific
- Brad Shuck, University of Louisville
- Al Cornish, Norton Healthcare
Title of Submission: Implementing 3D Virtual World Learning Environments at Avanade
Names of Those Recognized: Darren Short, Mahnaz Javid, and Danielle Livingston, Avanade, Inc.
Title of Submission: Formal orientation and learning programs and value of HRD
Names of Those Recognized: Tara D. Gray
Abstract:
Research indicates training and development is strongly linked to higher individual and organizational performance. Yet, many organizations forego formal orientation, training, and learning programs for reasons such as cost, time, lack of resources, focus on short term business results, poor understanding of benefits, and lack of skilled resources to identify needs for, develop, and sustain effective learning and development interventions. Instead, many organizations only provide their associates the minimum information needed to function in their roles. By not offering formal orientation and learning programs, organizations are neglecting to help associates become comfortable and confident with their new role; in addition to, hurting individual and organizational performance. This is a case study of an HRD practitioner assessing HRD needs of an organization followed by recommending, developing, and implementing learning and change management interventions to help improve individual and organizational performance. Specifically, the case study focuses on new hire orientation and on the job learning programs.
2010 Finalist
Title of Submission: Guiding Principles for Learning at Vanguard
Names of Those Recognized: Catherine Lombardozzi, Mary Ammerman, Lisset Avery, Carlla Archer Carr, Pamela Faust, Celeste Fornicola, Jean Grace, Andrew Hallman, and Gerald Rawson
Abstract:
The Guiding Principles for Learning project established a set of principles that are used to underpin the design, development, and implementation of learning and development projects at Vanguard. The project team also created resource materials and workshops for learning professionals to deepen their understanding of the principles.
The need for a set of guiding principles came out of a confluence of feedback and management observations. A focus group of corporate university managers agreed that designers and trainers needed to develop a deeper understanding of adult learning, but they did not want to create another formal program. Instead, the group chartered a team to create a Vanguard-specific list of core principles that could form the backbone of our learning and development work and be embedded throughout the university employees’ training and development experiences as an underpinning theme.
To establish the core principles of adult learning, the project team researched and analyzed 22 adult learning theories and drew on the practical experiences of professionals in the university. Based on these inputs, team members enumerated practical standards, which were categorized and refined to form a one-page chart of specific guiding principles. These principles (45+ statements) encompassed the areas of learner motivation, design characteristics, facilitation techniques, and manager support for learning.
In this case, impact is defined primarily by usefulness. The Guiding Principles became the core adult learning principles taught to learning professionals at Vanguard (in courses on design, facilitation, and consulting). They describe key criteria on which we judge our work, and underpin continuous improvement efforts. In a follow-up survey, employees in the University validated that they use the Guiding Principles in their day-to-day work, and we have evidence that management uses the principles in evaluating quality of design and facilitation. Clients have appreciated having insights into why we make certain learning recommendations.
Co-Chairs: Ana Carolina Dalla Martha Rodriguez and Eunbi Sim
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.
Deadline for Award Submissions: November 7th , 2025.
- Award Winners are recognized at the following year's AHRD International Research Conference in the Americas, receive a plaque, and are listed on the AHRD website.
- Award Finalists are recognized at the following year's AHRD International Research Conference in the Americas, receive a certificate, and are listed on the AHRD website
Eligibility
To be eligible for the award, candidates must have completed a doctoral dissertation in human resource development or a related field between September 1, 2023 through August 31, 2025. Candidates must have successfully defended their dissertations and received the final award of their doctoral degree by the August 31, 2025 date.
Award Criteria and Process
The AHRD Esworthy Malcolm S. Knowles Dissertation of the Year Award Committee evaluates each submission against five criteria:
- The evident theoretical and practical importance of the problem
- The appropriateness of methods used
- The extent to which the results justify the conclusions
- The contribution to new knowledge on research and practice in the HRD profession
- The quality of the writing and reporting
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.
Nomination Package
The submission should:
- A Dissertation Summary that meets the following formatting requirements:
- De-identified document, i.e., remove all personal/school information from the document.
- Have 1” margins on all sides (left, right, top, bottom); Use 12-point font; Follow formatting as defined by the Publication Manual of the American Psychological Association (APA) (7th ed.).; Be no more than 21 pages, double spaced, including all front and end matter (e.g., references, appendices); and MS Word document only or it will not be reviewed.
- No need to include an abstract.
- A separate COVER PAGE that includes:
- Dissertation title; Author; Author’s current affiliation; Author’s current email address; Author’s current telephone number; Degree granting institution; Academic year granted; Dissertation advisor; Dissertation advisor’s current affiliation; Dissertation advisor’s current email address; Dissertation advisor’s current telephone number; and Dissertation committee members.
- A RECOMMENDATION from a dissertation committee chair
- The recommendation letter must be sent in a separate email from the committee chair to office@ahrd.org.
A dissertation summary and cover page should be attached in the application form. Submissions not following the above guidelines may not be considered.
Award Winners
Winner: Eunbi Sim, Boise State University
- "Toward interlocking systems of justice: Advocating for intersectionality in the workplace through critical scholarship development, leadership practice, and learning transfer"
First Runner-Up: Daniel Luis Leal, Texas State University
- "Ready, Set, Relaunch: The Transitions and Learning of Women Engineers Returning to the Workforce After a Career Break"
Second Runner-Up: Beth Hyatt, The University of Texas at Tyler
- "Work-Life Balance of Working Professionals Enrolled in a Doctoral Degree Program During COVID-19: A Phenomenological Study"
Winner: Ana Carolina Rodriguez, University of Minnesota-Twin Cities; Dissertation Advisor: Alexandre Ardichvili
- "Integrating care and paid work –The career development of parents of people with disabilities in Brazil"
First Runner-Up: Yeling Jiang, Purdue University West Lafayette; Dissertation Advisors: Mesut Adkereand Nathalie Duval-Couetil
- "Comparing virtual reality and 360-video simulation training: An integrated evaluation of training experience, training effectiveness, and influencing factors in intercultural competence development"
Second Runner-Up: Sumi Lee, University of Georgia; Dissertation Advisor: Seung-hyun (Caleb) Han
- "The dynamics of learning organization culture and knowledge sharing on performance and sustainability"
Winner: Yu-Ling Chang, The Pennsylvania State University; Hyung Joon Yoon, Dissertation Advisor
- "Envisioning the future of work and the workforce with Explainable Artificial Intelligence (XAI)"
First Runner-Up: Ricco B. Hall, The George Washington University; Maria Cseh, Dissertation Advisor
- "Amongst but not connected: Social networking experiences of First-Generation Professional (FGP) Black males in the federal government"
Second Runner-Up: Jennifer Jihae Park, Indiana University; Curtis J. Bonk, Dissertation Advisor
- "The relationships among sustainable work environments, human agency, openness to change, and innovative work behavior"
Winners: Neenia Barlatt-Higgins, The George Washington University; Maria Cseh, Dissertation Advisor
- "Trailblazers in Hospitality: Career Advancement Experiences of Women of Color Executives"
First Runner-Up: Ague Mae Manongsong, Drexel University; Rajashi Ghosh, Dissertation Advisor
- "Developing positive identity of women administrative leaders: A sequential explanatory mixed methods study on the impact of leadership development and mentoring in higher education"
Second Runner-Up: Chilanay Safarli, The George Washington University; Maria Cseh, Dissertation Advisor
- "Women’s Leadership Identity Development in the Public Sector in Azerbaijan: A Grounded Theory Study"
Winners: Teresa Hollingsworth, The George Washington University; Maria Cseh, Dissertation Advisor
- "Inclusion in the Intelligence Community: Experiences of African American Women"
First Runner-Up: Leslie C. Kirsch, The George Washington University
- "Tone at the Top and Occupational Fraud: A Latent Class Analysis of Individual Fraud Risk Factors and Organizational Ethical Leadership in the United States"
Second Runner-Up: John S. deForest, The George Washington University
- "Developing Fire Service Leader Adaptive Capacity within Complex Situations"
Winner: Jennifer DuPlessis, The University of Texas at Tyler
- "Examining the Mediating Effect of Job Crafting on the Relationship Between Managerial Coaching and Job Engagement in the Skilled Trade "
First Runner-Up: Stephanie Erwin, The George Washington University
- "Invisible and yet Hyper-Visible: The Gendered Experiences of Female Military Leaders "
Second Runner-Up: Susan Karimiha, Louisiana State University
- "Understanding the Impact of Psychological Empowerment, Workplace Motivation, and Social Capital on the Job Performance of Farmers in Honduras: A Mixed Methods Study"
Chair: John Mendy
The Marilyn Y. Byrd Excellence in HRD Research-to-Practice Award recognizes publications in Advances in Developing Human Resources which make significant contributions to HRD theory and practice. This award is given every year. (Previously the Advances in Developing Human Resources Outstanding Issue Award.)
This is a Journal-sponsored award. Contact the Chair for more information.
Award Criteria
- Have the potential to advance the profession of HRD into new frontiers of research and practice
- Contribute to the field of HRD by extensively revising or building upon past or current research of a particular workplace problem or examines the problem in a new way
- Contribute new theoretical insights that have the potential to advance the profession of HRD
- Reflects high quality and clarity of reporting
- Be relevant to both scholars and practitioners
Nomination Process
Committee members will review and rate all articles within the annual Volume to select the outstanding issue of the year. Committee consists of members of the Journal’s editorial board.
Each issue will be reviewed by a sub-committee who will nominate one article to be reviewed and rated by the Editorial Board. They will then rate each of the nominated articles using specific criteria under the categories above. The highest rated article will receive the award.
- Committee members consist of members of the Journal’s editorial board
Marilyn Y. Byrd Excellence in HRD Research-to-Practice Award Winners
Yawson, R.M. & Goryunova, E. (2025)
Nested Complexity: A Conceptual Framework for Leveraging AI for Sustainable
Organizations and Human Resource Development.
Advances in Developing Human Resources: 27(2-3), 91-123
- Robert M. Yawson, Quinnipiac University
- Elizabeth Goryunova, University of Southern Maine
First Runner-Up: Sim, E. & Bierema, L. (2025)
Reexamining Learning Transfer Through a Critical Lens: A Conceptual Study on Key Factors Shaping the Transfer of “Critical” Adult Learning
Advances in Developing Human Resources 27 (4), 136-165
- Eunbi Sim, Boise State University
- Laura L. Bierema, University of Georgia
Yes, she can: Examining the career pathways of Black women in higher education senior leadership positions,AdvancesinDevelopingHuman Resources, 26(2-3),73-107.
- Ransford Pinto , Princeton University
- Ty-Ron M. O. Douglas, University of California, Berkeley
- Dena Lane-Bonds, Vanderbilt University
- Rhodesia McMillian, The Ohio State University
First Runner-Up: LGBTQ+ faculty members' perceptions of diversity policies and practices in higher education. Advances in Developing Human Resources, 26(4), 134-159.
- Sage A. Mauldin , University of Oklahoma
Trusty, J., Ward, D. A., Good-Perry Ward, M., & He, M. (2023). Hair bias in the workplace: A critical human resource development perspective, Advances in Developing Human Resources, 25(1), 5-26.
