research in personnel and human resources management journal

Research in Personnel and Human Resources Management

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• Organizational Behavior and Human Resource Management

Emerald Group Publishing Ltd.

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2000-2012, 2014-2021

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The set of journals have been ranked according to their SJR and divided into four equal groups, four quartiles. Q1 (green) comprises the quarter of the journals with the highest values, Q2 (yellow) the second highest values, Q3 (orange) the third highest values and Q4 (red) the lowest values.

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Journals in Human resources management

Journal of behavioral and experimental economics.

• ISSN: 2214-8043
• 5 Year impact factor: 1.9
• Impact factor: 1.6

Journal of Vocational Behavior

• ISSN: 0001-8791
• 5 Year impact factor: 9.4
• Impact factor: 5.2

Organizational Dynamics

• ISSN: 0090-2616
• 5 Year impact factor: 2.1
• Impact factor: 3.1

The Relationship Between Sustainable Human Resource Management and Green Human Resource Management- A Case of Medical Sector in Hyderabad, India

• P. Kranthi Koneru Lakshmaiah Education Foundation Deemed to be University, Off Campus, Hyderabad, ORCID: 0000-0001-6238-743X
• Dr Kiran Kumar Thoti Koneru Lakshmaiah Education Foundation Deemed to be University, Off Campus, Hyderabad, ORCID: 0000-0001-6238-743X
• Dr Shilpa Bhakar TAPMI School of Business, Manipal University Jaipur, Dhami Kalan, Ajmer Road, Jaipur, Rajasthan, ORCID ID: 0009-0004-4413-8068
• Dr R. Arun Department of MBA, St. Joseph’s College of Engineering, Chennai, India, ORCID ID: 0000-0002-5252-103
• Dr Biswo Ranjan Mishra Utkal University (DDCE), Odisha, ORCHID ID: 0009-0006-5394-9609

Background: Human Resource Management (SHRM) and Green Human Resource Management (GHRM) are the subjects of this investigation of their interplay in Hyderabad, India's industrial sector. There is a growing need to include eco-friendly practices into HRM due to the increased global focus on sustainability in medical industry. Aim: Sustainable The study's overarching goal is to deduce how green HRM (GHRM) programs and SHRM practices—which prioritize the well-being of employees and the longevity of organizations—are compatible with one another.   Method: The study surveyed 409 medical employees in Hyderabad using a quantitative research approach based on questionnaires and the data was analysis using SMART PLS.   Results : There is a strong positive relationship between SHRM and GHRM, according to the results, thus businesses that use thorough SHRM are also more likely to use GHRM strategies that work. Human resource managers can help promote a sustainable culture, gain a competitive edge, and advance environmental goals by implementing the sustainable and green practices suggested in the study's conclusion.   Conclusion: The study adds to the expanding corpus of literature on sustainable business practices and have important implications for industrial policy and practice.

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Personnel Research Psychologist (Leader)

Are you an Industrial/Organizational psychologist with selection expertise? If hired, you will develop, implement, and evaluate assessment programs; consult with external and internal partners; provide assessment guidance, and manage assessment content to help our Assessment and Evaluation program make a positive impact across the Government. Human Resources Solutions has many job openings at various levels and locations. View them here: https://www.usajobs.gov/Search/Results?mco=OPM-HRS

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• Lead and/or participate on project teams to develop, deploy, and evaluate the effectiveness of innovative assessment tools.
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• Establish project objectives, activities, timelines, budgets, and staffing plans.
• Advise agencies and internal senior management on the design, development, and implementation of assessment strategies.

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• if the duty station is finalized outside of the Washington, DC metropolitan area, this position will not be represented by a bargaining unit. (BU Code - 7777)

Qualifications

• Using knowledge of the principles, theories, and methods of industrial/organizational psychology or related field (e.g., applied social psychology, applied research/evaluation) to develop practical solutions to assessment problems, including experience with assessment development and validation methods; AND
• Experience applying knowledge of statistics and using a major statistical analysis package (e.g., SPSS, R, Python) and creating data visualizations to share results; AND
• Leading/managing projects that involved conducting job analyses, performing statistical analyses, and developing tests/assessment tools consistent with professional and legal requirements (e.g., Uniform Guidelines on Employee Selection Procedures); AND
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You must meet all qualification and eligibility requirements by the closing date of this announcement.

This position has a basic education requirement listed under the Qualifications section of this announcement.

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Incentive payments may be considered. This job opportunity announcement may be used to fill additional similar vacancies across OPM. If you are unable to apply online or need to fax a document that you do not have in electronic form, view the following link for information regarding an Alternate Application. Click the following link for more information, https://help.usastaffing.gov/Apply/index.php?title=Alternate_Application_Information .

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The questionnaire, resume review, and structured interview will assess your qualifications for the job, and will be used to identify the best qualified applicants to be referred to the hiring manager for further consideration and possible interviews. Your ratings in this Assessment Questionnaire are subject to evaluation and verification based on the documents and references you submit. Later steps in the selection process are specifically designed to verify your ratings. Deliberate attempts to falsify information may be grounds for not selecting you or for dismissing you from the position/agency during the probationary period. Once your online application is submitted you will receive a confirmation notification by email. Your application will be evaluated. You will receive another notification about the status of your application. You may be asked to complete a pre-cert structured interview, post-cert structured interview, written demonstration, and/or fit interview. We expect to make a job offer within 40 days after the closing date of the announcement. After making a tentative job offer, we will conduct a suitability/security background investigation. An agency may not request, orally, in writing, or electronically through the USA Jobs website or other electronic means, that an applicant for appointment for a position in the civil service disclose criminal history record information before the appointing agency extends a conditional offer of employment. If you believe you were asked about your criminal history improperly, contact the agency or visit https://www.opm.gov/about-us/careers-at-opm/opportunities/

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Peer-reviewed

Registered Report Protocol

Registered Report Protocols describe a study’s rationale and methods for which the planned work was peer-reviewed prior to data collection.

