The thinking styles of human resource practitioners (Record no. 33553)
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| 001 - CONTROL NUMBER | |
| control field | 0052614191241 |
| 003 - CONTROL NUMBER IDENTIFIER | |
| control field | OSt |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20190211171951.0 |
| 008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION | |
| fixed length control field | 100526s2009 xx ||||gr |0|| 0 eng d |
| 999 ## - SYSTEM CONTROL NUMBERS (KOHA) | |
| Koha Dewey Subclass [OBSOLETE] | PHL2MARC21 1.1 |
| 041 ## - LANGUAGE CODE | |
| Language code of text/sound track or separate title | eng |
| 100 1# - MAIN ENTRY--PERSONAL NAME | |
| Personal name | HIGGINS, Paul |
| 9 (RLIN) | 40537 |
| 245 10 - TITLE STATEMENT | |
| Title | The thinking styles of human resource practitioners |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Place of publication, distribution, etc. | Bingley, UK : |
| Name of publisher, distributor, etc. | Emerald, |
| Date of publication, distribution, etc. | 2009 |
| 520 3# - SUMMARY, ETC. | |
| Summary, etc. | Purpose Drawing upon Sternberg's theory of mental self-government, this paper aims to investigate the thinking styles and workplace experiences of 152 human resource (HR) practitioners pursuing Chartered Institute of Personnel and Development (CIPD) membership. It seeks to explore whether their thinking styles complemented their jobs and consider the implications for the CIPD's notion of the thinking performer. Design/methodology/approach A two-part questionnaire, including the Thinking Styles Inventory-Revised II (Sternberg et al.) is completed by the research participants to identify their Type I (creativity-generating) and Type II (norm-favouring) thinking styles. Six focus group sessions are also conducted to gather insights about the participants' workplace experiences. Findings On average, participants scored more highly on Type I thinking styles. Although this suggested their thinking styles are consistent with the thinking performer ideal, focus group participants doubted whether the creativity-generating attributes of Type I suited the reality of the HR function, which is described as being awash with rule bound behaviours. Particularly, this is the experience of junior staff, who felt unable to challenge senior management or contribute to the bigger picture. Correlation coefficients revealed that age, length of service with current organization and perceived autonomy at work are the most significant socialisation variables. Practical implications Emphasis on strategic matters in CIPD courses needs to be balanced with a greater recognition of the operational and routine reality of much HR practice. Originality/value This represents the first known attempt to test thinking performer construct amongst HR practitioners. The study combines questionnaire and focus group methods. |
| 700 1# - ADDED ENTRY--PERSONAL NAME | |
| Personal name | ZHANG, Li-fang |
| 9 (RLIN) | 40538 |
| 773 08 - HOST ITEM ENTRY | |
| Title | The Learning Organization |
| Related parts | 16, 4, p. 276-289 |
| Place, publisher, and date of publication | Bingley, UK : Emerald, 2009 |
| International Standard Serial Number | ISSN 09696474 |
| Record control number | |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) | |
| Koha item type | Periódico |
| 998 ## - LOCAL CONTROL INFORMATION (RLIN) | |
| -- | 20100526 |
| Operator's initials, OID (RLIN) | 1419^b |
| Cataloger's initials, CIN (RLIN) | Jaqueline |
| 998 ## - LOCAL CONTROL INFORMATION (RLIN) | |
| -- | 20100607 |
| Operator's initials, OID (RLIN) | 1013^b |
| Cataloger's initials, CIN (RLIN) | Carolina |
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