- Juanita Trusty, California State University
- David Akili Ward, California State University
- Mijean Good-Perry Ward, California State University
- Mengying He, California State University
Mbokota, D. G., Myres, P. K., & Stout-Rostron, D. S. (2022). Exploring the process of transformative learning in executive coaching. Advances in Developing Human Resources, 24(2), 117-141.
- Dr. Gloria Mbokota, University, Pretoria Gordon Institute of Business Science
- Prof. Kerrin Myres, University of Pretoria Gordon Institute of Business Science
- Dr. Sunny Stout-Rostron, University of Stellenbosch Business School
Advances in Developing Human Resources Outstanding Issue Award Winners
23(4): Developing Black Male Leadership in Institutional and Corporate Contexts: Leveraging HRD, November 2021 Guest editor:
- Torrence E. Sparkman, Ph.D., SHRM-SCP, Saunders College of Business, Rochester Institute of Technology
22(4): The impact of resilience in developing individual and organizational capacity to ‘bounce back’ from challenges Guest editors:
- John Mendy, University of Lincoln
- P. Matthijs Bal, University of Lincoln
Challenges and solutions facing science, technology, engineering, and mathematics (STEM) career in the 21st century: A human resource development perspective – Volume 21, Issue 1
- Alaina M. Waite, Indiana State University Terre Haute
- Kimberly S. McDonald, Purdue University Fort Wayne
Engaging Employees at Work: Insights From India
- Manish Gupta, IBS Hyderabad, IFHE University, Issue Editor
Volume 20, Issue 1
Leveraging Research to Advance Undergraduate HRD Education
- Guest Editors : Tomika W. Greer, University of Houston and Joshua C. Collins, University of Minnesota-Twin Cities
Current and Emerging Trends in Leadership Development: New Needs for New Leadership?
- Issue Editors: Kristina Natt och Dag, Steven Manderscheid, and Alexandre Ardichvili ; 18(3)
Green HRD: The Greening of Society and the Implications for Human Resource Development Theory and Practice.
- Ellen Scully-Russ
- Maria Cseh
Issue 16(1): Uncertainty & Ongoing Economic Turbulence: Implications for HRD
- Alma McCarthy, National University of Ireland, Galway
- Maura Sheehan, National University of Ireland, Galway
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
- Paula E. Anthony-McMann, University of Texas at Tyler
Issue 15(1): Evaluating Leadership Development; Feb. 2013
- Gareth Edwards, Bristol Business School, University of the West of England
- Sharon Turnbull, University of Gloucestershire
Issue 14(3): Use of HRD in Societal Development
- Namhee Kim, Texas A&M University
- Gary McLean, McLean Global Consulting
Employee Engagement & HRD: Linking Theory and Scholarship to Practice Issue
- Brad Shuck
- Thomas G. Reio, Jr.
- Karen Kelly Wollard
Theory to Practice: Action Learning
- Michael Marquardt
- Shannon Banks
Scenario Planning: Human Resource Development's Strategic Learning Tool
- Thomas J. Chermack, Colorado State University
- George Burt, University of Strathclyde
Organization Development and Change in Organizations
- Richard A. Torraco, Univeristy of Nebraska - Lincoln
Developing Managers in Europe
- Christopher Mabey, University of London
Informal Workplace Learing
- Victoria J. Marsick, Columbia University
- Maria Volpe, Columbia University
Reviewer of the Year Award Winners
Kyle Stone, Colorado Mesa University
Elena Sandoval-Lucero, PhD, Dean of Enrollment Management, Community College of Aurora (U.S.A.)
Chair: Stefanos Nachmias
The Monica M. Lee Research Excellence Award, named for the first editor of Human Resource Development International, is awarded for the outstanding article in each annual volume of the journal.
This is a Journal-sponsored award. Contact the Chair for more information.
Award Criteria
- Contribution to the HRD profession
- Practical and/or theoretical importance of the problem
- Extent to which the case, arguments, and/or results justify the conclusions
- Quality of the reporting
Nomination Process
Each committee member will nominate 2 or 3 of all the refereed articles printed in the volume (5 issues) for the award. Each will then rate the nominated articles using specific criteria. The highest-ranked article will receive the award.
- Committee members are past editors and selected members of the Journal’s editorial board
Award Winners
Arora, N. and Garg, N.
Meaningful Work in the Digital Age -A Comprehensive Review and Framework (2025)
Human Resource Development International, 28(2), 169-193.
- Nishtha Arora, Indian Institute of Management Lucknow
- Nishtha Garg, Indian Institute of Management Lucknow
First Runner-Up (tie): Szőts-Kováts, K. and Primecz, H. (2025)
How do human resource managers make sense of their work? A study of changing work meaningfulness using the critical incident technique.
Human Resource Development International, 28 (1)
- Klaudia Szots-Kovats, Corvinus University of Budapest
- Henriett Primecz, International Management, JKU Business School, Johannes Kepler University, Linz, Austria
First Runner-Up (tie): Yoo, S. (2025)
Growth experience and satisfaction in healthcare project teams: the nonlinearity of autonomy and its interaction with task interdependence.
Human Resource Development International 28(5), 677-699
- Sangok Yoo, The University of Texas at Tyler
Employees’ social capital in South Korea: A systematic review and implications for HRD research and practice
- JihyeOh Azusa, Pacific University
- Jia Wang and Seung Won Yoon, Texas A&M University
First Runner-Up (tie): Mind the gap –a comparative analysis of (in-)congruences in HRD role perception
- Henriette Lundgren, University of Georgia
- Jim Stewart, Liverpool John Moores University
- Sally Kah, De Montfort University
- JenniJones, University of Wolverhampton
- Rob F. Poell, Tilburg University
- Robert Hamlin, University of Wolverhampton
- Ellen Scully-Ross, George Washington University
First Runner-Up (tie): Controversial debates about workforce nationalization: Perspectives from the Qatari higher education industry
- Heba Younis, London South Bank University
- Tamar Elsharnouby and Said Elbanna Qatar University
Winner: Ross, C., Stewart, J., Nichol, L., Elliott, C., & Sambrook, S. (2023). Sustaining the critical in CHRD in higher education institutions: The impact of new public management and implications for HRD. Human Resource Development International, 26(4), 356-377.Human Resource Development International, 25(1), 40-58.
- Catharine Ross, Worcester Business School
- Jim Stewart, Liverpool Business School
- Lynn Nichol, Worcester Business School
- Carole Elliott, Sheffield University Management School
- Sally Sambrook, Bangor Business School
First Runner-Up: Richard, E. M., Walsh, J. J., & Young, S. F. (2023). Leader-facilitated emotion management and perceived effectiveness: Moderating roles of leader gender and culture. Human Resource Development International, 26(1), 48-71.
- Erin M. Richard, Louisiana State University
- J.J. Walsh
- S.F. Young, Center for Creative Leadership
Second Runner-Up: Cho, Y., & Egan, T. (2023). The changing landscape of action learning research and practice. Human Resource Development International, 26(4), 378-404.
- Yonjoo Cho, University of Texas at Tyler
- Toby Egan, University of Maryland
Winner: Crocco, O. S., & Tkachenko, O. (2022). Regional human resource development: The case of Southeast Asia and ASEAN. Human Resource Development International, 25(1), 40-58.
- Oliver S. Crocco, Louisiana State University
- Oleksandr Tkachenko, The University of New Mexico
First Runner-Up: Moore, H. L., van Mierlo, H., & Bakker, A. B. (2022). Development and validation of the behavioural index of occupational strengths (bios). Human Resource Development International, 25(5), 527-556.
- Hannah L. Moore, University Rotterdam
- Heleen van Mierlo, University Rotterdam
- Arnold B. Bakker, University Rotterdam
Second Runner-Up: Sisco, S., Hart-Mrema, T. S., & Aderibigbe, E. (2022). Engaging in race-conscious research and applying racial equity in human resource development: a collective autoethnography. Human Resource Development International, 25(1), 59-75.
- Stephanie Sisco, University of Minnesota-Twin Cities
- Tasha S. Hart-Mrema, University of Minnesota-Twin Cities
- Eniola Aderibigbe, University of Minnesota-Twin Cities
Winner: Sambrook, S. 2021. "Management education through autoethnography." Human Resource Development International 24(3): 244-261.
- Dr. Sally Sambrook, Bangor Business School, Bangor University
First Runner-Up: Harrison, P., P. Tosey, V. Anderson, and C. Elliott. 2021. "HRD professional education provision in the UK: past, present and future." Human Resource Development International 24(2): 200-218.
- Patricia Harrison, John Moores University
- Paul Tossey, University of Surrey
- Valerie Anderson, University of Portsmouth
- Carole Elliott, University of Sheffield
Second Runner-Up: Schaupp, M. 2021. "Understanding the evolution of the forms of carrying out human resource development. "Human Resource Development International 24(3): 262-278.
- Marika Schaupp, University of Helsinki
Sheerin, C., Hughes, C., & Garavan, T. (2020). Gendered practices and tacit knowledge sharing in organizations: A structuration perspective, Human Resource Development International, 23(5), 542-568. DOI: 10.1080/13678868.2020.1769402
- Corina Sheerin, National College of Ireland
- Caitriona Hughes, National College of Ireland
- Thomas Garavan, University College Cork
Practitioner research for the professionalization of human resources practice: empirical data from the Netherlands – Volume 22, Issue 1
- Luca Lopes de Leao Laguna, CAREM, Amsterdam University of Applied Sciences, Amsterdam, The Netherlands
- Rob Poell, Department of Human Resource Studies, Tilburg University, The Netherlands
- Martha Meerman, CAREM, Amsterdam University of Applied Sciences, Amsterdam, The Netherlands
“Advancing National Human Resource Development Research: Suggestions for Multilevel Investigations” HRDI Issue 22.4
- Thomas Garavan, Edinburgh Napier University
- Jia Wang, Texas A&M University
- Gerri Matthews-Smith, Edinburgh Napier University
- Bharani Nagarathnam, Texas A&M University
- Yanqing Lai, Edinburgh Napier University
“Supporting Staff through Stressful Organizational Change” HRDI, Vol. 20 (4)
- Roy K. Smollan, Aut Business School, Auckland University of Technology
Team creativity versus team learning: Transcending conceptual boundaries to inspire future framework building. HRDI, Vol. 19 (1)
- Anne Boon, Katholieke Universiteit Leuven
- Katrien Vangrieken, Katholieke Universiteit Leuven
- Filip Dochy, Katholieke Universiteit Leuven
Connection, value, and growth: how employees with different national identities experience a geocentric organizational culture of a global corporation, HRDI, Vol. 18, No. 1: 39-57
- Maria S. Plakhotnik, National Research University Higher School of Economics, Russia
- Tonette S. Rocco, Florida International University
- Joshua C. Collins, University of Minnesota – Twin Cities
- Hilary Landorf, Florida International University
HRD research and design science: recasting interventions as artefacts, Issue 17(2), HRDI
- Eugene Sadler-Smith, University of Surrey, UK
1st Runner Up
Exploring excellence in leadership perceptions amongst South African managers, Issue 17(1), HRDI
- Samir Shrivastava, Swinburne University of Technology, Melbourne, Australia
- Christopher Selvarajah, Swinburne University of Technology, Melbourne, Australia
- Denny Meyer, Swinburne University of Technology, Melbourne, Australia
- Nirmala Dorasamy, Durban University of Technology, Durban, South Africa
2nd Runner Up
Exploring the relationship between discourse and a practice perspective on HRD in a virtual environment, Issue 17(2), HRDI
- Peter Evans, The University of Edinburgh, Edinburgh, UK
Mobilizing organizational alignment through strategic human resource development, Human Resource Development International, 16:1, 74-93.