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Artificial intelligence in human resource development: An umbrella review protocol

Roles Conceptualization, Data curation, Methodology, Project administration, Supervision, Validation, Writing – original draft, Writing – review & editing

* E-mail: [email protected]

Affiliation Human Resource Development, The University of Texas at Tyler, Tyler, Texas, United States of America

Roles Conceptualization, Data curation, Methodology, Software, Supervision, Validation, Writing – review & editing

Roles Conceptualization, Data curation, Validation, Writing – review & editing

• Sangok Yoo, 
• Kim Nimon, 
• Sanket Ramchandra Patole

• Published: September 9, 2024
• https://doi.org/10.1371/journal.pone.0310125
• Peer Review
• Reader Comments

The recent surge in artificial intelligence (AI) has significantly transformed work dynamics, particularly in human resource development (HRD) and related domains. Scholars, recognizing the significant potential of AI in HRD functions and processes, have contributed to the growing body of literature reviews on AI in HRD and related domains. Despite the valuable insights provided by these individual reviews, the challenge of collectively interpreting them within the HRD domain remains unresolved. This protocol outlines the methodology for an umbrella review aiming to systematically synthesize existing reviews on AI in HRD. The review seeks to address key research questions regarding AI’s contributions to HRD functions and processes, as well as the opportunities and threats associated with its implementation by employing a technology-aided systematic approach. The coding framework will be used to synthesize the contents of the selected systematic reviews such as their search strategies, data synthesis approaches, and HRD-related findings. The results of this umbrella review are expected to provide insights for HRD scholars and practitioners, promoting continuous improvement in AI-driven HRD initiatives. This protocol is preregistered on the Open Science Framework ( https://doi.org/10.17605/OSF.IO/Z8NM6 ) on May 27, 2024.

Citation: Yoo S, Nimon K, Patole SR (2024) Artificial intelligence in human resource development: An umbrella review protocol. PLoS ONE 19(9): e0310125. https://doi.org/10.1371/journal.pone.0310125

Editor: Juan Correa, Critical Centrality Institute, MEXICO

Received: February 8, 2024; Accepted: August 23, 2024; Published: September 9, 2024

Copyright: © 2024 Yoo et al. This is an open access article distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.

Data Availability: All supplementary files are available in an open-access repository: https://osf.io/af6d7/ .

Funding: The author(s) received no specific funding for this work.

Competing interests: The authors have declared that no competing interests exist.

Introduction

Artificial intelligence (AI) refers to the ability of machines to perform near or human-like functions, such as learning, interaction, and problem-solving, encompassing the culmination of computers, computer-related technologies, machines, and information communication technology innovations and developments, giving computers the ability to perform [ 1 , 2 ]. The AI market is anticipated to reach a $407 billion by 2027, indicating substantial growth from its estimated revenue of $86.9 billion in 2022. This surge is projected to make a 21% net contribution to the United States GDP by 2030, highlighting the profound impact of AI on economic growth [ 3 ]. Reasonably, a considerable 64% of businesses believe artificial intelligence will enhance their overall productivity [ 3 ]. Furthermore, according to an annual McKinsey Global Survey conducted in mid-April 2023, generative AI (Gen AI) has captured significant attention across the business landscape. Individuals from various regions, industries, and seniority levels are incorporating Gen AI into their professional and personal activities in their workplaces [ 4 ].

The recent proliferation of AI has dramatically changed the way we work [ 2 , 5 ]. In the field of human resource development (HRD) and related areas, the integration of AI presents opportunities to optimize talent acquisition, streamline learning and development initiatives, and enhance the strategic values of HRD in the workplace [ 5 , 6 ]. The far-reaching impact of AI underscores the need for a nuanced understanding of its role in HRD functions.

In academia, a burgeoning interest in AI in the workplace is evident through the growing body of research, leading to a surge of literature reviews focused on AI in HRD and related areas (e.g., [ 2 , 5 , 7 ]). For example, [ 5 ] conducted a critical review of the literature on AI and its impact on workplace outcomes, specifically within HR functions. [ 6 ] delved into the literature on AI applications, with a particular emphasis on the learning and development function. Despite the valuable contributions of these endeavors, the question of how these individual reviews can be collectively interpreted within the field of HRD remains unanswered.

To attain a comprehensive understanding of the rapidly expanding knowledge base, there is a need to systematically synthesize existing reviews on AI in HRD and related areas. An umbrella review, representing the highest level of evidence, offers a comprehensive overview of existing systematic reviews in a specific field. It enables scholars to compare the findings of systematic reviews relevant to a specific review question [ 8 , 9 ].

Hence, the proposed review outlined in this protocol aims to unveil patterns, trends, and gaps in the current understanding of AI in HRD literature. Additionally, we expect that this umbrella review will provide HRD scholars and practitioners with insights into the evolving concepts and practices associated with AI in HRD, thereby promoting continuous improvement in AI-driven HRD initiatives. The key research questions to be addressed in our umbrella review are:

• RQ1 : How does AI contribute to HRD functions and processes ?
• RQ2 : What are the opportunities and threats of implementing AI in HRD ?

