Purpose The purpose of this paper is to investigate the effect of the perceived authentic leadership of supervisors and employees’ core self-evaluations on their organizational citizenship behavior (OCB) and to examine the role of psychological empowerment as a partial mediator of those relationships. Design/methodology/approach A cross-sectional survey was used to obtain individual perceptions from employees working in one of the biggest companies in Korea. Data from 374 samples was analyzed. Construct validity of each measurement model is examined using confirmatory factor analysis and the hypothesized structural model is tested by structural equation modeling. Findings The authors found that perceived authentic leadership, core self-evaluation, and employees’ psychological empowerment had significant impact on employees’ OCB, accounting for 58 percent of the variance in OCB. In addition, 54 percent of the variance in psychological empowerment was explained by authentic leadership and core self-evaluations, partially mediating the relationship between authentic leadership and OCB and the relationship between core self-evaluations and OCB. Originality/value Positivity is instrumental in driving intrinsic motivation for work and voluntary devotion to colleagues and organizations. This study contributed to the emerging research branch of management and organizational psychology such as positive organization scholarship and positive organizational behavior by exploring the relationship among the relevant constructs. More specifically, the authors found that positive contextual factor (i.e. authentic leadership), positive personality factor (i.e. core self-evaluations), and positive work experience (i.e. psychological empowerment) do have positive influence on employees’ extra-role performance (i.e. OCB).

A citation network analysis among four journals in human resource development (HRD) A geographical position of a text in the citation network is highly associated with the topics (theory building or training transfer) and with the nature of the study (foundational or applied).Implications of the current study and suggestions for future study based on the limitations of the study are addressed. Nothing comes from nothing. ParmenidesDefining human resource development (HRD) and identifying the disciplinary and theoretical foundation of HRD have apparently been essential requirements for the HRD field (McGuire & Cseh, 2006). However, these

Purpose In the current business environment, no organization is assured of survival without continuous innovation. Employees’ innovative behavior is critical to enhance the innovation of an organization. While most literature on innovative behavior has focused on employees in the private sector, the purpose of this paper is to explore the factors that affect innovative behaviors in the government sector. In particular, it examines how proactivity, leader-member exchange (LMX), and climate for innovation affect employees’ innovative behavior in the Korean government sector, which is generally characterized as highly hierarchical, structured, and formalized. Design/methodology/approach The authors selected a sample of government employees in the Ministry of Education in Korea. Through the researchers’ contacts, ten government agencies agreed to recruit their employees to participate in the study. Data from 1,011 respondents were analyzed in two steps using structural equation modeling. First, to examine the construct validity of the measures, the authors examined the measurement model using the confirmatory factor analysis. Second, the interrelationships among the four variables were assessed. The hypothesized structural model was examined and compared to several alternative models to explore the best model fit to the data. The authors then examined the regression coefficients to determine the hypothesized relationships in the final structured model. Findings The results revealed the following: proactivity and climate for innovation had positive relationships with innovative behavior; LMX had a positive relationship with proactivity although it did not have a direct relationship with innovative behavior; and organizational climate for innovation did not ensure proactivity of employees. Originality/value The antecedents included in this research have been studied in relation to innovative behavior in several studies, but studies have called for further study. Few studies have examined innovative behavior in the public sector and they have examined innovation in the public sector which has mostly been focused on environmental factors surrounding government organizations or policy choices of government leaders while ignoring the individual traits of public workers, relational dynamics among people, and the cultural aspects of the organizations. This study investigated the interrelationships among the antecedents in the process of impacting innovative behavior in the public sector in Korea. In addition, little research has examined the antecedents of innovative behavior together. This study expands our knowledge of the roles and interrelationships of proactivity, LMX, and organizational climate for innovation as they relate to innovative behavior.

The primary purpose of the current study is to identify how human resource development (HRD) research has contributed to the knowledge base across social science disciplines during the past two decades. We identified the top 20 Academy of Human Resource Development (AHRD) journal articles that have been most frequently cited in research articles published in journals other than the four AHRD journals. With the use of content analysis of the most-cited articles, three key research themes were identified: (a) training transfer and evaluation, (b) learning in organizations, and (c) knowledge sharing and knowledge creation. The research contributions of HRD within the field of HRD and across disciplines are discussed.Research-pursuit of new knowledge and its dissemination-is the soul of academia.-Richard A. Swanson This article attempts to identify the inherent contributions of human resource development (HRD) as an academic discipline to the broader community of academia. In practice, it has been agreed that human resources in an organization are the primary source of core competitive advantage (Garavan, 2007). Increasingly, there is a need for the continuous improvement and development of human resources to help organizations adapt to changing environments, so companies have emphasized the importance of HRD. However, HRD still holds a peripheral position in the academic realm. For instance, despite the continuous efforts of the Academy of Human Resource Development (AHRD), the leading scholarly body of the discipline, no AHRD-sponsored journal has been listed in the Social Science Citation Index (SSCI) (Russ-Eft, 2008 Jeung, Yoon, Park, Jo degree titles and affiliations of undergraduate and graduate programs addressing HRD tend to be inconsistent across colleges and universities. These issues imply that there is a lack of recognition from the larger academic community, as well as an incomplete establishment of the distinct identity of HRD.HRD is known as a multidisciplinary field (e.g., McLean, 1998;Swanson, 1999;Weinberger, 1998), which owes its foundation to external academic fields (Jacobs, 1990;McGuire & Cseh, 2006). However, although HRD has built a unique body of work that has made significant contributions to various social science fields over several decades, it has not received adequate recognition. Given that little attention has been paid to the HRD community' s scholarly contributions across disciplines, there is a need to understand the identity of HRD by identifying the "multidisciplinary" contributions of HRD research across various disciplines. Unfortunately, few attempts to explore the scholastic contributions of HRD have effectively transcended the boundaries of the AHRD community.Our approach to explore the contributions of HRD is to count citation frequency. A citation link between any two documents shows an association of a research topic and a connection between the scholastic ideas. In research communities, citation frequency is used as a method to assess professional recognition and relat...

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