- Meera Alagaraja, University of Louisville
HRD and Sustainability: Beyond Sustainable Organizations
- Ellen Scully-Russ, The George Washington University
Criteria for assessing theory in human resource development from an interpretive perspective
- Lincoln, Yvonna
- Lynham, Susan
All work and no play? Work centrality and role stress of mid-level managers in the United States, Brazil, and Korea
- Kuchinke, K. P.
- Cornachione, E.
- Oh, S.-Y.
- Kang, H.-S.
Desperately seeking alignment: Reflections of senior line managers and HRD executives
- Valerie Anderson, Portsmouth Business School, United Kingdom
Human Resource Development Practice: The Paradox of Empowerment and Individualization
- Irakli Gvaramadze, University of Aarhus
Creating leaders or loyalists: Conflicting identities in a leadership development programme
- Jamie L. Callahan, Texas A&M University
- Lila L. Carden, Texas A&M University
Developing Emotional Intelligence through Workplace Learning
- Nick Clarke, University of Southhampton
Researching the Trainability of Transformational Organizational Leadership
- Ken W. Parry, Griffith University
- Paresha N. Sinha, University of Waikato
Training in Spain: an evaluation of the continuous training agreements (1993-2001) with particular reference to SMEs
- Michael Rigby, South Bank University
Constructing Socially Situated Learning Experiences in Human Resource Development:An Activity Theory Perspective
- Alexandre Ardichvili, University of Illinois at Urbana-Champaign
VOLUME 5
Across The Great Divide: HRD, Technology Translation, and Knowledge Migration In Bridging The Knowledge Gap Between SMEs and Universities
- Paul Iles, Liverpool, John Moores University
- Maurice Yolles, Liverpool, John Moores University
VOLUME 3
Analysing metaphor in human resource development
- Darren C. Short, Perspectives
VOLUME 4
A Refusal to Define HRD
- Monica M. Lee, Lancaster University
VOLUME 2
Emotional Labor in Corporate Change Programs
- Sharon Turnbull, Lancaster University
VOLUME 1
The Influence of Leadership Styles on Subordinates' Attitudes towards Their Leaders and towards Performance: A Comparison of US and German Manufacturing Employees
- K. Peter Kuchinke, University of Illinois at Urbana/Champaign
Chair: Sunyoung Park
The Early Career Scholar Award is awarded to an outstanding HRD scholar in the early stages of his/her career who has made identifiable and significant contributions in scholarly research to the field of HRD.
Any current member of the Academy of Human Resource Development who is in the early stages of his or her career in human resource development, i.e., seven years or less after being granted his or her highest earned academic degree, is eligible to receive this award. The setting in which the nominee has made the scholarly contributions can include academia, government, nonprofit, or business/industry.
Award Criteria
Significance of Work – 40% weighting
Significant scholarly contributions can take the form of conceptual, theoretical, or empirical developments that have had or have shown the potential to have substantial influence on HRD knowledge and practice. You may wish to include bibliometric data here from sources such as Google Scholar, SSCI citations etc. to support your application – but this is not essential. Applications should therefore strive to address the following questions:
- To what extent do the scholarly contributions made by the applicant address an important problem, process, or issue in the science or practice of HRD?
- How does the work advance scientific or practical knowledge about the problem, process, or issue?
- What has been the effect of the applicant’s work on the theories, concepts, processes, or techniques that drive the profession of HRD?
- To what extent has or what is the likelihood that the applicant’s work will stimulate further inquiry or give direction to future research that leads to important, new knowledge in HRD?
Productivity – 25% weighting
Productivity includes not only the number of scholarly contributions (e.g., publications) but also the quality of those contributions. Applications should therefore strive to address the following questions:
- To what extent has the applicant been productive in terms of both quantity and quality of scholarly contributions?
- What awards or honors granted by professional organizations, educational institutions, media sources, or other entities has the applicant received that demonstrate the importance of the scholarly contributions to the profession of HRD?
Innovativeness – 25% weighting
The innovativeness of scholarly contributions is often critical for advancing the science and practice of the HRD profession. Therefore, applications should endeavor to address the following questions:
- To what extent does the work of the applicant represent or employ novel theories, concepts, approaches, or methods?
- Does the work challenge existing paradigms or develop new theories, models, conceptual frameworks, methods, or approaches?
- Have the scholarly contributions of the applicant led to the adoption of new theories, models, concepts, practices, or services?
Service – 10% weighting
Candidates are expected to contribute to the development of a scholarly research culture within the AHRD through taking on research leadership roles and participating in journal and conference related activities. Applicants should strive to address the following questions:
- To what extent does the applicant take on leadership roles in the AHRD – through chairing SIGS, special committees, task forces or AHRD board membership?
- To what extent does the applicant participate in editorial board activities or reviewing activities of AHRD journals?
- To what extent does the applicant participate in reviewing, track chairing or editing at AHRD conferences?
Within this category, you may wish to include Masters and PhD dissertation supervision and advising – although the committee is mindful that not all applicants will have the opportunity to participate in such activities and recognizes that not all universities and faculties have established Masters and/or doctoral programs.
Additional Eligibility Criteria: Candidates are eligible to apply for this award on three occasions only.
Nomination Process
Only members of the Academy can submit nominations. Self-nominations are welcome. Applications must be received on or before November 7 of the year preceding the presentation of the award. The Early Career Scholar Award Committee will not accept any application that is incomplete. To be complete, applications must include:
- A letter of nomination that includes:
- Nominee information including name, job title/organization, address, city/state/zip, telephone number, and email address.
- The nominator’s job title/organization, address, city/state/zip, telephone number, and email address.
- A statement of worthiness of the nominee that specifically addresses the criteria listed below. The letter should be at least two but no more than five pages long.
- A current vita of the nominee.
- A portfolio of materials that illustrate the contributions of the nominee. The portfolio should contain up to but not more than three reprints representative of the nominee’s scholarly contribution. The portfolio may also include up to but no more than three supporting letters that speak to the quality of work of the nominee and the degree to which that work is held in high esteem by the nominee’s peers.
Award Winners
- Sangok Yoo, University of Texas at Tyler
- Chang-kyu Kwon, University of Illinois at Urbana-Champaign
- Stephanie Sisco, University of Minnesota-Twin Cities
- Jeremy Bohonos, Texas State University
- Oliver S. Crocco, Louisiana State University
Melika Shirmohammadi, University of Houston
Chair Mesut Akdere, Sunyoung Park, Louisiana State University
- Rajashi Ghosh, Drexel University
- Brad Shuck, University of Louisville
Ji Hoon Song, University of North Texas
Kim Nimon, University of North Texas
Mesut Akdere, University of Wisconsin - Milwaukee
- Jia Wang, Texas A&M University
- Holly Hutchins, University of Houston
- Julia Storberg-Walker, North Carolina State University
- Thomas J. Chermack, Colorado State University
- Toby Marshall Egan, Texas A&M University
- Toby Marshall Egan, Texas A&M University
- Susan R. Madsen, Utah Valley State College
- Jamie Callahan, Texas A&M University
- Wendy E. A. Ruona, University of Georgia
Co-Chairs: Taylor Cavallo-Sieriing and Nicole Dillard
The R. Wayne Pace HRD Book of the Year Award is presented to the author(s) of a Human Resource Development book which is identified as outstanding in advancing the theory and/or practice of the profession.
Award Criteria
The Academy of Human Development may award the R. Wayne Pace HRD Book of the Year Award to that book which is found to make a most significant contribution to the field of HRD in a given year. Books submitted for consideration must focus on human resource development, organization development, personnel training and/or development, or more specific areas of HRD. The Award is inclusive of both print and electronic books (eBooks).
Books should be grounded in a sound foundation of theory and/or research, address a topic of timely importance, suggest new thinking about a topic, and/or challenge current values, beliefs, and assumptions. Past award winners include books that have been:
- Scholarly, rather than a "how-to” book of checklists;
- Well written, including editorial excellence, innovation and quality of design relative to the field, and quality of production;
- Appropriate for the chosen publishing method (i.e., eBooks embrace technology and reader interactivity while print copies embrace advancements in printing technologies and visualization); and
- Appropriate for the target audience (as defined by the author(s)) in connecting research, theory, and practice and filling a need or a gap in the field, contributing significantly to HRD.
Nomination Process
Authors, academy members, publishers, or a third-party may nominate books by providing the following in the nomination:
The book’s full title, year of publication, publisher, telephone, email, and fax numbers for both the author(s) and publisher
One or two sentences describing why you are nominating this book
The name, address, phone and fax numbers, and e-mail address of the person(s) submitting the nomination
The publisher or author must submit PDF or e-Book copies only. Hard copies will not be accepted or shipped.
Due to the number and variety of e-Book formats available, the seven electronic submissions must be provided by the publisher in a format which imposes no costs or other burdens upon the set of reviewers who will be considering them for the award or upon the Academy of Human Resource Development.
Dependent on the nominations for any given year, the Committee may choose to award more than one Book of the Year per cycle. Given the high criterion-based standards implicit in this award however there is no guarantee that this award will be given each year.
Award Winners
Adult Learning: Linking Theory and Practice
- Laura L. Bierema, University of Georgia
- Monica Fedeli, University of Padova
- Sharan B. Merriam, University of Georgia
Women's Career Development in Virtual Remote Work Environments: Models, Theories, and Frameworks
- Claretha Hughes, University of Arkansas
The Sage Handbook of Human Resource Development
- Tonette S. Rocco, Florida International University
- Michael Lane Morris, University of Tennessee Knoxville
- Rob F. Poell, Tilburg University
The Routledge Handbook of LGBTQ Identity in Organizations and Society
- Julie A. Gedro, SUNY Empire State University
- Tonette S. Rocco, Florida International University
Human Resource Development: Critical Perspectives and Practices.