In pursuit of the objective, this protocol proposes a technology-aided umbrella review process to synthesize systematic literature reviews on AI in the field of HRD and related areas. This systematic approach is designed to alleviate subjectivity in the review process, including the selection of search terms, thereby enhancing the rigor and objectivity of this umbrella review.

Materials and methods

Design and setting of the study.

This technology-aided umbrella review protocol adheres to the guidelines of PRISMA-P (Preferred reporting items for systematic review and meta-analysis protocols), serving as a guide for planning and documenting review methods [ 10 , 11 ]. The completed PRISMA-P checklist to confirm essential and minimum components of a systematic review is available in the S1 File . To achieve a comprehensive understanding of AI implementation in HRD, this protocol is designed to systematically incorporate existing systematic literature reviews on AI in HRD and related areas, mitigating subjective decision-making during review conduct [ 10 ]. This protocol is pre-registered on the Open Science Framework (OSF): https://doi.org/10.17605/OSF.IO/Z8NM6 . In the main research using this protocol, we plan to incorporate guidelines from the updated PRISMA 2020 statement to ensure comprehensive reporting of our umbrella review [ 12 ].

Database and data management

A structured search will be conducted in the Scopus and Web of Science databases, selected for their relevance to the field of study and comprehensive coverage. The review process, encompassing screening, will be coordinated utilizing Rayyan to ensure a systematic and efficient workflow [ 13 ].

Search strategy

Keywords to create a comprehensive search string that will be used to search systematic reviews for this umbrella review were collected. Table 1 describes the final search sub-strings of each component. AI-, HRD-, and SLR-related strings include search terms combined using the Boolean operator OR. In the final search string, the Boolean operator AND will be used to combine the three sub-strings. As our umbrella review aims to synthesize existing systematic literature reviews, the SLR-related string includes one search term that narrows the scope of our project. The specific search term identification strategy and term matching details are illustrated in the supplementary files ( S2 and S3 Files).

• PPT PowerPoint slide
• PNG larger image
• TIFF original image

https://doi.org/10.1371/journal.pone.0310125.t001

Screening process

We will employ a two-stage screening strategy. First, the relevance of each article will be evaluated based on its title and abstract. Articles that meet the exclusion criteria will be excluded. The second stage will evaluate the relevance of articles based on full texts using the inclusion and exclusion criteria. The screening process will be coordinated using Rayyan.

Eligibility criteria

To uphold consistency and reproducibility in the screening process among coders, the inclusion and exclusion criteria are established. First, eligible studies are systemic literature reviews specifically focused on AI in the field of HRD and related areas. This inclusion criterion aims to contribute to the synthesis of high-quality evidence and insights derived from rigorous research methodologies. The initial search will be confined to peer-reviewed journal articles and conference proceedings written in English and published from 1995 onwards, aligning with the search practices in previous literature reviews on AI (e.g., [ 5 – 7 ]).

Regarding the exclusion criteria, first, studies that do not explicitly explore AI-related technology will be excluded, ensuring a targeted exploration of the subject matter. Second, studies unrelated to a workplace setting will be excluded, as this umbrella review is specifically tailored to the application of AI in the workplace. Third, non-systemic literature reviews, which lack a structured and systematic approach, will also be excluded to maintain the methodological rigor of the review. Fourth, as this umbrella review specifically targets systemic literature reviews, studies employing meta-analysis as the primary research methodology will not be considered for inclusion. Finally, as explained in the inclusion criteria, book chapters and non-referred articles will be excluded to maintain the scholarly standard and reliability of the information under consideration.

Data extraction

We will use Rayyan to extract data. Extraction fields will be set up with the relevant information from the studies, and Rayyan’s tagging and coding features will be used to categorize and organize the extracted data. Disagreements will be discussed and resolved using Rayyan’s conflict resolution feature. The extraction fields for recording the finally selected systematic review studies will include:

• Full study citation
• The number of citations
• Title, abstract, and keywords
• Publication outlet (e.g., journal) and year
• Database, journal types, research context, scope
• Search terms and string(s)
• Scope of AI-related technologies (e.g., AI, machine learning, large language model)
• Scope of HRD-related functions (e.g., training & development, organizational development)
• Analysis approaches (e.g., bibliometrics, contents analysis, topic modeling, clustering)
• HRD-related areas in which AI applies to
• The benefits and possibility of AI adoption in HRD functions
• The enablers and obstacles of AI adoption in HRD functions
• Contributing factors to the effectiveness of AI-based HRD practices
• Other key contents/findings of the study (e.g., Future research directions)

Data synthesis

Thematic coding will be a crucial part of this umbrella review, focusing on discerning patterns in the implementation of AI within HRD. By employing an HRD framework, the goal of the thematic coding is to systematically categorize and analyze relevant literature to identify recurrent themes and trends in AI adoption across various HRD contexts. Furthermore, thematic coding facilitates the identification of key opportunities and challenges associated with AI implementation in HRD. The synthesis can highlight common issues faced by organizations integrating AI into HRD practices and, conversely, showcase successful strategies and innovative approaches. Ultimately, the thematic coding approach provides a comprehensive understanding of the current state of AI in HRD and sets the stage for suggesting future research directions and practical recommendations to enhance AI-driven HRD initiatives.