- Laura L. Bierema, University of Georgia
- Jamie L. Callahan, Durham University Business School
- Carole J. Elliott, Sheffield University Management School
- Tomika W. Greer, University of Houston
- Joshua C. Collins, University of Minnesota Twin Cities
The Palgrave Handbook of Critical Human Resource Development
- Joshua C. Collins, University of Minnesota-Twin Cities
- Jamie L. Callahan, Durham University Business School
HRD Perspectives on Developmental Relationships: Connecting and Relating at Work
- Rajashi Ghosh, Drexel University
- Holly Hutchins, University of North Texas
Human Resource Development in Vietnam: Research and Practice
- Hien Thi Tran, Foreign Trade University
- Tam To Phuong, Foreign Trade University
- Huyen Thi Minh Van, Foreign Trade University
- Gary N. McLean, Assumption University
- Mark A. Ashwill, Capstone Vietnam
Human Resource Development in South Korea: Theory and Cases
- Doo Hun Lim, University of Oklahoma
- Seung Won Yoon, Texas A&M University-Commerce
- Daeyeon Cho, Korea University
Minnesota's Black Community in the 21st Century
- Anthony R. Scott, President, Minnesota’s Black Community Project
- Charles E. Crutchfield III, MD, Vice President, Minnesota’s Black Community Project
- Chaunda L. Scott, Secretary Minnesota’s Black Community Project, Oakland University
Evidence-Based Initiatives for Organizational Change and Development
- Robert G. Hamlin, University of Wolverhampton
- Andrea D. Ellinger, The University of Texas at Tyler
- Jenni Jones, University of Wolverhampton
Leadership and Power in International Development: Navigating the Intersections of Gender, Culture, Context, and Sustainability
- Randal Joy Thompson, Dream Connect Global
- Julia Storberg-Walker, The George Washington University
Leadership Development in Emerging Market Economies
- Alexandre Ardichvili, University of Minnesota
- Khalil M. Dirani, Texas A & M University
On the Nature of Human Resource Development
- Monica M. Lee
Realising Critical HRD: Stories of Reflecting, Voicing, and Enacting Critical Practice
- Jamie L. Callahan
- Jim Stewart
- Clare Rigg
- Sally Sambrook
- Kiran Trehan
Human Interactions, Processes, and Contexts: Reflections on the Past and Envisioning the Future
- David Schwandt, The George Washington University
- Ellen Scully-Russ, The George Washington University
- Kathleen Crowley, The George Washington University
Adult Learning: Linking Theory and Practice
- S.B. Merriam, University of Georgia
- Laura L. Bierema, University of Georgia
Valuing People and Technology in the Workplace
- Claretha Hughes
Small Group facilitation: Improving Process and Performance in Groups and Teams
- Judith Kolb
Handbook of Workplace Assessment
- John C. Scott
- Douglas H. Reynolds
Performance Management: Putting Research into Action
- James W. Smither, LaSalle University
- Manuel London, State University of New York
Cross-Cultural Management: Essential Concepts, 2nd edition
- David C. Thomas
- Simon Fraser University
Handbook of Organization Development
- Thomas G. Cummings, editor
Organization Development: Principles, Processes, Performance
- Gary N. McLean, University of Minnesota
Research in Organizations: Foundations and Methods of Inquiry
- Richard A, Swanson, University of Minnesota
- Elwood F. Holton, III, Louisiana State University
Leveraging the New Human Capital: Adaptive Strategies, Results Achieved, and Stories of Transformation
- Sandra Burud
- Marie Tumolo
The Strategic Development of Talent: Framework for Using Talent to Support Your Organizational Strategy
- William J. Rothwell
- H. C. Kazanas
Foundations of Human Resource Development
- Richard A. Swanson, University of Minnesota
- Elwood F. Holton, III, Louisiana State University
Ethics in HRD: A New Approach to Leading Responsible Organizations
- Timothy G. Hatcher, University of Louisville
Organizational Learning, Performance, and Change: An Introduction to Strategic HRD
- Jerry W. Gilley,Colorado State University
- Ann Maycunich Gilley, Colorado State University
Strategic Human Resource Development
- John S. Walton, London Guildhall University
Evaluation Inquiry for Learning in Organizations
- Hallie S. Preskill, University of New Mexico
- Rosalie Torres, University of New Mexico
Corporate Creativity: How Innovation and Improvement Actually Happens
- Alan G. Robinson, University of Massachusetts
- Sam Stern, Oregon State University
Building the Learning Organization
- Michael J. Marquardt, George Washington
Chair: Thomas Garavan
The Elwood F. Holton III Research Excellence Award, named for the first editor of HRDR, is awarded for the outstanding Development Review refereed article in each annual volume.
This is a Journal-sponsored award. Contact the Chair for more information.
Award Criteria
- New theoretical insights that contribute to and advance the HRD profession
- Importance of the theoretical/conceptual insight
- Appropriateness of approach used
- Thoroughness of contribution
- Clarity and quality of reporting
Nomination Process
Each committee member will nominate 2 or 3 of all the refereed articles printed in the volume (4 issues) for the award. They will then rate each of the nominated articles using specific criteria under the categories above. The highest rated article will receive the award.
- committee members consist of members of the Journal’s editorial board
Award Winners
Recipients:
Dillard, N., Cavallo, T. & Zhang, P. (2025)
A Return to Humanism: A Multi-Level Analysis Exploring the Positive Effects of Quiet Quitting.
Human Resource Development Review, 24(2), 127-156.
- Nicole Dillard, University of Minnesota
- Taylor Cavallo, University of Minnesota
- Panpan Zhang, Northern Arizona University
First Runner-Up:
Shi, L. (2025)
Global Perspectives on AI Competence Development: Analyzing National AI Strategies in Education and Workforce Policies.
Human Resource Development Review 24(4), 447-476.
- Lehong Shi, University of Georgia
Recipients:
Weaving layers of learning: Multiplex learning networks in the workplace.HumanResourceDevelopment Review, 23(1), 121-146.
- SangokYoo The University of Texas at Tyler
- John Turner University of North Texas
- Kim Nimon The University of Texas at Tyler
- Bisola Adepoju The University of Texas at Tyler
Learning-oriented leadership in organizations: An integrative review of qualitative studies.HumanResourceDevelopment Review, 23(2), 230-275.
- Andreas Wallo and Daniel Lundqvist, Linköping University, Sweden
- Alan Coetzer, University of Southern Queensland, Australia
First Runners-Up:
Theorising Later-Career as a Basis for Enhancing Inclusion and Extending Working Lives Through Human Resource Development.Human Resource Development Review,23(4), 522544
- Russell P. Warhurst and Kate Black, Northumbria University, UK
Recipient:
Kuchinke, K. P. (2023). Phenomenology and human resource development: Philosophical foundations and implications for research. Human Resource Development Review, 22(1), 36-58.
- Peter Kuchinke, University of Illinois at Urbana-Champaign
First Runners-Up (tie):
Discetti, R., & Anderson, V. (2023). The value of netnography for research in HRD. Human Resource Development Review, 22(1), 59-83.
- Roberta Discetti, Bournemouth University Business School
- Valerie Anderson, Portsmouth University Business School
Lee, J., Yi, J., & Kang, H. (2023). Explicating workplace backlash from social justice perspective: A systematic review of types, consequences, and coping strategies. Human Resource Development Review, 22(3), 345-387
- Jin Lee, The Catholic University of Korea
- Jieun Yi, Texas A&M University
- Hyounju Kang, Gyeongsang National University
Second Runner Up:
van Woerkom, M., Kooij, D., & Kanfer, R. (2023). Growth motives and learning behaviors among older workers: Toward a more comprehensive assessment. Human Resource Development Review, 22(4), 524-553.
- Marianne van Woerkom, Tilburg University
- Dorien Kooij, Tilburg University
- Ruth Kanfer, Georgia Tech
Kaeppel, K., Grenier, R. S., & Björngard-Basayne, E. (2020). The F Word: The Role of Women’s Friendships in Navigating the Gendered Workplace of Academia. Human Resource Development Review, 19(4), 362-383.
- Kristi Kaeppel, St. George’s University
- Robin S. Grenier, University of Connecticut
- Emma Björngard-Basayne, University of Connecticut-Stamford
See 2019 Winners
- Catherine Bailey, King’s College London, London, UK
- Ruth Yeoman, University of Oxford, Oxfordshire, UK
- Adrian Madden, University of Greenwich, London, UK
- Marc Thompson, University of Oxford, Oxfordshire, UK
- Gary Kerridge, University of Warwick, Coventry, UK
- Thomas N. Garavan, Edinburgh Napier University, Scotland
- Alma McCarthy, National University of Ireland Galway, Ireland
- Ronan Carbery, University College Cork, Ireland
See 2018 Winners
“Conceptualizing and Creating Sustainable Careers”
- Kimberly S. McDonald, Purdue University Fort Wayne
- Linda M. Hite, Purdue University Fort Wayne Human Resource Development Review, 17(4)
“The Psychology of Diversity Resistance and Integration”
- Christine A. Wiggins-Romesburg, University of Louisville
- Rod P. Githens, University of the Pacific Human Resource Development Review, 17(2)
See 2017 Winners
“Pragmatism and Human Resource Development: Practical Foundations for Research, Theory, and Practice” Published in Volume 16, Issue 1, 2017, pp. 60-84
- Russell Korte, The George Washington University
- Zachary A. Mercurio, Colorado State University
See 2016 Winners
The Persistence of Working Poor Families in a Changing U.S. Job Market: An Integrative Review of the Literature HRDR 2016 Volume 15, Issue 1
- Richard J. Torraco, University of Nebraska-Lincoln
See 2015 Winners
Skunked: An Integrative Review Exploring the Consequences of the Dysfunctional Leader and Implications for Those Employees Who Work For Them, HRDR 2015 Volume 14, Issue 1, pp. 64-90:
- Kevin Rose, University of Louisville
- Brad Shuck, University of Louisville
- Devon Twyford, University of Louisville
- Matt Bergman, University of Louisville
See 2014 Winners
Extending theory on job stress: The interaction between the “Other 3 and Big 5” Personality Traits on Job Stress” Human Resource Development Review, 13(1), 79-101
- Sujit Sur, Dalhousie University
- Eddy Ng, Dalhousie University
See 2013 Winners
The Jingle Jangle of Employee Engagement: Further Exploration of the Emerging Construct and Implications for Workplace Learning and Performance". HRDR, 12(1), 11-35.
- Brad Shuck, University of Louisville
- Rajashi Ghosh, Drexel University
- Drea Zigarmi, University of San Diego
- Kim Nimon, University of North Texas
See 2012 Winners
Reverse Mentoring: A Social Exchange Tool for Keeping the Boomers Engaged and the Millennials Committed. HRDR, 11(1), 55-76.
- Dr. Sanghamitra Chaudhuri, -The Ohio State University
- Dr. Rajashi Ghosh, Drexel University
See 2011 Winners
The role of reflective practices in building social capital in organizations from an HRD perspective. HRDR, 10(3), 222-245.
- Nakamura, Y.T. & Yorks, L., Human Resources Development Review 10(3), 222-245
See 2010 Winners
Beyond Self-Interest: Integrating Social Responsibility and Supply Chain Management with Human Resource Development. HRDR, 9(2), 144-168.
- Wendy Becker
- Jerry A. Carbo
- Ian Langella
See 2009 Winners
How Groups Learn: The Role of Communication Patterns, Cue Recognition, Context Facility, and Cultural Intelligence. HRDR, 8(3), 327-349.
- Joyce Silberstang, Adelphi University
- Manuel London, State University of New York
See 2008 Winners
Toward the Employability-Link Model: Current Employment Transition to Future Employment Perspectives. HRDR, 7(2), 165-183.
- Johannes G. L. Thijssen, Utrecht University
- Beatrice I. J. M. Van der Heijden,Open University of the Netherlands/University of Twente
- Tonette S. Rocco, Florida International University
See 2007 Winners
Resurrecting the Motivation-Hygiene Theory: Herzberg and the Positive Psychology Movement. HRDR, 6(4), 377-393.
- Daniel A. Sachau, Minnesota State University
See 2006 Winners
Social Network Analysis in Human Resource Development – A New Methodology. HRDR, 5(1), 45-71.
- John-Paul Hatala, Louisiana State University
See 2005 Winners
The Structure and Function of Attitudes Toward Organizational Change. HRDR, 4(1), 8-32.
- Rune Lines, Norwegian School of Economics and Business Administration
See 2004 Winners
Toward a Political Economy Model for Comparative Analysis of the Role of Strategic Human Resource Development Leadership. HRDR, 3(3), 189-208.
- Lyle Yorks, Columbia University Teachers College
See 2003 Winners
Toward a Holistic Theory of Knowledge and Adult Learning. , 1(2), 145-166.
- Baiyin Yang, University of Minnesota
See 2002 Winners
The Concept of Culture in International Comparative HRD Research: Methodological Problems and Possible Solutions. HRD, 1(2), 145-166.
- Alexandre Ardichvili, University of Illinois at Urbana-Champaign
- K. Peter Kuchinke, University of Illinois at Urbana-Champaign
Ju, B., Lee, Y., Park, S., & Yoon, S.W. (2021). A meta-analytic review of the relationship between learning organization and organizational performance and employee attitudes: Using the dimensions of Learning Organization Questionnaire. Human Resource Development Review, 20(2), 207-251.
- Boreum Ju, Slippery Rock University of Pennsylvania
- Yunsoo Lee, Hanyang University
- Sunyoung Park, Louisiana State University
- Seung Won Yoon, Texas A&M University-Commerce
Human Resource Development in South Korea: Theory and Cases
- Doo Hun Lim, University of Oklahoma
- Seung Won Yoon, Texas A&M University-Commerce
- Daeyeon Cho, Korea University
Minnesota's Black Community in the 21st Century
- Anthony R. Scott, President, Minnesota’s Black Community Project
- Charles E. Crutchfield III, MD, Vice President, Minnesota’s Black Community Project
- Chaunda L. Scott, Secretary Minnesota’s Black Community Project, Oakland University
- Catherine Bailey, King’s College London, London, UK
- Ruth Yeoman, University of Oxford, Oxfordshire, UK
- Adrian Madden, University of Greenwich, London, UK
- Marc Thompson, University of Oxford, Oxfordshire, UK
- Gary Kerridge, University of Warwick, Coventry, UK
- Thomas N. Garavan, Edinburgh Napier University, Scotland
- Alma McCarthy, National University of Ireland Galway, Ireland
- Ronan Carbery, University College Cork, Ireland
“Conceptualizing and Creating Sustainable Careers”
- Kimberly S. McDonald, Purdue University Fort Wayne
- Linda M. Hite, Purdue University Fort Wayne Human Resource Development Review, 17(4)
“The Psychology of Diversity Resistance and Integration”
- Christine A. Wiggins-Romesburg, University of Louisville
- Rod P. Githens, University of the Pacific Human Resource Development Review, 17(2)
“Pragmatism and Human Resource Development: Practical Foundations for Research, Theory, and Practice” Published in Volume 16, Issue 1, 2017, pp. 60-84
- Russell Korte, The George Washington University
- Zachary A. Mercurio, Colorado State University
The Persistence of Working Poor Families in a Changing U.S. Job Market: An Integrative Review of the Literature HRDR 2016 Volume 15, Issue 1
- Richard J. Torraco, University of Nebraska-Lincoln
Skunked: An Integrative Review Exploring the Consequences of the Dysfunctional Leader and Implications for Those Employees Who Work For Them, HRDR 2015 Volume 14, Issue 1, pp. 64-90:
- Kevin Rose, University of Louisville
- Brad Shuck, University of Louisville
- Devon Twyford, University of Louisville
- Matt Bergman, University of Louisville
Extending theory on job stress: The interaction between the “Other 3 and Big 5” Personality Traits on Job Stress” Human Resource Development Review, 13(1), 79-101
- Sujit Sur, Dalhousie University
- Eddy Ng, Dalhousie University
The Jingle Jangle of Employee Engagement: Further Exploration of the Emerging Construct and Implications for Workplace Learning and Performance". HRDR, 12(1), 11-35.
- Brad Shuck, University of Louisville
- Rajashi Ghosh, Drexel University
- Drea Zigarmi, University of San Diego
- Kim Nimon, University of North Texas
Reverse Mentoring: A Social Exchange Tool for Keeping the Boomers Engaged and the Millennials Committed. HRDR, 11(1), 55-76.
- Dr. Sanghamitra Chaudhuri, -The Ohio State University
- Dr. Rajashi Ghosh, Drexel University
The role of reflective practices in building social capital in organizations from an HRD perspective. HRDR, 10(3), 222-245.
- Nakamura, Y.T. & Yorks, L., Human Resources Development Review 10(3), 222-245
Beyond Self-Interest: Integrating Social Responsibility and Supply Chain Management with Human Resource Development. HRDR, 9(2), 144-168.
- Wendy Becker
- Jerry A. Carbo
- Ian Langella
How Groups Learn: The Role of Communication Patterns, Cue Recognition, Context Facility, and Cultural Intelligence. HRDR, 8(3), 327-349.
- Joyce Silberstang, Adelphi University
- Manuel London, State University of New York
Toward the Employability-Link Model: Current Employment Transition to Future Employment Perspectives. HRDR, 7(2), 165-183.
- Johannes G. L. Thijssen, Utrecht University
- Beatrice I. J. M. Van der Heijden,Open University of the Netherlands/University of Twente
- Tonette S. Rocco, Florida International University
Resurrecting the Motivation-Hygiene Theory: Herzberg and the Positive Psychology Movement. HRDR, 6(4), 377-393.
- Daniel A. Sachau, Minnesota State University
Social Network Analysis in Human Resource Development – A New Methodology. HRDR, 5(1), 45-71.
- John-Paul Hatala, Louisiana State University
The Structure and Function of Attitudes Toward Organizational Change. HRDR, 4(1), 8-32.
- Rune Lines, Norwegian School of Economics and Business Administration
Toward a Political Economy Model for Comparative Analysis of the Role of Strategic Human Resource Development Leadership. HRDR, 3(3), 189-208.
- Lyle Yorks, Columbia University Teachers College
Toward a Holistic Theory of Knowledge and Adult Learning. , 1(2), 145-166.
- Baiyin Yang, University of Minnesota
The Concept of Culture in International Comparative HRD Research: Methodological Problems and Possible Solutions. HRD, 1(2), 145-166.
- Alexandre Ardichvili, University of Illinois at Urbana-Champaign
- K. Peter Kuchinke, University of Illinois at Urbana-Champaign
Award Winners – Best Reviewer of the Year
Dr. Marilyn Y. Byrd , The University of Oklahoma
Valerie Anderson, University of Portsmouth
Valerie Anderson, University of Portsmouth
- Jill Zarestky, Colorado State University
- Marilyn Byrd, The University of Oklahoma
- Fonteini Kravariti, University of Portsmouth, U.K
Valerie Anderson, University of Portsmouth
- Maria Cseh, The George Washington University
- Bob Hamlin, University of Wolverhampton Business School
- Gary McLean, McLean Global Consulting
- Rajashi Ghosh, Drexel University
- Alexandre Ardichvili, University of Minnesota
- Brad Shuck, University of Louisville
- Rajashi Ghosh, Drexel University
Chair: Caleb Han
The Richard A. Swanson Research Excellence Award is given to the author(s) of the outstanding Human Resource Development Quarterly refereed article in each annual volume. Given the high standards implicit in this award, there is no guarantee that this award will be given each year.
This is a Journal-sponsored award. Contact the Chair for more information.
Award Criteria
- Represents the mission of HRDQ
- Advances the state of scholarship in human resource development (HRD)
- Provokes thought and directs attention toward critical challenges/issues facing HRD by making a new knowledge contribution to the field
Nomination Process
An equitable two-tier approach is used for identifying the award-winning article. First, the Swanson Award Committee Chair will solicit nominations from the entire HRDQ Editorial Board, including committee members and the Chair. The Committee Chair will tally these results to arrive at a pool of five to six nominees. The Swanson Award Committee, selected by the HRDQ Editorial Team, will then discuss these nominated articles and determine an award recipient. This approach ensures that all refereed articles have the potential to be reviewed by members of the Editorial Board, and yet streamlines the final decision process. The award criteria listed above, and the following evaluative points will be used by the Editorial Board and the Swanson Award Committee when reviewing articles for nomination and selecting the award recipient:
- Theoretical and/or practical importance of the problem
- Appropriateness of approach and/or methods used
- Extent to which the results justify the conclusions
- Quality of reporting
Award Winners
Mazumdar, B., Warren, A. & Brown, T (2025).
The new meaning of retirement for bridge employees: Situating bridge employment through the lens of the
Kaleidoscope Career Model.
Human Resource Development Quarterly 36(1)
- Bishakha Mazumdar, Cape Breton University
- Amy M. Warren PhD, Memorial University
- Travor C. Brown, Memorial University
First Runner Up: Zarestky, J., Deer, S. & Ray, S. (2025).
Power dynamics and social enterprises: A case study of an international NGO.
Human Resource Development Quarterly 36(4)
- Jill Zarestky, Colorado State University
- Shannon Deer, Texas A & M University
- Sarah M. Ray, The George Washington University
Multi-level effects of human resource bundles on the performance of aging employees
- Nikolaos Pahos, TU Delft
- Eleanna Galanaki, Athens University of Economics and Business
- Beatrice I. J. M. van der Heijden, Radboud University / Institute for Management Research
First Runner Up: Exploring individuals' workplace spirituality in the context of their work teams: A qualitative multi-case, multi-team study
- Nandini (Nan) Oza, McClurg, Andrea D. Ellinger, Rochell McWhorter, The University of Texas at Tyler
- Eleanna Galanaki, Athens University of Economics and Business
- AAhad Osman-Gani (Posthumously), Malaysia Global University of Islamic Finance
Lundgren, H., & Poell, R. F. (2023). How do HRD professionals and business managers interact in organizing HRD activities?. Human Resource Development Quarterly, 34(2), 177-199.
- Henriette Lundgren, University of Georgia
- Rob F. Poell, Tilburg University
First Runner Up: Keshtiban, A. E., Callahan, J. L., & Harris, M. (2023). Leaderlessness in social movements: Advancing space, symbols, and spectacle as modes of “Leadership”. Human Resource Development Quarterly, 34(1), 19-43.
- Amir E. Keshtiban, Northumbria University
- Jamie L. Callahan, Durham University Business School
- Martin Harris, Essex Business School
Recipient: Blackman, D., Buick, F., Johnson, S., Rooney, J., & Ilahee, N. (2022). Using system traps to understand and potentially prevent human resource development intervention failure. Human Resource Development Quarterly, 33(1), 47-68.