In addition to thematic coding, the data synthesis plan incorporates descriptive statistics. Descriptive statistics involves quantifying the occurrence of specific themes or concepts related to AI implementation in HRD across the selected systematic literature reviews. Specifically, frequency analysis helps to identify the prevalence of certain trends, challenges, or opportunities and visualization techniques can be employed to present these findings in a clear and accessible manner. R will be utilized for statistical analysis and visualization. We plan to use the base package [ 14 ] for statistical analysis and ggplot2 [ 15 ] for visualization.

Conclusions

This protocol will guide an umbrella review process to synthesize existing systematic reviews on AI in HRD. This umbrella review aims to explore the intersection of AI and HRD using existing reviews in the field of HRD and related areas. The anticipated outcomes of this umbrella review are intended to unveil patterns, opportunities, and threats of AI implementation in HRD. They will provide insights into AI-driven HRD initiatives. All data and analyses will be placed in an open-access repository, and the URL will be provided in the final manuscript.

Despite the expected contributions of this project, several limitations should be discussed. First, the protocol’s reliance on systematic literature reviews may introduce a potential bias, as certain valuable perspectives from non-systematic reviews or other types of reviews may be overlooked. Second, the scope of the review is contingent upon the availability of relevant literature published in English from 1995 onwards; this temporal and linguistic restriction may exclude valuable insights from non-English publications or earlier works that could contribute to a more nuanced understanding of the historical development of AI in HRD. Lastly, it should be mentioned that as AI-related technology is evolving rapidly future updates to this umbrella review will be necessary to ensure that it includes the most updated trends and practices.

Supporting information

S1 file. prisma-p checklist ( https://osf.io/2935t )..

https://doi.org/10.1371/journal.pone.0310125.s001

S2 File. Search term identification strategy ( https://osf.io/vgck2 ).

https://doi.org/10.1371/journal.pone.0310125.s002

S3 File. VosViewer keywords and search terms matching ( https://osf.io/nxc7v ).

* Note : All supplementary files are available in an open-access repository: https://osf.io/af6d7/ .

https://doi.org/10.1371/journal.pone.0310125.s003

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The determination of woody biomass resources and their energy potential from hazelnut tree cultivation.

1. Introduction

2. materials and methods, 3. results and discussion, 4. conclusions, author contributions, data availability statement, conflicts of interest.

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Borkowska, A.; Maj, G.; Klimek, K.E.; Kapłan, M. The Determination of Woody Biomass Resources and Their Energy Potential from Hazelnut Tree Cultivation. Energies 2024 , 17 , 4536. https://doi.org/10.3390/en17184536

Borkowska A, Maj G, Klimek KE, Kapłan M. The Determination of Woody Biomass Resources and Their Energy Potential from Hazelnut Tree Cultivation. Energies . 2024; 17(18):4536. https://doi.org/10.3390/en17184536

Borkowska, Anna, Grzegorz Maj, Kamila E. Klimek, and Magdalena Kapłan. 2024. "The Determination of Woody Biomass Resources and Their Energy Potential from Hazelnut Tree Cultivation" Energies 17, no. 18: 4536. https://doi.org/10.3390/en17184536