- Deborah Blackman, University of New South Wales School of Business
- Fiona Buick, University of New South Wales School of Business
- Samantha Johnson, University of New South Wales School of Business
- James Rooney, University of New South Wales School of Business
- Nabil Ilahee, University of New South Wales School of Business
Highly Recommended: Törmänen, J., Hämäläinen, R. P., & Saarinen, E. (2022). On the systems intelligence of a learning organization: Introducing a new measure. Human Resource Development Quarterly, 33(3), 249-272.
- Juha Törmänen, Department of Industrial Engineering and Management, Aalto University
- Raimo P. Hämäläinen, Systems Analysis Laboratory, Aalto University
- Esa Saarinen, Department of Industrial Engineering and Management, Aalto University
Winner: Kwon, C. K. (2021). Resisting ableism in deliberately developmental organizations: A discursive analysis of the identity work of employees with disabilities. Human Resource Development Quarterly, 32(2), 179-196.
- Chang-kyu Kwon, Oakland University
First Runner-up: Shirmohammadi, M., Mehdiabadi, A. H., Beigi, M., & McLean, G. N. (2021). Mapping human resource development: Visualizing the past, bridging the gaps, and moving toward the future. Human Resource Development Quarterly, 32(2), 197-224.
- Melika Shirmohammadi, University of Houston
- Amir Hedayati Mehdiabadi, University of New Mexico
- Mina Beigi, University of Southampton
- Gary N. McLean, Assumption University
Second Runner-up: Crans, S., Bude, V., Beausaert, S, & Segers, M. (2021). Social informal learning and the role of learning climate: Toward a better understanding of the social side of learning among consultants. Human Resource Development Quarterly, 32(4), 507-535.
- Samantha Crans MSc,Maastricht University
- Veronika Bude MSc, Maastricht University
- Simon Beausaert PhD, Maastricht University
- Mien Segers PhD, Maastricht University
Akdere, M., & Egan, T. (2020). Transformational leadership and human resource development: Linking employee learning, job satisfaction, and organizational performance. Human Resource Development Quarterly, 31(4), 393-421.
- Mesut Adkere, Perdue University
- Toby Egan, University of Maryland
Measuring the organizational impact of training: The need for greater methodological rigor; Volume 29, Issue 1
- Thomas Garavan, Edinburgh Napier Business School
- Alma McCarthy, National University of Ireland Galway
- Maura Sheehan, Edinburgh Napier Business School
- Yanqing Lai, Metropolitan University, Manchester
- Mark N. K. Saunders, University of Birmingham
- Nicholas Clarke, EADA Business School
- Ronan Carbery, University College Cork
- Valerie Shanahan, Squarespace
“What Imposters Risk at Work: Exploring Imposter Phenomenon, Stress Coping, and Job Outcomes” HRDQ, Volume 29, Issue 1
- Holly M. Hutchins, University of Houston
- Lisa M. Penney, University of South Florida
- Lisa W. Sublett, University of Houston–Clear Lake
“Towards an Understanding of HRD Lean Strategy Linkages: A Multicase Study of Four U.S. Based Firms” – Vol 28(4), 553-592.
- Meera Alagaraja, University of Louisville
- Toby Marshall Egan, University of Maryland
- Richard W. Woodman, Texas A&M University
Social Competence in Small Firms—Fostering Workplace Learning and Performance 27(3)
- Thomas Lans
- Frans Verhees
- Jos Veretegen
Employees’ Perceived Use of Leader Power and Implications for Affect and Work Intentions, 26:4, p. 359-384
- Drea Zigarmi
- Taylor Peyton Roberts
- W. Alan Randolph
The Organizational Context and Performance Implications of Human Capital Investment Variability,” Volume 25:1, HRD
- Mousumi Bhattacharya, Fairfield University
- D. Harold Doty, The University of Texas at Tyler
- Thomas Garavan, Edinburgh Napier Business School, Scotland
Organizational Support for Action Learning in South Korean Organizations, HRDQ, 24:2, 185-213
- Yonjoo Cho, Indiana University
- Toby Egan, Purdue University
Mentoring as an HRD Approach: Effects on Employee Attitudes and Contributions Independent of Core Self-Evaluation
- Paul W. Thurston Jr., Siena College
- Caroline P. D'Abate, Skidmore College
- Erik R. Eddy, Siena College
Managing Workplace Incivility: The Role of Conflict Mangement Styles - Antecedent or Antidote
- Jeannie Trudel, Indiana Wesleyan University
- Thomas G. Reio, Jr. Florida International University
The development and resulting performance impact of positive psychological capital
- Fred Luthans
- James B. Avey
- Bruce J. Avolio
- Suzanne J. Peterson
Towards Development of a Generalized Instrument to Measure Andragogy
- Elwood F. Holton, III, Louisiana State University
- Lynda Swanson Wilson, Louisiana State University
- Reid A. Bates, Louisiana State University
The Power of Work Experiences: Critical Characteristics to Developing Expertise in Strategic Thinking
- Ellen F. Goldman, George Washington University
Where to now? The Impact of Race and Ethnicity on Workplace Learning and Development: A Review of the Research
- Ann K. Brooks, Texas State University - San Marcos
- Tamara Clunis, Texas State University - San Marcos
Key Characteristics of Effective and Ineffective Developmental Interactions
- Erik R. Eddy, Siena College
- Caroline P. D'Abate, Skidmore College
- Scott I. Tannenbaum, The Group for Organizational Effectiveness
- Susan Givens-Skeaton, Saint Joseph's University
- Greg Robinson, University of San Francisco
Contextual Factors Influencing Informal Learning in a Workplace Setting: The Case of "Reinventing Itself Company"
- Andrea D. Ellinger, University of Illinois at Urbana-Champaign
Determinants of Participation and Nonparticipation in Job-Related Education and Training in Shenzhen, China
- Jin Xiao, Chinese University of Hong Kong
- Mun C. Tsang, Teachers College, Columbia University
Supervisory Coaching Behavior, Employee Satisfaction, and Warehouse Employee Performance: A Dyadic Perspective in the Distribution Industry
- Andrea D. Ellinger, University of Illinois at Urbana-Champaign
- Alexander E. Ellinger, University of Alabama
- Scott B. Keller, Michigan State University
Matching Training Methods and Factors of Cognitive Ability: A Means to Improve Training Outcomes
- Shani D. Carter, Center for Management and Technology, Rhode Island College
Leadership Styles and Work-Related Values of Managers and Employees of Manufacturing Enterprises in Post-Communist Countries
- Alexandre Ardichvili, University of Illinois at Urbana-Champaign
Development of a Generalized Learning Transfer System Inventory
- Elwood F. Holton, Louisiana State University
- Reid A. Bates, Louisiana State University
- Wendy E. A. Ruona, University of Georgia
Leadership and Culture: Work-Related Values and Leadership Styles Among One Company's US and German Telecommunication Employees
- K. Peter Kuchinke, University of Illinois at Urbana/Champaign
Current Status and Future Trends of Diversity Initiatives in the Workplace: Diversity Experts' Perspective
- Rose Mary Wentling, University of Illinois at Urbana/Champaign
- Nilda Palma-Rivas, University of Illinois at Urbana/Champaign
The Job Training Experiences of Black and White Women, 1970-1991
- Richard K. Caputo, Barry University
- Mary Cianni, Barry University
ow Executive Women Learn Corporate Culture
- Laura Bierema, Michigan State University
Managerial Behaviors and Workgroup Climate as Predictors of Employee Outcomes
- Allan H. Church, W. Warner Burke and Associates
Augmenting Behavior-Modeling Training: Testing the Effects of Pre-and-Post-Training Interventions
- Jon Werner, University of South Carolina
- Ann O'Leary, Texas A&M University
- Timothy T. Baldwin, Indiana University
- Kenneth N. Wexley, Human Resources Decisions, Inc.
The Relationship Between Organizational Transfer Climate and Positive Transfer of Training
- Janice Rouiller, ASTD
- Irwin Goldstein, University of Maryland
A Case Study in Forecasting the Financial Benefits of Unstructured and Structured On-the-Job Training
- Ronald Jacobs, Ohio State University
- Michael Jones, Kenworth Truck Company
- Sue Neil, Paccar, Inc.
Organizational Training and Signals of Importance: Linking Pretraining perceptions to Intentions to Transfer
- Timothy Baldwin, Indiana University
- Richard Magjuka, Indiana University
QWL Improves Worksite Quality: Success Rates in a Large Pool of Studies
- Robert T. Golembiewski, University of Georgia
- Ben Chu Sun, National Cheng Chi, Taiwan
Chair: Joshua C. Collins
The AHRD HRD Scholar Hall of Fame Award represents the highest recognition for individuals who have focused their scholarly endeavors in an exemplary manner and for an extended period of time on one or more definable areas related to human resource development. Beyond the expected levels of scholarly activity, individuals receiving the Award must have demonstrably advanced knowledge about the field and through their efforts have influenced the actions of other researchers and possibly practitioners as well.
Examples of demonstrably advancing human resource development may include one or more of the following instances. The individual's scholarly efforts have:
- Extended an established research topic in a new way, and has attracted other researchers to pursue the same or related topic.
- Identified an original line of research, or reinvigorated an established line not recently considered, and attracted other researchers to pursue it as well.
- Influenced practitioners to engage in new practices based on the implications of the research.
- Has developed significantly new research-based HRD-related products or processes, designed to influence some aspect of human resource development.
Recipients of the Award will be recognized at the AHRD International Conference in the Americas, receive a plaque and a place of honor on the AHRD website, and receive a complimentary AHRD membership and conference admission for the year of the Award.
In turn, the recipient will be expected to share reflections about their research journey through a brief presentation at the Conference and would be encouraged to share those reflections in greater depth as an article in the non-refereed Forum section of the Human Resource Development Quarterly.
Award Criteria
The following are the Award policies:
- No more than two individuals can receive the Award annually.
- A committee composed of past Hall of Fame Award recipients reviews the nominations.
- The Committee votes on each nominee and reports the outcome to the AHRD Board. A favorable recommendation requires at least a 4/5th of Committee members participating in the nomination-review meeting.
- Nominees recommended for the Award by must be approved by the AHRD Board, with at least a 2/3rd favorable vote.
- All nominee materials must be submitted before the published deadline without exception.
Nominee Characteristics
To be considered, nominees . . .
- Have been employed as a university faculty member, a senior researcher in a public or private research institute, or a senior practitioner in a private-sector company.
- Is expected to have received the AHRD Outstanding Scholar Award as this suggests the trajectory of the nominee's career, but receiving the Award is not a necessary requirement for consideration.
- Lifetime contributions with an extended period of significant and influential impact in advancing HRD.
- Can be living or deceased.
Nomination Process
- Complete list of citations, both refereed and non-refereed, that document the nominee's complete record of scholarship.
- Narrative statement from the nominator, no more than three pages in length, that addresses the following questions:
- What has been the nominee's research agenda?
- How has the nominee pursued the agenda over the years?
- What is the nominee's perspective about the importance of the research agenda?
- Reprints, statements from others, impact information, and other documents that support how the nominee's scholarship has influenced the actions of other researchers or practitioners.