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Rostov-on-Don is deemed to have been founded in December 1749, when construction began on the Temernitskaya Customs House in the lower reaches of the Don, on the left bank of the River Temernik. Soon after, a berth, a storehouse, a quarantine house and garrison barracks were added to the customs house. A port was built later, and for a while it would be the only Russian port in the south, handling all trade with the countries around the Black, Aegean and Mediterranean Seas. September 23, 1761, Elizabeth I decreed for a new fortress to be built here, which would be christened St. Dimitry of Rostov Fortress, and would define the location of the future historic centre of Rostov-on-Don. The St. Dimitry of Rostov Fortress had lost its military value by the beginning of the nineteenth century as the Russian frontier was now far removed from those parts. In August 1807, the fortress was designated as uyezd town – the administrative centre of a county – and a few government institutions were moved there from Taganrog. Rostov changed its name a few times. First it was shortened to Rostov Fortress, then just Rostov, and finally expanded to Rostov-on-Don so as to avoid confusion with another Rostov up north. The Rostov Fortress was demolished in 1835. The ramparts were leveled, and the moats filled, giving the town a nearly two-fold surplus of land. Rostov-on-Don began to expand quickly, getting paved streets, the telegraph, a water supply system as well as other amenities. In fact, Rostov-on-Don received the telephone before Moscow did. Rostov’s railway station, built in 1875, was the biggest in Russia at the time, and Rostov became the key transport hub on the Vladikavkaz railway. Rostov started using electric lighting at the end of the nineteenth century, and trams started running in the city in the early 1900s. Russia’s first automatic telephone switchboard for 6,000 numbers was installed in Rostov-on-Don in 1929. This was the first public switchboard: the very first such facility was built in Moscow in the early 1920s, but served only the leaders of the Soviet state, and was not available to the public. Today the thriving city of Rostov-on-Don (Russian spelling Rostov-na-Donu) and its 1 million inhabitants is the capital and administrative center of Rostov oblast of Russia. The city is also the capital of South Federal District of the Russian Federation from 2000. It is standing on the banks of the Don River about 46 km from the Azov Sea. Rostov-on-Don is a major railway and highway junction of Southern Russia. There is also an international airport in the city. In addition to the COupe Mondiale World Accordion Championships, several matches of FIFA World Cup 2018 will be held in Rostov-on-Don.   The city offers many attractions, including: Don River Lookout, Beregovaya ulitsa. Often referred to as "The Enbankment", visitors and locals alike will enjoy a stroll along the riverside. More than a picturesque view, the Embankment is lined with several restaurants, statues, lighted fountains, and a few shops; It is the center of nightlife in Rostov. Several steamboats are docked along the bank, and tickets for hour-long excursions can be purchased at the ticket booths on location for about 200 rubles. An Obelisk at Teatralnaya square, Teatralnaya ploshad. Affectionally dubbed "Stella", by locals, the obelisk appears as a winged tower, across the street from Maxim Gorky Drama Theatre. As one approaches the obelisk, inscriptions honoring the arts, science, agriculture, military, and education can be seen at the base. On the south side of the obelisk, the golden lady (Stella) hovers between the wings. Pushkin Street. Visitors may enjoy a stroll down this highly ornate, landscaped boulevard, lined with thousands of trees, restaurants, food kiosks, flowers, benches, statues, and memorials. A favorite sight near the eastern end of the boulevard are the wrought-iron globes, depicting scenes from Pushkin's most popular works. Pushkin Street leads into both the City Park (Park Gorkovo) and October Revolution Park, where visitors will see more meticulously cultivated garden beds and other diversions such as amusement parks and souvenir kiosks. Underground Tile Work, While perhaps not the most impressive sight, tile mosaics (depicting scenes of Soviet life, found on the walls of underground street crossings ("perekhody"), make for a momentary distraction. Though mosaics are found under several street crossings on Bolshaya Sadovaya Street, the most beautiful and well-maintained mosaics are under the intersection of Boshaya Sadovaya and Buddyonoskiy Prospect. Note: Appreciate the tile work as you walk; do not stop and stare, or you will block other pedestrians. Public Parks: Many statues and monuments not listed here can be found in almost every public park and major street of Rostov. Rostov State Opera and Ballet, (134 Bolshaya Sadovaya Street), Rostov has a nice Musical Theatre,which is not located far from the Maxim Gorky Drama Theatre. Most operas are sung in an original language. Ballets are exquisitely choreographed and are invariably accompanied by extravagant sets. Refreshments are almost always sold in the lobby during intermission (for an inflated price). Most Rostov locals will dress formally (but practically) while attending a ballet or opera. $10-$40 / 400-1500 rubles. Rostov-on-Don ZooPark This zoo is well worth a visit, especially if one is accompanied by children. As one of the largest in Russia, the ZooPark is home to a staggering variety of animals, including giraffes, camels, polar bears, falcons, reptiles, fish, and simians. Entrance costs only 80 rubles for adults and 40 rubles for children. To get there, take the #6 Bus from the Central Rinok and exit at the stop "ZooPark". Shopping at the Central Rinok, "Rinok" might be translated at "bazaar" or "farmer's market". This massive outdoor-and-indoor assortment of tiny shops and booths can be both exciting and intimidating for Westerners, who are unaccustomed to either haggling/ bargaining or being yelled at by shopkeepers. Shopping at a Rinok is one of the most memorable experiences that Russia has to offer for an adventurous North American, so don't be put off by the different feel of things. The majority of the Rinok is devoted to food and clothing, but you can buy anything here. Yes, anything (though it might take a while to find). Even if one does not speak the language, shopping at the Rinok is far preferable to shopping at the nearby, overpriced, department stores. Just let the money do the talking. The Rinok is located downtown, on Stanislavskovo Street, just four blocks south of the central intersection of Bolshaya Sadovaya Street and Buddyonovskiy Prospect. Maxim Gorky Academic Drama Theatre. (1 Teatralnaya Ploshad), [5] Despite the name, this theatre is a venue not only for dramatic plays, but also comedies and concerts. The theatre is located on the eastern end of Bolshaya Sadovaya Street, directly across the street from the monument known as "Stella". Even throughout the summer months (when other theatres may be closed), Maxim Gorky Theatre still operates. Prices will vary depending on the show, but tickets are generally inexpensive when compared to other large theatres. Stroll Through October Revolution Park, More than just a wooded area, this park is filled with things to do: amusement park rides, ping-pong tables, and a petting zoo, just