Award Winners
- Tonette Rocco, Florida International University
- Jim Stewart, Liverpool John Moores University
Thomas Reio, Florida International University
- Valerie Anderson, Portsmouth University Business School
- Alexandre Ardichvili, University of Minnesota-Twin Cities
- Andrea Ellinger, University of Texas at Tyler
- Laura Bierema, Portsmouth University of Georgia
- Elwood (Ed) F. Holton III, Louisiana State University
Dr. AAhad M. Osman-Gani, The Global University of Islamic Finance
- Monica Lee, Independent Academic
- Thomas Garavan, University of Limerick
- Ronald L. Jacobs
- Victoria J. Marsick, Teachers College, Columbia University
Darlene Russ-Eft, Oregon State University
Darlene Russ-Eft is considered one of the founders of the field of human resource development (HRD). Specifically, her books and articles have emphasized and highlighted the role of program evaluation within HRD. Recent book collaborations include Building Evaluation Capacity(Preskill & Russ-Eft, 2015), Evaluator Competency Fieldbook (Russ-Eft, Bober, Koszalka, & Sleezer, 2014), A Practical Guide to Needs Assessment (Sleezer, Russ-Eft, & Gupta, 2014), and Evaluation in Organizations: A Systematic Approach to Enhancing Learning, Performance, and Change (Russ-Eft & Preskill, 2009). She was the sixth winner of the AHRD Outstanding Scholar Award, received in 1999. At the time of the award, Russ-Eft was the director of Research for AchieveGlobal, an international training provider. She served as associate editor and later editor of HRDQ. She also contributed to the development and adoption of the AHRD Standards on Ethics and Integrity (AHRD, 1999) and is currently co-chair of a taskforce working on revisions of those standards. She has served on the AHRD Board, as the vice president for research, and as president, 2010-2012.
Karen E. Watkins, The University of Georgia
Creating a learning vision for human resource and organization development
A founding member and second president of AHRD, Karen Watkins has spent a career conceptualizing and growing the academic discipline of HRD. She helped found and led two award-winning graduate programs in human resource and organization development-- at The University of Texas at Austin and The University of Georgia. She pioneered a learning and organization development lens in human resource development, defining HRD as the field responsible for fostering a long-term, work-related learning capacity at the individual, group, and organizational levels. Watkins and Marsick's scholarship, and that of others building on their work, grew two deep areas of research in HRD—informal workplace learning and assessing the learning culture through the Dimensions of a Learning Organization Questionnaire [the DLOQ].
Gary N. McLean
Internationalization of the HRD profession
Gary N. McLean, more than any person, has internationalized the HRD profession. As graduate program coordinator at the University of Minnesota he recruited students from around the world with over half of the students coming from other nations. He has established formal cooperative working relationships with five universities outside the USA and created successful HRD certificate and master's programs in Saudi Arabia. In addition, much of McLean's scholarly work has been focused on international human resource development. He has made important contributions related to culturally sensitive training of human resources in other nations and in the conduct of organization development in various cultures.
Richard A. Swanson
Visionary champion for research in the HRD profession
Richard A. Swanson is the founding editor of the Human Resource Development Quarterly and one of the three founding architects of the Academy of Human Resource Development. His mantra of "leading the HRD profession through research" was adopted by the Academy and guided his personal professional life and his advisement of doctoral students at the University of Minnesota. Swanson was also the founding editor of Advances in Developing Human Resources and negotiated the original contracts for Human Resource Development International and Human Resource Development Review. As a prolific scholar, his research in the areas of HRD theory, performance improvement, and financial assessment have made fundamental contributions to the advancement of the HRD discipline.
John Clemans Flanagan
Development of the Critical Incident Technique and the creation of the Aviation Psychology Program and the American Institutes for Research
John C. Flanagan (1906-1996) is known for the development of the critical incident technique, which has been used in thousands of research studies in HRD and psychology. Indeed, the Annual Review of Psychology called it one of the "most important personnel selection milestones of the past 60 years." He was a pioneer in the field of Aviation Psychology. During World War II, he established the aviation psychology program for the Army Air Corps (later the U.S. Air Force) and became a pioneer in the field of aviation psychology. He was awarded the Legion of Merit for his work. In 1946, he founded the American Institutes for Research (AIR), a not-for-profit behavioral and social science research organization. He is remembered today in several awards including the Society for Industrial and Organizational Psychology's John C. Flanagan Award and the United States Air Force's Annual John C. Flanagan Field Grade Officer Psychologist of the Year Award.
Leonard Nadler
Foundations of HRD
Leonard Nadler, professor emeritus George Washington University, is credited by many with coining the term, "Human Resource Development." Through the 1970s and 1980s, Nadler tirelessly advocated the HRD profession. His greatest legacies are a cadre of doctoral graduates from GWU and his sponsorship of several HRD book series through multiple publishers. He authored and coauthored numerous books, including The Handbook of Human Resource Development 2nd Edition.
Gary S. Becker
Human capital theory
Gary S. Becker (b. 1930, d. 2014), Professor of Economics and Sociology at the University of Chicago, won the Nobel Memorial Prize for Economic Science in 1992. He received his Ph.D. from the University of Chicago in 1955. Becker is recognized for his expertise in human capital, economics of the family, and economic analysis of crime, discrimination, and population. He is the author of numerous books, including the 1964 seminal work Human Capital: A theoretical and empirical analysis with special reference to education- 3rd edition. Chicago: University of Chicago Press.
Additional information about Gary S. Becker may be found here.
Robert Gagne
Conditions of learning
Robert Gagne, American psychologist and educator, served as Professor at Princeton, UC Berkeley, and Florida State University. He is co-developer of the famous "instructional systems design" adopted by the US military and many major corporations as the core training process based on the assumption that instruction can be analyzed and broken down into component parts which can then be taught sequentially. He is author and co-author of numerous books including The Conditions of Learning and Principles of Instructional Design and many research journal articles.
Donald E. Super
Career development theory
Donald E. Super was professor emeritus of psychology and education at Teachers College, Columbia University. He received his Doctor of Science degree from Oxford University. His books include such titles as Appraising Vocational Fitness, The Psychology of Careers, Computer Assisted Counseling, Measuring Vocational Maturity, and Career development in Britain. He also authored widely used psychological tests for vocational counseling and personnel selection.
B. F. Skinner
Teaching machines
Burrhus F. Skinner studied at Harvard and taught there from1931-36 and from 1947-74 with the time between at the University of Minnesota. A leading behaviorist, he was a proponent of operant conditioning and programmed instruction. His main scientific works include The Behavior of Organisms (1938), and Verbal Behavior (1957). His social and political views reached a wider public through Walden Two and Beyond Freedom and Dignity (1971).
Kurt Lewin
Change theory
Kurt Lewin was born in the Prussian province of Posen in 1890, and in 1916 his degree from the University of Berlin was conferred. Lewin immigrated to the United States in 1933, where he became a citizen in 1940. He pioneered the use of social change theory, using experimentation to test hypotheses. He placed significance on group dynamics and action research. Lewin authored over 80 articles and eight books on a wide range of issues.
Lillian M. Gilbreth
Human aspects of management
Lillian M. Gilbreth, born in 1878, achieved many firsts in her lifetime. She received her doctorate in psychology at Brown University in 1915. Together with her husband Frank, she pioneered industrial management techniques still in use today. While her husband was concerned with the technical aspects of worker efficiency, Gilbreth was concerned with the human aspects of management and performance. She was a prolific author, the recipient of many honorary degrees. In 1935, she joined the Purdue University faculty.
Malcolm S. Knowles
Commonly known as "the father of adult learning" and had a fundamental impact on both the scholarship and practice of human resource development
Malcolm S. Knowles (b. 1913 - d.1997) is commonly known as "the father of adult learning" and had a significant impact on both scholarship and practice of human resource development on a global basis. His espoused goal in life was to advance the cause of the individual and of American democracy in the university and in adult education, in business and industry, and in society generally. His writings, the development andragogy, and his establishment of adult-oriented educational programs throughout the world have made an enduring contribution to the human resource development profession. Knowles sought out and won a full-tuition scholarship to Harvard University where he earned his bachelor's degree in 1934. While at Harvard, Knowles spent four active years involved in service and social work, youth groups, counseling with immigrant Italian families, and was even the water boy for the football team. His association with Harvard's football coach led him to a position as director of related training, the study portion of a work-study program, at a new National Youth Administration, which was directed by the coach. This position began Knowles' involvement in adult education.
Channing R. Dooley
For his "watershed" nationwide contributions to the fundamental theory and practice of human resource development through the Training-within-Industry Project from 1940-1945 and other lifetime contributions to the profession.
Channing R. Dooley (b. 1878, d. 1956) made profound contributions to the practice and professionalization of training and the fundamental expansion of the training field into the contemporary human resource development profession. Dooley's pioneering contributions, through the massive Training-within-Industry (TWI) Project for the USA during WWII established the core foci of contemporary human resource development practice. Dooley (1945) writes in a retrospective of the 1940-1945 effort that: "TWI is known for the results of its programs—Job Instruction, Job Methods, Job Relations, and Program Development—which have, we believe, permanently become part of American industrial operations as accepted tools of management." (p. xi) Nearly two million certifications of learning and expertise were awarded to supervisors, managers, and senior managers across 16,000 production plants. Given the cascade design of this nation-wide effort, one might speculate that at least several millions more actually benefited from the nationwide effort. Dooley, a graduate of Purdue University, received an honorary doctorate from Purdue in 1944. His publications were largely focused on the TWI effort.
Chair: Thomas Garavan
The Outstanding HRD Scholar Award (formerly the HRD Scholar of the Year Award) is presented to an outstanding human resource development scholar who has demonstrated a continuing record of scholarly productivity and influence in the profession.
Award Criteria
- Continuing and substantial contributions to research in HRD, evidenced by research articles and other scholarly publications
- Substantial contributions to the advancement of research in the HRD profession, evidenced by research-related service to the profession as well as building research-related infrastructures
- Significant contributions to the development of new knowledge in HRD evidenced by citations of published works
Nomination Process
- Nominations may be made by any active AHRD member.
- Nominations must include letters of recommendations by nominators justifying worthiness of the nomination along with a complete and updated vita/resume of the nominee.
- Nominations must also include the full professional titles and addresses, phones, faxes and e-mails of both the nominee and the nominator.