to name a few. Stroll Through the City Park (45 Bolshaya Sadovaya Street), Sometimes called "Park Gorkovo", this park is filled with beautiful flower beds, a full amusement park, restaurants, and souvenir kiosks. Visit Our Blog about Russia to know more about Russian sights, history Check out our Russian cities and regions guides Follow us on Twitter and Facebook to better understand Russia Info about getting Russian visa , the main airports , how to rent an apartment Our Expert answers your questions about Russia, some tips about sending flowers Russian regions Adygeya republic Astrakhan oblast Kalmykia republic Krasnodar krai Rostov oblast Volgograd oblast North Caucasus Map of Russia All cities and regions Blog about Russia News from Russia How to get a visa Flights to Russia Russian hotels Renting apartments Russian currency FIFA World Cup 2018 Submit an article Flowers to Russia Ask our Expert Southern Federal District, Russia Southern federal district - overview. The Southern Federal District is a federal district of the Russian Federation located in the south of its European part, in the lower reaches of the Volga River, north of the Greater Caucasus Range. The city of Rostov-on-Don is the administrative center of the district. The main sea resorts of Russia (Sochi, Anapa, Gelendzhik) are located on the territory of this federal district. The population of the Southern Federal District is about 14,086,000 (2016), the area - 420,876 sq. km. South district map, Russia Southern federal district - features. The federal district under the name of the North Caucasian Federal District was formed by the decree of the Russian President on May 13, 2000. On June 21, 2000, it was renamed the Southern Federal District. Initially, this federal district included the republics of the North Caucasus and the Stavropol Krai, which, in 2010, became parts of a separate North Caucasian Federal District. In 2016, the Crimea and the city of Sevastopol were included in the Southern Federal District. Today, the Crimea is the object of territorial disagreements between Russia, de facto controlling this territory since March 2014, and Ukraine. Most of the UN member states continue to consider the entire Crimea as part of Ukraine. In the west, the Southern Federal District borders Ukraine, in the east - Kazakhstan. In the east, it is also washed by the Caspian Sea, in the west - by the Azov Sea and the Black Sea. South of Russia is characterized by a variety of landscapes (mixed, coniferous, deciduous forests, steppes, subalpine meadows). The average temperature in January is minus 4.4 degrees Celsius, in July - plus 24.6 degrees Celsius. The Southern Federal District has significant reserves of thermal and mineral waters, tungsten, coal, oil on the shelf of the Caspian Sea. The main branches of the local economy are extraction and processing of thermal and mineral waters, mining industry, tourism, agriculture, production of building materials. Nature of the Southern Federal District Krasnodar region Author: Vladislav Shutyy Rostov region Author: Igor Tartanov Astrakhan region Author: Dvornikov Mikhail Southern Federal District - Cities and Regions South Federal District includes the following 6 federal subjects of Russian Federation: The largest cities of South Federal District are: Novorossiysk South district of Russia photos Sights of the southern federal district. Cathedral in the Rostov region Author: Nikolay Sevastyanov Church in the Volgograd region Author: Aleksandr Tuznichenko Mosque in Maykop Author: Radjeb Tsey Currently 2.67/5 Rating: 2.7 /5 (830 votes cast) Invasion of the Parthenocissus inserta (Kern.) K. Fritsch. in Floodplain Forests of Rostov Oblast Published: 01 April 2020 Volume 11 , pages 41–46, ( 2020 ) Cite this article B. L. Kozlovskiy 1 , O. I. Fedorinova 1 & M. V. Kuropyatnikov 1   96 Accesses 2 Citations Explore all metrics Naturalization of woody lianas poses a great danger to the ravine and floodplain forests of Rostov oblast. Therefore, the aim of the work was to study morphology, ecological and biological properties, and the invasive process of Partenocissus inserta . Studies were carried out in the Botanical Garden of the Southern Federal University and in the west of Rostov oblast in a floodplain oak forest at the confluence of the Mius and Krynka rivers. P. inserta penetrates into natural, seminatural, and disturbed communities and also is a part of the urban flora of Rostov-on-Don. In floodplain forests, it is a sub-edificator of the herbaceous layer, where it dominates and forms stable simple synusiae. This is the only representative of understory vegetation; it rises along the tree trunks to a height of 15–20 m, fixing itself in the unevenness of their bark by the twining tips of tendrils. It competes for the light with trees of the first story. This species changes the nature of the forest cenosis over a large area. The P. inserta naturalization strategy corresponds to the empty niche hypothesis. This is a preview of subscription content, log in via an institution to check access. Access this article Subscribe and save. Get 10 units per month Download Article/Chapter or eBook 1 Unit = 1 Article or 1 Chapter Cancel anytime Price includes VAT (Russian Federation) Instant access to the full article PDF. Rent this article via DeepDyve Institutional subscriptions Similar content being viewed by others Immigration of acer negundo l. (aceraceae) into the floodplain forests of the northwest of orenburg oblast. 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Kuropyatnikov You can also search for this author in PubMed   Google Scholar Corresponding author Correspondence to B. L. Kozlovskiy . Ethics declarations Compliance with ethical standards. The article does not contain any studies involving animals in experiments performed by any of the authors. CONFLICTS OF INTEREST The authors declare that they have no conflicts of interest. Additional information Translated by T. Kuznetsova Rights and permissions Reprints and permissions About this article Kozlovskiy, B.L., Fedorinova, O.I. & Kuropyatnikov, M.V. Invasion of the Parthenocissus inserta (Kern.) K. Fritsch. in Floodplain Forests of Rostov Oblast. Russ J Biol Invasions 11 , 41–46 (2020). https://doi.org/10.1134/S2075111720010075 Download citation Received : 04 February 2019 Revised : 01 November 2019 Accepted : 16 November 2019 Published : 01 April 2020 Issue Date : January 2020 DOI : https://doi.org/10.1134/S2075111720010075 Share this article Anyone you share the following link with will be able to read this content: Sorry, a shareable link is not currently available for this article. Provided by the Springer Nature SharedIt content-sharing initiative Parthenocissus inserta ecological and biological properties floodplain oak forest Rostov oblast Find a journal Publish with us Track your research Research in Personnel and Human Resources Management: Volume 31 Table of contents, research in personnel and human resources management, copyright page, list of contributors, global human resource management: bridging strategic and institutional perspectives. The purpose of this paper is to bridge the boundaries separating strategic and comparative institutional perspectives on human resource systems and employment relations. Each research tradition has investigated the role and outcomes of corporations as they operate in an increasingly global economy. Researchers in these traditions, however, ask different research questions and draw on distinct social science disciplines, theoretical assumptions, and research methodologies. While they have pursued parallel but separate tracks, we argue that they have important lessons for each other. In this paper, we review the core characteristics and critiques of each research tradition, provide a series of examples of efforts to bridge their differences, and offer suggestions for future integration. Designing Executive Risk-Taking: An Agenda for Improving Executive Outcomes Through Work Design Executives exert a pervasive influence on the organizations they lead. As such, scholars have long considered how to calibrate the risks inherent in executive decision making, often relying on incentives and compensation to calibrate executive risk behavior. However, there are shortcomings that reduce the efficacy of this approach, largely because incentives and compensation do not alter the work environment itself, which play a significant role influencing executive risk behavior. Consequently, in this chapter, we propose a conceptualization that integrates executive risk-taking with work design, framing three central features of the strategic leader job and work environment that may be manipulated to channel and shape executive risk-taking. Specifically, accountability, discretion, and relationships are proposed as the key higher-order characteristics of the executive work context, and they are examined with respect to optimal calibration in order to maximize both executive performance and well-being, as well as organizational coordination and control. Implications of this conceptualization and directions for future research are discussed. Orientation Programs that may Facilitate Newcomer Adjustment: A Literature Review and Future Research Agenda Formal orientation programs play a potentially important role in newcomer adjustment, yet research aimed at understanding and improving the effects of these interventions has stagnated in recent years. The purpose of this chapter is to facilitate a redirection of researchers’ attention to such programs, and to suggest ways to integrate this body of research with recent developments in socialization and training literatures. A Review of Recent Advances in Item Response Theory The purpose of this chapter is to provide researchers a summary of some of the latest developments in item response theory (IRT), and to help these groups realize that psychometric tools can now be used for theory testing in addition to the traditional role of improving construct measurement. The author first reviews some of the fundamental tenets of classical test theory to contrast with IRT. He then describes recent advances in goodness-of-fit tests that have helped turn IRT into a model-testing tool. Finally, the author reviews several new test models that provide new flexibilities, summarizing summarize several examples of research that has used these new models in organizational research. At the end of this review, the author provides suggestions to help researchers better use these new IRT tools. Although there have been significant advances in IRT in the past decade, there has not been a systematic review of these developments. This review places those developments in context to provide readers a real appreciation of these breakthroughs. The Impact of Leadership, Management, and HRM on Employee Reactions to Organizational Change This chapter provides a review and extension of research pertaining to the respective roles of leaders, managers, and human resource management (HRM) practices on employee reactions to organizational change. Particular focus is given to the differential effects of these factors on employee commitment and resistance to change. A review of organizational change research between 2001 and 2011 revealed these outcomes to be two of the most commonly studied and consequential employee reactions to change. The review also demonstrates that research lacks precision in the treatment (conceptualization and measurement) of these constructs. For instance, sometimes the leadership and management of change are clearly differentiated, other times equated, and yet other times blurred. Arguments are presented that encourage researchers to refine theory and tests of leading and managing change, as well as their respective implications for change-related HRM. A specific case is made for the academic and practical utility of theory and practice that explicitly integrates leadership and management roles and responsibilities. Doing so will more closely align with and capture the inherent complexity of organizational change and employees’ experience. The intent is to urge both scholars and practitioners of change to adopt broader, yet more precise and practical, perspectives on how to influence employee reactions and change outcomes. To this end, special attention is paid to roles of leaders, managers, and HRM practices. Off-the-job Embeddedness: A Reconceptualization and Agenda for Future Research We propose that off-the-job embeddedness (OTJE) be reconceptualized as a separate and distinct, albeit related, construct from job embeddedness. We conceptualize OTJE as the totality of outside-work forces which keep an individual bound to his/her current geographical area and argue that this construct includes important factors which do not fall under the umbrella of “community embeddedness.” Moreover, we propose that these outside-work forces may embed individuals in their jobs either directly or indirectly (through the perceived or expressed preferences of spouses, children, and extended family). This paper identifies the key components of OJTE, addresses the measurement of OTJE, explains the relationships between job embeddedness and OTJE (and their respective components), highlights how OTJE can either amplify or counteract the effects of job embeddedness, and illustrates the direct and indirect effects of OTJE on both work-related and personal outcomes. About the Authors Rosemary Batt is the Alice Hanson Cook Professor of Women and Work at the ILR School, Cornell University. She is a Professor in Human Resource Studies and International and Comparative Labor and Editor of the ILR Review . She received her BA from Cornell University and her Ph.D. from MIT. Her research focuses on comparative international studies of management and employment relations, with particular attention to globalization and the restructuring of service industries, and its impact on low wageworkers. She coordinated the Global Call Center Research Project (http://www.globalcallcenter.org). Her current work focuses on the impact of financialization on management and employment relations. Her work has appeared in such journals as the AMJ , British Journal of Industrial Relations , the European Journal of Industrial Relations , ILR Review, Industrial Relations , IJHRM , and Personnel Psychology . She is coeditor of the Oxford Handbook on Work and Organization and coauthor of The New American Workplace , Cornell University Press (http://www.ilr.cornell.edu/directory/rb41/). Joseph J. Martocchio Aparna Joshi All feedback is valuable Please share your general feedback Report an issue or find answers to frequently asked questions Contact Customer Support 412 COMMENTS Research in Personnel and Human Resources Management Forty Volumes of Research in Personnel and Human Resources Management: Reflecting on Impactful Contributions