Award Winners
2025 Winners
- Sunyoung Park, Louisiana State University
- Seung Won Yoon, Texas A&M University
2024 Winners
- Ronan Carbery, University College Cork, Ireland
- Jia Wang, Texas A&M University
2023 Winner
- Yonjoo Cho, University of Texas at Tyler
2022 Winners
- Carole Elliott, Sheffield University Management School
- Kenneth R. Bartlett, University of Minnesota-Twin Cities
2021 Winners
- Valerie Anderson, University of Portsmouth
- Rob Poell, Tilburg University
- Kim Nimon, University of Texas at Tyler
2020 Winners
- Jamie Callahan, Northumbria University
- Brad Shuck, University of Louisville
2019 Winner
- Frederick Nafukho
2018 Winner
- Monica Lee
2017 Winner
- Thomas G. Reio, Jr., Florida International University
2016 Winner
- Tonette S. Rocco, Florida International University
2015 Winner
- Alexandre Ardichvili, University of Minnesota
2014 Winner
- Peter Kuchinke, University of Illinois at Urbana-Champaign
2013 Winners
- Tom Garavan, Edinburgh Napier Business School
- Michael Marquardt, The George Washington University
2012 Winner
- Laura Bierema, University of Georgia
2011 Winner
- Andrea Ellinger, University of Texas at Tyler
2009 Winner
- AAhad M. Osman-Gani, IIUM University, Kuala Lumpur, Malaysia
2008 Winner
- Jerry W. Gilley, Colorado State University
2007 Winner
- Baiyin Yang, Tsinghua University
2004 Winner
- Reid Bates, Louisiana State University
2003 Winner
- Todd J. Maurer, Georgia State University
Chair: Amin Alizadeh
The AHRD Graduate Student Outstanding Paper Award is given to the student author(s) of outstanding scholarly papers published in the annual Conference Proceedings of the Academy of Human Resource Development for the same year.
This award is managed internally. Contact the Chair for more information.
Award Criteria
- Award winners must be current members of the Academy of Human Resource Development.
- Award winners must be enrolled in a graduate program at the time of submission to the AHRD conference.
- The paper must be a refereed full manuscript submission authored solely by graduate students. It may be co-authored with other, currently-enrolled students (at time of submission) but cannot be co-authored with a faculty member.
- The paper must be based on research conducted by the student and have been accepted for presentation at the conference. Award nominees and winners must commit to presenting their accepted papers at the conference.
- The paper may be conceptual, empirical, theoretical, and/or methodological in nature.
- Nominees will be evaluated through a committee review process across the following criteria:
- contribution to the field of HRD (25%);
- quality of research (25%);
- quality of writing (25%); and
- potential impact of the applicant’s work on the field of HRD (25%).
Nomination Process
- When submitting a full manuscript to the conference, there is an option to indicate that all authors are current students and members of AHRD. All full manuscripts with an indication of student member authorship will be eligible for award consideration upon acceptance to the conference.
- Selection by the current Conference Program Team, AHRD Board Awards Chair, plus two additional AHRD Board Members.
Award Winners
2025 Award Winners
Concepts, Practices, and Outcomes of Wellness Leadership in the Workplace: A Scoping Review
Sarah Seong Eun Kim, Texas A&M University
Jason Dean, Texas A&M University
Artificial Intelligence (AI) and Workforce Transformation: Mapping the Role of HRD in Prompt Engineering
Shyamal Pandya, Texas A&M University
Noeline Gunasekara, Texas A&M University
2024 Award Winners
Talent development for industry 4.0: A case of Indian manufacturing through DEMATEL analysis
Kiran Marlapudi, Indian Institute of Technology, Roorkee
A framework for Black employers and community anchor institutions development: An emergent conceptual development from a grounded theory HRD case study
Dane Verret, University of Minnesota-Twin Cities
2023 Award Winner
Career satisfaction: A systematic literature review
Kyung Nam Kim, Texas A&M University
2022 Award Winner
Participatory Arts-based Interventions in Organization Transformation Processes
Sung-Eun Yang, University of Georgia
2021 Award Winner
Living, Experiencing, and Transferring: Using Machine Learning to Predict Repatriates' Knowledge Transfer Success
Ki Bum Noh, University of Minnesota
2020 Award Winner
The race of HRD education: A critical discourse analysis of HRD education program websites
Beixi Li, University of Georgia
Chairs: Tom Garavan and Caleb Han
The purpose of the AHRD Forward Award is to encourage and recognize significant, pioneering, landmark, and/or boundary-spanning efforts in the field of Human Resource Development. The AHRD Forward Award may be awarded for a book, series of works, patent, media, podcast, or another artifact which has been produced and propagated by a person, program, or other entity with the explicit intent of moving HRD forward in a way that transcends contemporary thinking and narratives in the field. There are no constraints on the status or rank of the potential recipients of this award, meaning it may be given to a student, professor, scholar-practitioner, administrator, policymaker—any new or established member of the HRD community, all alike. Likewise, the award may be given in recognition of one work or contribution or in recognition of a group of works and contributions amassed over a period of time or by multiple stakeholders. The AHRD Forward Award may be, but is not required to be, given annually, and nomination or receipt of the AHRD Forward Award neither qualifies nor disqualifies one from nomination or receipt of any other Academy Award in the same or future years. More than one award may be given in a single year if multiple qualified nominations are submitted.
Award Criteria
- Any individuals or group of individuals nominated for this award must be current members of the Academy of Human Resource Development. If the nominee is a program, institution, or other entity, the entity must be able to demonstrate clear connections and ongoing commitments to the field of HRD and/or the Academy of HRD.
- In addition to the description outlined in the award purpose and objectives, the work(s) which potentially qualify the nominee for the award must be substantial in nature. In this context, substantial is defined as having an immediate and significant impact on the function or understanding of the field of HRD and/or the Academy of HRD. The work(s), or the culminating contribution, product, or event resulting from those works, must also be recent, within 1-2 years of nomination.
Nomination Process
- Nomination submission must include:
- Name of nominee(s).
- For nominated entities which cannot be current members of AHRD only, the nomination packet must include a statement of no more than one page indicating clear connections and ongoing commitments to the field of HRD and/or the Academy of HRD. No such letter is required for individuals or groups of individuals who are all current members of AHRD.
- Nominee(s) contact information (institution or organization, mailing address, email, telephone).
- A statement of no more than three pages indicating clear evidence of substantial contribution, as well as timeliness of that contribution, in alignment with award purpose, objectives, and eligibility requirements.
- No fewer than 3 letters of support from individuals or entities which speak directly to the substantial nature of the nominee(s) contribution, as defined by award purpose, objectives, and eligibility requirements.
2. Selection by the current AHRD Board of Directors and chaired by the Board Awards Chair. Selection is made by a simple majority vote of the Board of Directors, and any Board member who has been nominated will be recused from the process.
3. Deadlines and details for nominations
- Timeline
- Call for nominations in alignment with other AHRD Academy Awards
- Nominations due in alignment with other AHRD Academy Awards
- Selection decisions due in alignment with other AHRD Academy Awards
- Annual Conference: Award presentation
4. Winners will receive a plaque
Award Winners
Laura Bierema, University of Georgia
in recognition of forward-thinking leadership of AHRD as President at the onset and through the height of the COVID-19 pandemic
- Darren Short, ALLbyPODCAST
in recognition of work to develop and implement the HRD Masterclass podcast series
Dr. Claretha Hughes, University of Arkansas
- Awarded to Neal E. Chalofsky, Tonette S. Rocco, and Michael Lane Morris in recognition of their contributions as the editors of the Handbook of Human Resource Development (2014).
- Awarded to Rob F. Poell, Tonette S. Rocco, and Gene L. Roth in recognition of their contributions as the editors of the Routledge Companion to Human Resource Development (2014).
Chair: Amin Alizadeh
The purpose of the AHRD Innovative Poster Award is to recognize outstanding poster submissions (up to two annually) that demonstrate innovative research ideas and strong potential to make a meaningful impact on both HRD scholarship and practice. The award especially values contributions that bridge academic and practitioner communities and support the professional development of emerging scholars and scholar-practitioners. The objectives include:
- Celebrate original and forward-thinking research that advances knowledge in Human Resource Development.
- Highlight research with clear potential for practical application and value for scholar practitioners, organizations, or policy.
- Support developmental and exploratory work that may lead to new insights, models, or practices in HRD.
- Recognize and encourage emerging scholars and scholar-practitioners, including graduate students and early career professionals.
- Promote inclusive scholarly engagement by welcoming diverse paradigms, topics, and backgrounds.
This award is managed internally. Contact the Chair for more information.
Award Criteria
- Award winners must be members of the Academy of Human Resource Development.
- Award winners must be enrolled in a graduate program at the time of submission to the AHRD conference.
- The poster submission must have been accepted for presentation at the conference.
- Nominees will be evaluated through a blind peer-review process across the following criteria:
- contribution to the field of HRD (25%);
- innovation and originality (25%);
- scholar-practitioner relevance and impact (25%); and
- clarity and quality of the writing and presentation of information (25%).
Nomination Process
Poster submissions are nominated for the award using a three-stage process including reviewers, track chairs, and outside reviewers with final decisions made by the conference program team.
- Stage 1 occurs during peer review when reviewers will have the option to nominate proposals for consideration.
- Stage 2 involves track chairs screening nominated proposals and developing a shortlist of finalists.
- Stage 3 concludes with a final evaluation process including two volunteer members of the AHRD Board of Directors and the conference team. The program chair will review the results of this process and make a determination.
Improving Employability of Autistic Young Adults Using Technology-Enhanced Social Skills Training
- Deborah Cockerham, University of North Texas
- Joy Alhassan, University of North Texas
- Karen Johnson, University of North Texas -Denton
- Brady Lund, University of North Texas
- Lauren Mathews, University of North Texas
- Dave Edyburn, University of North Texas
The Coexistence of Work Engagement and Job Burnout: Identifying Latent Profiles Based on the JD-R Model
- Hyeyeon Park, Hanyang University
- Myoungjin Son, Korea University
- Yunsoo Lee, Hanyang University
The Academy of Human Resource Development (AHRD), in formal partnership with the International Mentoring Association (IMA), is pleased to introduce the Excellence in AHRD Mentoring Partnership Award, a new award established to recognize and celebrate exemplary mentoring partnerships within the AHRD Mentoring Partner Program. AHRD and IMA will co-sponsor and administer this award in alignment with shared commitments to advancing high-quality, impactful mentoring practices.
This award reflects AHRD’s dedication to excellence in scholarship, practice, and professional service, while elevating the transformative role of developmental relationships in strengthening individuals and the broader field of Human Resource Development. By honoring outstanding mentoring partnerships, AHRD and IMA seek to highlight reciprocal learning, mutual support, and sustained collaboration as essential elements of effective mentoring.
Purpose of the Award
The award recognizes mentoring dyads or triads that have demonstrated meaningful impact on the professional development of all partners and contributed to the advancement of HRD. Through this recognition, AHRD aims to:
Award Criteria
- Award winners must be members of the Academy of Human Resource Development.
- Award winners must be enrolled in a graduate program at the time of submission to the AHRD conference.
- The poster submission must have been accepted for presentation at the conference.
- Nominees will be evaluated through a blind peer-review process across the following criteria:
- contribution to the field of HRD (25%);
- innovation and originality (25%);
- scholar-practitioner relevance and impact (25%); and
- clarity and quality of the writing and presentation of information (25%).
Nomination Process
Poster submissions are nominated for the award using a three-stage process including reviewers, track chairs, and outside reviewers with final decisions made by the conference program team.
- Stage 1 occurs during peer review when reviewers will have the option to nominate proposals for consideration.
- Stage 2 involves track chairs screening nominated proposals and developing a shortlist of finalists.
- Stage 3 concludes with a final evaluation process including two volunteer members of the AHRD Board of Directors and the conference team. The program chair will review the results of this process and make a determination.