and Continuing Our Mission Into the Future; Looking Back to Move Forward: A 20-year Overview and an Integrated Model of Human Resource Process Research; Retaining Self-initiated Expatriates: Systematic Reviews and Managerial Practices Research in Personnel and Human Resources Management Scope. Research in Personnel and Human Resources Management is designed to promote theory and research on important substantive and methodological topics in the field of human resources management. The series is published yearly and includes papers on issues of cutting edge importance by some of the very best scholars in the field. Research in Personnel and Human Resources Management: Research in Personnel and Human Resources Management | Editors: M. Ronald Buckley, Anthony R. Wheeler, John E. Baur, Jonathon R. B. Halbesleben. Books and journals Case studies Expert Briefings Open Access. Publish with us ... Self-report questionnaires are the predominant method used in human resource management (HRM) research to assess ... Research in Personnel and Human Resources Management: When implementations of HIWPs are accompanied by companion investments in human capital - for example, in better information and training, higher pay and stronger employee voice - it is appropriate to talk not only of HIWPs but of "high-involvement work systems" (HIWSs). This chapter reviews the theory and practice of HIWPs and HIWSs. Research in Personnel and Human Resources Management Ronda Roberts Callister. 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Research in Personnel and Human Resources Management Volume 24 of Research in Personnel and Human Resources Management (RPHRM) contains seven papers on critical issues in the field of human resources management, thus continuing the tradition of the series to develop a more informed understanding of the field. A Multi-Level Application of Learning and Performance Orientations to Individual, Group ... Journals in Human resources management The Journal of Vocational Behavior publishes original empirical and theoretical articles that contribute novel insights to the fields of career choice, career development, and work adjustment across the lifespan and which are also valuable for applications in counseling and career development programs in colleges and universities, business and industry, government, and the military.The Journal ... The Relationship Between Sustainable Human Resource Management and Background: Human Resource Management (SHRM) and Green Human Resource Management (GHRM) are the subjects of this investigation of their interplay in Hyderabad, India's industrial sector. There is a growing need to include eco-friendly practices into HRM due to the increased global focus on sustainability in medical industry. Aim: Sustainable The study's overarching goal is to deduce how green ... Research in Personnel and Human Resources Management This series publishes monograph length conceptual papers designed to promote theory and research on important substantive and methodological topics in the field of human resources management. Volume 28 of "Research in Personnel and Human Resources Management" ("RPHRM") contains seven papers on important issues in the field of human resources management, thus continuing the tradition of the ... 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Research in Personnel and Human Resources Management: Volume 34. Subject: HR & organizational behaviour Human resource policy Conditions of employment. The Determination of Woody Biomass Resources and Their Energy Potential The aim of this study was to estimate the shoot weight of four selected hazelnut cultivars and to see if the morphological characteristics of the cultivar and the age of the shoots affect their quality when used as fuel. This study shows that the cultivar 'Olga' generated the highest amounts of woody biomass (6507 t·ha−1), while 'Olbrzymi z Halle' generated the lowest (3843 t·ha− ... 2016 Coupe Mondiale, Confederation Internationale des Accordeonistes CIA Stroll Through the City Park (45 Bolshaya Sadovaya Street), Sometimes called "Park Gorkovo", this park is filled with beautiful flower beds, a full amusement park, restaurants, and souvenir kiosks. 2016 Coupe Mondiale, Rostov on Don, Russia, The Confederation Internationale des Accodeonistes (CIA) are the organisers of the annual Coupe Mondiale ... Research in Personnel and Human Resources Management Emerald Group Publishing, Jul 15, 2019 - Business & Economics - 288 pages. Volume 37 of Research in Personnel and Human Resources Management contains six original scholarly monographs written by thought leaders in the field of human resources management. This volume focuses on human resources branding, innovation and creativity in human ... Southern Federal District, Russia Guide Southern Federal District - Overview. The Southern Federal District is a federal district of the Russian Federation located in the south of its European part, in the lower reaches of the Volga River, north of the Greater Caucasus Range. The city of Rostov-on-Don is the administrative center of the district. The main sea resorts of Russia (Sochi, Anapa, Gelendzhik) are located on the territory ... Research in Personnel and Human Resources Management: Forty Volumes of Research in Personnel and Human Resources Management: Reflecting on Impactful Contributions and Continuing Our Mission Into the Future. Pages 1-6. View access options. Cobblers, Let's Stick to Our Lasts! A Song of Sorrow (and of Hope) About the State of Personnel and Human Resource Management Science. Pages 7-92. Currency transactions and Customs flows in the foreign economic The paper considers currency and financial transactions in Rostov oblast in the peroid 2000-2010. The change in the composition of bank sector operators is analyzed. Methods are suggested for analyzing the interrelation between currency and Customs operations and commodity flows that allows one to reveal the role of a separate region within the Russian Federation as a transit territory for ... Research in Personnel and Human Resources Management Volume 29 of "Research in Personnel and Human Resources Management (RPHRM)" contains seven papers on important issues in the field of human resources management, thus continuing the tradition of the series to develop a more informed understanding of the field. This collection of papers represents excellent scholarship and illustrates the truly ... Research in Personnel and Human Resources Management: Volume 42 The primary objective of this chapter is to synthesize and organize prevailing theoretical perspectives on metacognition into a framework that can enhance understanding of metacognitive phenomena, with the aim of stimulating future research in the field of organizational behavior and human resources management (OBHRM). Invasion of the Parthenocissus inserta (Kern.) K. Fritsch. in Abstract Naturalization of woody lianas poses a great danger to the ravine and floodplain forests of Rostov oblast. Therefore, the aim of the work was to study morphology, ecological and biological properties, and the invasive process of Partenocissus inserta. Studies were carried out in the Botanical Garden of the Southern Federal University and in the west of Rostov oblast in a floodplain ... Research in Personnel and Human Resources Management: Research in Personnel and Human Resources Management: Volume 31. 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